...Error Avoidance in Post Modern and Complex Adaptive Systems paper Published by admin on June 2, 2013 | Leave a response Review Exercise and note how might the ideas presented in the reading help you avoid each of these errors? One advantage of the joint postmodern/complexity lens is that managers might avoid some errors that would otherwise be pitfalls. Some of these are identified in the following list. From the perspectives outlined in this chapter, why are these errors? ∙ Failing to account for employees’ ability to learn safe machine operation methods by experimenting on their own with ways to speed up production and thereby reduce the effort they are required to use. ∙ Putting all employees through the same orientation program regardless of differences in cultural interpretations of organizational hierarchies and thereby missing the potential for conflict among employees and between employees and management caused by different expectations of roles. ∙ Disciplining one employee, expecting a modest change in that employee’s behavior but getting a massive union response. ∙ Changing a work process without considering the role of communities of practice on work performance. ∙ Assuming that employees will not reallocate work assignments based on their perception of the best arrangement even after receiving work allocation assignments from management. ∙ Ignoring the speed with which the informal organization can transmit messages and, therefore, failing...
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...Scenario #1 Managers fail to account for an employees' ability to learn safe machine operation methods by experimenting on their own with ways to speed up production and thereby reduce the effort they are required to use. This type of failure is an open door to disaster. The key word listed in this error is “experimenting.” No employee should have to learn by experimentation; especially on how to operate machinery. Anything newly introduced to employees should be monitored and failure for this observation to occur can lead to a major catastrophe. Being safe should be the biggest concern for a company and should be the number priority for any organization. Appropriate training is required to operate machinery correctly to avoid a safety hazard for not just for the employee but for the company as well. By adequately training employees on how to operate machinery correctly will minimize accidents by default. It is understandable how speeding up production can become an issue within an organization but before one can perform at their maximum effort/potential, training is required. Therefore that will not only assure the employee know super efficiently how to operate a piece of machinery but will also assure that the individual will perform effectively because of being trained the correct way the machine is supposed to function. Scenario #2 Managers sometimes put all employees through the same orientation program regardless of differences in cultural interpretations...
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...Error Avoidance Beth Burhans MHA 601 Principles of Health Care Administration Dr. Tricia Devin September 16, 2013 Error Avoidance There are errors in all ways of life and in all industries and workplaces. Some errors are unavoidable, while many errors are avoidable whether through planning and strategy or better training practices. In the healthcare field, errors can be very simple and not have a big impact, or they could be so significant that they could result in loss of life. As an administrator of a healthcare facility, it is imperative that the procedures, training, and regulations are updated and followed throughout every level of the facility from the maintenance crew, non-clinical staff, clinical staff and nurses and on up to the doctors themselves. The first error that could be avoided involves the operation of machinery and the employee attempting to create work around procedures on their own to enhance their own production (Johnson, 2009, p. 80). Although this sounds like a positive initiative on the part of the employee, this could prove dangerous if the proper safe guards are not being followed concerning the machinery involved. When shortcuts are taken, there is usually a consequence that will have to be paid, whether it shows up immediately or somewhere down the road. The next error that could be avoided involves “putting all employees through the same orientation program regardless of cultural interpretations of organizational hierarchies” (Johnson...
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...Error Avoidance in Post Modern/Complex 1 Post Modern Magalene Johnson MHA601 Instructor Nicole Hatcher June 29, 2013 Error Avoidance in Post Modern/Complex 2 In this new emerging world that we live in today managing healthcare organizationshave been force to develop new ways to manage Healthcare organization from these change of healthcare organizations the postmodern complex adaptive system has evolved. Before the development of this theory healthcare organizations have been unable to manage healthcare in an efficient and productive manner. First managerial error according to Johnson (2010) “failing to account for employees’ ability to learn safe machine operation methods by experimenting on their own with ways to speed up production and thereby reduce the effect they are required to use. “(page 80). With this management expects the employees’ to follow step by step procedures to perform his job. The problem is that it puts limit on how the employee can to perform his job. It takes the view that management knows the most efficient way to perform the job. The solution this problem is allowing employees the freedom to develop new and more efficient ways to perform their jobs. The postmodern/Complex Adaptive System has the same mindset in that managers must develop strategies for taking advantage of this ongoing learning. Another way for employees to provide an efficient and ongoing learning process is by joining a communities of practices is as stated...
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...Five Conflict Management Styles Here are the five conflict management styles according to Thomas, K.W., and R.H. Kilmann: Accommodating – This is when you cooperate to a high-degree, and it may be at your own expense, and actually work against your own goals, objectives, and desired outcomes. This approach is effective when the other party is the expert or has a better solution. It can also be effective for preserving future relations with the other party. 1. Avoiding - This is when you simply avoid the issue. You aren’t helping the other party reach their goals, and you aren’t assertively pursuing your own. This works when the issue is trivial or when you have no chance of winning. It can also be effective when the issue would be very costly. It’s also very effective when the atmosphere is emotionally charged and you need to create some space. Sometimes issues will resolve themselves, but “hope is not a strategy”, and, in general, avoiding is not a good long term strategy. 2. Collaborating – This is where you partner or pair up with the other party to achieve both of your goals. This is how you break free of the “win-lose” paradigm and seek the “win-win.” This can be effective for complex scenarios where you need to find a novel solution. This can also mean re-framing the challenge to create a bigger space and room for everybody’s ideas. The downside is that it requires a high-degree of trust and reaching a consensus can require a lot of time and effort...
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...Life Style Inventory Results Management 591 Leadership and Organizational Behavior Anne Hallcom September 16, 2012 The LSI, life styles inventory, measures twelve specific patterns of thinking that are broken down into three categories: constructive, passive/defensive, and aggressive/defensive. Constructive styles reflect self- thinking to receive your own satisfaction, develop relationships to work with people, and task completion. Passive/defensive styles reflect self- protecting thinking to ensure security needs with people. Aggressive/defensive styles reflect self-promoting thinking to maintain position through security needs by task-related activities. After taking the LSI survey my primary and secondary styles of thinking fall under aggressive/defensive thinking. My limiting style of thinking falls under passive/defensive thinking. My primary thinking style, power, measures your self-worth to a degree that we can control and dominate others. Power thinkers lack confidence in others and try to establish their feelings of self-importance. Power thinkers are characterized to be aggressive and to have a rigid way of thinking. Power thinkers have a high need for control, power, prestige, and status. Power thinkers dictate the actions of others and they are threatened by undermined authority. Consequently, the qualities I found to be true about me regarding power is that I have a lot of aggression, lack confidence in others, and I have a high need of control and influence. At...
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...Personal Thinking Styles Pursuant to my Life Styles Inventory (LSI): Self-description results my primary personal thinking style is “Avoidance” with a percentile score of 55% and my back-up thinking style is “Conventional” with a percentile score of 50%. As I reviewed my circumplex I became rather disturbed as I tried to understand the “Avoidance” scale. The LSI description of Avoidance states that the this thinking style is defined by tendencies of denying responsibility and your behavior, feelings of guilt and an obsession of your own concerns. I have trouble relating to these characteristics as I hardly stray from responsibility if it’s warranted or of having guilty feelings and am definitely not obsessive over my own concerns. In fact, I always own up to my responsibilities and/or any mess ups either at work or at home. I have not been in a role of a manager yet have supervised a number of interns and I have never been threatened by or with any responsibilities pushed upon me. In fact, I almost always took same on with confidence and a sense of dedication. I do agree with the assessment that at times I may not give myself full credit where I completely deserve it; I have attributed this more to humility than to insecurity. Although I am not hard on myself for mistakes and misjudgments I do, however, tend to dwell on things far longer than necessary. For example, if during a presentation I stumbled in answering a question I would live with the embarrassment of same...
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...1.0 introduction The Thomas Kilmann Model is simple tool that provides practice scenario of particular methodologies to managing conflict viably. The exploration upheld TKI offers a commonsense approach to launch safe and nonemotional discourse to resolve conflict. That is the reason its perfect for utilization in such a variety of diverse situations. It can additionally enhance organizational profit by helping individuals pick up knowledge into their own particular and others' conduct which thus helps them settle on better decisions about conclusions. The TKI is directed in simple to-utilize online and self-scorable configurations. Conflict is an inescapable part of human relationships. Where responsibility to mission and extended periods with negligible assets converge, not-for-profit work environments might be overflowing with conflict trades. Conflict can go out from administering varying viewpoints and clearly inconsistent concerns. Assuming that we can acknowledge it as a regular part of our zealous scene, it might be simpler to work with than in the event that we need (or wish!) conflict to never resurface. 2.0 Introduction of Thomas Kilmann Models. The Thomas-Kilmann Conflict Mode Instrument is intended to evaluate an individual conduct and behavior in certain scenarios. "Conflict Situations" are the scenarios in which the concerns of two individuals seem, by all accounts, to be incongruent. Conflict is a social culture...
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...GM591: Leadership and Organizational Behavior LIFE STYLES INVENTORY When proceeding with this life style survey, I was convinced that my “primary” style and/or my “back up” style will be far transparent from being Conventional and Oppositional. Moreover, in reviewing more in depth towards the final results, some of the outcomes are not exactly what I was expecting. In areas I thought should have resulted in a superlative score it barely met expectation in my scheme of things. Conventional-oriented has been revealed to be my “primary” style as the scoring was in the 98 percentile. I am by far not a manager that sees rules as more important than ideas. In fact, I do have a conservative behavior; however, it does not keep me away from trying new things. When working in a job I have always set goals and guidelines to be successful at my job skill. It has always persevered because I either was promoted at a rapid rate or acknowledgement went to me for an outstanding job. When working on a new job task that has been thrown my way, I get exhilarated from the new at all times. This describes more of an achievement-oriented “primary result” and what I was expecting at the end. At work, I am not seen as manager that will do things “by the book.” However, I am typically concerned with doing what is expected, but I am seeing as a manager that has high abilities to motivate subordinates to set goals and...
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...Journal 2 When it comes to me and negotiation I fall under the category of avoidance. I will say that if there is a way to avoid a major conflict or future conflict I usually take the steps to do that. There are also many times when I personally find things not worthy of a major discussion. I would rather take care of things that are going to have a major impact rather than little complications that pop up here and there. Time management is something that I focus on, so there are times where I do avoid issues that could be solved and they end up turning into a bigger situation then they needed to be. When I thought about this I realized that being an avoider could actually be a big disadvantage. When I continually avoid all the smaller issues that are occurring they have the potential to turn into one huge issue. That large issue will probably end up taking a lot more time to resolve, and could result in the relationships that I have being hurt. If you are not willing to sit down and have discussions with your counterparts or even people on your side, you risk the chance of them not wanting to work with you at all. Once that happens it will be a lot harder to get a deal done when the time comes for a negotiation of some sort. Another disadvantage of being an avoider is the fact that if you are constantly avoiding situations that could be resolved with a little bit of negotiation nothing will ever get done or get changed. When you look at some of the traits of an...
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...The principles of modern management theories that can be applied in a healthcare setting would be contingency and resource dependency theories. According to Weill and Olson (1989), An Assessment of the Contingency Theory of Management Information System in contingency theory, is a class of behavioral theory that claims that there is no best way to organize a corporation, to lead a company, or to make decisions. The health care industry is constantly shifting, meaning fluctuations in medical procedures and the environment of the workplace. According Weill and Olson (1989), the theory stated that management should stay flexible and remain capable of reorganizing structurally and procedurally as needed to keep up with demands and requirements. Moreover, the theory clearly applies to the hospital setting as the administration should be willing to adjust to issues that fit the demands of the workplace. This will aid in reducing the stress within the work environment. According to Davis and Cobb (2009), Resource Dependence Theory: Past and Future, mentioned that the resource dependence theory organizational accomplishment happens when a business capitalize on its power and influences in gaining the resources necessary for the businesses’ existence. Most businesses that are deficient in resources will seek to become partners of other organizations who have more resources. The dependence connection means that organizations become dependent on each other’s ability to have access...
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...Counselors Responsibility and Ethics Paper By Jennifer Ewings Willis PCN 505 Professional Ethics in Counseling Boundary Issues and Dual Relationships In the Counseling field, Counselors will encounter many instances of boundary issues. These types issues will occur when practitioners establish more than one relationship with clients. These relationships can be come professional, personal and work related. In our field of work, boundary issues will occur when mental health professionals encounter a potential or actual conflict in the professional, personal an or business relationship. A prime example of this boundary crossing/dual relationship is when a client is also a business associate, close friend, or family member of the therapist. In this situation, It would become difficult when conflicts arise for the therapist to look at things in an objective fashion. The therapist must attempt to evaluate the conflicts using the Ethical Decision Making Model. In the Ethical Decision making model, Zur, O (2011), the therapist must evaluate the situation by giving clear and accurate facts, and gather information and questions about boundary and dual relations. The therapist must determine how the relationship will affect him/her...
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...Week 10 Assignment Yvonne Walton Walden University Week 10 Assignment In this paper I will incorporate sections of assignments done in weeks 8, 9 and 10 starting with week 8: Advocacy involves the process of persuading someone to at least consider one’s point of view. The role of the nurse as an advocate in healthcare policy is not a new one. The many opportunities nurses have to observe firsthand the positives and negatives of the current healthcare system enable them to identify needs and concerns related to the care patients currently receive ( or don’t receive)( Gonzalez, 2012). Some health needs returning veterans and their families might need health care, psychological and family reorientation to life outside of the war zone, gainful employment. How might one advocate for the needs of this population? First, set up a plan which describes the things that you want to advocate for in terms of helping the veteran find organizations and funding for their needs in civilian life. Get in touch with legislators and other resource groups that can help with accomplishing the goals you set. What responsibility must a nurse have to be an advocate? First, she must have expertise in the care of needy populations, be familiar with legislators who would be sympathetic to the cause and be willing to help with the advocacy of the plan presented. Collaborate with peers and other nurses who can assist in the development and presentation of the plan. My choice is the current nursing...
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...Frequent Errors in English Grammar: Articles and Possessive Markers Keiko Muto-Humphrey 1. Introduction During past decade or so, The Ministry of Education, Culture, Sports, Science and Technology (MEXT) has been making increasing efforts to shift the focus of EFL pedagogy from “correctness and accuracy” in English to “communicative ability” (MEXT 1998). In response to this, much emphasis has been placed on students’ ability to express themselves orally in class. This has, however, had the (undesired) effect of grammar and lexis being minimised in schools. We are now at a stage whereby the overwhelming majority of students enter universities with an insufficient knowledge of grammar and lexis. This paper will examine two error patterns committed by Japanese studying English as a second language: the genitive markers of/’s indicating possession; and the English article system a/an/the. The former is concerned with the misuse of the English preposition of, which I consider to originate in the L1. The analysis shown below manifests that it is difficult for Japanese students to distinguish between of and ’s: a comparison of this will ensue. The latter originates in the misuse/overgeneralisation of learning strategies: the usage of articles: a/an/the. The Japanese language lacks an article system, making this, “one of the greatest problems for Japanese learners [and this] is vividly revealed in the high frequency of mistakes,...” (Kimizuka 1968:78). After analysing the two...
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...APPLE TAX AVOIDANCE SCHEME DOUBLE NON-TAXATION April 2015 1 Apple International Structure Source: New York Times 2 Taxation Principles RESIDENCE: • Incorporation • Place of Management -> Case of Ireland SOURCE: • Source jurisdiction is generally expected to have priority, but the concept of source is generally poorly developed in domestic tax legislation • Notion of permanent establishment, head office and transfer pricing rules 3 Double Irish Arrangement • The Double Irish Arrangement is a tax avoidance strategy that some multinational corporations use to shift income from a higher-tax country to a lower-tax country. • It is called Double Irish because it requires two Irish companies to complete the structure. One of these companies is tax resident in a tax haven 4 Apple Operations International (AOI) • AOI, the company's primary offshore holding company, made up 30% of Apple's total world profits. • Residence: Irish and U.S. tax residency rules: • Ireland uses a management and control test to determine tax residency. • United States determines tax residency based upon the entity’s place of formation. • AOI is incorporated in Ireland, it is not tax resident in Ireland, because AOI is neither managed nor controlled in Ireland. Because AOI was not incorporated in the United States, AOI is not a U.S. tax resident under U.S. tax law either. 5 Apple Sales International (ASI) (1) • The second...
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