...reported she felt devalued, and her ideas were often dismissed by Fils-Aime. Black stated Fils-Aime was not receptive to her feedback. Black also stated she felt funding of the grants in which the team was responsible, were in jeopardy due to Fils-Aime’s managing style. Additionally, Black mentioned incidents throughout her employment in the Wellness Division in which Fils-Aime’s interactions were inappropriate and verbally abusive. Black stated Fils-Aime made comments which were sexist and felt he was intolerant to beliefs which did not align with his religious views. Black also said she felt she was treated differently because she is a female. In her interview on May 17, 2016, Black stated she has struggled with Fils-Aime as her supervisor throughout her employment in the Wellness Division. Black stated Fils-Aime is not effective in his role, and he was never receptive to any feedback she gave him. Black stated she stayed in the position for approximately four years because she loves the job and it is her passion. Black stated there were a series of disappoints which ultimately led her to leave her position. A particular event included developing a work plan for a program which is funded by a grant. Several meetings occurred between the Wellness team, the grantors, and the technical team. According to Black, Fils-Aime did not listen to the feedback the team recommended. Ultimately, the grantor invited Deputy Commission, Carrie Slatton-Hodges, which is Fils-Aime direct...
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...ourselves for everything. There are many differences for-profit and non-profit have. For- profit organization is a business or organization whose primary goal is making money, as opposed to a non-profit organization whose focuses on helping the community and is concerned with money only when it necessary to keep the organization operating. Most companies are considered to be business for profit organizations. Examples are retail stores, restaurants, insurance companies. An example of a non-profit organization would be, St. Jude Children’s Hospital. The mission of St. Jude Children’s Hospital is to advance cures, and means of prevention for pediatric catastrophics disease through research and treatment. Consistent with the vision of their founder Danny Thomas, no child is denied treatment based on race, religion, or families ability...
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...Definition of Management & Management Theory Management is ‘The art of getting things done through people’. (Follett et al., 1973) ‘Managers give direction, provide leadership & decide how to use resources to accomplish goals’. (Drucker, 1954) ‘Management is the attainment of organizational goals in an effective and efficient manner through planning, organising, leading and controlling organisational resources’. (Daft and Marcic, 2009) There are many definitions of management. Classical theorists such as Fayol and Taylor believed in applying universal principles to achieve ‘one best way’ of management. Henri Fayol emphasised ‘command and control’ and taught the five functions of management as; planning, organising, commanding, co-ordinating and controlling. Taylor in the Principles of Scientific Management (Taylor, 1911) taught that there was ‘one best method’ of management based on the scientific study of each task. Taylor would not have approved of the focus on the individual, as later developed by Elton Mayo using the Hawthorne experiments which highlighted the importance of social interaction (Mayo, 1949). The work of Mayo was a radical concept in its timeframe. In a review of approaches to management Crainer states that Mayo’s studies ‘were important because they showed that views of how managers behaved were a vital aspect of motivation and improved performance’ (Crainer, 1998). Given Taylor’s obsession with control and self-discipline, it is unlikely that he would have...
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...National Quality Standards: Residential Services for People with Disabilities Health Information and Quality Authority National Quality Standards: Residential Services for People with Disabilities About the Health Information and Quality Authority The Health Information and Quality Authority is the independent Authority which has been established to drive continuous improvement in Ireland’s health and social care services. The Authority was established as part of the Government’s Health Service Reform Programme. The Authority’s mandate extends across the quality and safety of the public, private (within its social care function) and voluntary sectors. Reporting directly to the Minister for Health and Children, the Health Information and Quality Authority has statutory responsibility for: Setting Standards for Health and Social Services — Developing personcentred standards, based on evidence and best international practice, for health and social care services in Ireland (except mental health services) Social Services Inspectorate — Registration and inspection of residential homes for children, older people and people with disabilities. Monitoring dayand pre-school facilities and children’s detention centres; inspecting foster care services Monitoring Healthcare Quality — Monitoring standards of quality and safety in our health services and implementing continuous quality assurance programmes to promote improvements in quality and safety standards in health. As deemed necessary...
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...QUESTION ONE. HOW GOAL SETTING MOTIVATES AN EMPLOYEE. 1. There is a clear and understandable job description reassures employees to put in the substantial effort since every employee knows what is expected of him or her. 2. Goals activate cognitive knowledge and strategies such as the technical aspect of every operation that help employees cope with a variety situations. 3. When employees participate in the goal setting process, they often do not need to be reminded about what is expected of them. Firefighters do not need to be reminded of their purpose to save lives and property. 4. Management should be a role model to all employees as this will set the foundation for organizational goals. Therefore a good role model motivates employees to work hard following the manager’s footsteps instilling courage and guidance as the chief leader takes responsibility of every task to be undertaken by every fire fighter within his department. 5. An organization should create recognition programs that reward the employees who meet the organizational goals. This include but are not limited to promotions of acknowledgement of best fire fighters on a monthly basis in recognition of their good performance by placing their pictures on a wall to be viewed by all and sundry. FIVE PRACTICAL LESSON LEARNT FROM RESEARCH ON GOAL SETTING. 1) Productivity improvement can managed through frequent training. This attained through regularly training of fire service personnel...
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...Analysis Here we will present the evidence that middle management within SMS failed both Kathryn McNeil and the company as a whole. The company’s management fails to utilize progressive HRM practices, does not value their “B Players”, confuses autonomy with ambiguity, and allows in-group bias and personal opinions to inform decision-making. The individual most responsible for this failure is SMS’s Director of Product Management, Lisa Walters. If some of the practices outlined in the Pfeffer and Veiga article, “Putting people first for organizational success”, had been put into practice by SMS, then this problem may have been avoided. - “The idea of providing employment security in today’s competitive world seems somehow anachronistic or impossible and very much at odds with what most firms seem to be doing. But employment security is fundamental to the implementation of most other high performance management practices”. (Pfeffer & Veiga) - “Obviously, successful firms can afford to pay more, and frequently do so, but high pay can often produce economic success”. (Pfeffer & Veiga) - “Training is an essential component of high performance work systems because these systems rely on frontline employee skill and initiative to identify and resolve problems, to initiate changes in work methods, and to take responsibility for quality”. (Pfeffer & Veiga) Clearly SMS has a single-minded desire for “A Players”. This view is very limited and short sighted. As we learn from...
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...1.1 – Person-centred care is a way of thinking and doing things. It means putting the individual and their families at the centre of decisions and seeing them as experts, working alongside professionals to get the best outcome. Person-centred practise is all about having a focus upon individual’s needs. Every individual has different needs, wishes, choices, likes and dislikes. We must treat everyone fairly and respect their dignity and privacy at all times. We cannot stereo-type or tarnish everyone with the same brush even if they have the same religion, disability or alike in any other way. Despite what they may have in common, every single person is an individual and should be treated like one. 1.2 – All approaches to person-centred practice work well and personally I don’t think there is a particular ‘best approach’. When used correctly, every approach will have the same benefits and outcomes. Also different approaches would work better in some work placements than others the same as work better with some individual’s than others. Below I have compared just a few different types of approaches: Essential Lifestyle Planning. (ELP). This plan looks at: - what people like and admire about the individual - what is most important to the individual - the communication - how to provide the support - identification of successful methods - how to solve problems and/or overcome any barriers ELP is a good for a day to day basis. It’s a good way to start to get...
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...Assessment Activity 1 Management is the coordination of people and processes with the effective utilisation of human material resources to achieve an organisation's objectives. They draw on supplies, time, money, people and equipment. To ensure that their performance and behaviours fit with the organisation's expectations and that the work they do actively contributes to goal achievement, managers must be very clear about the organisation's goals and must be able to communicate these goals to the employees who will work toward achievement. The difference between leaders and managers can be summarised as managers are people who do things right and leaders are people who do the right thing. To achieve organisational goals those who act in management roles should also be good leaders. Yet leadership and people with strong leadership skills will no only be found in management positions. Many people within an organisation will be leaders and some will take on leadership roles as required, in specific situations. Assessment Activity 2 Staff will not respect the manager and will not cooperate or work as hard as they should be. Credibility, a clear sense of where they are going The ability to delegate effectively and share power, Support for employees while they do important work, Someone who goes further than simply treating people as a means to an end, Clarity of communication and consistency Respect on both a personal and work-based level ...
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...Leadership experience Introduction Management is a vital process in the smooth running and operation of a company or organization. It is in the management level that a clear vision and mission of a company is set (Holan & Phillips, 2002). Leadership and management are therefore essential in achieving organizational goals and objectives. The Riverside Pediatric Associates case is common in companies and entities that fail to fit into the dynamics of an expanding work place. Human population is constantly increasing and so are clients of a once best rated health facility. However, the changes of the Riverside pediatric facility are not in conformity with the fast increasing demand for medication. Worse still are the incongruities of management and leadership at the facility leading to a mess of situation. Doctor’s roles have been inflected and assumed the roles of administrators; fields which they have no glimpse of or even knowledge of how management of a hospital is run for a dynamic society. The effect is devastating as patients’ demands are neglected. The doctors, also feel unhappy about their job, and so the whole system comes down crumbling due to the rot in the leadership and management of the facility. To reverse the trend, drastic and deliberate changes have to be effected in the leadership and management of the facility. In this assertion, the whole range of management, leadership and administrative principles of a company or organization have been discussed. More...
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...people? | | | a. | Participants cannot just quit without a valid, logical reason. | b. | Deception is never justified. | c. | Participants must be allowed to make an informed decision about participation. | d. | Participants must understand that confidentiality is not guaranteed. | | | | | | | | Grade: | 2 | | | User Responses: | c.Participants must be allowed to make an informed decision about participation. | | | Feedback: | a.Correct. Ethics of Psychological Research, p. 34 | | 2. | A ________ has a medical degree and is a medical doctor who specializes in the diagnosis and treatment of psychological disorders. | | | a. | psychoanalyst | b. | psychiatrist | c. | psychologist | d. | psychiatric social worker | | | | | | | | Grade: | 2 | | | User Responses: | b.psychiatrist | | | Feedback: | a.Correct. Psychological Professionals and Areas of Specialization, p. 18 | | 3. | Researchers who allow their expectations about what they will see to affect the results of their observation studies are suffering from: | | | a. | controlled observation. | b. | participation observation. | c. | the observer effect. | d. | observer bias. | | | | | | | | Grade: | 2 | | | User Responses: | d.observer bias. | | | Feedback: | a.Correct. Psychology: The Scientific Methodology, p. 23 | | 4. | Researchers use ________ for reducing bias and error in the measurement of data. | | | a. | the...
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...*Best/preferred contact method: Please use the course email through Blackboard to contact me. I will be using Blackboard for all course related materials and contacts. For Blackboard Help: Contact Joan Draper, for online help: jdraper@mercy.edu COURSE DESCRIPTION: This course examines the basic ethical issues and current trends affecting the counselor working in a contemporary school or agency. Topics include: the nature and scope of counseling, the definition of ethics and its meaning for professional counselors, and the relationship between counseling and professional ethical practice as defined by the American Counseling Association. The variety of agency and school settings are examined to illustrate the specific ethical guidelines that apply to schools and agencies. Professional norms, such as non-malfeasance, patient autonomy, and confidentiality are explained. (3 credits) TEXT: Ethics in Counseling and Psychotherapy: Standards, research and emerging issues (4th edition) Elizabeth Reynolds Welfel (2013) Belmont, CA: Brooks/Cole Cengage ISBN13: 978-0-8400-2858-7 American Counselor Association Code of Ethics http://www.counseling.org/docs/ethics/2014-aca-code-of-ethics.pdf?sfvrsn=4 Code of Ethics of the American Mental Health Counseling Association. Available on-line at www.amhca.org/ethics.html American School Counselor Association Ethical Standards for School Counselors, Available on-line at www.schoolcounselor.org/library/ethics.pdf Program...
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...ART is similar to cognitive-behavior therapy, in terms of its skill-based approach and also focuses on the juvenile’s risk factors. There are three main elements of this training, which are, anger control, behavior skills, and moral reasoning (Greenwood, 2008, p. 200). Anger control emphasizes the importance of the juvenile recognizing their triggers and educates them on how to control their reactions. Behavior skills teach pro-social skills by way of role-playing, performance feedback and modeling. Lastly, moral reasoning supports cognitive conflict when making difficult decisions (Greenwood, 2008, p....
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...Patients can feel reassured that all nurses are regulated by The Nursing and Midwifery Council (NMC). The NMC is a regulatory body which has a code of conduct that sets out standards that all nurses and midwives have to comply with in order to keep their registration. (NMC, 2008). The code sets out standards that incorporate trust, treating people as individuals, respecting confidentiality, collaborating with others, gaining consent and maintaining healthy boundaries. Before any health care professional, including nurses can begin to care or treat a patient they must gain consent. The consent must be informed and the patient must fully understand what they are consenting to and have had all the facts explained to them. The patient has the right to accept or decline this treatment and it is imperative that is respected. It must be obtained at the very beginning, before any treatment or care is delivered. An exception to this rule is where the individual lacks capacity....
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...Journal of Business Research 62 (2009) 305–313 Contents lists available at ScienceDirect Journal of Business Research Brand extension feedback: The role of advertising ☆ Eva Martínez a,⁎, Teresa Montaner b,1, José M. Pina a,2 a b Departamento de Economía y Dirección de Empresas, Facultad de Ciencias Económicas y Empresariales, Gran Vía 2, Zaragoza 50005, Spain Departamento de Economía y Dirección de Empresas, Escuela Universitaria de Estudios Empresariales, María de Luna S/N Edificio Lorenzo Normante, Zaragoza 50018, Spain A R T I C L E I N F O A B S T R A C T Firms often use brand extensions as a way of introducing their new products, although they also risk diluting their brand image. In order to understand how consumers assess extensions and extended brands, the present work proposes and estimates a theoretical model, using the structural equation methodology. The results of the estimation indicate that the attitude towards the extension influences brand image and that this attitude is a consequence of the initial brand beliefs and the coherence of the new product. A multisample analysis also reveals that favoring the introduction of extensions through adequate advertising constitutes an efficient way of protecting brand image. © 2008 Elsevier Inc. All rights reserved. Article history: Received 1 May 2007 Received in revised form 1 February 2008 Accepted 1 May 2008 Keywords: Brand extensions Brand image Brand equity Advertising 1. Introduction Launching...
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...related to the refinement of the intervention conducted by SWIFT. The six major themes included the recruitment and intervention timeline, length of transition supports, behavioral progress monitoring collection and data entry, case management coordination, benefits of skills coaching supports, and the parent coach role. The study determined that an increase in the involvement of parents and teacher in the early stages of SWIFT intervention, time of support provided, and communication between case manager, parent coach, skills coach, parents and teacher would be feasible and positively influence the successful transition from day treatment school (DTS) to the home district school (DS). This study looks to address the problem relating to the transition of emotionally disturbed (ED) at risk youth as they make the transition from individually focused day treatment schools (DTS)...
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