...Engaging the Health Care Workforce The restructuring of the health care industry and ongoing efforts to improve quality are changing how the work of health care is organized. Many health care workers are taking on new roles and responsibilities. Some are excited by these changes and the new opportunities they create. Others are unsure about whether their training has adequately prepared them for the dramatic changes that are taking place. While understanding the need for change, many of these workers are asking for more of a voice in the process of change. The challenge for industry leaders is to harness the tremendous talent, energy and commitment of the ten million people who have been drawn to work in the health care industry because of its strong sense of mission. In order to improve the quality of health care, they must build a health care workforce that is strongly dedicated to caring for patients, knowledgeable and well trained, committed to continuous quality improvement and cooperative work, secure in their employability, confident in the safety of their work, fairly compensated, and competent in caring for the wide diversity of the American people. RECOMMENDATIONS The training of physicians, nurses, and other health care workers must change to meet the demands of a changing health care industry. Education and training of health workers should provide those individuals with greater experience in working in interdisciplinary teams, the provision of care in nonhospital...
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...4/12/13 Developing a Culture-Based Workforce: Top Healthcare Workplaces Share Best Practices | Hospital Management & Administration Developing a Culture-Based Workforce: Top Healthcare Workplaces Share Best Practices Written by Heather Punke | March 22, 2013 There no doubt are many factors that go into making a hospital or health system a great place to work, but one of the fundamentals is hiring and retaining excellent, motivated employees. Employees who enjoy coming to work and interacting with patients, visitors and each other help perpetuate a positive workplace culture and make a hospital or health system a great place to be for everyone. The following are five best practices for building up a culturally unified, team-oriented employee base. 1. Establish an employee culture and hire based on fit. When a hospital or health system brings on new employees, ensuring they fit culturally is just as important as making sure they have the clinical or technical competency necessary to succeed in an organization. Therefore, it makes sense for hospitals and systems to vocalize their values and incorporate culture into the interviewing process. "We hire for attitude and how they fit, not just that they have experience or a certain license," says Vic Buzachero, corporate senior vice president for innovation, human resources and performance management at Scripps Health in San Diego. Scripps' culture is driven by its values of respect, quality and efficiency, according to Mr....
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...community of our society, yet one that continues to struggle with diversity. Diversity is not new to the United States. This nation has always been a union of various cultures and has gone through repeated periods of uneasiness as the world’s melting pot. Some examples of diversity are race, religion, age, class, lifestyles, gender, language, education, and etc. Our advantages in having a country that is so diverse are creativity and innovations, provision of a broader range of skills, providing better service to diverse customers, and recruitment of the best talent from the entire labor pool. Problems we face with diversity in the workplace are “Glass Ceilings”, “The Good Ole Boys’ System”, stereotypes and assumptions. In today’s workforce more companies are employing managers with little to no prior management experience. Having poor strategic planning and leads to organizations who fail there employees and fail to provide workplace ethical issues. Fisher, Anne. Are you stuck in middle management hell? Fortune Magazine. August 15, 2006, http://money.cnn.com/magazines/fortune/ Marching Side By Side. (1997, April). Online Newshour. Retrieved July 26, 2006, from http://www.pubs.org/newshour/bb/military/april97/coed Zdechlik, Mark (2004). U.S. military faces recruiting and retention challenges. Retrieved July 27, 2006, from http://news.minnesota.publicradio.org/features/2004/07/06 Vote Match: Require companies to hire more women & minorities. Retrieved September...
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...ORGANIZATIONAL BEHAVIOR BUS 311 Proposed Topic for Research Paper Gilbert Lee Gragg March 4, 2015 Topic #1. Newport News shipbuilding recurring racial and ethical issues regarding treatment of non-white workers. Topic #2. Consistent questionable treatment of employees at Newport News Shipyard. Topic #3. Preferential treatment of white employees over black employees at Newport News Shipyard. I worked at Newport News Shipyard in 2008 as a security guard and unlike recent cases state, treatment showed all workers showing disrespect and racial based jokes at the other group’s expense. A noticeable difference was the education in which the black work force lacked over white counterparts. Such a large workforce with considerable educational and historical backgrounds can lead to tension, especially when a group feels at a disadvantage. I plan on interviewing some of the management staff, equal opportunity representatives and possible employees in relation to the proposed topics of interest. There are few articles regarding the topics listed, however research conducted by interviewing employees and staff at the shipyard should and will yield the proper amount of needed evidence to conduct a thorough paper. This topic is of interest to me, because I would like to delve deeper into the organizational and psychological aspect to see if only people of non-white origin have wanted to search for a monetary gain and if it should be the company or the individuals...
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...Multigenerational Workforce in Difference Industries Lingwen Meng Lee University Abstract The multigenerational diversity in workforces in different industries is getting larger in the last decade. Not only there are a major shifting of young workforce to professional industries and non-professional industries, but there is a growing in size of elder workforce in the most popular industries. This fact is creating many changes and challenges in communication between different generations at work. Keywords: multigenerational workforce, business communication Definition According to Department for Professional Employees, the young workforce is defined as people aged 20 through 34 who are working at the moment. On the other hand, the elder workforce is the people aged above 35 who are working. In 2013, young people were estimated to be twenty-seven percent of the professional workforce. Research On a macro scale, according to Bureau of Labor Statistics, in 2013, the total number of young workers in all industries was 49 million people out of 144 million employees in the U.S, which is 34 percent of the total workforce. The total number of elder workers in all industries was 95 million people out of 144 million employees in the U..S, which takes 64 percent of the total workforce. The amount of elder workers was nearly double the amount of young workers. Young workers with less education than associated degree are...
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...Women gaining power in business The role of women in the workforce has increased dramatically over the last several decades. If we look at women these days, women have become very successful in balancing between both work and family to build a strong foundation for their children and future generations who may want to be just as successful, ambitious and accomplish the same goals. Women these days have so many more opportunities that they never had before, this opens the doors for women to achieve anything in terms of business. Women are gaining power in business these days because there are more women going into the workplace, women getting better education and finally women are getting hired more than men because they are paid less. Certainly, roles of women these days are different than what they were back in the days. Women had a very small role in business back in the days, we see a lot more women in the workplace these days. Today, women only take some roles in consideration. Staying home and taking care of the house is no longer women’s number one priority. Instead, working outside of the home whether its part time or full-time is much more popular. A large percentage of women these days choose to be in the workplace, to be independent and support their families rather than staying home. A lot of families depend on the mother’s income especially during these tough economic times. Years ago, not a big percentage of women were seen in the work force. During...
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...Cambodia Cambodia is a small country bordered by Thailand and Loas on the north and Vietnam on the east and south. The country has a rough population of 15 million and is the size of Missouri. The country consists mainly of grainy plains ringed by mountains and has two large body of waters Mekong River on the east side and in the center Lake Tonie Sap, which is the storage basin of the Mekong. Cambodia’s main language is 95 percent Khmer and then French and English are the other 5 percent. Their labor force is 8.8 million est. in 2012 with 75 percent of it being agriculture. The industries that they focus on mainly are tourism, garments, rice milling, fishing, wood and wood products, gem mining and textiles and that’s how the country gets a living. They also have almost 45 percent of women employed in nonagricultural sectors, which is very low for a country of any size. The country also has a very low percentage of females that have seats in their national parliaments with 20 percent so it shows that males dominate the work force and the nations power of voting for decisions. The Quantitative figures of this country and their labor force participation rates for men and women are actually very close over all despite the idea of men over taking women in the working fields. The figures actually show that men of Cambodia are actually 90.9 percent for primary completion rate. The women actually have the upper hand with a percentage of 91.7 and that’s above the men...
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...Over the years, many women have graduated out of colleges and universities, hoping to enter the workforce. Although, there are some workforce in the industries where there have shown low presence of growth, whereby quarter of these women stopped working and moved to being part- timers, according to Baig (2013). Yet, when it comes to sheer numbers, women’s participation rate in the labour force has increased greatly, from 30.3 million in 1970 to 72.7 million over four years. In Brunei, as stated by Ishak (2008), women’s participation rate in the workforce has also increase dramatically from 20% to over 59% today. The establishment of the Women’s Business Council in Brunei in 1999, aims to support business women of diverse occupations and to provide opportunities for women to help themselves grow personally and professionally though leadership, networking education and national recognition, it is said that almost 50% of all micro, small and medium enterprises in Brunei are made of women. From there, to be on an equal standing with the men can be seen, be it in terms of salary or position. Hence, women today began to accept the equal opportunity given to men and women, due to the factors such as people’s prejudice towards working women, government policies such as the Legislation on Women in Brunei and others. These women do see themselves as a part of the “bread-winners”, a role usually hold by the men. Quality Work-Life balance, as stated by Cherrington...
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...I believe that the cultural competent healthcare workforce help reduce disparities because the cultural communication produces the good relationship between the healthcare workers and the patients, but lacking of the cultural communication would trigger an irrecoverable medial mistake; however, if the cultural competent healthcare workers communicated effectively, they also could provide high-quality care to patients from divers background. It is an important that the healthcare workers-patient’s relationship and the communication between them. When patients go to hospital to care their disease, most of them have own cultural background such as race, gender, and religion. As I used to work as a medical clerk over ten years in Japan,...
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...birth. The Army would discharge a female soldier once it was determined she was pregnant as well confirming societies views that a mother needs to be home with her children. Finally marriage was used as their third justification for these limits. This justification assumes women marry and that the man’s job should be in the public sphere and the woman should remain in the home. All three of these reasons might have been seen as reasonable in early history because women were treated as a possession but with today’s society none of these justifications hold true. Today with divorce rate so high and more women are put into the place of single mother raising children alone the need for equality in the workforce is even greater. Since 1955 the number of women in the workforce has risen from 27% to over 70% and mothers with children under six years old have risen from 18% to over 62%. (InfoPlease). Men are still paid higher...
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...some of the onus on lower level employees will lead to a higher level of performance in the work place because employees will have to analyze and make decisions on their own that influence quality and performance. Decentralization also helps to promote a leaner organizational structure that is able to work more effectively. This leads to what is known as "Six Sigma" which is all about doing more with less. Staff that can make decisions wisely for the benefit of the work place without costing the business time and resources to make those decisions is valuable. Perfect decisions may not always be made and mistakes may occur but employees will learn from their mistakes and evolve to become wiser, more skillful and more capable. An educated workforce is more effective than one that needs to be monitored constantly. Typically in a business, the operating level knows more about how to control the processes then the ones further away from the action. Empowering employees means challenging themselves which will often lead to them rising to the occasion (goal congruence). Empowering the lower level is about motivating employees to care about their jobs. Being able to see how what they do as lower level employees ultimately affects the overall well being of an organization encourages that hard work. Involving the lower levels of an organization promote unison between "top level" and "shop level" workers and...
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...become commonly referred to as the “melting pot.” Every day this country is becoming more and more diverse and acceptant of other cultures. This is becoming more and more prominent in the workforce as well. Not only are people from all around the globe able find work in the United States, but women are also becoming more dominant in the workforce. Although there is still a lot of speculation as to whether or not women and men are getting equal treatment and pay, many women today are finding themselves suffering from little to no discrimination in the workplace. In today’s society, people also tend to stay in the labor force longer. Recent studies show that more elderly people are working longer than in previous years. With more women, elderly, and culturally diverse people working, communication between workers can become quite challenging. Therefore, it is important to practice improving communication abilities in the company through the application of diversity skills (Linn, 2013). A.1. Demographic Changes One demographic change that we see regularly today is the work force becoming more culturally diverse. Every year the numbers of culturally diverse employees are growing more and more. According to the U.S. Bureau of Labor Statistics, by race, Caucasians made up the majority of the workforce as of 2013, counting as 79% of all working Americans. African Americans accounted for 12% of laborers, Asians counted for 6%, and American Indians and Alaska Natives made up only 1% of...
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...Women in the Labor Force There have been many changes in the workforce in the United States. One significant change is women being more involved in the United States labor force. Labor force equals the number of people employed plus the number of people unemployed. According to the U.S. Bureau of Labor Statistics (2014), there has been a significant increase in women in the labor force after World War 2. Women’s participation in the labor force rose from the 1960’s through the 1990’s. As presented in the U.S. Bureau of Labor statistics website (2015), the unemployment rate is 5.1% as of August 2015. Unemployment rate is the percentage of the people in the labor force who are unemployed. Since the past until now, there have been more and more women joining the workforce. There have been increases because women do not want to be dependent just on men to provide for them. This society is changing and we all adapt to the changes. One change is that women do not necessarily need men to survive when they can support themselves and their children and be independent. Women did not have equal rights as men did in the past. Women fought hard to have equal rights and participate in the government. In the past, women were to marry, be a housewife and to raise the family, not to work, that was the man’s job. Women still to this day are treated unfair in the workforce. Women have been fighting for more rights in society and in the work force. In the chart accessed by the U.S. Bureau of...
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...Abstract Diversity management practices are specific activities, programs, policies and any other formal processes designed to improve management of diversity via communication, education and training, employee-involvement, career management, accountability and cultural change. Overall, diversity management places emphasis on the development of organizational strategies and cultures that are not only tolerant of diversity but actively encourage flexibility and inclusion (Burke & Ng, 2006; Childs, 2005). Workforce diversity is increasing and managers need to develop ways to effectively manage the different views and characteristics of the new, diverse workforce. While there has been considerable research exploring the ‘value-in diversity’ approach, many questions remain unanswered. The evaluation of diversity programs remains an area for attention. While many firms have implemented diversity practices, it is difficult to measure the relationship between diversity practices and organizational performance outcomes. Recent research has explored the factors that moderate the relationship between diversity and performance (Grimes & Richard, 2003; Richard, 2000). Richard (2000: 174) concluded that diversity does add value to a firm but the effects of diversity “are likely to be determined by the strategies a firm pursues and by how organizational leaders and participants respond to and manage diversity”. Introduction Diversity is a commitment to recognizing...
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...take on how to empower yourself in the workplace. Melynnie A. Rizvi brought a more realistic view of the workplace and gaining credibility. Despite being more about a women’s perspective in the workplace she was very insightful when it came to what needed to be done to gain credibility and success. Raised by a single parent, she explained that she had never wanted to rely on another person for her success in life. Graduating in 2009 she went on to work for multiple law firms, the last firm she worked at she made partner but felt that other board members treated her unfairly due to her having a baby. She explained that she and the board member were good friends but the problem was that in corporate America it is still a male dominated workforce and that many men have never faced or have had to deal with a women having a child. What I liked about her was that she was not blaming the person for his behavior, but blaming the world around him. She was very understanding and realistic when it came to this topic. She laid out 7 steps and behaviors that impact credibility. Most of these were related to our communication styles and how we present ourselves in the world. She also explains how men and women communicate differently and their goals of communication are different. Men have a tendency to want to convey a position or a view when communicating. Women communicate to collaborate. This is not always true but it is what generally happens. The use of the word “Just”, discounts...
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