...Case Manager Interview Case Manager: Merventine Scott Organization: Family and Youth Services Assessment and reassessment 1. When clients are referred to your organization, what process or procedure is followed to assess your client (such as psychological, social, medical, et cetera)? When clients are referred to Family and Youth Services an initial assessment is performed, which includes information on a clients demographics, residential status, income, insurance coverage, mental or medical history, and main reason for seeking service. The process also includes an overview of different areas of need such as shelter, food, safety, and health care. 2. What steps do you take to stay up to date on current services or changes in available services? Family and Youth Services management team sends program coordinators, qualified professionals, counselors, and other licensed staff out every month to meetings held for service providers. The staff comes back and we have conferences to review and discuss changes and make sure that everyone understands the new policies and procedures for these changes. We also make time for networking to research additional information on what services are available and share and use other information from neighboring agencies. 3. Can you describe the standards you use in writing up assessments, reports, and recommendations? All case managers should utilize the Standards of Practice for Case management. The case manager should complete all assessments...
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...Reflection Manager Interview MGMT 3110-002 | Fall 2015 | Professor Joel Nichols | University of Memphis |November 19, 2015 Individual Experience Reflection Interviewing a manager was a great experience and I have learned a lot from it. I had interviewed a former manager and owner of a sewing shop called Alterations and her name was Norayda Bautista. It was a great learning experience by getting to know the manager’s duties and perspectives. Being a manager requires a lot of work, skills, and determination. The first question asked on this interview was about their day-to-day duties. Bautista’s daily tasks were to assign loads of work and give instructions to get things done in time. She signed a subcontract with a clothing company and she received orders from them to sew clothing and it would be picked up on a certain day of the week. Besides assigning work and giving instructions, she also worked on scheduling employees. I also asked her what goals she and her team members had set. Bautista had set a quota to just finish all of their work by the end of the week. Their tasks depended on what their contractor from the subcontract has asked for them to sew and alter. Bautista’s strategy to achieve the goal was to teach her employees how to work and keep them on track to get work done faster. It seemed that Bautista focused on speed since schedules were usually tight. Timing and speed were two important factors. Next question of this interview was asking if the manager had...
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...Football Manager is an enormously complex simulation. On a global level, the game tracks thousands of careers, ambitions and relationships, and on any given match day, weather, morale, skills and individual personal issues can contribute to moments of brilliance or abject failure. Talking to Sports Interactive’s director Miles Jacobson, I found that the simulation model is even more elaborate in some areas than I’d expected. Read on to find out about the game’s expanding narrative engine, how climate change is forcing the team to update the code that generates weather patterns, why the ugliest aspects of football have no place in FM and how a non-contract player’s family situation might prevent him from playing for your club. RPS: You’ve mentioned in previous interviews that you have a database of thousands of features to implement eventually. But do you have an overall vision of where the game is going to be in two or three years? Is there a shape that it’s taking? Jacobson: I tend to work two versions ahead. It used to be three but it’s two now because we’re managing to fit in a lot more each year, so there’s always an overall vision for the game. Whether that’s a year of revolution or of evolution – I think, certainly, the revolution years are going to be less and less because there’s so much in the game already that we’d rather look at evolving certain large chunks of the game each year. When you’re working on an annually iterative sports title that’s based on real life...
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...Guillermo Valdez MGT 310-03 Polk Manager’s Interview Introduction The person selected for this interview was Maggie Negrete. Maggie is an Executive Team Leader for Consumables at Target. As a Consumables Team Leader, Maggie deals with all operations of groceries and fresh produce at her store. Her team consists of four sales floor team members, two backroom team members, and two produce assistants. Maggie is in charge of making sure her grocery and produce department are fully stocked with merchandise and making sure that it is constantly rotated to minimize expired products on the shelves. When she began her new position at Target she walked into a department that had been scored red, according to Target food safety regulations, and quickly turned into a green scored department. She has been working for Target for a little over 4 years and was given that salary-based position as an entry-level manager after she graduated from college. She graduated from California State University of Los Angeles with a Bachelor’s in Business Administration with a concentration of Management. What common mistakes will new managers make? After asking Maggie the first question, she did not hesitate to respond and immediately answered that poor communication was one of the most common mistakes new managers made. I asked her to elaborate on her response, and she said that new managers do not take the time, or simply do not know how, to establish a foundation or relationships with their new...
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...Interview a Manager Agnes Littlejohn UMUC Interview a Manager Edward Green is the Manager of Office Services at NGES which is a leading global security company that provides innovative systems, products and solutions in aerospace, electronics, information systems, and technical services to government and commercial customers worldwide. His job responsibilities include managing and organizing the daily operations of printing and reproduction operations, including production and distribution of printed materials along with the mailroom operation. Ed is also responsible for a 1.5 million dollar budget and decision-making responsibility for the entire printing and reproduction operations and supervises first line supervisors. This job requires that you are knowledgeable of techniques and processes used in printing and reproduction operations, copier and reproduction operations and have strong verbal and written communication skills. Additional requirements include a Bachelor’s degree in a related field, at least five years in printing and reproduction and three or more year’s supervisory experience. Ed has been employed at NGES for 45 years. He started as an operator in 1967 and was promoted to a manager in 1985 and has held this position since then. Ed’s job as Manager of Office Services is to oversee all of the printed material that is produced along with managing the mailroom operation and managing the lead operators and front-line supervisors. He has a staff of...
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...Assignment: - Interview an HR Manager - Based on the interview: * Determine the Corporate/Business Strategy * Write an A4 paper regarding on HR manager’s contribution to the Formulation/Implementation/Evaluation of strategy After interviewing an HR manager who works for BP, the company’s corporate strategy was apparent as follows: BP is one of the world's leading integrated oil and gas companies that deliver energy to the world. Aiming to deliver value over volume; BP operates in almost 80 countries across the globe to find, develop and produce essential sources of energy to turn these sources into products that people need everywhere. BP provides its customers all around the world with fuel for transportation, energy for heat and light, lubricants to keep engines moving, and the petrochemicals products used to make everyday items as diverse as paints, clothes and packaging. BP aspires to create value across the hydrocarbon value chain; this starts with exploration and ends with the supply of energy and other products fundamental to everyday life. To maintain its competitive advantage, BP pursues its strategy by setting clear priorities, actively managing a quality portfolio and employing its distinctive capabilities. BP has clear priorities that aim to run safe, reliable and compliant operations leading to better operational efficiency and safety performance to achieve competitive project execution on time and on budget. The company undertakes active portfolio management...
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...Introduction The purpose of this report is to analyze and describe how a project manager works in his/her work environment. The methodology chosen was to interview an experienced project manager in a software company. First, the group drafted a set of questions divided into various categories: General information (manager, organization, and project), Planning, Leading, Organizing, and Controlling. These questions were sent to the manager in advance, so she could prepare herself to answer them. During the interview, the group members took turns to read the questions and to write down the answers. The manager was nice and polite and was able to answer all questions. At the end of the interview, she provided the Project Gantt Chart and the Project Closure Report to the group....
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...The Nurse Manager Name here South University The Nurse Manager Responsibilities of nurse manager Nurse mangers is the leader of a specific department or unit of a healthcare facility. The nurse manager is responsible for recruitment and retention of the nursing staff, collaborating with other health care providers on patient care, and assisting patients and their families when needed. The nurse manager works with administration communicating and interpreting the facility’s policies and procedures to the staff. Usually with other departments in the facility, the nurse managers develop quality improvement measures tracking the patient services and care. According to Espinoza et al (2009), the nurse manager plays a pivotal role in developing that work environment—one that fosters nursing excellence and keeps an engaged nursing workforce. The ideal nurse manager fosters a working environment where the staff feels valued and respected, allows staff to have input and participate in decision making skills and encourages professional growth. The role of a nurse manager is demanding and involves much dedication to the organization. Nurse Managers Accountability The dedication to patient care, the staff and the organization is equal to the nurse manager’s accountability measures. The American Organization of Nurse Executives recommends a career plan, creating an environment in which professional and personal growth is an expectation. Nurse Managers are encouraged to pursue advanced...
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...Interview Questions 1. What qualities does a good manager have? 2. Do you think that communication skills and technical skills matter in the manager job? Why or why not? 3. How often do you conduct staff meetings? 4. How do you know that staff knows their daily jobs to do? 5. Who checks the staff’s performance? 6. Who sets the targets? 7. Who makes sure the targets are achieved? 8. Who is answerable if the targets are not achieved? 9. Who plans the overall targets? 10. Who plans the daily activities? 11. How many people are involved in planning? 12. On what basis is the management measured? 13. How do you know your practices you are using are efficient? 14. Who hires people? 15. How do you know the right people are hired? 16. What strategies do you have against your competitors? 17. What competitive advantage do you have over your competitors? 18. Is your company socially responsible? How? 19. How do you think is the atmosphere of work? 20. Is there a best way to organize any firm? 21. Is your organization flexible enough to change according to situation? 22. What distinguishes a successful organization? 23. Is your organization customer-responsive? 24. How can you make your organization attractive to customer? 25. What are the main functions managers should perform? 26. How can you generate new ideas? 27. How do you deal with complex situation? 28. How can you change the way people think? 29. What consulting...
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....0 INTRODUCTION Success of organization is depends on its effective management system. Every organization will use different method of management systems to apply in organization. Every organization must hired flexible and high credibility person to serve as a managers. This is because, managers is a person who will influence organization productivities especially workers. They will look their managers as their role model in work, as a friend and etc. So, we had interviewed for a manager to know more of his job and which skills he used in organization. Mister Jaunis Bin Kamin is a construction manager for the Sabah team project under Jabatan Kerja Raya Malaysia(JKR). JKR is important department for Malaysia development. His is 42 year old and come from Ranau Sabah. He already married and his missions in life is ‘to improve knowledge every single of time, to achieve target must put effort’. In 1981-1983,he was studying in Sekolah Menengah Kebangsaan Mat Saleh Ranau from form 1 until form 3. He has continued his study for form 4 until form 5 in Sekolah Menengah Kebangsaan Sains Bukit Padang. In 1989,he has taking Diploma’s in Architect at Universiti Teknologi Malaysia, Johor. he also has continued his studied in Degree’s in Architect also at same university in1997-2000. In 1989-1999,he has work as Designer at Supervision Site Office in architect firm at Kota Kinabalu. After that ,in 1999 he started worked for JKR head office in Kuala Lumpur. Then, he worked as...
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...Manager Interview Paper Job satisfaction, Motivation and Leadership in the Workplace Introduction As a business major, I surround by numerous success stories from internet, magazines and visiting business professionals in different lectures. They all achieve a certain kind of success although they may have totally different background, organizational culture and management style. Therefore, it is hard for me to find the common point behind their successes. When I start to learn organizational behavior, I begin to understand how their successes connect to each other with the help of various concepts and theories. In order to further understand whether managers implement the concept in to a real work scenario, I interviewed Peng Liu, the vice president of Hisen Pharmaceuticals Co., and write this paper to find out what exactly he did in a daily basis, and how his managing style related to the theories and concepts in organizational behavior. By summering and evaluating the findings, I could possibly understand why organizational behavior deserve to be learned and applied by managers, even it requires extra time, money and efforts beyond their responsibilities. General background and responsibilities Peng has been with Hisen for 12 years. He started his current job when he joined Hisen. As a manager of a Chinese manufacturing company, Peng has a pretty large number of subordinates, consisting of product research team, administrative team, sales team, finance team,...
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...in a car because as expected he was very busy with his demanding profession. The question that seems to come across most people is how this P.H.D with no business training is now the successful owner of his own hospital system? Dr. Gilbert recalled his first full time job, a jeroneropychologist. What was very intersesting about his time here clinic was that his boss, his unit manager at the time suffered from a psychotic break only six weeks of his job. Dr. Gilbert stated in his constant collected tone, “Sense no one wanted the position as unit manager I volunteered, thought it would be something interesting to try.” His superior told him that it would be about two months until they could find a permeant replacement. So during that time Dr. Gilbert was the temporary unit manager. During this two months Dr. Gilbert explained about how he felt that this new position was phenomenal fit for him. “I was very good being the unit manager so good that our C.E.O. offered me the position full time.” He would accept this new position and become the clinics new unit manager. Two months into his new job as unit manager he continued to do so well that he was given a major promotion...
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...Nurse Manager Interview Questions This is a highly time sensitive search, so your timely response to this questionnaire is appreciated. Keep in mind that your answers will be evaluated for content as well as for style of communication. 1. Give an example of a care delivery challenge in your current position and describe what you did to address it? What were the results of your efforts? All of the patients on my unit in my former position were in the beginning and mid stages of Alzheimer’s with one or two very alert ones. The challenge was keeping the more alert residents from rapid mental decline. The key in maintaining the resident’s dignity is providing an environment where they can participate in their level of care, frequent interaction with family members and maintain consistency with the same caregivers. 2. Describe the characteristics and qualities you look for when hiring care givers? Why are these important to you and how do you assess for them? Kind, caring, compassionate, patient, ability to communicate clearly, prior work experience would be some of the qualities I would look for in caregiver applicants. 3. Tell me about a time you helped resolve a particularly difficult customer issue. How did you handle the situation? What was the outcome? I cannot recall any one particular situation however I have interacted with angry family members that had an unresolved issue with other staff during the week and he or she was venting to me...
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...For this assignment I decided to conduct the interview with Mortgage Loan Originator, Shane Reynolds, from my personal bank—JP Morgan Chase. We spoke briefly about a few challenges and issues that current homeowners are faced with post-recession era. Mr. Reynolds also added a few suggestions to potential homeowners that can help them gain a cost effective edge in the housing market. In an effort to provide those financially secure households a smooth and worry-free home buying process that can over compensate their needs. To begin the discussion I should first note Shane Reynold’s journey to the profession of a Mortgage banker. He graduated from Southern Methodist University before taking a job as a medical salesman. After many talks with a friend of his—that was currently a mortgage banker for the same company he would later be employed with—giving his approval for the career choice and the satisfaction he received from customers writing letters of gratitude. Ultimately he decided to change career path and become involved in assisting...
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...You Decide: New Sales Manager John M. Curton SOCS 350 Cultural Diversity in the Professions DeVry University May 19, 2014 In the attempt to select a new sales manager for the fiber optic cable, a manager has to look at various aspects before they can select an appropriate candidate. Managers need to know the specifics and qualifications of the job that they are hiring for. Once these areas are defined then it is time to post the job. Job postings are going to bring in a variety of possible diverse candidates those that are qualified and those that aren’t. After the allotted time for the posting has passed it’s time to review the applications and resumes that were submitted. Candidates that meet the requirements will be contacted and a phone interview will be conducted first to narrow down the selection for the in person interviews. After reviewing all of the candidates, Joyti is my choice for the position. Joyti was chosen because of her experience in managing a wireless phone company’s regional sales office and training sales people. She has a strong background in working with a diverse group of people in sales. Joyti has also demonstrated her abilities by increasing sales by 60%, which is an accomplishment in itself. That demonstrates the ability to be a quick learner and problem solver. She also demonstrates her willingness to listen to the customer and learn what they want and she is able to meet their needs. These are all important traits that are...
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