...Multidisciplinary Teams In Health Care Martinez, Juan Grand Canyon University: UNV 515 December 16, 2015 Multidisciplinary Teams In Health Care Hospitals are integrating a variation of team-based health care delivery concepts for staff working in intensive care units, emergency rooms, and operating rooms. Team-based health care delivery often referred to as multidisciplinary teams, improve communication between different levels of healthcare workers. According to Epstein (2014), multidisciplinary teams are responsible for improvements in patient outcomes, improved patient and employee satisfaction, and most importantly a decrease in adverse events (AE). Case Description Peter, a 24 year-old male involved in a traffic collision has suffered internal bleeding due to liver trauma and is in need of a surgery and a blood transfusion. Past medical history includes asthma, diabetes, and a significant drinking problem that started at a very young age. It is important to note that the patient is a Jehovah’s Witness and his mother raised him without a father figure. Health Care Delivery Team The multidisciplinary team delivering care to the patient include: the paramedics that arrived at the scene of the accident, extracted the patient from the car, and transported the patient to the emergency department, the registered respiratory therapist that assisted in intubating the patient and was appointed to make sure the patient had ample respirations...
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...Electric Company (NYSE: GE). Worldwide, GE Healthcare employs more than 46,000 people committed to serving health care professionals and their patients in more than 100 countries. GE Healthcare’s comprehensive product portfolio provides solutions for all care areas in the field of diagnostic cardiology and patient monitoring. As one of those 46,000 employees, my engineering position engages customers in brining local hospital information systems in communication with GE Healthcare cardiology products through IT infrastructure and HL7 (Health Level Seven) programming language. Organizationally, my contribution serves within the America’s Service organization, with an immediate manager, dotted lines to project managers, and other engineering teams. In this large organization, unwillingly the organization is forced into a mechanistic design of bureaucracy, driven by hierarchal processes and systems of management, both people and technology which unless understood seem to lend itself to the inherent leadership styles by managers disenfranchising employees, and ultimately driving down productivity and employee satisfaction....
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...| | |Curbing Social Loafing in the Retail Environment | | | | | | Introduction Verizon Wireless is one of the major cell phone companies in the United States. According to its website, it has 73,000 employees and over 1900 retail locations. Its annual revenue in 2012 was $75.9 billion.Verizon Wireless was founded in 2000 by Verizon Communications and Vodafone. This company is very successful in the retail channel. Having worked in this channel with the company for three years and being a customer of the company for eight years has given insight into how important productivity is for continued success. (http://aboutus.verizonwireless.com/company/story/) In 2000, Vodafone AirTouch and Bell Atlantic Corp. received regulatory approval to combine their U.S. wireless assets, Bell Atlantic Mobile and AirTouch Communications. This $90-billion joint venture began operations as Verizon Wireless on April 4, 2000. Verizon quickly grew as it acquired other...
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...times use different tools, so that we could find and come to know about dependencies of any particular module/system on the repository before we make changes to it. This is done in order to avoid adverse effects because of changes and hence to avoid failures related to it. Keywords— Software Dependencies, Systems, Dependency errors, Software failures. Introduction AS WE WORK WITH GEOGRAPHICALLY DISTRIBUTED SOFTWARE, THIS APPROACH CREATES PROBLEMS. WHEN WE WORK WITH MODULES AND THERE IS DEPENDENCY BETWEEN THEM WE FACE PROBLEMS LIKE COMMUNICATION PROBLEM, WORK COORDINATION, ETC. RESEARCH ARGUES THAT DISTRIBUTED TEAMS DO BETTER WHEN THEIR WORK IS ALMOST INDEPENDENT FROM EACH OTHER. IN SOFTWARE ENGINEERING, MODULARIZATION IS THE TRADITIONAL TECHNIQUE. THE MODULAR DESIGN ARGUMENT SUGGESTS THAT BY REDUCING THE TECHNICAL DEPENDENCIES, THE WORK DEPENDENCIES BETWEEN TEAMS DEVELOPING INTERDEPENDENT MODULES ARE ALSO REDUCED. THIS DISSERTATION ARGUES THAT MODULARIZATION IS NOT A SUFFICIENT REPRESENTATION OF WORK DEPENDENCIES IN THE CONTEXT OF SOFTWARE DEVELOPMENT AND IT PROPOSES A METHOD FOR MEASURING SOCIO-TECHNICAL CONGRUENCE, DEFINED AS THE RELATIONSHIP BETWEEN THE STRUCTURE OF WORK DEPENDENCIES AND THE COORDINATION PATTERNS OF THE ORGANIZATION DOING THE TECHNICAL WORK [1]. Specifically, I address the following general research questions: RQ 1: How relevant task dependencies can be identified from technical dependencies? RQ 2: What is the impact of those task dependencies on traditional...
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...Running Head: Non-Profit to Profit Making Plan Non-Profit to Profit Making Plan Assignment Two Strayer University HSA 505 Health Services Strategic Marketing Non-profit and for-profit hospitals come with their own set of rules, regulations, and expectations. They both work financially differently and it is known that for-profit hospitals generate millions of dollars in revenue every fiscal year. This is not the same for non-profit hospitals. Non-profit hospitals work with what the state and federal government allots them and they do not make money hand over fist. The obvious motive for turning a non-profit hospital into a for-profit hospital is for money. This paper will address the external and internal factors that influence decisions, the theory and practical framework of data, market segmentation, and analyzing of data for the switch from non-profit to for-profit hospitals. Describe the external and internal factors that influence the executive team’s decision making and specify which might be most instrumental in making the decision to become a for-profit entity. Why do you think so? It is imperative to understand the differences of internal and external factors, especially in terms of decision-making due to the fact that a problem has to be recognized in order to establish a next crucial step. In this instance the next crucial step is the decision to move from a non-profit to a for-profit entity. Within this move both internal and external factors...
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...and politician. He was the only person who convinced the French to assist the revolutionaries in their battle for freedom from England. The biographers stated that the success was due to the fact that Franklin was aware of the French’s politics, history, arts, literature, values and norms. (Muller, 1991) From the above scenario, it is crystal clear that rely firms and people that rely on their home culture to compete in a foreign country tend to jeopardize their success due to the cultural variation. This is because culture affects the consumer behaviors, local demand, buying decisions and brand loyalty. So the question is what is culture? Culture is a framework of behavioral patterns, values, assumptions and experience shared by a social group which when taken together constitute a design of living (Davey, 2011) Culture has several characteristics. To begin with, culture is a learned behavior which is non-instinctive in nature; meaning we are not genetically programmed to learn a specific culture. For example any normal baby can be born and placed in any family around the world thus learning the culture and accepting it as its own. In other words culture is learned and can be transmitted both inter-generationally and intra-generationally. (O’Neil, 2007) Secondly, culture is shared by a group of people forming a society. The society can be formed through the use of common language, believing in the same religion and having similar values and attitudes. Culture is...
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...------------------------------------------------- Informal organization The informal organization is the interlocking social structure that governs how people work together in practice. It is the aggregate of, norms, personal and professional connections through which work gets done and relationships are built among people who share a common organizational affiliation or cluster of affiliations. It consists of a dynamic set of personal relationships, social networks, communities of common interest, and emotional sources of motivation. The informal organization evolves, and the complex social dynamics of its members. Tended effectively, the informal organization complements the more explicit structures, plans, and processes of the formal organization: it can accelerate and enhance responses to unanticipated events, foster innovation, enable people to solve problems that require collaboration across boundaries, and create footpaths showing where the formal organization may someday need to pave a way. Contents * 1 The informal organization and the formal organization * 2 Functions of informal organizations * 2.1 Perpetuate the cultural and social values * 2.2 Provide social status and satisfaction * 2.3 Promote communication among members * 2.4 Provide social control * 3 Disadvantages of informal groups * 3.1 Resistance to change * 3.2 Role conflict * 3.3 Rumor * 3.4 Conformity * 4 Benefits of the informal...
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...Student name: Kyaw Zin Thant @ Phyo Kyaw Lynn Student ID : 30309572 Lecturer : Raymond Lim Due date : 30 September 2015 Word count : 2,579 words Table of Contents Executive Summary…………………………………………………………………………………3 1. Introduction and background of Best Buy……………………………………………………3 2. Stakeholders interested in the performance of the company……………………………..4 2.1 Employees ……………………………………………………………………………………..4 2.2 Managers ……………………………………………………………………………………...4 2.3 Competitors …………………………………………………………………………………...5 3. Three environmental factors on Best Buy…………………………………………………….5 3.1 Political factors ………………………………………………………………………………..5 3.2 Economic factors ……………………………………………………………………………..6 3.3 Social factors…………………………………………………………………………………..6 4. Three selection methods for employees………………………………………..…………….. 7 4.1 Making interview……………………………………………………………………………… 7 4.2 Check the background………………………………………………………………………. 7 4.3 Department transfer …………………………………………………………………………..8 5. Three strategic rewards to retain key employees …………………………………………......8 5.1 Relating rewards and benefits……………………………………………………………….8 5.2 Training………………………………………………………………………………………….9 5.3 Mentoring……………………………………………………………………………………......9 6. Conclusion …………………………………………………………………………………………..10 7. References …………………………………………………………………………………………..11 Executive Summary This is the final report and the chosen case study that is including the strategies...
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... Table of Content I. Introduction………………………………………………………………………. II. Description of the Subject……………………………………………….. III. Goals and Objectives……………………………………………………….. IV. Historical Background…………………………………………………….. V. Analysis of the subject a. Strengths………………………………………………………………….. b. Weaknesses……………………………………………………………… c. Opportunities………………………………………………………….. d. Threats……………………………………………………………………... VI. Prescription and Recommendations………………………………. VII. Difficulties in Implementation…………………………………………. VIII. Solutions to the Difficulties………………………………………………. IX. Prognosis…………………………………………………………………………… X. Conclusion…………………………………………………………………………. XI. References…………………………………………………………………………. I. Introduction The Dominican Republic-Central America free trade agreement between these six countries and the superpower of the United States is the first among these countries. What this free trade agreement does is to create new and strong economic opportunities by opening markets, eliminating tariffs, and reducing barriers to service. The agreement helps to facilitate trade and investment between the participants, as well as promoting and increasing regional integration (Anonymous). DR-CAFTA presents a huge opportunity for Central American countries and the Dominican Republic; as they have the chance to trade with the biggest economy in the world and fortunately boost their economies. II. Description of the Subject ...
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...Expedited and Full Board Review Using layperson terms, write a protocol specifically for IRB review. Please be concise in writing your summary and be sure to fully explain all human participant interactions. Be sure to address all of the following points in your summary. Background Information I. Rationale. Please succinctly describe the proposed project in a manner that allows the IRB to gain a sense of the project including: the research question, key background literature (supportive and contradictory) with references, and the manner in which the proposed project will improve understanding of the chosen topic. II. Methodology. This section must describe the procedures and methods planned for carrying out the study. Make sure to include site selection, the procedures used to gain permission to carry out research at the selected site(s), participant recruitment strategies (including the manner in which participants will be approached with any proposed incentives), data collection procedures, and an overview of the manner in which data will be analyzed. Provide all information necessary for the IRB to be clear about all of the contact human participants will have with the project. III. HIPPA Compliance Information. If you plan to gather health-related data, complete and attach the HIPAA Supplement Form or add a HIPAA compliance statement (as requested on page 18 of this application). If you are not using health-related information, you may indicate “N/A”...
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...experiments was to ” attempt to reduce worker dissatisfaction and resist trade union influence by the putting in place of a paternalistic package of social and recreational benefits calculated to sustain workers “loyalty” (Sheldrake 105:1996). Many little assignments were conducted in hope of putting into practice the above theory. Despite the economic progress brought about in party by Scientific Management, critics were calling attention to the severe labour/management conflict, apathy, boredom, and wasted human resources. These concerns lead a number of researchers to examine the discrepancy between how an organisation was supposed to work versus how the workers actually behaved. In addition, factors like World War I, developments in psychology (e.g. Freud) and later the depression, all brought into question some of the basic assumptions of the Scientific Management School. One of the primary critics of the time, Elton Mayo, claimed that this ‘alienation’ stemmed from the breakdown of the social structures caused by industrialisation, the factory system, and its related outcomes such as growing urbanisation. The most famous of these studies were the Hawthorne Studies which showed how work groups provide mutual support and effective resistance to management schemes to increase output. This study found that workers didn’t respond to classical motivational approaches as suggested in the Scientific Management and Taylor approaches, but rather workers were also...
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...European University 2013-2014 Human Resources Management Class Summary Gauthier Steiner European University 2013-2014 Human Resources Management Class Summary Gauthier Steiner Contents What is Human Resource Management? 3 Who Performs the Human Resource Functions? 4 Key Challenges for HR Managers 5 HRM and Strategy 6 Organizational Performance and the Human Resource Manager 7 Communicating Human Resource Programs 8 Equal Employment Opportunity & Diversity 9 Equal Employment Opportunity Laws 9 Landmark Court Cases 11 Compliance Agencies 12 EEO Implementation 12 Key terms of the chapter 13 Job Analysis and Job Design 15 Basic Terminology 15 Job Analysis 17 Job analysis method 19 Disadvantages of job analysis 21 Job Design 21 Advantages of job specialization 21 Job design consideration 22 Human Resources Management: Chapter 1: Strategy What is Human Resource Management? Human resource management (HRM, or simply HR) is the management process of an organization's workforce, or human resources. It is responsible for the attraction, selection, training, assessment, and rewarding of employees, while also overseeing organizational leadership and culture and ensuring compliance with employment and labor laws. Nearing the 21st century, advances in transportation and communications greatly facilitated workforce mobility and collaboration. Corporations began viewing employees as assets rather than as cogs in a machine...
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...specializes in designing and manufacturing of solar products for American consumers. The company has grown into a mid-size manufacturing firm in the last decade and management has plans in expanding the company’s operations to compete in the global solar technology industry. In order to achieve this, the organization has to keep up with the latest trends and developments, which requires future recruitment and selection of a high performing qualified workforce. This essay is a discussion on effectively meeting the organization's needs and issues related to finding, attracting, successful hiring and onboarding of personnel. Despite the high unemployment in the nation, RES faces shortage of engineers, and skilled workers such as technicians, machinists, operators, craft workers, distributors and unskilled production jobs. This shortage of workforce limits the organization’s ability to drive innovation and expand operations by improving productivity. According to the article, Boiling point? The skills gap in U.S. manufacturing by Deloitte Manufacturing Institute, “High unemployment is not making it easier to fill positions, particularly in the areas of skilled production and production support. […] Translated to raw numbers, this means that as many as 600,000 jobs are going unfilled, a remarkable fact when the country is facing an unemployment rate that hovers above 9%. “ Furthermore, hiring competition among national leaders in the solar industry creates various challenges RES needs...
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...Glass Door Comments BlackBerry Reviews Updated Dec 11, 2013 All Employees Current Employees Only 3.4 796 reviews 57% of employees recommend this company to a friend 796 Employee Reviews Bottom of Form Review Highlights Pros: * "Great environment combined with a perfect work-life balance" in 49 reviews * "Great work environment/culture which makes it a fun place to work" in 45 reviews * "Good benefits; Good company to work for till profits started to slide off" in 36 reviews * "Lots of great people at the company, learned a lot and inspired my career in technology" in 33 reviews * "Good pay, great management, I felt like the work I was doing was important for the company" in 30 reviews Cons: * "No work life balance, limited career advancement, lack of good benefits of tech companies" in 20 reviews * "Senior management (C-Level) does no communicate down to employees well" in 27 reviews * "Poor management decision making processes - not innovative" in 18 reviews * "Upper management doesn't listen to people lower down that actually know what they're talking about" in 15 reviews * "Many bad/useless middle management built up over the years but the layoff did some clean up" in 13 reviews Reviews Dec 8, 2013 “Loved the company and the people.” Software Development Manager (Former Employee) Rolling Meadows, IL I worked at BlackBerry full-time for more than 5 years Pros – BlackBerry was a great...
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...exchange information electronically, will radically redirect paperbound information and documents towards electronically generated and managed information and documents. A 10-year period is a long time when dealing with the preservation of electronic records. This is of course due to the rapid technological development, and includes, for example, the problems associated with obsolete software and file formats. Goldstein [2004]0 stresses the need for a quick solution to the problem of archiving electronic information for the future. Furthermore, he states that the major threat to archived material today is not the fire hazard but the rapid development of different file formats for documents, sound and images. Vital functions in society such as social insurance and national registration have to be accessible for long periods of time. Without authentic, accessible, searchable, and reliable records these functions in society...
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