Case study analysis - Report Essay Example | Topics and Well Written Essays - 1000 words

Case study analysis - Report - Essay Example Consequently, the Doctors focused on the reduction of costs and shortening of stays of various patients in the hospitals, after surgery operations as shown in exhibit 1 in the appendix. However, they faced problems with increased cost pressures throughout healthcare industry increasingly affecting prestigious and expensive academic hospitals such as MGH. Additionally, care path did not dictate the medical treatment of patients. Consistent treatment procedures embodied significant philosophical shifts of physicians generated in making independent medical decisions based on cases. Therefore, the implementation of CABG for surgeries by the doctors incorporated several problems that affected costs on medicines, medical treatment, philosophical shifts, and decision-making processes that delayed processes of operations for coronary artery bypass graft. Bohmer, as the care path facilitator, believed in the success of care path through the corporation and accepted assistance of hospital staff to enable the development of pathways since it hastens the ongoing reduction of hospital bed count. Moreover, it leads to loss of jobs because of more efficient practices (Wheelwright and Weber 2). Torchiana, the team leaders, instrument the creation of care path and continued implementation. Moreover, emphasis on the need for controlling costs and care path merits develops from ideas that Torchiana put across at MGH, despite the problems that they face. Moreover, total quality management (TQM) implementation becomes difficult since the cost of implementing and developing CABG becomes difficult to allow for surgery operations. TQM presents a management approach in an organization that focuses on quality and participation of all members of the organization (Chartered Quality Institute 1). The approach applies to the entire organization. The care path developed at MGH did not introduce new treatment technologies. It attempted to

Bringing a Change in Organizational Culture Essay Example for Free

Bringing a Change in Organizational Culture Essay Critically explain why changing organisational culture is so difficult and how managers can do it. Culture can be defined as â€Å"a set of basic tacit assumptions about how the world is and ought to be that a group of people share and that determines their perceptions, thoughts, feelings, and, to some degree, their overt behaviour† (Schein, 1996). Organizational culture is depend on differences in norms and shared values which are learned in workplace and to direct behaviour of members in the particular organisation. Cabrera, Cabrera Barajas 2001) Organisational culture was built on its shared beliefs and values which was the guidance to solve problems. This essay will introduce the definition of organisational culture and explain why changing organisational culture is so difficult. The main reasons are the fear of uncertain future and difficult to establish the organisational culture. In addition, the essay is to interpret how managers can change organisational culture and how does it work. Managers can change organisational culture through communication and management strategies. This essay may introduce the detail about changing organisational culture. Most scholars think that changing organisational culture is difficult; however a few people think it is easy to change organisational culture. As Chu (2003) stated that organizational culture is contributed to change. In his opinion, organisational culture can collect different values and actions to form a frame to guide the behaviour of members within an organisation. In other words, organisational culture can shape what employees do in the company and control tendency of company. For example, a company may have employees who are unwilling to change and who are conductive to change, if managers recruit staff that are innovated and willing to change, they may be the new power to change organisational culture. Therefore, to form a â€Å"change† culture can make changing organisational culture easier. However, it is also difficult to establish an organisational culture. It is need to experience a long time and face lots of difficult and challenges. According to levels of cultural analysis (Wood 2004), it shows how difficult to form the organisational culture, especially the deepest level of cultural analysis: common assumption. Common assumptions are to collect truths that organisational employees shares as a result of their common experiences and that direct beliefs and behaviours. It is extremely hard to isolate these modes, but it is interpret why culture is full of organisational life. It is hard to shape common assumptions if members of the organisation do not experience same ups and downs or cooperate long time. As Ferrara-Love (1997) stated that organizational culture does not appear in a night. On the contrary, organisational culture evolves during the time, and is the collective beliefs of individuals who worked together. Therefore, it is hard to establish organisational culture, to say nothing of changing organisational culture. At the same time, it is debatable to recruit plenty employees when the company want to change organisational culture. The new power is unstable to the company. It is hard for managers to control the new employees and it still need to cost much time. To conclude, it is difficult to change organisational culture. Organisational culture plays an ineradicable role to different kinds of organisational behaviours and members within organisations. Thus, it is always failure if certain problems of organisational culture were not being considered. Moreover, if managers want to change organisational culture which focuses on shared values or beliefs, it will be more difficult; because on the deepest of organisational culture, it formed invisible and omnipresent old guard or power which makes organisational change failure. As Locus and Kline (2008) stated that organizations always appear â€Å"learning disability† and â€Å"defensive routines† which obstruct the learning and organizational change. It shows the strong of conservative power. When managers try to change the organizational culture, they always face opposition. What was worse, the conservative power always important to the organisation. They make huge contribution to the company, which used to promote the development of company. Therefore, they play an important role to organisation. It is difficult for managers to challenge their authority. Moreover, the reason people do not want to change is the nature of people. People are easy to be used to do one thing and do not want to accept new thing. They are afraid of the unknown thing after change. As Ferrara-Love (1997) stated that people are comfortable with exist ways to finish the work. In their opinion, change is just the threat to their peaceful. Thus, they do not want to change organisational culture and dispute to change. It is obvious that changing organisational culture is so difficult. Leadership is the key to change organisational culture. The achievements of an organisation mostly depend on the leadership of managers. As Fishman and Kavanaugh (1989) stated that the culture of an organization and how employees want to change was formed substantially by leader. For example, if managers uphold to change organisational culture steady and have enough ability to direct staff, it will achieve maximum results with little effort to change organisational culture. Thus, managers are the guidance of the company; they are main factor to change organisational culture. Clement (1994) also expounded that management leadership is basic factor in a major organisational change effort. From this, it can be seen that the importance of leadership in change organisational culture. However, it is hard to change managers. If managers are not satisfied with their employees, employees can be changed, but managers will not changed unless the company go bankrupt. Thus, the most difficult to change organisational culture is to change the mind of managers. For instance, if managers make no attempt to make progress and milk-toast, it will be the most resistance to change organisational change. For this reason, the best way to change is from up to bottom. At the same time, change the mind and ability of leader is the difficult demand for changing organisational culture. To change organisational culture, managers have lot of things to do it. The role of managers is very important through up down system. As Ott (1989) suggested that the leader can do lots of things included staff selection, socialization, removal of deviating members, cultural communication and role model to guide behaviour. For example, managers can choose employees who will support to change organisational culture. Although it will not change the situation directly, they can be the power push the step of changing organisational culture. In the same way, managers can fire part of staff who opposes to change. It is not only reducing resistance to change organisational culture, but also overawe the opponent to change their minds. Furthermore, managers need to be the role model to change organisational culture. The behaviour of managers can be the maximum power to guide behaviour of managers. For example, when managers try to change organisational culture but not to do anything to change it, employees will not follow managers with any anxiety. To sum up, it is important to be the role model of changing organisational culture for managers. Furthermore, communication is an important tool for managers to change organisational culture. According to Fry (2003), he examined that leadership as motivation to change; managers need to communicate with employees about their feelings. In other words, managers should get in touch with employees and let them know core values of changing organisational culture and the need of changing organisational culture. The employees may understand the determination of managers and why to change organisational culture. Then, they can have their decision about changing organisational culture. In this way, it can reduce the distance between managers and employees, and let employees think they are also the participants to change organisational culture, they are not insignificant. When employees think they are the part of changing organisational culture, they will follow managers and try their best to help managers. At the same time, managers communicate with employees also can understand what employees think about and then do well about interactive. In addition, it can reduce the fear of employees about unknown future. As Kanter, Stein and Jick (1992) stated that communication is basic tool within any change process and failure to change always because of the feeling uncertain and anxious about their future. Thus, communication is very significant for managers to change organizational culture. In addition, to help employees to change organisational culture, managers need to teach them related skills and knowledge to work differently. As Ke and Wei (2007) suggested that employees thought to learn skills and knowledge as their main responsibility. Thus, employees may accept skills and knowledge easier than accept directly new culture. When they understand how to do, it may easy for them to accept to change organisational culture. At the same time, it is also the good way to remove their fear to uncertain future. When they master relevant skills and knowledge, they will be confident to deal with change of organisational culture. In this way, they will not fight against to change organisational culture as before. Then they can be the power help to change organisational culture. The most important things to change organisational culture are to change origin perception and beliefs. According to the definition of organisational culture, if managers want to change organisational culture, they must change shared values. The same as Whitely (1995) said that, managers need to be able to help employees to remove the past values which are not consistent with current shared vision of future organizational arrangements. The shared values and beliefs are keys of the organisational culture. Thus, managers need to change origin values of employees to change organisational culture. For example, managers can change new uniform to show the new the new appearance of company. According to Wood (2006), managers can create processes, systems and ways of working that enable to put the new values into practice. The new values can take place of the past one. In addition, managers can recruit and select new employees to help change origin values. As Harris and Metallinos (2002) stated that new employees were outside the company who did not affect by origin organizational culture, thus they were easy to accept new culture. That is why managers to select new employees to enlarge the power to change organizational culture. The new values and beliefs can be brought into the company in this way. In the same way, managers can retrain employees and engraft new rules to them, although it will not have better effect than new employees, it also can help to change organizational culture. In a word, managers need to create new values and beliefs to substitute origin one. Technology change also can promote to change organisational change. Although Weick (1990) thought technology change may make people anxiety about the values of new technology to their work, the new technology is the progress to organisational culture. There is no doubt technology change may improve work efficiency which may improve organisational culture. As Harris and Metallinos (2002) suggested that the application of new technology and subsequent development of system would promote standardization. The implementation of new technology can make employees understand new things which break routine. It also can be the sally port to open the mind of employees, let them know advantages of changing. When they can accept technology change, it is easy for them to support to change organisational change. Thus, managers can first bring in advanced technology to improve organisational change. Then teaching them to learn about it and establish new values in this process. This essay introduces what are the organisational culture and two main parts of organisational culture, the reason why changing organisational culture is difficult and how managers do to change it. This essay support to change organisational culture is so difficult because of the fear of unknown and difficult process to form organisational culture.

Police Work And Related Fields :: essays research papers fc

Police Work and Related Fields CO-OP Christmas exam 1. The working conditions of a police officer can vary from   Ã‚  Ã‚  Ã‚  Ã‚  easy to stressful situations where the officers life and the lives of others are threatened. The officer must deal with these situations in the way they feel is best but sometimes the officer cannot deal with this situation on their own and they have to call in backup witch can help them deal with the situation. CHANGING IN THE WORK PLACE In these times of change many work places are finding it necessary to change the ways in which they do business. The RCMP for example are moving into a more community based policing. This makes the police more accessible to the community. In this new system the RCMP try to solve the problem if they are repeatedly called to the same home for domestic disputes they will stay for how ever long it takes to find the route of the problem, where as if they were to encounter the same situation their policy was to arrive in two minutes and stay for 20 minutes. This new program is the starting stages and already it has had great reviews and great public support, as it brings the police closer to the community. Another part of this community based policing is that there are crime prevention comities that are run by various community groups that have monthly meetings with the police. A police officer starts their career with on the job training and then they move on to become a constable where they must be able to relocate to any part of the country where they are positioned. In order for an officer to advance tier career they may have to switch divisions where their careers may excel. The work values for a police officer is to uphold the law, patrol assigned areas and maintain public safety. They also participate in public information groups and safety programs. 2. The nature of the work is always changing as crimes are becoming more and more sophisticated, as well as there is no set times that any crimes will happen so their jobs are always different. The job of a police officer is always different as they could be talking to various groups on any number of topics. They could also be testifying in court in relation to an investigation they participated in. Officers may also take calls on situations in which they can provide counselling to the caller until help arrives or provide necessary numbers of shelters and food banks. 3. The outlook in this field is good although an officer could go through the

Mini Position Paper Essay

Many schools exist that don’t create student success. In too many school systems today, students are deprived of the education they need to become successful in life. What is society doing to make sure these students find their way? What does it take for them to become successful participants of society? After reading Freire’s, Pedagogy of the Oppressed, I must say there is some truth to students being oppressed for they are being forced to matriculate in an educational environment they aren’t familiar with; can’t survive in; or don’t want to be in. Students who are in the predicament noted above are not able to thrive in a strong academic environment because, as Freire states, they don’t know their reality. If they knew their reality, they would be better prepared to adjust to what they need for academic success. My position is that students that will better succeed in vocational or magnet schools. The vocational option is best suited for students that are not college bound and need to learn hands-on job skills to work right out of high school. For the nontraditional student the magnet option can work well. As a dancer, I attended magnet performing art school and this opportunity allowed me to learn about my craft and move on to earning a scholarship to Temple University in dance and theater. It allowed me the option to get involved in a field that I love and having a love for what you do makes the difference in which you become. There is no denying that people are mentally in different places at different times in their lives. Whether they have been raised in a single parent home, or whether they grew up in an environment that isn’t conducive to learning, it is important that students know what they can handle in an educational setting. For some students, an advanced math class or AP courses may not be reasonable. There are some students that understand where they stand academically and know that they aren’t able to learn under the same conditions as other students. These students need to develop other avenues in which to become successful. Vocational and Magnet schools are a great source for students that aren’t ready for a rigorous academic curriculum. Although students will still get the core courses they need to graduate, they will also have a trade that will at least keep them employed and able to take care of them after graduating. There are students that have a love for cosmetology, auto mechanics or even plumbing. One important fact is that there are colleges that offer two year degrees in these vocational trades. It is crucial that today’s generation know that there are options outside of becoming a doctor or lawyer. While we always need lawyers, doctors, and teachers, the world also needs mechanics to fix cars, a plumber to fix leaks the correct way or even a specialist to make sure a heating or air conditioning system is properly working. It is important that today’s student be comfortable in knowing that being academically challenged is okay, and that choosing a vocational education is an option. Vocational Magnet educations are just as important and should be interjected in all of today’s schools for they too serve a vital function in preparing our students in life. â€Å"The Guardian†, a newspaper printed in the U. K. , ran an article in 2013 regarding vocational educations. It questioned the validity of the concept of vocational educations by asking the public if they value vocational skills. The article allowed people to give their opinions. Although most people were in support of vocational education, there were some that weren’t. One person commented that though he didn’t look down on vocational education, he would not consider the vocational route if he didn’t get the grades needed to attend a university. He finished by explaining he would definitely go for A-levels because in his opinion, â€Å"they are far more respected by employers and universities†. In his opinion, having a career rather than a skill is more esteemed. After reading the article, I was stunned at the idea that vocational educations aren’t respected. That a plumber or custodian is not valued is a disrespectful and cocky position to take. Society will always needs someone to make sure offices are clean and bathroom toilets run properly. People underestimate that diverse careers are needed for the world to effectively revolve. Unfortunately vocational skills like plumbing, carpentry, and electricians have been downgraded in social status over the years. One of the biggest issues in education today is low graduation rates, low college entry and a growing rate of unemployment. Vocational education can be the resolution to this problem. What are missing in schools are alternatives like a technical baccalaureate, which offers valuable learning and real skills, and leads to real jobs for young people. Getting children in the right program for their learning needs is what leads to success. Vocational qualifications serve a need for particular kinds of students and are very important skills. Vocational education training provides career and technical education for students interested in jobs that are based upon labor-intensive or real-world jobs. The plus side to vocational education is that students have the opportunity to work in their field while in school; it requires less education than four year degree programs; the vocational fields are vast and varied such as, pharmacy and medical technicians, paralegals, medical assistants, office assistants, cosmetologists, mechanics and construction workers; it assists in higher graduation rates; increased employment; and overall student achievement. The objective in education is to assist students in their quest of having a stable life. A vocational education reinforces the connections between secondary and postsecondary education, and improves accountability for students.

Report Writing, Household Waste Management Essay

Acknowledgements The team would like to convey its sincere gratitude to the youth members of Shimultala who participated as interviewers in the survey. Thanks are also extended to the Councilor Mr. A.K. Azad, members of the Local Project Management Committee and the people of Shimultala for their hospitality and support. Executive Summary: Being one of the third world developing countries, Bangladesh is still in the process of development of a sustainable and effective waste management system throughout the country. Though the scale of consumption of food, energy and other resources & products in Bangladesh is much less than any developed countries, waste management here is still poor due to lack of adequate knowledge amongst the people about how negatively this wastes can impact on peoples’ health, environment and aesthetic. The generation of waste here is increasing parallel with the growth of the country’s economy and infrastructure since waste generation is closely linked to population, urbanization and affluence. Human beings produce a variety of waste, which can be classified into two broad groups: organic and inorganic. Organic waste is biodegradable and generally decomposes fairly rapidly, while inorganic waste decomposes much more slowly. In Bangladesh like other developing countries with increasing population, prosperity and urbanization, it remains a major challenge for municipalities to collect, recycle, treat and dispose of increasing quantities of both organic and inorganic wastes. To determine how this report could assist in the management of waste, the team decided to carry out a survey in the Shimultola area to figure out what types of waste are being produced and how they are handled. A survey questionnaire was formulated for this purpose and a survey was carried out by the members of the team along with a small group of young people of Shimultola. The survey was carried out on a sample size of 159 household in the area out of which only 143 participated in the survey. Some heads of households were reluctant to take part in the survey for the following reasons: disagreement with the involvement of the youth as survey interviewers, refusal to disclose information about how they handle their waste, and the belief that waste management with the project is unnecessary because the people already  know what to do but are simply unorganized and irresponsible. Based on the evaluation of available data, the report recommends establishing a suitable location for every little area, which will serve as the communal dumpsite for non-recyclable inorganic waste. A feasible waste collection and disposal system should be established immediately. Waste separation should be encouraged and each waste type should be disposed of in an appropriate manner. The sale of recyclable material should be organized. Composting of organic waste should be encouraged. Existing waste management regulations and their enforcement should be reviewed and amended. A variety of awareness activities — targeting different age, gender and interest groups within the village — should be carried out to encourage proper and responsible disposal of waste. The general poor state of cleanliness and the continued use of open areas for dumping wastes are clear indications that the majority of the people are not convinced about the negative health and environmental impacts of improper waste disposal. In addition, although local regulations relating to waste disposal exist, they are simply not being enforced. In order to improve the situation, the people must make an effort to dispose of various types of waste in a responsible manner. The existing regulations should be reviewed and amended to improve monitoring and enforcement. A common dumpsite needs to be established, accompanied by a feasible collection and disposal system.

5 5-Paragraph Essay Topics Meet the Top Popular Issues to Debate!

5 5-Paragraph Essay Topics Meet the Top Popular Issues to Debate! A 5-paragraph essay is a standard writing for schools and universities which in its specific form implements the structured text consisting of five paragraphs. That is where the name comes from. Such papers are mostly used to discuss various points and for this reason always have a strong argumentative constituent. Therefore when choosing a topic for a five paragraph essay one needs to remember that the subject needs to involve some ambivalence or have several points of view at the subject that might be disclosed. The 5-paragraph essay topic must enable you to draw strong argument to support or reject it so that the effects on the reader you are aiming at is reached. Most of the time students choose some popular or urgent social issues that are rather disputable to be the subject of their five paragraph essay. The diversity of such topics can spread from social minorities to world affairs and a very important advantage here is that there always exist several standpoints opening a good perspective for strong convincing arguments. The structure of a five paragraph essay is purposely set that way when every paragraph starting with the introduction is leading through the topic building up on the argument to present you a concluding viewpoint. Nevertheless choosing a good topic is a key factor on the way to successful essay. Since such type of writing does not involve any detailed description and broad discussion the topic should preferably be brief but catchy and known to the majority of the poten tial readers. Whenever you are going to write a five paragraph essay start with a thorough topic selection which will play its part in the whole writing process and help you create a good paper.

Analyze How Chinese Women Immigrants History was Linked to American Womens History essays

Analyze How Chinese Women Immigrants' History was Linked to American Womens History essays The purpose of this paper is to introduce, discuss, and analyze the topic of American history. Specifically it will link Chinese women immigrants' history to American women's history. Chinese women have a particularly difficult history in America, because many of the first Chinese women to immigrate to America were prostitutes imported to serve the many single Chinese men working in the country. Chinese women were effectually banned from immigrating to the country for many years, and most Chinese men left their wives and children behind in China because it was much cheaper for them to live there. The men simply sent money back home to support their families. 1 Chinese women's history parallels American women's history in many ways, but Chinese women have a much shorter history in this country, and most faced many hardships due to their race. Chinese women immigrated to American in exceedingly small numbers until the 20th century. In the mid-1800s, there were 63,000 Chinese in the United States, and nearly all of them were men. They came to this country as laborers, and left their families behind. Most of them fully intended to return to China and reunite with their families, and perhaps half of them did, but many remained in the U.S., mostly on the West Coast, where Chinatowns sprang up in most large west coast cities. 2 In 1882, the U.S. passed an exclusion law, banning almost all Chinese from immigrating to this country, and it made it illegal for Chinese already here to become citizens, too. This kept even more Chinese women in China, and this law lasted until the 1943, and kept the ratio of Chinese men to Chinese women extremely high. One author notes, "By 1890, there were about twenty-seven Chinese men for every Chinese woman. As late as 1930, the ratio was still four to one." 3 During the time of immigration exclusion, thousands of Chinese were smuggled into the country, and many of them were women. Most of ...