Describe your personal, professonal, and academic experience that you Essay

Describe your personal, professonal, and academic experience that you desmontrate why would be a good indicate for business job - Essay Example That was when I made my life-changing decision to leave everything I knew behind me and set off for the city, where education could be had by anyone willing to put in the effort. Through moving, I have learned various ways in which my personal, professional and academic life can help me in a business setting. When I moved from my home, I didn’t know anyone and had no one to depend on but myself. I went to the hotel where I had reserved a room for a week and then went to the church. I’m not entirely sure why I did this, but I think I had some idea in my head that the church would help me find my way as it had always done back home. However, I discovered that city churches have far too many members to be concerned about one lonely young person walking in their midst. There was no one there ready and happy to take on what they saw as a ‘free-loading’ college student no matter how much I insisted that I intended to contribute. My next stop was the college, where I learned what I would need to do to gain entrance to the classes I would need. The lady in the financial aid office was very kind and gave me a sort of blueprint to follow regarding how to get started in my new life. She helped me find a home with a room to lease and showed me how to look for jobs. From th e business sense I had gained organizing the kids back home, I quickly learned how to earn money, pay my own way and fend for myself in the concrete jungle. Part of learning to fend for myself depended on another new skill I developed which was making friends or networking. Making friends in a new place wasn’t the same as making friends in a place where everyone knows everyone else. Like getting settled, I wasn’t really sure how to go about doing this in my new home. Where I came from, you usually waited for an introduction to someone new from someone you’ve known before you can start talking to strangers. I didn’t know

Electronic Health Records Research Paper Example | Topics and Well Written Essays - 1500 words

Electronic Health Records - Research Paper Example EHRs, Pros, Cons In a document from the United States Department of Health and Human Services (HHS), the benefits of adopting the use of HIT in both public and private institutions were presented, as well as the goals, vision, and changes in the system once health care delivery would integrate the use of such innovations. In 2004, former US president Bush â€Å"called for a widespread adoption of interoperable EHRs within 10 years,† and the established position of National Coordinator for Health Information Technology was tasked to develop and implement a â€Å"strategic plan† that would guide the implementation of HIT nationally in both public and private sectors (HSS 1). From here we see that such advancements in technology are supported by the federal government, and imply that they may have more advantages than disadvantages. In a publication by the National Institutes of Health (NIH) and National Center for Research Resources (NCRR), they adopt the Health Informati on Management Systems Society’s (HIMSS) definition of EHR where, â€Å"The Electronic Health Record (EHR) is a longitudinal electronic record of patient health information generated by one or more encounters in any care delivery setting. Included in this information are patient demographics, progress notes, problems, medications, vital signs, past medical history, immunizations, laboratory data, and radiology reports. The EHR automates and streamlines the clinician’s workflow. The EHR has the ability to generate a complete record of a clinical patient encounter, as well as supporting other care-related activities directly or indirectly via interface - including evidence-based decision support, quality management, and outcomes reporting.† (1) The pen and paper system adopted in health care institutions have been blamed more than many times in errors that occur in health care delivery. In the development of EHRs, these mistakes are perceived to lessen because they say that electronic records are legible and consistent, not encouraging other members of the health care team to assume or guess medications, dosages, and other physician orders written on the patients’ charts once they get hard to read. Fragmentation of information that may be caused by paper records have the risk of increasing health care cost to manage adverse effects the patient could experience in the event that something undesirable happens when information on paper are misinterpreted. Another advantage of an EHR is its increased capabilities to store information for longer periods of time, and it is accessible, allowing immediate retrieval of information (Gurley). The system is also designed to detect abnormal results, in laboratory and diagnostic procedures, for instance, and reminds and alerts providers when such are found in the records. This feature thus enhances patient safety in the deliverance of care. One disadvantage with an EHR is its startup costs, which ma y be too much (Gurley). Although the system is seen to reduce health care costs, there is a need for financial capital to be invested during its initial adoption that may be a huge amount. Also, to users who are not technically knowledgeable, EHRs may become difficult, instead of convenient, to them. The issues considered when EHRs are

Economic Impact of Festival in Qatar Essay Example | Topics and Well Written Essays - 3000 words

Economic Impact of Festival in Qatar - Essay Example From a general point of view any festival has following impacts on any country/city /society: Festival helps the country to boost its economy; Festival helps to foster community pride in a large way; Festivals help people to teach and at the same time learn new things from the visitors, and Festival often helps a country or any community to strengthen its relationship with the neighboring nations. (Grames & Vitcenda, 2012). In this paper the main objective is to analyze the economic status of Qatar from an overall perspective, measure how it able to grow in a span of last ten or so years and how various festivals of Qatar helps the country to boost its economy. The paper will also focus on government spending in various kinds of festivals in Qatar and whether those spending by the government able to yield good result in terms of stable economic relation with others, boosting the economy as a whole, developing the overall infrastructure of the country etc. Diversity in the festival is one of the main attractions of Qatar. Over the year Qatar is started to gain popularity among rest of the world due to its variety of international festival. Doha is the capital of Qatar and also the hub of every kind of economic, social and political activities. Doha is the main country which represents the cultural diversity of the country of Qatar in front of rest of the world. Doha is well recognized in every part of the globe for its food festival, film festival, ethnic cultural activity etc. Doha is one of the fastest growing cities in the world. The growth of the city is mainly due to high volume exports of oil, liquefied natural resources (mainly gas) and other petrochemicals. The city is very modern with high sky-scrapers and high standard of livings among the people of the city. The city is in the center of attraction by hosting the various international conference and local festivals.

Battle Royal( Ralph Ellison) Essay Example | Topics and Well Written Essays - 250 words

Battle Royal( Ralph Ellison) - Essay Example In the beginning of the chapter, the African American Narrator is praised by the white folks for his speech in satirical terms. But the black man will not relent. He wishes to protect his essential dignity, notwithstanding the fact that the white people are out to ridicule him on all counts. The black narrator is firm about his decision. Instead of avoiding the white men, he wishes to actively associate with them, to prove his worth. But racial segregation continues. Social harmony between the people of black and white races is still a distant dream. Blacks undergo horrific experiences and Ellison has availed the option to make the story full of imagery and satire than come out with statements and statistics. Strange situations are created for the humiliation of the black youngsters. This happens in an all-white men’s club, where a black protagonist of the story, considered to be a brilliant orator, is invited for a speech on cultural issues. A clever plan is hatched to humiliate him and other black youngsters. He is supposed to give a talk on humility but what is the use of talk on such a topic to people devoid of humanity? In the next situation, describing a fight scene in the ring Ellison states, "It was complete anarchy. Everybody fought everybody else. No group fought together for long" (942). This is the broad indicator as for the tactics used by the white people to keep the blacks suppressed, divided and fight amongst

Compensation Case Study Example | Topics and Well Written Essays - 1000 words

Compensation - Case Study Example Under the skill factor, the cashier scores two points for experience and ability. Under supervisory, the Cashier scores 2 for fiscal and supervisory responsibilities. Under effort, the cashier scores 2 for physical effort and 3 for mental effort. Under working conditions, the cashier scores 2 for each of the categories. Total points scored are 21 out of 30. Job C: Prepared Food Manager The prepared food manger has executive management roles. The Manager is responsible for the prepared food department. Under skill factor, the manager scores 3 for each of the categories thus experience, education and ability. Under responsibility, the manager scores 3 for fiscal responsibility and 3 for supervisory responsibility. Under mental and physical effort, the manger scores 3 and 2 respectively. Under working conditions, the manager scores 2 for each location, hazard and extreme environment categories. Total score is 26 out of 30. Job D: Back Room Shift Supervisor The shift supervisor is respon sible for supervisory functions during shifts. The shift supervisor scores 3 for education and ability and 2 for experience. Under responsibility, the supervisor scores 1 for fiscal responsibility functions and 3 for supervisory function. Similarly, he scores 2 for location, hazard and extreme environment categories respectively. ... The shift supervisor scores 3 for education and ability and 2 for experience. Under responsibility, the supervisor scores 1 for fiscal responsibility function and 3 for supervisory function. Similarly, he scores 2 for location, hazard and extreme environment categories respectively. Total score is 23 out of thirty. Job G: Prepared Food Department Assistant Manger The prepared food assistant manger has management roles. The assistant manger is responsible for the prepared food department. Under skill factor, the manger scores 3 for each of each of the categories of Experience, education and ability. Under responsibility, the manager scores 2 for fiscal responsibility and 3 for supervisory responsibility. Under mental and physical effort, the manger scores 3 and 2 respectively. Under working conditions, the manager scores 2 for each location, hazard and extreme environment categories. Total score is 25 out of 30. Job H: Store Manager The stores manager rotates among stores offering man agerial assistants to the store team leaders. Under skill factor, the store manager scores 3 for experience, education and ability. In responsibility function the manger scores 3 for the both fiscal and supervisory function. Under mental and physical effort, the manager scores 3 and 2 respectively. Under working conditions, the manager scores 3 for each location, 2 for hazard and extreme and 2 for environment categories. Total score is 27 out of 30. Job I: Back room Staff He does cleaning duties at the back room. He scores 1 for education, 2 for ability and 1 for experience. Scores zero for fiscal and supervisory responsibilities. He scores 3 for location, hazard and extreme

The Financial Enviroment of Healthcare Organizations Essay

The Financial Enviroment of Healthcare Organizations - Essay Example Sharing financial information with the employees of a business should be done by corporations even if they are not required do so such as private firms. A lot of different aspects of the financial performance of the firm should be released. The four major financial statements of a company are the income statement, balance sheet, statement of retained earnings, and the statement of cash flow (Garrison & Noreen, 2002). These statements are prepared upon completion of the accounting cycle. An employee of the firm can perform an evaluation of the financial performance of the company using ratio analysis if he is given the financial statements of the firm. The five categories of ratio analysis are liquidity, asset turnover, profitability, market, and financial leverage. Analyzing the cost structure and expenses of a firm is important for an employee. Companies whose cost structures are too high are at risk of downsizing or closing its facilities (Capella, 2008). The income statement shows the expense accounts of an organization. Profits are obtained by subtracting total expenses from the revenues of a firm. Costs are classified as fixed or variable costs. Fixed costs do not change over time, while variable costs change as a company increases or decreases production output (Thomason, 2014). An important accounting metric that stakeholder groups such as employees need to understand and be informed about is the breakeven point. The breakeven point is the amount of sales that a company needs to generate to cover all its fixed and variable costs. Profit at the breakeven point is cero. The formula to calculate the breakeven point in units sold is fixed expenses divided by unit contribution margin. Unit contribution margin is calculated dividing sales price minus variable cost per unit. The employees must know whether its company is breaking even because the solvency of the firm is dependent on it. Controlling the inventory of a business is

The Organizational Change Essay Example for Free

The Organizational Change Essay A. What is organizational change? Organizational change is a term used to describe a total overhaul of an organisation. This refers to a big scale changes to suit the current change in needs. There are many reasons. Sometimes there is need for an organisation to curb challenges arising like neck to neck competition, retrenchments or massive lay offs. It may also involve new changes in technology and an organisation might want to adopt or re-fix the new structure in their work places. All this will affect the working operations and environment of an organisation. Organizations sometimes might find need to merge with other related organisation this will force both organisation to restructure (McNamara, 2008). Basic Context for Organizational Change An extreme markets battle has forced many organizations to adopt many ways to survive. An organization might have been offering quality services or rather substandard services hence need to adopt modern technology. This cannot be done without know how, it requires in depth information about how and how effective the change will be. Organizational change can be very expensive, some organization are on favor for minimal changes as they review the effect of the new change. These small changes act as stepping stones for more changes to come for instance lay offs; this is a very costly assignment to an organization. It is important to learn that organizational change requires lots of funding (Darby Mcglynn, 2000, p13). Though this can bring desirable transformation, it is a painful undertaking especially where finance is concern. At the end of the day an organization should evaluate its achievements brought about by the big change Organization change is a very technical procedure; it requires intellectuals, skilled person or specialist who has an insight understanding about the running, management and all other that pertain administration. The entire running and management will be approached very differently of an organization. It entails new procedures and regulations to be followed by the organization’s management and entire work force (Darby Mcglynn, 2000, p13). Every organizational change presents new vision and approach. Accomplishment of the targeted goals and result is now viewed in another perspective; this is because the change might come up with new challenges. The duties and roles of every individual worker changes, others might be absorbed hence need for everyone involved to specialize on ones best subject. It’s noteworthy to learn that every each organizational change shakes all the running of an organization from the top level to bottom and bring new sense of direction. After organization change is accomplished efficiency should be expected and redundancy eliminated (Darby McGlynn, 2000, p. 13). B. Forces for and resistance to organizational change  Organizational change is viewed as a life circle and every organization should undergo in order to survive both internal and external pressures. It is very fundamental given other forces surrounding the change are put into account. Emergence of new technology can compel an organization to embrace and adopt, for the benefits and betterment of an organization. Computerization of an organization’s department is a perfect example of technology changes especially those which have been carrying on their duties manually Such office automation comes with more efficiency and reliability in executing duties (Darby McGlynn, 2000, p13 ). Another example is the introduction of automated teller machines by banks, despite their cost they are accurate and efficient s compared to bank clerks. In that connection it can led a bank into providing more products and services to their clients and customers, competitiveness needs for more supply in the market, change of services products. For any organisational change to take place it need profound consultation in relation to the targeted results. Its result and final achievement should be tangible and convincing (McNamara, 2008). C. Evolutionary and revolutionary change in organizations  Evolutionary change The change within the organization should be successful and constant such that it does not arouse any massive upheavals within and without the organization. Major development and progress in any organization is dependant on the degree of change in the new ideas and how the affected react to it. The organizations need to check at what their users want and supply them appropriately. The use of the collective intelligence and social networking within the organization is evolutionary since it encourages the blending of different good ideas towards the progress of the organization. Exploration of complex situations and involving everybody to participate intermsof decision making is also evolutionary to an organization (Casey, 2008). Attracting people to your vision as a manager within an organization plays a very important role in persuading them to buy into your outcome products, since this will give them a since of feeling that their contributions are very appreciated. Initiatives are the best way to introduce implement and institutionalize deliberate and on-going renewal. The involvement of many people in operational problem solving evolves to Participative Management Problem which is a profit sharing program that increases productivity and employee involvement across the board (Miraglia, 1994). For the renewal of any organization it calls for the organization to improve on its response to customer needs and increase its willingness to experiment with multi-function structures and teams which are led by entrepreneurial spirit. The management layers also need to be scrutinized and reduced and the ineffective functions scrapped off. Determining better ways of pushing responsibilities to every section of the organization without any inconvenience is evolutionary. The creation and continuation of complex activities like efforts in training and quality management processes brings better changes to an organization. This calls for the keeping of simultaneous changes to move in relationship to each other rather than in isolation (Casey, 2008). Revolutionary Change The organizations don’t look to their users in order to try and adjust on what users are willing to adapt to on a large scale. The situation by which most organizations only look for the way to sell out their big products without considering the taste of the consumers is revolutionary since they force the consumers into doing new things they are not comfortable with. The abrupt introduction of or addition new technology within the organization is sometimes very disruptive since it will require quite a bit of training which will consume sometime to allow for adjustment (Miraglia, 1994). The time taken by the organization to sell out its ideas sometimes can be longer. This can be due to disagreements across the decision making board which delays the implementation processes. Within any organization the implication for the Human resources need to seen as not only just to preserve and teach old lessons, vocabulary and assumptions but also to lead in the change processes, development of versatile models, teaching and encouraging new vocabulary and also be at the forefront of the encouraging continuous learning and sharing of knowledge The critical business issues like entrance into emerging markets and new product development pose a revolutionary change into the organization. The competition by related organizations also poses a challenge (Miraglia, 1994). D. Managing the Organizational Change Since an organization is a group or an association made by people who come together with different thoughts and opinions with an aim of achieving certain goals, therefore an organization is made up of individuals and in order for organizational change to be successful; there are different principles which should be considered. First an individual has got to achieve personal change which gives a positive approach to the change by applying it. Thoughtful planning and implementing sensitivity is another crucial principle to boost the organizational change. Consultation and involvement of the individuals affected by the organizational change is important since forcing of changes to an individual will cause problems (Kotter, 2002). The organizational change must be real, measurable and also achievable. These characteristics are relevant in the management of individual changes. Before the commencement of organizational change management, there are questions which are supposed to be taken into consideration. Organizational achievements, why, and how will an organization know if it has achieved the changes. Who the changes have affected and their reactions, how much of the change can be achieved and what parts of the change which are needed with help. These features are in strong relation to the management of the Organizational change (Kotter, 2002). For proper management, change needs to be understood and managed in such a way that people can successfully cope with. The director is the settling pressure. The affected organization or individuals need to agree with the change, understand the need for change and also be given a chance to decide on how the change will be managed and also they should be involved in the application and planning of the change (Kotter, 2002). Confronting each other is the best way to undertake susceptible issues of organizational change management. People or employees need to encourage their, manager to talk face to face to them if they are of help to the manager in managing the organizational change. Sending mails through internet and writing notices are the weakest ways of communication and enlargement understanding. If there is urgent change to be made in an organization, the reasons should be investigated and also its urgency is real. Also their needs to be consideration if the consequences of accepting the rational time-frame can be more devastating rather than taking control over the unsuccessful change. Fast changes in organizations avoid proper consultations and involvement and these leads to complications and more times is consumed when it comes to solving the issues (Kotter, 2002). For successful management for an organizational change, top management in an organization should be involved. This brings out reliability, ideas and expressiveness from the champions. Change is achieved when carried out as a group. The change representative always has a role of carrying out translation of the vision to a practical plan and also carries out the plan. Change communication is required to be regular with all the affiliates of the organization. For change to be maintained, the organizations’ composition needs to be given an amendment by either making course of actions, guiding principles and also deliberate plans. Such kind of change in the constructions of an organization characteristically involves re-freezing process and an unfreezing change (Mc Namara, 2008). E. Organizational Development Organizational Development is a challenge which gives authority to the organizational members in order for expansion to take place in peoples’ openness with each other concerning their opinions of the association and their experiences in the organization. This encourages members to take greater accountability for their own deeds as members of the organization. In organizational development the assumption is that when people practice the purposes simultaneously, there is a likeliness of organizations finding out new techniques of working together and hence there is achievement of the organizational goals (Nielsen, 1984, pp2-3). The final thought of organizational expansion is that organizations are social arrangements. Their aim is to increase long term presentation and physical condition of the organization as well as to also improve lives of its associates. The organizational development loom stresses on organization background which manipulates the way people perform their duties using organizational change based on exploration and achievement (Toolpack Consulting surveys, 2008). By using planned modification based on research, there is increase in motivation, elimination of obstructions and easier change. The perfect is an organization where there is constant improvement which is rampant in a way that it is not expected as a proposal. Organizational Development, changes the performances, shared beliefs and values, of the organization by working with technical and social systems like incentives, communication, work processes and civilization (Toolpack Consulting surveys, 2008) Organizational Development assists an organization in authorizing leaders and individuals’ workers. It also creates a culture of constant improvement and arrangement around shared achievements. There is easier and faster change making. All the minds of the employees are put to task. Organizational Development also enhances momentum and quality of choices. There is also assistance by the Organizational Development in beneficial conflict making rather than negative. Also leaders are given more control over the outcome by giving workers more authority over how they do their tasks (Toolpack Consulting surveys, 2008). There are different benefits which the Organizational Development has achieved, they include satisfaction to its customers, individual feeling of success, and profits by reducing costs for non profits, improvement suppleness of the organization, they have also achieved effectiveness of the costs as well as living, occupation and employment satisfaction. Objectives of organizational development are observed in an organization where, the needs of the customers are always recognized and thought about by the managers and the workers, also people get remunerations for success instead of failure of innovation or creativity hence there is high improvement. The construction and processes are based on the present requirements rather than in the past needs hence there is efficiency and assistance offered to people (Tool pack consulting surveys, 2008). Also in an organization, organizational development s’ objectives are achieved when in an organization; there is constructive resolving and conflict treatment. Hence this is used for modernization with no suppression and lack of intrusion with efficiency. The system of rewarding strengthens the organizational wellbeing. Also open communication is encouraged in both imaginative and straight and hence all the appropriate feelings are distributed and due to this, people can learn from the experience. Decisions are required to be made by people with most related, express knowledge (Toolpack Consulting surveys, 2008). Conclusion Organizational Change is a very crucial feature which brings about wide change in any organization with the aim of assisting the organization achieves its goals strategically. Such changes include, restructuring of self managed teams, new technologies, collaborations, mission changing and also changing of the complete Management of Quality. Hence there is transformation of the organization. This designates essential as well as elementary orientation in the way that the association operates (Mc Namara, 2008). In order for this change to take place successfully, individuals play a very important role in the organization. Hence there opinions and achievements as well as there aims are very crucial and require to be put into consideration. And this will only be possible with the application of some principles which once put into practice; the change becomes successful (Kotter, 2002). Since communication is important to the success of any organizational change efforts, it is important for face to face communication since it is believed to be strong as compared to sending mails and notices. Motivation should be encouraged amongst the organization by rewards, incentives etc. Organizational Development is of great benefit to organizations since it brings about profits, satisfaction both at work and in life. Also goals are achieved due to the Organizational Development efforts (Tool pack Consulting surveys, 2008).