Organizational Culture and Its Importance Essay Example

Organizational Culture and Its Importance Essay Example Organizational Culture and Its Importance Paper Organizational Culture and Its Importance Paper There is no single definition for organizational culture. The topic has been studied from a variety of perspectives ranging from disciplines such as anthropology and sociology, to the applied disciplines of organizational behaviour, management science, and organizational communication. Some of the definitions are listed below: A set of common understandings around which action is organized; finding expression in language whose nuances are peculiar to the group (Becker and Geer 1960). A set of understandings or meanings shared by a group of people that are largely tacit among members and are clearly relevant and distinctive to the particular group which are also passed on to new members (Louis 1980). A system of knowledge, of standards for perceiving, believing, evaluating and acting . . . that serve to relate human communities to their environmental settings (Allaire and Firsirotu 1984). The deeper level of basic assumptions and beliefs that are: learned responses to the groups problems of survival in its external environment and its problems of internal integration; are shared by members of an organization; that operate unconsciously; and that define in a basic taken -for-granted fashion in an organizations view of itself and its environment (Schein 1988). Any social system arising from a network of shared ideologies consisting of two components: substance-the networks of meaning associated with ideologies, norms, and values; and forms-the practices whereby the meanings are expressed, affirmed, and communicated to members (Trice and Beyer 1984). This sampling of definitions represents the two major camps that exist in the study of organizational culture and its application strategies. The first camp views culture as implicit in social life. Culture is what naturally emerges as individuals transform themselves into social groups as tribes, communities, and ultimately, nations. The second camp represents the view that culture is an explicit social product arising from social interaction either as an intentional or unintentional consequence of behaviour. In other words, culture is comprised of distinct observable forms (e. g. , language, use of symbols, ceremonies, customs, methods of problem solving, use of tools or technology, and design of work settings) that groups of people create through social interaction and use to confront the broader social environment. This second view of culture is most relevant to the analysis and evaluation of organizational culture and to cultural change strategies that leaders can employ to improve organizational performance. BEHAVIOUR AND ARTIFACTS We can also characterize culture as consisting of three levels. The most visible level is behaviour and artifacts. This is the observable level of culture, and consists of behaviour patterns and outward manifestations of culture: perquisites provided to executives, dress codes, level of technology utilized (and where it is utilized), and the physical layout of work spaces. All may be visible indicators of culture, but difficult to interpret. Artifacts and behaviour also may tell us what a group is doing, but not why. One cartoon which captures this aspect shows two executives sitting at their desks in an office. Both have large billed black and white checked hats. One is saying to the other, I dont know how it started, either. All I know is that its part of our corporate culture. VALUES At the next level of culture are values. Values underlie and to a large extent determine behaviour, but they are not directly observable, as behaviours are. There may be a difference between stated and operating values. People will attribute their behaviour to stated values. ASSUMPTIONS AND BELIEFS To really understand culture, we have to get to the deepest level, the level of assumptions and beliefs. Experts contend that underlying assumptions grow out of values, until they become taken for granted and drop out of awareness. As the definition above states, and as the cartoon illustrates, people may be unaware of or unable to articulate the beliefs and assumptions forming their deepest level of culture. To understand culture, we must understand all three levels. One additional aspect complicates the study of culture: the group or cultural unit which owns the culture. An organization may have many different cultures or subcultures, or even no discernible dominant culture at the organizational level. Recognizing the cultural unit is essential to identifying and understanding the culture. Organizational cultures are created, maintained, or transformed by people. An organizations culture is, in part, also created and maintained by the organizations leadership. Leaders at the executive level are the principle source for the generation and re-infusion of an organizations ideology, articulation of core values and specification of norms. Organizational values express preferences for certain behaviours or certain outcomes. Organizational norms express behaviours accepted by others. They are culturally acceptable ways of pursuing goals. Leaders also establish the parameters for formal lines of communication and message content-the formal interaction rules for the organization. Values and norms, once transmitted through the organization, establish the permanence of the organizations culture. ORGANIZATIONAL CULTURE IS ALSO A SYNTHESIS OF SUBCULTURES Sociologists discuss how distinct societies are composites of interacting subcultures rather than a single overarching culture. Organizations consist of subgroups that have specific characteristics and a sense of identification. Within organizations, people can easily classify themselves and others into various social categories or groups based on identification with their primary work group, occupational or professional skills, union membership, or age cohort. Subgroups in organizations can and do create subcultures that comprise specific networks of meaning; yet, at the same time, they remain associated with the ideologies and values of the organizations leadership. For example, at a macro level the culture that is attributed to the Department of Defense comprises the distinct cultures of the different military services and the corps of civil servants assigned to each service agency. A closer examination of each service culture reveals still greater cultural differentiation among occupational specialties, specific units within the service, and between line and staff personnel. Yet all of these subcultures adhere to the core ideologies, values and norms of the DOD. Numerous studies of organizational culture have highlighted that the formation and maintenance of culture requires interpersonal interaction within subgroups. For example, research led by Meryl Louis demonstrated the benefits of subgroup interaction to newcomers learning the ropes of the jobs. Survey respondents in their first job experience reported that the three most important socialization aids were: Interaction with peers Interaction with their supervisor Interaction with senior co-workers. Interaction with peers on the job was viewed as most important in helping newcomers becoming effective employees. Interaction is important for the acculturation of newcomers. Organizations do not, however, always have homogeneous subcultures. The explicit social products produced by subcultures within organizations can be widely diverse and even result in countercultures. Countercultures can have both pro ductive and unproductive outcomes. Perhaps the key to a countercultures success (i. e. the promulgation of its ideology, values and norms) is the groups ability to demonstrate how its idiosyncrasies are consonant with the core ideologies, values and norms of the dominant culture. THE SYMBIOSIS BETWEEN THE ORGANIZATIONS OVERALL CULTURE AND ITS SUBCULTURES Some people may debate which comes first in an organization: the organizational culture or the organizations subcultures. The question that is relevant to the definition of Organizational Culture is how do the ideologies, values, and norms of subcultures compliment the organizational culture advocated by leadership? Explaining this relationship requires an understanding that cultures provide members with a reliable means to interpret a highly ambiguous environment. It is the leaders responsibility to specify the features of the environment that are relevant to the organization and then provide the supporting assumptions and rationale for its operating strategies. The leaders cultural messages should address ambiguities that are beyond the scope of any organizational subculture to explain to employees. Leaders should recognize that their cultural messages should specifically address cultural ambiguities associated with subculture practices within the organization, and limit their attempts to eliminate distinctions that are important to subcultures identities. In other words, leaders have a better chance of creating or transforming an organizational culture if they accept and foster productive organizational subcultures and consistently communicate how employees must perform in order for the organization to achieve its objectives. Cultural change then relies on leaders communication techniques that cross subcultural boundaries and carry messages about ideologies, values and norms that can be internalized by all employees. Memos and vision statements cannot achieve all of these objectives. Leaders, however, have a variety of sophisticated cultural communication techniques at their disposal to link subcultures to overarching cultural objectives of their organizations. The importance of Organizational Cultural can be derived from its definitions. An understanding of Organizational Culture can help a manager understand what the core value system of the company is and how is it a derivative of its culture or vice versa. The importance of Organizational Culture can be felt in all the spheres of an organization. Some of these are listed below. Mission- e. g. , What is the organization’s core purpose? Vision-e. g. , What is the organization’s overriding orientation? Planning- e. g. , What processes does the organization use to actualize ideas? Strategy for implementation of mission and vision- e. . , What kinds of concrete means for implementation of mission and vision does the organization utilize? Measurements of success- e. g. , Does the organization have a system for continuous improvement? What kind of system(s)? Overall organizational structure- e. g. , Does the organization have a flat structure? A hierarchical structure? What influence do staff have? Supervisory system(s)- e. g. , Do staff receive regular sup ervision? What is the content and context of the supervisory relationships? â€Å"Everyday† language- e. g. What are the insider terms that staff members use? Status and rewards- e. g. , Do staff get bonuses? Are they acknowledged in staff meetings for jobs well done? Concepts of time- e. g. , Do meetings usually start on time, 10 minutes late? Concepts of space-e. g. , Do staff have their own offices, do people usually keep their doors opened or closed? Communication systems-e. g. , Is there an intranet, a staff newsletter? Relationship(s) to external culture(s)- e. g. , Does the organization have a competitive relationship with other similar organizations? Individual/Group focus e. g. , Is the organization oriented more to individual or group needs? Views on difference- e. g. , Are differences in race, sex, etc†¦ talked about? Role delineation-e. g. , Are staff clear on what their job description is or their roles in particular projects? As an employee in any type of o rganization can attest, organizational culture is as prevalent and as varied as individuals themselves. Organizational culture is enduring and complex, and may have both a positive and a negative effect on the staff and the workplace. In many ways culture will determine the survival of an organization over the long term, especially in volatile industries. Cultures that can be a liability to an organization include those that create barriers to change, create barriers to diversity or barriers to mergers and acquisitions. Understanding the organizational culture can help you to understand why change does not take place, or why a project fails. It will also help you to determine where to strive to make changes to the culture. As managers, why do we need to get a sense of the prevailing organizational culture? It is essential to understand the organizational culture if you want to make changes to how work is done, what type of work is being done, or at the broadest level, to affect the organizations standing in its industry. Understanding the culture and, as required, changing it, can mean the difference between attracting and retaining good employees and driving away the best employees with an environment that doesnt encourage, challenge, or reward them. For a new leader or manager, understanding the organizational culture that is in place is essential for success in providing direction, especially when the direction is different from what has come before. Are staff willing and eager to take on new challenges and to follow a new direction, or will they provide passive or active resistance to any changes? What is important to people today, based on their view of where the organization is and where it should be? Where are there disconnects between espoused values, such as the mission statement, and the over symbols and culture type? For example, if the organizations mission is to provide expert customer service, yet the strong hierarchical structure means that employees are not empowered to assist customers by providing creative solutions or dont have the required authority to provide responses or results, there is a disconnect. If an organization was eager to see positive change and the time was right for providing impetus to staff to follow a new path. The assessment of culture of the organization can reveal the opposite, however, which is just as valuable to managers. If there is resistance to change, if the espoused values of the organization dont match with the staff perceptions and prevailing culture, you must try to change the culture or change the objectives and mission to reflect reality. As a manager, it may not be possible for you to change the organizations overarching culture. Understanding the culture, howeverespecially if you want to adapt your departmental culture to create a more positive cultureis possible. Departmental cultures may differ greatly in organizations, depending on the leaders and the staff within those departments. You may not be able to have an effect on the organization overall, depending on your position in the organization and how large it is, but with work you will be able to make a difference at the library level. Some ways that you can try to change the organizational culture include reviewing the mission and vision for the firm with the staff to ensure that they are accurate. If changes are needed to reflect the reality of what you want to do and what you can do, then it should be done. For a start, make sure that departmental statements and staff actions reflect the type of culture you want. For example, to increase the market culture, try increasing the measurements of service activities and have staff involved in developing metrics and outcomes for services (as part of the performance management system, for example). Reward staff of particular service areas who respond to changes in customer demands through developing new programs or services. To reduce hierarchical culture, for example, begin by empowering staff to provide suggestions and to help implement their new ideas. You should also empower staff to make more decisions for their own areas of expertise. As the leader, one should always be aware of one’s actions and model the behavior one expects of the staff. Ensure that the statements one makes are consistent with the values and the symbols of the culture one would like to develop. One may not be able to change the overall organizational culture immediately, but the positive results and positive impact at the departmental level should have some level of spill-over effect onto other departments. Moreover, it will make it a more pleasant culture for everyone to be working in. CONCLUDING THOUGHT An understanding of organizational culture, and how important it is, is a crucial skill for leaders trying to achieve strategic outcomes. Strategic leaders have the best perspective, because of their position in the organization, to see the dynamics of the culture, what should remain, and what needs transformation. This is the essence of strategic success. BIBLIOGRAPHY Goleman, Daniel. Emotional Intelligence. Bantam Books: New York, New York, 1995. Stephen P. Robbins. Organizational Behavior, 8th edition Schein, Edgar H. The Corporate Culture: A Survival Guide. Jossey-Bass Books: San Francisco, California, 1999. www. wikipedia. org

Challenges Versus Constants Weighing Workplace Opportunities

Challenges Versus Constants Weighing Workplace Opportunities While author and business journalist Suzy Welch warns against complacency in what she calls a professional â€Å"Velvet Coffin,† arguing instead for the importance of taking risks in search of new challenges, writer and employment branding professional John Feldman responds with a more pragmatic point of view. According to Feldman, who describes himself as â€Å"neither an optimist nor a pessimist, but rather a realist,† before taking a plunge into a new career just for the sake of avoiding the ennui of the everyday, you should take stock of the variables and constants of your current position. If you don’t know for sure that another opportunity would provide a better salary, more convivial coworkers, and more challenging work, are you still willing to take the risk, or might it make more sense to trust the constants of the workplace you know? He suggests instead waiting out the inevitable fallow periods where work becomes predictable, or even making your own cha llenges by taking on more responsibilities, earning a new certification, or opening a conversation with your manager about pursuing other opportunities closer to home.Nobody should stay mired in a job that they find unsafe or unsatisfying, but there may be choices besides starting over from scratch that are right for you and your career. Good luck as you consider and pursue them!

Introduction to health behaviour change Essay Example | Topics and Well Written Essays - 500 words

Introduction to health behaviour change - Essay Example Prochaska and Velicer (1997) state that â€Å"health behavior change involves progress through six stages of change: precontemplation, contemplation, preparation, action, maintenance, and termination.† The first two stages often prove to be the most difficult for the smokers to cope with. The preparation and action stages can be implemented with some difficulties but through commitment, these can be overcome. Maintenance and termination are quite easy once the war against quitting smoking has been won. There are quite a number of benefits that can be achieved from health behaviour change in society and individual. Behaviour change among individuals who smoke is advantageous in that they will reduce the risks of contracting smoking related diseases such as lung cancer. For any smoker, it is never too late to quit smoking since this is the only strategy that can guarantee good healthcare. Behaviour change among smokers is also important to the society at large. Non smokers are affected through passive smoking so if smoking is eradicated, this means that the health of the nonsmokers is not negatively impacted by substances from tobacco smoke. There is growing evidence that both active and passive smoking are harmful to health in Hong Kong. According to McGhee et al. (2006), â€Å" In the Hong Kong population of 6.5 million in 1998, the annual value of direct medical costs, long term care and productivity loss was US$532 million for active smoking and US$156 million for passive smoking†¦Ã¢â‚¬  These statistics paint a gloomy picture over the state of healthcare system in the Hong Kong. Therefore, concerted efforts need to be taken in order to address this problem in society. Positive behaviour change has been identified as the best solution that can help address the problem. There are many advantages of adopting this strategy. The TTM significantly assists in changing the behaviour of the smokers in many ways. For instance, it is known that it

Summarize Essay Example | Topics and Well Written Essays - 500 words - 5

Summarize - Essay Example Martha McCaskey’s task in the Silicon 6 project is not an easy one. She is under intense pressure from the senior management to have the project completed and an action plan delivered to the client. The pressure calls her to make personal sacrifices as well as compromises. She is even considering paying someone to do the project for them, only that it emerged successful. The client too has a great reputation; therefore, the firm cannot take chances with the project. The client is a manufacturer of semi-conductors from California, the issue at hand was that the company wanted to identify the technologies and the cost regime of a new product (chip) that has been produced by client’s competitors. Martha’s job is to coordinate the activities that will foresee that their client obtains this information. She is tasked with the role of finding the information from another consultant, Phil Devon. The challenge is to have the consultant give her the information, Martha is doubtful. According to McCaskey, there are two possibilities that can be appropriate in the achievement of this task. Firstly, Phil Devon can be required to give a number of options on how the chips are produced, this would include the ones that are being produced by the competitor. She thought it would be a good strategy to eliminate any suspicion. However, this would come at a cost of additional funding from the client. The option also relied on the willingness of Devon to provide the information. Secondly, there was the option of leaving the task to Chuck Kaufmann, a senior associate from her firm. He was more experienced in seeking market intelligence information. Despite the option considered, the project would affect Martha in one way or another. She opted to have an interview with Devon; she called and had an early morning interview with a man who was willing to help with the information. However, Martha felt guilty for

College Players Should Get Paid Essay Example for Free

College Players Should Get Paid Essay In the world, college athletics grows and continues to bring large financial benefits to colleges, universities and even sponsors. This leads to many debates concerning the payment of the athletes. Some people think that scholarship paid to colleges for these student athletes is enough while others claim that the payments might make them to leave the college early for participating in the athletics. Division 1 college athletes should be paid. College athletes put their bodies on the line just like the pros do. Wide receiver Martin Brown tears his ACL and his career in football is over. Defensive tackle Eric Legrand gets paralyzed from the neck down and his career in football is over. Wide receiver Dante Love gets a spinal injury and ends his career in football. Players do a lot for their communities. Like the Santa Ana college football team devoted a whole weekend volunteering in two charity events. Last year Ohio State did community service for a total of about 6,496 hours. Ole Miss has a program call The Ole Miss Rebel Reading Program where they read to local elementary schools. The college athletes bring in a lot of money to their institutions. The players should receive some of this money because without them the schools cannot be able to receive all the popularity and the money. College athletes make enough money for colleges that it would not hurt to give some back. They should take better care of their student-athletes by paying them for their services. Many College athletes live in poverty because the money they get is not sufficient enough to pay for all of the expenses and basic necessities. The athletes that graduate from colleges stay because their parents support them by giving or sending money to them. If college athletes are paid, there would be more athletes graduating from colleges. Paying athletes would be good for everyone and players would be forced to go for college education instead of only concentrating on the sports. The colleges athletes are not allowed to work hence do not get money to purchase the necessities. This leads to players accepting any illegal money, cars, clothes, etc. Most college athletes dont turn professional, so the athletes wont have any working experience when they get into the real world. This would give the non-athletes and advantage in the working world over the athletes. Most of the athletes that have the opportunity to leave school and turn professional do so, because college athletes live in near poverty. To avoid all the illegal gains, the athletes should be paid. Marylands Gary Williams says . some of these guys are pretty poor coming here, and a lot of college students have some money you feel out of place, you dont feel competitive academically sometimes, and I think it could do a lot of good If colleges dont pay the athletes the professional leagues should. Professional leagues such as the NBA, NHL, NFL, and MLB use colleges as minor leagues. Most of the players in these leagues come from universities across the U.S.A. Since the leagues get the athletes from the universities, they should pay them the same way they league players. College athletes should receive money for all of their needs, or if they cant do this the athletes should be given the opportunity to work, which will assist them, learn about working in real world.

The Character of Lennie in John Steinbecks Of Mice and Men :: Steinbeck Of Mice and Men Essays

The Character of Lennie in Of Mice and Men Have you ever read Of Mice and Men by John Steinbeck? If so, you probably remember Lennie, George's companion. Throughout the novel, Lennie and George dream of having their own farm. They work on a ranch to save money for their dream farm. Lennie is a big, strong, man with rounded features. He is at times very forgetful, absent-minded, and one-dimensional. First of all, Lennie is greatly forgetful. In the beginning of the novel, Lennie kept asking George where they were going (Steinbeck 4). One character, Crooks, takes advantage of his forgetfulness. Because Lennie would forget anything Crooks told him, he was relieved he could talk to somebody without worrying about him telling anybody else. He often forgot what George told him not to do, like talk or even look at Curley's wife. Next to being forgetful, Lennie is absent-minded for a good portion of the novel. He is unaware of what he's doing sometimes until he has done it. For example, he enjoyed to pet soft objects. While living in Weed, he was "petting" a woman's dress and the woman started to scream (Steinbeck 11). Lennie didn't know what he was doing wrong. Once Lennie was given a puppy, he accidentally killed it because he was too rough with it. Eventually, he would kill Curley's wife too by breaking her neck when told he could pet her hair. Again, Lennie did not know what he was doing wrong until it was done. Throughout the novel, there is really only one thing on Lennie's mind, tending to the rabbits once he and George had their farm. After Crooks was done telling Lennie his childhood story, Lennie asks a question about rabbits (Steinbeck 70). This is an example of Lennie having only one thing on his mind.

General Mills Benefits Contribute to Success Essay

Robert Smith, a Congressman from Illinois, founded the Minneapolis Milling Company in 1856, along the St. Anthony Falls on the Mississippi River. Soon after Cadwallader Washburn and his brother William purchased the mill as a business investment. John Crosby joined the Washburn brothers as a partner in the milling business in 1877, forming the Washburn Crosby Company. Then in 1928, Washburn Crosby Company merged with several other mills to form General Mills. (Wikipedia) Since that time, people have enjoyed a variety of products manufactured by more than 34,000 employees internationally. Offering a flexible benefits package, General Mills empowers employees to select the type of benefits they find valuable to their individual lives. The success of the organization is ensured by providing more than the legally required benefits, which attracts, retains, and motivates employees. (Noe et al. 409) General Mills provides a variety of medical and dental benefits for employees and their eligible dependents. Eligibility for coverage begins on the first day of employment. A 401(k) savings plan and investment funds are offered as well. The organization provides a pension plan and retiree medical plan for eligible employees. A voluntary stock purchase program allows employees the opportunity to share in the organization’s success by owning stock in the company. General Mills offers flexible spending accounts that can be used to pay for out-of-pocket expenses associated with health and child care. Contemporary life insurance, disability, long-term care, legal, auto, and homeowners insurance programs are also available. In addition, the organization offers an extensive relocation assistance program. Employees are encouraged to continue their education in job-related courses which are financially reimbursed by the organization. Educational loans and scholarship opportunities are available for employees and their family members. Three weeks of vacation are given to new employees with automatic yearly increases. General Mills also offers employees a flexible work schedule along with many other perks. (G. M. Leading maker) The value of these benefits must be communicated to the employees in order for General Mills to achieve its goals of attracting, retaining and motivating its workers. General Mills believes that the expense of these benefits is far outweighed by the results achieved. The organization strives to establish an atmosphere, where employees feel appreciated and enjoy the challenges presented. This type of job satisfaction leads to quality production and low employee turn-over rates. Mike Davis, the senior vice-president of global human resources suggests that an accommodating and stimulating workplace â€Å"is critically tied to attracting and retaining top talent, driving innovation, and ultimately connecting with customers around the world† (Noe et al. 15). The excellent selection of benefits offered by General Mills affects those already employed, and the organizations’ ability to recruit new talent. General Mills has been voted one of the best companies to work for by its employees repeatedly over the years. (Noe et al. 414) The General Mills mission is not only to nourish lives, but make lives richer and healthier. Respecting, developing, and investing in employees, exhibits the strong core values with which General Mills has built its reputation for success.

Health Care Information Systems Essay

Health Care Information Systems Terms Define the following terms. Your definitions must be in your own words; do not copy them from the textbook. After you define each term, describe in 40 to 60 words the health care setting in which each term would be applied. Include at least two research sources to support your position—one from the University Library and the other from the textbook. Cite your sources in the References section consistent with APA guidelines. |Term |Definition |How It Is Used in Health Care | |Health Insurance Portability and |This is a federal law that was passed in |HIPAA is used in Health care to help keep | |Accountability Act |1996 that will protect the continuousness |patient information private and secure. | | |of health coverage when a patient changes |HIPPA ensures that all patient health | | |or loses their job which can limit the |information is being stored in a secure | | |health plan exclusions for preexisting |location and only authorized staff should | | |medical conditions that require the patient|be able to access this information. If this| | |medical information to be kept private and |information is not protected the health | | |secure. |care organization can face fines and | | | |penalties (Wager,, Lee,, Glaser,, & Burns,,| | | |2009). This term will be applied to the | | | |whole health care facility. | |Electronic medical record  |Is an electronic record of a patient’s |The electronic medic al record will be used | | |health related information which can be |in the health care setting each and every | | |created, gathered, and managed by |time the patient visits the health care | | |authorized clinicians and staff within the |organization. This is how providers are | | |health care organization. |able to keep up with the services and | | | |procedures that patients receive every time| | | |they are seen by a provider. This term will| | | |be used I billing and coding and | | | |departments as well as medical records that| | | |may need to check patient status or | | | |allergies. | |Electronic health record |Is an electronic record of health related |The electronic health record is a record | | |information on an individual that conforms |that can be seen at multiple health care | | |to nationally recognized health information|facilities at one time. When this | | |standards and that can be created, managed,|information is sent to different providers | | |and revised by authorized staff in more |it is encrypted in the event someone that | | |than one location. |is not authorized has access to it they | | | |will not get patient information that | | | |should be private. | |Personal health record |Is an electronic record of health related |Personal health record is the health  record| | |information on a patient. This information |of the patient which the patient has | | |can come from different facilities that |control over. The patient can get health | | |the patient may have been seen at. And the |information from different providers and | | |information can be managed, shared, and |share this information as they see fit. The| | |controlled by the patient. |personal health record may have some health| | | |information that the patient may feel the | | | |new provider does not need to see in order | | | |to treat them. This will be for the patient| | | |to disclose with the provider and then the | | | |provider may add this information to the | | | |patients chart. | |Computerized provider order entry system |Is a system that allows users to |This computerized provider entry system | | |electronically write orders, maintain the |lets providers monitor the patient’s | | |online medication administration record, |medication distribution. Providers and | | |and go over changes made to an order by |authorized staff are able to write | | |authorized personnel. |prescriptions for patients and track | | | |previous prescriptions. Providers will be | | | |able to see how long it’s been since they | | | |filled a p rescription for a patient. This | | |  |will be applied at the health care | | | |organization. | |Unique patient identifier |Is a system that uses information such as |The unique patient identifier lets | | |the patient’s date of birth to create a |provider’s look at patient health care | | |unique code that is reported instead of the|information without having to use patient | | |patient’s name. |personal information to identify them. This| | | |helps the organization stay in compliance | | | |since according to HIPAA all patient | | | |information must be secure and kept | | | |private. This will be used any place in the| | | |health care organization where a patient’s | | | |chart will need to pulled or looked up. | |Protected health information |Is any identifiable health information. |Protected health information is the | | |Individually identifiable health |patient’s personal information such as date| | |information is that which can be linked to |of birth social sec urity number and even | | |a particular person such as date of birth, |their address where they reside. This | | |address, and social security number. |information needs to be in a secure | | | |location at all times. The data entry | | | |person will have access to this information| | | |as well as the billers and coders in a | |  | |health care organization. | |Centers for Medicare & Medicaid Services |Is a federal agency within the United |The Centers for Medicare and Medicaid | | |States Department of Health and Human |Services set the pace on how and what other| | |Services that administers the Medicare |insurance companies will be expected to | | |program and work in Medicaid. |cover depending on the patients plan. This | | | |will be used all over the health care | | | |facility to make sure everyone is always in| | | |compliance with state and federal laws. | |Covered entities |Is three specific groups including health |With covered entities this will apply to | | |plans, health care, clearinghouses, and |anyone who is authorized to access patient | | |health care providers that transmit health |information and is sharing patient health | | |information electronically. |with other parties inside and outside of | | | |the health care organization. Is | | | |information is used inappropriately the | | | |health care organization will be | | | |responsible and could face penalties and | | | |fines. | |Health information exchange |Is the process of sharing electronic health|Health information exchange can happen when| | |information between health care |two health care organizations or facilities| | |organizations. When sharing this |need to share information about a patient | | |information staff should make sure they are|(Morrisey, 2011). Depending on how the | | |sharing in a way that will protect the |information is sent it must be encrypted so| | |confidentiality and privacy of the patient.|hackers are able to identify the | | | |information being transferred. | | | | | | | | | References Morrisey, J. (2011). Health Information Exchange. Retrieved from http://search.proquest.com.ezproxy.apollolibrary.com/docview/854861185?accountid=35 812 Wager,, K., Lee,, F.W., Glaser,, J.P., & Burns,, L.R. (2009). Health Care Information Systems. A Practical Approach for health Care Management (2nd ed.). Retrieved from .

Cheating Is Wrong Essay Example

Cheating Is Wrong Essay Example Cheating Is Wrong Essay Cheating Is Wrong Essay Wrong Cheating is wrong in many ways and is unfair to those who to achieve the grade they strive for. Also cheating students pass with the grade but not with the knowledge that the other students do, they undermine the value of knowledge. Cheating is also a betrayal of trust between the student teacher relationship, after the incident of being caught cheating the student will no longer have the teachers trust. Cheating overall is a bad habit and a disgusting trait in a student that wishes to strive for greatness. Cheating is lying it is lying to your teachers and yourself, youre a showing your teachers the depth of knowledge that isnt really there. Your teacher can not teach you if you are not showing her what you need to be taught. Cheating in all honesty does not help anyone at all, it lessens the need for you to study and actually learn something. Your creating bad habits that will cause you to go nowhere in life. If you do not get into the rhythm of studying and actually working for your results then life will only get harder from here on out. Cheating Is also wrong and unfair to the abundance of students who spend endless nights working hard for their grades whilst you decide to cheat and give yourself the grade you did not deserve. You get the convenience of dong half the work while others strive for their results like they should. Along with the dishonestly and the lack of knowledge that you are receiving from cheating It is also disrespectful and rude to your teacher ho takes the time to teach you these thing Just so you can go and cheat. It Is also breaking the trust that you once had with your teacher. Cheating Is a horrible habit and Is a nasty trait that should be put to rest.

Sitting Presidents During Major American Wars

Sitting Presidents During Major American Wars Who was the president during each of the major U.S. wars? Heres a list of the most significant wars the U.S. has been involved in, and the wartime presidents who held office during those times.   The American Revolution   The Revolutionary War, also called the American War for Independence,  was fought from 1775 through 1783.  George Washington  was president. Spurred on by the Boston Tea Party in 1773, 13 North American colonies fought Great Britain in an effort to escape from British rule and to become a country unto themselves. The War of 1812 James Madison  was president when the U.S. next challenged Great Britain in 1812. The British did not graciously accept American independence after the Revolutionary War. Britain began seizing American sailors and doing its best to interrupt American trade. The War of 1812 has been called the Second War of Independence. It lasted until 1815.   The Mexican-American War The U.S. clashed with Mexico in 1846 when Mexico resisted  James K. Polks vision of a manifest destiny for America. War was declared as part of Americas effort to forge westward. The first battle took place on the Rio Grande. By 1848, America had taken possession of a huge swath of land, including the modern-day states of Utah, Nevada, California, New Mexico, and Arizona.   The Civil War The War Between the States lasted from 1861 until 1865.  Abraham Lincoln  was president. Lincolns opposition to slavery was well known and seven southern states promptly seceded from the union when he was elected, leaving him with a real mess on his hands. They formed the Confederate States of America and the Civil War broke out as Lincoln took steps to bring them back into the fold - and to emancipate their slaves in the process. Four more states seceded before the dust from the first Civil War battle had settled.   The Spanish American War This was a brief one, technically lasting less than a year in 1898. Tensions first began escalating between the U.S. and Spain in 1895 as Cuba fought back against Spains dominance and the U.S. supported its efforts. William McKinley  was president. Spain declared war against America on April 24, 1898. McKinley responded by declaring war as well on April 25. Not one to be upstaged, he made his declaration retroactive to April 21. The whole thing was over by December, with Spain relinquishing Cuba and ceding the territories of Guam and Puerto Rico to the U.S. Who Was President During WW1? The First World War broke out in 1914. It pitted the Central Powers (Germany, Bulgaria, Austria, Hungary, and the Ottoman Empire) against the formidable Allied Powers of the U.S., Great Britain, Japan, Italy, Romania, France, and Russia. By the time the war ended in 1918, more than 16 million people were dead, including civilians.  Woodrow Wilson  was president at the time. Presidents During WW2 Raging from 1939 until 1945, World War II actually monopolized the time and attention of two presidents:  Franklin Roosevelt and Harry S Truman. It began when Hitler invaded Poland and France. Great Britain declared war on Germany two days later. Soon, more than 30 countries were involved, with Japan  (among several other countries) joining forces with Germany. By V-J Day in August 1845, this had become the most devastating war in history, claiming between 50 and 100 million lives. The exact total has never been calculated.   The Korean War Dwight Eisenhower  was president when the Korean War broke out just five years later in 1950. Credited with being the opening salvo of the Cold War, the Korean War began when North Korean soldiers invaded other Soviet-backed Korean territories in June. The U.S. got involved to support South Korea in August. There was some concern that the fighting would mushroom into World War III, but it resolved in 1953, at least to some extent. The Korean peninsula continues to be a hotbed of political tension.   The Vietnam War Its been called the most unpopular war in American history, and four presidents (Dwight Eisenhower, John F. Kennedy, Lyndon Johnson, and Richard Nixon) inherited this nightmare. It lasted 15 years, from 1960 through 1975. At issue was a division not unlike that which prompted the Korean War, with Communist North Vietnam and Russia opposing U.S.-backed South Vietnam. The ultimate death toll included almost 30,000 Vietnamese civilians and roughly an equal number of American soldiers. With chants of Not our war! resounding across the U.S., President Nixon finally pulled the plug in 1973. It was two more years before U.S. forces were officially withdrawn from the region in 1975 and Communist forces took control of Saigon.   The Persian Gulf War This one landed in President  George H. W. Bushs lap in 1990 when Saddam Hussein invaded Kuwait in August. He thumbed his nose at the Union Nations Security Council when it instructed him to withdraw his forces. Saudi Arabia and Egypt requested the assistance of the U.S. to help prevent Iraqs invasion of neighboring territories. America, along with several allies, complied. Operation Desert Storm raged for 42 days until President Bush declared a ceasefire in February 1991.   The Iraq War Peace or something like it settled over the Persian Gulf until 2003 when Iraq again prompted hostilities in the region.  George W. Bush  was at the helm at the time. The U.S., aided by Great Britain, successfully invaded Iraq, then insurgents took exception to this state of affairs and hostilities broke out again. The conflict didnt resolve until Barack Obamas presidency when American forces withdrew from the region by December 2011.

Tourism, Leisure and Event Management in the World of Soft Systems Term Paper

Tourism, Leisure and Event Management in the World of Soft Systems - Term Paper Example In the second phase you will work with collaborative group of colleagues to bring together your very different views and perspectives, and will need to enter a research cycle in which you shape and refine your mutual understandings, and select a client and project for investigation, supported and approved by your Tutor. You will undertake a ‘mini’ research project leading to the development of a presentation through which you enable your selected client or stakeholders to understand on their own terms ‘that which is obvious’, keeping in mind that the SSM process is about a process through which the client comes to understand for themselves ‘that which is obviouse’. When the client (or other stakeholders) view the work generated by the project, it should be clear to them ‘what needs to be done’. Whilst there is scope for creativity and imagination, the Overall Aim: To analyse, through Systems thinking, a real Hospitality, Tourism and Event environment, evaluate issues arising from the organization of systems and structures, and appreciate the complexities and interrelatedness of real human situations. This includes the development of appropriate tools and the presentation of findings in a way which recognizes the needs of the client, and through the broad application of systems thinking, and soft systems tools and methods. You should draw on learning from other courses, as appropriate, including MVS and OMTL. Task 1 Requirements: Preliminary Workbook (Individual) Weighting 30% For this first part of this study you will need to prepare the ground for assignment to your project group by conducting your own initial desk research enquiry in tandem with your final semester project. Following Soft Systems Methodology you will analyse your experience using the workbook provided (six diagrams), and including a written evaluation (one A4 sheet, 750 words) of issues relevant to the project based on business, location, an d/or online and social media analysis. The workbook may be competed manually or electronically. The grading for each section will reflect: Depth of insight/development, use of systems concepts and conventions, content Deadline TBC , 3:00 PM Student Name: ___________________________________________________ Student Score: / Student grade: / 10 Part A (40 Marks) 1a) Use a Rich Picture to represent the component parts and dynamics of the situation that you perceive as the basis of your final semester research paper. Your diagram must be appropriately labelled and follow the conventions for systems diagrams (20 Marks) 1b) Use any other formal diagram of your choice to represent the component parts and dynamics of the situation that you perceive as the basis of your final semester research paper. Your diagram must be appropriately labeled) and follow the conventions for systems diagrams (20 Marks) 2a) Complete the following grid for five possible (basic) root definitions for a ‘rele vant system’ from which you might ‘derive learning’ about your research context: (pass/fail) What is to be done by the system (P) By what means or approach the system is to do P (Q) The greater purpose to be achieved by the system (R) 1. Provide employment for local citizens