Select one of the following healthcare systems that you would like to explore:

Acute care
Ambulatory care
Assisted living
Continuing care retirement community
Critical access hospital
Dialysis care
Home health care
Hospice care
Long-term care
Memory care
Palliative care
Pediatric care
Primary care
Short-term care (e.g., post-surgery therapy)
Surgical care
Veterans Administration

Discuss how your selected healthcare system can legally market their services and products (e.g., federal requirements, state mandates, etc.)
Defend three (3) marketing principles and/or theories that you believe are most promising for your healthcare system
Research a real-life healthcare system that matches the system you selected and synthesize the success of its marketing efforts
Report your findings by using one (1) of the methods below:
-4-5 page fact sheet for the general community.
-Letter to the CEO of your selected healthcare system.
-Infographic
-PowerPoint presentation for a Board of Directors (10-12 slides; speaker notes as needed to support assertions).

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 Students will pick a topic related to motivation and prepare an executive summary to the Chief HR Officer of Tanner Industries about how to increase employee motivation. Your executive summary should highlight the theory and application of current thought. Additionally, the executive summary should identify at least one activity, event, or program that will increase motivation. Your summary will highlight theory and application equally. An executive summary is no more than 3 pages; excluding title and references.  

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 Discuss the mutual interdependence of the courtroom work group. 

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part 1. What is the role of your legal counsel in incident response planning and execution?   What laws are involved in each? What issues would you anticipate in each? 

Part 2. What is the role of your legal counsel in recovery planning and execution?

What laws are involved in each? What issues would you anticipate in each? 

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Just being an everyday person when considering if businesses should engage in politics, I would have to say no. Its my posistion that mixing both can sometimes create a immoral platform. Just like religion and  politics should be a no, I also feel this way about polictical views in the workplace. I think its best not to discuss these issues in these enviroments because your posistion and/or  opinion may offend someone, especially in a diverse enviroment, such as a workplace. As a member of society I see  political involvement and engagement to be a disadvantage; mainly because it’s almost impossible to seperate the two.

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Contemporary Issues: HR Periodicals

     I need at least a 150-word comment on my classmate’s discussion

Integrating Performance Management and Rewards at Microsoft

Robert posted 

Hello class,

I researched an article about Microsoft’s way of developing and rewarding its employees. In this article they explained how they used different approaches throughout the years in efforts to gain greater progress and better work quality. It was explained that before the year 2000, the company relied heavily on stocks to give to their employees as part of a package with their pay. After their stock market started to increase dramatically, they decided to switch over to increasing everyone’s pay by 15% every year. In 2006, they switched to giving their employees bonuses and merit pay along with RSU’s. This didn’t work so well for them because it became too confusing for the company to go through with. Finally, they decided in 2011 to make their reward system based off of performance reviews. While using this performance review system, every single employee would receive a rating between a 1 and a 5. Receiving a 1 was the highest and a 5 was the lowest. Paying their employees this way motivated employees to become greater assets to the company and increased productivity. Receiving a 1 would give them the biggest number of merit pay, a larger bonus, and more stock units. All of the ratings were based off of the employee’s goals and commitments during the past year. They were also graded off of their behavior they had while achieving those results given from managers and peers. Finally, their long-term performance record was also taken into consideration for the ratings. This way of rating the employees was proven to be very effective and seems like a really good and fair way to pay employees. It is simple to understand why this idea was put into place.

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                    The reading by Shearouse (2011) discusses five conflict management styles. Many companies sell conflict style questionnaires for use in organizations. For the first week of this module, try your hand at a free questionnaire. Here is one that allows you to identify your own conflict management style based on five styles similar to those discussed in Shearouse (2011):

https://edge.sagepub.com/sites/default/files/10.2_Conflict_Style_Questionnaire.pdf

Report your rating as well as your general impressions about the usefulness of this questionnaire. Were you surprised by the results? Do you think the results are accurate? Would the questionnaire be useful for your organization?

I need at least 150-word comment on my classmate’s discussion 

Alexander posted 

Good Evening Everyone (Week 1 Post)

So I complete my survey and I compared myself to my current organizations leadership. Very interesting, was I surprised by the results no I was not!!! Let take a look;

Avoidance – Alex (Weak) Leadership (Very Strong)

Competition- Alex (strong) Leadership (Very Strong)

Compromise- Alex (Very Strong) Leadership (Average)

Accommodating- Alex (Strong) Leadership (Weak)

Collaborating- Alex (Very Strong) Leadership (Weak)

Do you think the results are accurate? I believe these are accurate even though its one side but my opinion but I been with my current organization for over 20 years so I have some type of opinion. Sometimes it depends on what position you are setting it when you take a survey like this and what job you do. My highest score was 25 in the collaborating section the reason for this is simple I collaborate for a living it’s my job; “The collaborating10 style is high on both assertiveness and cooperation. This is a strategy to use for achieving the best outcome from conflict—both sides argue for their position, supporting it with facts and rationale while listening attentively to the other side. The objective is to find a win–win solution to the problem in which both parties get what they want.”Bauer, T., & Erdogan, B. (2012)

I think the questionnaire would be useful however if would have to be tailored to the organization that’s going to use it.

Bauer, T., & Erdogan, B. (2012).Chapter 10: Conflict and negotiations. Organizational Behavior. Lardbucket.org

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Reemergence of Infectious Disease

First the doctor told me the good news: I was going to have a disease named after me.

—Steve Martin

The number of new diseases appears to be on the rise: Ebola, HIV/AIDS, bird flu, SARS, and West Nile virus are just a few of the infectious diseases that either did not exist or were not as prevalent 40 years ago. There are many social trends, human practices, and other factors that contribute to the emergence and re-emergence of infectious disease. One of the key concerns of public health professionals is how to identify and address these factors.

In this Discussion, you explore the factors contributing to the emergence and re-emergence of infectious disease and analyze how those factors can be addressed. You recommend strategies to hinder the emergence and re-emergence of disease and identify entities and partnerships that could implement or oversee those strategies.

Reference:

Thinkexist.com. (n.d.). Retrieved October 4, 2011, from
http://thinkexist.com/quotation/first_the_doctor_told_me_the_good_news-i_was/220018.html

To prepare for this Discussion:

• Review your Learning Resources.
• Reflect on the many factors provided in the text chapters that contribute to the emergence and/or re-emergence of      infectious disease. Select one factor of particular interest to you.
• Evaluate public health strategies for addressing the factor you selected.
• Consider the entities and partnerships among local,state, federal, international, and nongovernmental agencies and      organizations that could implement or oversee the strategies you identified.

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Suggest one (1) key influence that managers within a flat organizational structure may exert on an organization, as opposed to the impact of managers with specialized skills in a hierarchical structure. Provide support for your rationale.

Imagine that you are a manager responsible for implementing a significant technology change within an organization. Suggest how most employees are likely to react to the change. Indicate one (1) way in which you would minimize the impact of this reaction to the change management process. Provide support for your suggestion.

Please make sure you cite 2 references.

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Guided Response: Review several of your peers’ posts.  Give additional advice to at least two of your peers on the importance of knowing your beliefs on leadership and why individual beliefs may vary.

#1 Raymond

My Scores:

1.              Trait emphasis: 12

2.              Ability emphasis: 17

3.              Skill emphasis: 17

4.              Behavior emphasis: 18

5.              Relationship emphasis: 14

6.              Process emphasis: 18

Which two dimensions that are most similar to your own beliefs?

The two that are the most similar to my beliefs would be Behavior and Process. Behavior is defined as “what leaders do when they are in a leadership role” (Northouse, 2012, p.8).  I believe that the character and traits developed over time and their experiences will help highlight the behavior of a leader given certain situations. I also believe that ensuring the people who follow you are comfortable within the situation they have found themselves in by increasing their knowledge of the pertaining material and with the people who surround them.

Which two dimensions are the least like your own beliefs?

The two dimensions that are least like my own beliefs are Trait and Relationship. Trait is defined as “distinguishing quality of an individual, which is often inherited” (Northouse, 2012, p.8). This definition focuses on the individual’s special quality which betters their ability to lead. I disagree with this, one’s ability to lead isn’t centered around inherited gifts but from a development of characteristics over time. I do agree with some aspects of Relationshp in that “A leader needs to be fully aware of the followers and the followers’ interests, ideas, positions, attitudes, and motivations” (Northouse, 2012, p.8) which can contribute greatly to the overall mission and further develop those that surround you in a positive way. With that said, I do disagree with  leadership not being an individual or a select group. If everyone is involved in leading most times the mission is harder to complete. There is a saying when this happens, “too many chiefs not enough indians”.

#2 Martin 

My scores:

Trait: 14

Ability: 19

Skill: 11

Behavior: 19

Relationship: 14

Process: 17

My scores suggest that I believe leadership is an ability that can be learned over time, given that you put forth the effort to learn it. Also, that leadership is a behavior that is viewable when an individual is placed in a certain scenario. I feel these two traits align pretty well with my own beliefs. Prior to the military, I would not have viewed myself as a leader by any stretch of the imagination. The Marine Corps taught me to be a good leader and through it, I found myself taking on the role of “leader” more and more. That being said, not every Marine is a great leader, some did not acquire the ability and would rather follow the lead of others. So in that regard, I do see leadership as an ability that can be learned. I also feel that your behavior plays a big role in whether or not you’re a good leader. Being able to hand out a list of jobs to be accomplished and then be absent from the team while they perform the jobs does not make you a good leader. Leaders motivate their teams to accomplish their objective and that is best done when you are there with them, aiding them in accomplishing the goal.

One dimension that least aligns with my beliefs, is that leadership is a skill learned through years of experience. Just because you know the processes inside and out, does not mean you can inspire others to perform those processes in an efficient manner. Unless you bring other leadership dimensions to compliment the knowledge that you gained through seniority, you will struggle to motivate others to accomplish a specific task. I also disagree with leadership being viewed as a relationship between follower and leader. While I do agree that leadership is not always from the highest position of authority down to the lower positions, I do not feel the process is a collective effort between leader and follower. I feel the process relies solely on the leader and their capability of keeping the group motivated.

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