Experience of working within a social work organization Essay

Introduction Organization is a social unit of people that is structured and managed to meet a need or to pursue collective goals .All organizations have a management structure that determines relationships between the different activities and the members, and subdivides and assigned roles, responsibility and authority to carry out different task (Sorenson, 1999, p. 76). Initially I will give a brief back ground about organisation of my placement, the Primary task, Authority and issues of diversity and inter-professional working. Interpersonal skills of a mental health professional are essential for an effective multidisciplinary team member, interpersonal skills, characteristics and attitudes are key to team working. Individuals on a team should be encouraged, through reflective practice and appropriate support, to examine their own characteristics and how they might adapt to a team environment. It is also important to recognize that while mental health professionals may have well-developed skills within their own area of expertise, it should not be assumed that they have all of the skills needed to collaborate effectively with others as part of a team. There is the primary task (also referred to as functional task or work task), this corresponds with the mission of an organization. Most organizations face multiple tasks all vying to be expressed in the service of the primary task. This is the point where authority, becomes central, i.e. the person who decides what task has priority. It is the authority boundary in conjunction with the task boundary that helps the task become clear and for the work of the group to be taken on successfully. (Hayden and Molenkamp, 2002, p. 7). Absent clarity at the authority boundary, destructive chaos is likely to result and the survival of the group is in peril. While in some instances such a collapse is desirable for the new to arise and for the task to be met. Yet from the perspective of the group that dies, the loss continues to live well after the time boundary passes. The primary task of my group in the organization, include case management, analysis of social welfare policies, and Care management’ was considered to be fundamental element of the community care reforms in the 1990 Act. In 2003 one in ten of local authority social workers were employed as care managers but it is difficult to know what this meant in terms of their roles and function. In theory the core tasks included: case finding and referral; assessment and selection; care planning and service packaging; monitoring and re-assessment; and case closure. (Knapp et al, 2005: 40). Functions that team the play for society was our objectives as a team was to create a society in the next two decades in which no child lives in poverty and where all children have opportunities to realize their potential. Improving opportunities for disadvantaged children is at the heart of our strategy.   (HM Treasury 1999, p. 39). As with older people, the consistent message that disabled people have given about the services they receive is that they do not adequately meet their needs. Research by Jenny Morris in the early 1990s found that statutory services were inflexible; were only available for the most basic personal care tasks; tended to `fit the client to the service’ rather than the service to the client; were provided in a way that reduced independence; and were only available to people in their own home so they could not be helped to go out, either to social activities or to work. Authority boundaries and facilitating structures, the role of authority boundaries and structures is to provide a space or object for the anxiety and worry work to be displaced among social workers, so that the group can attend to the task realistically and appropriately. The term leader acts out as the organization’s ambivalence and splitting. Interpreting this situation through Hirschhorn’s model suggests problematic consequences. The issue groups volunteers to take up the organizational tasks and attendant risks offered and accepted authority and, using Colin’s facilitating structures, did important work; they thus entered the virtuous cycle. This process, however, reduced the authority and increased the anxiety in the top team; they were likely to be heading for a vicious cycle of anxiety, leading to social defences, and therefore dysfunctional process and inhibiting structure. Thus, there were two competing processes: one facilitating change and the other undermining it. All organizations have socially constructed defences against the anxiety which is aroused through carrying out the primary task of the organization ( Isabel Menzies 1970 p.496) These social defences may be evident in the organization structure, in its procedures, information systems, roles, in its culture, and in the gap between what the organizations says it is doing and what it is actually doing. Social defences are â€Å"created† unconsciously by members of the organization through their interactions in carrying out the primary task. Social defaces helps the top team rarely to operate in the â€Å"work group† mode; basic assumption behavior is more prevalent. The term leader, in his leadership, yet an analysis of the top team’s dynamics suggests a high degree of basic assumption dependence. Additionally, lack human diversity within any given organization if the workplace is within, to coin (Hirschhorn’s, 1988 pp.39) term, then the learning organization must account for the variety of images that obtrude from the personal histories of each member. The work of (Kets de Vries and Miller 1985, pp.239) illustrates clearly the consequences of the neurotic qualities of managers permeating the working relations within an organization. Additionally, an element of diversity is a person’s age and life stage (pp.246) .On a different front writers such as (Gilligan 1982 pp.23) and (Schachtel , 1989 pp.214)   have argued in their own ways that gender influences strongly the way in which men and women engage with their world. The learning disabilities which Senge sees connected to structural manifestations of hierarchy and segmentation may be understood more deeply as evidence of patriarchal, phallocentric modes of engagement. Yet a reading of Senge shows no consideration of neurosis, age or gender, let alone libido, in the dynamics of the learning process. Furthermore, he does not consider how any one of these affects a person’s readiness to learn, which differs substantially between people at different times. He asserts that the learning organization is one which will end the war between home and work when managers realize that effective parenting is the model for leadership. Knowlden (1998) suggested that experience impact on a social worker ability to be caring; as a student social worker I was often overwhelmed by the working environment. This could imply that it is not the amount of experience which is important, but the length of time it takes for a social work to acclimatize. Support mechanisms such as preceptorship and clinical supervision may, therefore, have a role in facilitating compassionate care. (Pearcey’s 2007 p.29) study offers some support for Wright’s views. As a social work I observed that qualified social workers mainly cared for patients’ medical needs, with the core element delegated to junior practitioners. Many years ago a ‘task-centred’ approach to organizing care was proposed as a possible defence mechanism against the anxiety that a more interpersonal style of working creates (Menzies, 1970 p.258). This may offer some insight into the behaviour of social workers who seek refuge in form filling and other activities not directly related to care. Social worker students from different health disciplines often have little idea of what each other’s roles entail. Inter-professional learning increase this knowledge, as well as giving students an understanding of the interpersonal skills needed for liaison and communication. Every professional has its own roles, skills and responsibilities making for efficient practices in curing, managing or treating particular ailments, but has this always created cohesive team working in day-to-day working life. In my social worker practice fitting in the organization hierarchy was a problem, and I was not able to question, share knowledge and learn together without professional and defensive boundaries. Often, an institutional hierarchy may obstruct the flow of communication and prevent a person from contributing and feeling valued, which ultimately can negatively affect patient care (Reynolds, 2005 p.19). More longitudinal studies are needed that follow through and beyond my undergraduate studies, along with critical observation of the learning process. Standardizing in the curricula of all health professionals can improve key skills and prepare students for their careers by driving up standards of professionalism and best practice. Sometimes, in the hierarchy of the hospital, it is hard to know what one place is as a student social worker student. When one is it the bottom of the totem pole.   No one in this hospital is lower than me. I think most of us have probably gotten that vibe at some point, even if it hasn’t been explicitly articulated.   There’s the simple fact that, in some ways, we are occasionally more of a burden to the hospital than a benefit.   It’s a constant between trying to be useful, trying to learn something and really make the most of rotation, and simply not getting in the way. For example â€Å"one of social worker will help you,† the term leader said.   Maybe he was joking?   I couldn’t tell his intonation could have gone either way. Then, the leader handed me a folder.   Ã¢â‚¬Å"Here, fan her with this,† she said.   Again joking?   Not sure.   Ã‚  And naturally, being a social worker student, my mind immediately leapt to the assumption that they would think I wasn’t a team player if I didn’t agree to fan her. So really, what else could I do?   When the staff physician walked in, I tried to be nonchalant about the fact that I was standing by the patient’s head and fanning her with a purple confidentiality. Being at the bottom of the hierarchy within a multidisciplinary asking question is also a careful balance. A friend a year ahead of me gave me some pretty phenomenal advice:   If it’s a question related to patient care or unique to a particular situation, or about management of your patient’s condition ask away.   Of course, there’s a time and a place for everything. From the view of the individual I have sketched, the important questions about groups are those devoted to the conditions that take away the factors in social environment that ordinarily keep his self-system in its normal integration. (Bion, 1961: 145-6) Bion stated that the basic assumptions are states of mind the individuals in the group get into. The awareness of the group remains in its regressed form because the group is there and so restrains further disintegration which would be tantamount to psychotic states, an eventuality that the early structuring of the self also resists desperately. The problems of group dynamics thus become those of how the normal affirmations of the self system are removed. The situations of groups in this respect are of almost infinite variety. Thus when Bion said that certain illnesses might originate as diseases of the group, he thought specific illnesses might prove to be linked to specific states of the group. Here the most prominent stem from the task. Although there may have been some nominal description such as â€Å"to study group processes,† none of the members has any clear notion of what that task involves this affected my group as I was working with. There is therefore immediately a considerable loss for the self of its ego anchorage in reality. Important also is the realization that the task, in whatever form it emerges, will involve members in some exposure of their private and even hidden self. This factor I believe to be important in the group dynamics group, although much more so in the therapeutic one. Since the origin of the secret self was its unacceptability, there is a great deal of anxious suspicion among members is that which he expresses some of his feelings about the situation. In conclusion, from my experience, I have learnt that it is important for both the student and the organization placement staff to be aware of who is going where before the placement starts. A good social worker student will contact the organization team in advance of the placement in order to check what time to turn up, and whether there is any uniform policy or other protocols they should be aware of. Likewise a good ward team and mentor will encourage the student to come on a preliminary visit just to be given the above information and to say hello. It can help enormously to reduce anxiety on a first day if the student already knows one or two faces. On a pre-placement visit the student can be introduced to their mentor and have a quick chat and any placement reading can be handed out together with the placement information pack, outlining learning opportunities and ward information, shift pattern, dress code etc. Off duty rotas can be planned together and a pre-placement visit can also be the forum for any negotiation over study days and child care needs etc., so that the anxiety over these can be managed prior to the placement. A good welcoming pre-placement visit can begin the process of socialization into the team and its culture and can give the student an early sense of belonging.    References Bion, W.R., (1961) Experiences in groups and other papers. London: Tavistock Publications [Reprinted London: Routledge, 1989; London: Brunner-Routledge, 2001.] Corbin, J. (2008) Is caring a lost art in nursing? International Journal of Nursing Studies; 45, 163-165. Gilligan, C. (1982), In a Different Voice, Harvard University Press, Cambridge, MA, . Hayden, C. & Molenkamp, R. J. (2002). â€Å"Tavistock primer II.† Jupiter, FL: The A. K. Rice Institute for the Study of Social Systems. Hirschhorn, L. (1988), The Workplace Within: Psychodynamics of Organizational Life, MIT   Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Ã‚  Press, Cambridge, MA, . HM Treasury (1999) Opportunity for All London. The Stationary Kets de Vries, M., Miller, D. (1985), The Neurotic Organization, Jossey Bass, London, . Knowlden, V. (1998) The Communication of Caring in Nursing. Indianapolis: Center Nursing Press. Menzies, I.E.P. (1970) The Functioning of Social Systems as a Defence Against Anxiety: Report on a Study of the Nursing Service of aGeneral Hospital. London: Tavistock Institute of Marital Studies. Pearcey, P. (2007) Tasks and routines in 21st century nursing: student nurses’ perceptions. British Journal of Nursing; 16: 5, 296-300. Reynolds F (2005) Communication and Clinical Effectiveness in Rehabilitation. Edinburgh: Elsevier Butterworth-Heinemann Schachtel, Z. (1989), â€Å"Men, women, and work†, in Changing Group Relations. The Proceedings of the Ninth Scientific Meeting of the A.K. Rice Institute (Eds),New York, NY, . Senge, P.M., Roberts, C., Ross, R.B., Smith, B.J., Kleiner, A. (1994), The Fifth Discipline Fieldbook: Strategies and Tools for Building a Learning Organization, Nicholas Brealey Publishing, London, . Senge, P.M. (1990), â€Å"The leader’s new work: building learning organizations†, Sloan Management Review, Fall Reprint 3211, Sorenson, G. (1999). Taking the robes off: when leaders step down. In B. Kellerman and L. Matusak(Eds.), Cutting Edge: Leadership 2000. College Park, MD: Academy of Leadership Press, 1999. Tweddell, L. (2007) Compassion on the curriculum. Nursing Times; 103: 38, 18-19.   

A Comparison of Two Poems by Black Poets Essay

Countee Cullen and Langston Hughes are two of the most recognized African American poets of the Harlem Renaissance. Countee Cullen’s â€Å"Yet Do I Marvel† and Langston Hughes’ â€Å"I, Too† are comparable poems in that their similar themes are representational of the authors’ personal tribulations of racial inequality. By comparing these two poems, we get a glimpse of the reality of the injustices of racism during the 1920’s by two prominent Black poets. Cullen and Hughes were born within a year of each other, and consequently wrote these poems in the same year (1925). This is significant because it reflects the time in which racial inequality was prominent. Both poets were struggling with their emotions of being African American minorities in a society of White superiority. Their poems reflect the injustice of racism, which is especially revealed in Langston Hughes’ poem â€Å"I, Too†. Most poems are filled with symbolism and abstract ideas, and â€Å"I, Too† is an example of such. This poem does not rhyme, nor meter patter truly be measured. In order to understand and grasp the meaning behind this poem, it needs to be read a few times. Sometimes certain aspects of a poem can be overlooked. For example, in the first line of the poem, â€Å"I, too, sing America† (line 1), Hughes cleverly uses an allusion as he is referring to Walt Whitman’s, â€Å"Song of Myself†, which entails similar themes. In Hughes’ poem, the speaker is addressing the country as a whole. Hughes’ use of excellent language and vivid imagery effectively expresses the speaker’s feelings towards racism. This poem explores the injustices of racism through the eyes of a black servant working for a white family. He tells us that he is sent to the kitchen when company comes. Every time he is sent away, instead of demonstrating anger, he laughs. This demonstrates that the speaker is a strong character with self poise. Hughes’ uses metaphor when he says â€Å"tomorrow† (line 8). He is indicating that the word â€Å"tomorrow† implies the future. He has faith that in the course of time, everyone will become equal, â€Å"Tomorrow, /I’ll be at the table /When company comes. /Nobody’ll dare/Say to me, /†Eat in the kitchen,†/Then.† (lines 8-14). The speaker then explains that America will be ashamed of having discriminated against him and other  African Americans. The point that Hughes is trying to make clear is that African Americans are Americans too, thus they should not be discriminated against for the color of their skin. The themes represented in Hughes’ poems are similar to those exemplified in Countee Cullen’s poem, â€Å"Yet Do I Marvel†. However, a major difference between the poems lies in the format. Cullen’s poem is a sonnet, with a rhyming scheme of ABAB BCBC DD EE FF GG (every other line rhymes, with the exception of the last two which rhyme consecutively). The natural flow of this poem helps us (the reader) become more engaged in Cullen’s anguish filled portrayal of racial injustices. Like Hughes’ poem, Cullen’s poem is also about the battle of racial identity, yet in addition, he uses religion and mythology to further express the speaker’s struggle with racial injustices. Although the theme of racial inequality is common in both poems, Cullen’s poem focuses more on the speaker’s continual reference to religion and the justification of Gods will. Unlike the hope that the speaker explicated in Hughes’ poem, the speaker in Cullen’s poem starts out having faith in God, â€Å"I doubt not God is good, well-meaning, kind,† (line 1). However, he later contradicts his faith in God due to the hardships of discrimination that African Americans endured in the last lines of the poem, â€Å"Yet do I marvel at this curious thing: /To make a poet black, and bid him sing!† (lines 13-14). We see the speaker’s lack of faith in God throughout the poem, which emphasizes his frustration and affliction with having to endure the everyday struggles of being discriminated against for being black. He uses mythology to further depreciate God’s actions by disagreeing with His punishments, â€Å"†¦declare/ If merely brute caprice dooms Sisyphus/ To Struggle up a never-ending stair.† (lines 6-8). The narrator is essentially symbolizing that God’s punishments are unfair cruelty, not only towards figures from Greek mythology, but towards him as well. The speaker considers God’s actions to be unreasonable, and we see this in his bitter words, â€Å"Inscrutable His ways are, and immune/ To catechism by a mind too strewn† (lines 9-10). The comparison of Cullen’s â€Å"Yet do I Marvel† and Hughes’ â€Å"I, Too† lies strongly in the last two lines of Cullen’s poem. He finally tells us, straightforward, where his animosity lies. In the last two lines, he vehemently tells us that he finds it unfair that because he is a black poet, his voice will not be heard; he will be ignored and pushed aside, just like the speaker in Hughes’ poem. However, the two poems also contrast with each other in that Cullen’s poem concludes with the speaker reiterating his unequivocal feelings of inferiority and lack of faith. Hughes’ poem closes in a more positive manner wherein the speaker asserts his faith and pride in declaring his right to be treated equal. Even with all of the contrasting aspects of these two poems, they do share a principle theme of racial inequality. Additionally, in these two poems Hughes and Cullen were addressing the mass society. They wanted to voice their concerns with racial discrimination. With Hughes’ use of vivid imagery and Cullen’s use of symbolism, they collectively utilized the art of poetry to effectively illustrate and express personal hardships of African Americans.

Nghe An Tate & Lyle Sugar Company (Viet Nam) Essay

Note: 420 is lowest common multiple of crop life cycle (4,3,10,28) and assume that time value of money is ignored (no discount cash flows to present value). From exhibit 11, Net return from Cane also get highest net present value for period from 1998 to 2015 with nominal discount rate 13.3% per annum and opportunity cost of labor is $1.00/day: NPV Cane +21,599; NPV pineapple +3,865; NPV coffee -9,998; NPV rubber -20,664, NPV combo A -12,777; NPV combo B +2,555, NPV combo C -799 (US$ in thousands). – Other benefits: One of three parts of NATL’s development plan is an outreach program to help local farmers to convert to cane production which means that their sugar cane will have more added values because cane production can sell with higher price and the farmers can use their products. The company expected to employ 725 people, provided in-house training so many members of the farmer family can become workers, educated ones can also become staffs. This will create many good affects to the local farmers. The project would need roughly 300 lorries during the harvest season so some farmers can borrow money from local banks to buy new haulers to transport  cane to the factory. With many benefits as above, before converting to sugar cane the local farmers need to understand/know the risks of converting: The first risk is to avoid converting too much from the beginning of the project. The factory will reach full capacity by the 2002/2003 harvesting season, so for the period from 1998 to 2002, the numbers of hectares convert to cane need to increase accordingly. Second risk is related to the NATL’s complex payment system, with the first installment, approximately 75% of the total, would be made within 14 days of delivery and the rest would be made at the end of the season with adjustment for sugar content and market price. The local farmers seem too familiar with simple full payment upon delivery even though with lower price, many poor farmers can have enough cash for their daily life and no effected by adjustment with the old payment method. With these analysis’s, the famers will have much more benefits, some related risks can be considered and controlled so I believe that they will convert to sugar cane. _Question 4: Will the government support the project?_ The Vietnamese government will strongly support the project in term of both economic and large social benefits. Economic benefits: In 1990s Viet Nam was a poor country with a population nearly 80 million but low gross domestic product and low average annual per capita income. Agriculture still accounted for nearly half of the country’s income. With the investment in sugar industry, main economic benefits are clearly below: Reduce deficit trade balance and foreign currency for import payment: in 1997  Vietnam consumed more than 700,000 tons of sugar (in which imported 340,000 tons) and the demand for sugar was strongly increased with economic development. Full capacity of the factory (900,000 tons) is expected to reach in 2003 so this domestic production could reduce trade import more than US$ 50 million every year (exhibit 8). Net tax revenue: value-added tax’s effects from NATL would likely very small because the VAT was due and collected up to retail level. From Exhibit 8, NATL will pay more than US$ 6 million profit income tax per year from 2006, the government would lose about US$ 11 million in tariff revenue: the net loss is US$ 5 million per year. This is due to 30% tariff rate but in the long term when Viet Nam integrate WTO, sugar tariff rate will have to be reduced ( 15%, 10%) and profit income tax from NATL will increase from year to year so the net loss in tax revenue of the project will reduces to very small. Social benefits: Industrial development: during 1990s, there were mainly inefficient â€Å"handicraft† mills in the north. NATL with 42% shares of Tate&Lyle PLC (one of world’s largest producers of white and raw sugar) would have advanced technology, modern planting techniques, well management skill. This could help to develop sugar industry in the north of Viet Nam. Employment and poverty improvement: the project invested in Nghe An province which is one of the poorest regions (low capita income, poor health services, ox-driven agricultural equipment, and undeveloped infrastructure). NATL would employ approximately 725 workers, their wages were eight or nine times as high as wages paid to workers with similar backgrounds and equivalent responsibilities in the near-by state enterprises. The plant would require about 22,000 local farmers and to grow the cane. It also create incentives for local 300 truck haulers, New foreign investors: with open-door policy, Viet Nam government encourage foreign sponsors investing in many fields ( industry, service, education †¦),  each successful company would provide a good example to other foreign investors, in terms of foreign investment, Vietnam is in as good a position as other Asian countries. Considering many above benefits and other impacts of the project such as environmental impact (It would be legible because NATL develop Greenfield project, the mill was designed to beat the World Bank’s strict guidelines on air and water emissions), transportation benefit – $800,000 cost to upgrade, the Vietnamese government would expect NATL get successful business in Nghe An province and fully support the project.

A research proposal for a research project in the area of management Essay

A research proposal for a research project in the area of management - Essay Example In the current competitive business world, leaders or managers are looking for making employees productive in order to improve organizational performance. Effective leadership and management styles have become the significant tools for improving the internal operations, responding rapidly to external opportunities, streamlining the product development or management, achieving technological breakthroughs and managing challenges in the business environment. There has been an extensive body of research exploring the issue of effective leadership and management styles employed in the current business environment to improve organizational performance (Armstrong 2009; Yukl, 2012). Researchers have realized the significant of successful business operations through employing effective leadership management style in the current competitive business environment (Darling and Heller, 2012). Therefore, this research proposal seeks to offer an analysis on the way organizations can create change th rough employing effective leadership and management styles; thus achieving effective business performance. ... Research Questions 1. To what extent do effective leadership and management styles affect workers task performance? 2. How do effective leadership and management styles influence organizational change? 3. What is the relationship between effective leadership and management styles and employee job satisfaction? 4. How effective leadership and management styles do contribute to increased organizational performance level? Hypotheses Effective leadership and management styles employed in a particular organisation contributes to job satisfaction, increased productivity and influences wok performance as opposed to lack of effective leadership management styles in another organization. Literature Review Varied literatures have attempted to examine the way effective leadership and management styles have contributed to significant organizational performance in an organization. The Relationship between Effective Leadership and Management Styles and Employees Job Satisfaction Effective leadersh ip and management styles have been linked with workers contentment. Schoemaker, Krupp and Howland (2013, p. 132) argue that employing effective leadership management roles contributes to employee satisfaction. This is crucial because satisfied employees can work together as a team toward increasing organizational productivity. The connection between organizational management styles and labor contentment cannot be overstated. This is because effective match between management styles and organizational operation realities can substantially lead to high level of performance. Raes, Heijltjes, Glunk and Roe (2011, p. 103) add that management is considered as one of the significant

Fire Service Pro Qual Essay Example | Topics and Well Written Essays - 750 words

Fire Service Pro Qual - Essay Example However, the systems main emphasis is on the procedures used to administer examinations. In doing this, the system ensures that the participating institutions and entities act in accordance with IFSAC’s laid down procedures and policy framework aimed at improving the quality of the certification programs (IFSAC). It is important to point out that IFSAC’s role is to give accreditation to institutions and programs that provide certification to individuals. In effect, this implies that IFSAC role is not to accredit fire departments. Like IFSAC, the Pro Board was established in 1990 with the responsibility of accrediting organizations that followed the professional qualifications standards provided by the National Fire Protection Association (NFPA). In this case, the system’s primary responsibility is to accredit organizations that provided certification to career and voluntary firefighters in public fire departments. Nonetheless, it is crucial to note that the Pro Board also considers other organizations with fire protection interests. Certified individuals from Pro Board’s accredited entities meet the rigorous national standards measurements measured against their peers. In addition, the accreditation enhances the credibility of an organization, which helps the organization secure more funds during budget time (The Pro Board). The National Fire Protection Association (NFPA), provides various certifications to ensure that fire professionals acquired the requisite ability, which requires knowledge and skills, in order to remain competent in their line of duty. One such certification is on professional qualifications for fire inspectors. In order to achieve this certification, fire inspectors should have the knowledge, skills, and ability required to perform their roles. First, a fire inspector should have the ability to prepare inspection reports that are clear and concise according to the codes and standards. In

Human Resource Management Essay Example | Topics and Well Written Essays - 3000 words - 2

Human Resource Management - Essay Example In a holistic picture, performance management strives to improve overall processes; achieve continually improving results; and continuously develop resources and effective leadership; it also aims at sustaining employee motivation and commitment. As Cooper (2004) explains, performance measurement can help organisations to demonstrate their value to many types of stakeholders, including the clients and customers, employees and shareholders. The results from performance measurement can help in improving performance further, thereby meeting and even exceeding customer expectations, generating more revenue and profit for the organisation, improving employee satisfaction and morale. However, Colbran Medical Institute does not seem to emphasize customer satisfaction or employee motivation in the real sense. A few effective performance management practices based on theory have been evaluated with respect to situation at Colbran Medical Institute. Benchmarking: Performance measurement is a r ecurring activity, and an essential aspect of performance management. ... The performance appraisal forms at Colbran do not give much evidence of work on benchmarking performance metrics, which further rules out possibilities of effective performance measurement. If performance measurement is only internally focused, then such measurement cannot produce competitive position for the organisation irrespective of its level of performance. Therefore, benchmarking ensures that performance establishes competitiveness and best practice through doing the right things, right first time in the eyes of the end customer (Zaiiri & Leonard, 1994; 81). Performance indicators: At Colbran Medical Institute, performance seems to be measured based on number of goods produced. This is a very generalized approach and tends to ignore many issues that could have occurred during the production process. This process needs to be streamlined in order to provide accurate performance measurement as well as address the issues so that overall productivity can also be improvised. All goa ls that have been benchmarked need to be measurable. For this, the goals need to be converted to measurable indicators. Hatry (2006) asserts that measurement and improvement can be gauged based on specific indicators, and not based on the outcomes. Production units cannot wait until the output is achieved in order to assess performance; in doing so, significant time, effort and money will be lost. Moreover, performance measurement based on outcomes will not consider the gaps or issues that had risen during the production. Therefore, to address these issues, specific outcome indicators or performance indicators need to be assigned to every intended outcome or goal. Performance appraisal system: Performance

HRD Essay Example | Topics and Well Written Essays - 1500 words

HRD - Essay Example The leading causes of these medial errors are lack of expertise or ignorance, communication or lack of it, between the medical professionals working together. Poor communication and breakdown in the same is a great threat to the competent medical practice and it needs must be improved for the sake of enhancing the effectiveness of medical practitioners, ergo, the safety of the patients. This paper will discuss the problems that from poor communication and what can be done to improve the process of medical care and the staff’s efficiency in this respect. It will be based on three journals addressing communication and safety in surgery, emergency medicine and the need for technology to enhance medical communication. According to Robert Neil (2006) in the journal, â€Å"Costly issues of an uncommunicative OR (Operation room)†, there is no place where the issue of communication is more important or its neglect more potentially dangerous than the operation room. Miscommunication in the OR often leads in complications and such ultimately lead in the patients lengthened stay in the hospital, increases the risk of infection and may negatively affect the hospitals bottom line considerably. Neil (2006) justifies his claim by quoting Peter Plantes, a vice president of clinical performance for VHA, Texas, who states that the although the patients safety gets first priority in the safety consideration, overall, with fewer mistakes, the costs will be positively impacted in the long run. To foster communication in the OR Plantes admits is not always easy especially for the surgeons many of whom are set in their ways, However, it can be achieved in the need for creating a collaborative environment in the OR are made clear and demonstrated. This is because surgeons are professionals who take pride in their work thus want the best for their patients, if they communicate and are open to