Advantages of organizational behaviour in an organization

Advantages of organizational behaviour in an organization Introduction Management deals with people, their ideas and things related to them. In a simple form management can be defined as the art of things getting done through people in groups organized formally [8]. Management is the process where groups of people are involved in performance of organized activities. In an organization with a large number of employees the process of management directs the managers to perform some functions such as planning, staffing, controlling, organizing and directing to get things done by others. Organizational behavior can be used to improve the management practices for influencing the employees effectively and working with them. Management is the key to obtaining organizational effectiveness. Organizational effectiveness depends on meeting the rapid changing requirements of the organization such as having the right people for the right job and at the right time. It helps understand the production and behavioral control in an organization. The study of organizational behavior in an organization has the following advantages: It helps to expand the horizon of management. It helps improve the organizational performance in line with the individual performance which include reward systems, leadership, motivation etc., It helps develop commitment among the employees to achieve their personal goals thereby achieving the goals of the company. It helps to understand, predict and control the behavior in the organization. There are numerous factors that determine the successful performance in an organization, but for our discussion we will consider few important factors which are as follows: Recruitment and Selection Training and development Reward through proper Performance Appraisal System Effective Communication Skills Developing Dedication by Motivating employees Also, there are many factors that contribute to the changing nature of work at organization, but the two main factors are: Current market scenario requires organizations to be more competitive and customer focused, hence there is an increased pressure on the organization The breakthrough in IT and communication is another factor. For example mobile and internet have made work to be separated from time and space. Organizations have changed their focus and their main principles are: Defining vision and values from the consumers perspective Creating a value chain i.e., defining activities and process that add value to customers and link them Remove activities that add no value to the organization. Reducing inefficiencies in the tasks in an organization. These principles have added value to the organization enabling them to respond rapidly to customers needs and supporting change and encouraging innovation. I would also be discussing the various changes in the nature of modern work environment relevant to the factors Ive stated above. Recruitment and Selection[5] Recruitment is process in which a qualified and suitable person is selected for a job in a company. The recruitment process is the responsibility of the HR department and various methods are available for this process such as interviews, aptitude test, questionnaires etc., It is a forming phase and is the most difficult phase for the managers. Let us consider the recruitment and selection process at Tesco. There are different ways through which Tesco advertises its vacancies. It first advertises its vacancy internally through intranet for two weeks. This provides an opportunity for the current employees looking for a change at the same level or for a promotion. Tesco advertises its vacancies on the web at www.tesco-careers.com for external recruitment. It also displays vacancy boards on its stores. For managerial positions the applications are made online. The applicants chosen will have to first undergo an interview and for the final stage they will have attendance at the assessment centre. A waiting list of applicants is prepared by the stores and as the jobs become available candidates are finalized. Specialist jobs as bakers and pharmacists are advertised externally through the following means: Through the web and offline media Through television and radio Through advertisements in newspapers and magazines. As many other companies Tesco also looks forward for cost- effective way of attracting applicants. Though advertising on media and magazines is expensive but sometimes this becomes essential to attract suitable people for the vacancy. Selection can be defines as selecting the most suitable person from the list of candidates who have applied for the vacancy taking into consideration the laws and regulations of employment. Screening is an important part of the selection process and ensures that the selected candidates for the interview will be best suited for the job. There are different stages in the screening process. In the first stage, the selectors at Tesco look through the CVs of the applicants as this briefs the candidates education and job history. A CV helps to assess whether the candidate meets the specification for the job. Screening is followed by the candidate who attends the assessment centre. This process takes place either in store and are run by managers. The candidates are assessed through various exercises such as team work and problem solving. This also provides consistency in the selection process. In the modern work environment, the selection and recruitment process has become more sophisticated and detailed to opt for the best knowledge and skills in the market. The number of screening processes that organizations hold to select the right candidates has increased and also the type of tests have become more radical in their approach. Tests such as psychological evaluation and stress interviews are a common practice in todays work environment. Training and Development Training is very essential for the newly recruited employees. It is also very essential for the employees already employed so that their skills are up to date and in line with the latest trends and technologies. Training is becoming an essential part of every organization these days. Employees are made to undergo training programs in order to maximize their potential to meet organization goals. Lets us consider Barclays for our case study here. Training is a very crucial task for the Human Resource department at Barclays. The main reason for this being the induction program helps employees understand the various policies and the structure of their jobs. This will also give employees enough time to adjust themselves to the environment in the organization together with inducing new ideas and skills in the employees. Training is the most difficult and challenging part in the organization as it is a continuous process where the trainer acting as a change agent makes trainees get familiar with the new organization. The following are the main training aims at Barclay: It helps to increase the level of confidence and motivation in employees It creates a feeling of achievement and personal satisfaction Improves the quality of staff and improves their skills. The above are the contributing factors that the help the HR achieve their goal of making the employees feel a part of the organization. Selecting a suitable a trainer is a very challenging issue as he a middleman between the employees and the organization. The trainer has the following responsibilities. The trainer must assess the need for training the individual and set up a training program for the employee in order to reach the ultimate goal of the organization. He must design the training program. The most important task at Barclays Plc is group participation. Hence the main aim of the trainer would be to encourage this task. The trainer acts as a messenger between the employees and the management. The trainer must make sure that the newly learned skills are being practically applied. He will decide the need for further training on the basis of the current performance appraisal. In the modern work environment employees are keener on keeping themselves in touch with the latest technological development. They always pick up skills and enhance their knowledge quotient so as to face the growing competition in the current work environment. Therefore employing training and development schemes would be easier and would improve the overall quality of the workforce. Performance Appraisal and Reward System Performance appraisal is a process where performance of an employee is assessed in terms of expected goals set for them. On the basis of performance appraisal the company decides promotions, terminations, the level of supervision and the duties and responsibilities to be assigned to the employees. During the phase of performance appraisal the actual performance of the employees is assessed and evaluated. The HRM is responsible for the performance appraisal and it is its duty to pass the information accurately and impartially to the management so that necessary and future corrective measures can be taken. The HRM faces the following issues during performance appraisal: Recognition and identification of an employees strengths and weaknesses. This will help to utilize the strengths more effectively and the necessary steps to be taken to overcome the individuals weakness. In certain cases employees should be given full effort, hence the HRM should identify the problems which are causing this. This also provides information needed for HR planning and act as an input to the HR department. This acts as a basis to make decisions such as strategies and future long term objectives. It is the duty of the human resource management to create a method of performance appraisal and system of reward. The method created should be in line with the objectives of training and development program. Defined standards should be set to measure performance. The HRM should decide who will be using the appraisal method and appraised by the method created. The HRM should gather feedback from the employees about the appraisal method created, this will act as source of boosting the employees morale. This will help the employees assess their strengths and weakness. This will further encourage the employees to do better to get a reward from the organization. Employees in the organization try to do tasks that will not alone get them rewards in the form of bonuses and incentives but recognition in form of certificates and medals and also appraisal for doing something new and innovative. This will help motivate the employees. In the case of Barclays the reward system is very important as this will help influence the employees to do something better and innovative. The reward system ultimately acts as a motivational factor for growth in future and is not an easy task. As this depends on the responsibility and the type of job being done.[7] If the performance management system is handled carefully and properly, leads to outstanding performance by employees and increases the level of motivation decreasing the absenteeism lack of morale of employees. Performance appraisal and reward schemes are vital in todays work environment because employees today are more influenced by the corporate lifestyle and are always in the lookout for better job opportunities and hiked salaries. Therefore it is essential for organizations to keep their employees loyal towards them, and the easiest and most effective way of doing it is performance appraisal and reward schemes. Effective Communication Skills Effective communication is nothing but an art of conveying our message clearly to other people. It involves a lot of effort for effective communication as any error or distortion will result in misinterpretation of message. Lack of effective communication may result in lack of information, misunderstandings, employee performance may decrease which may ultimately affect the companys turnover. Ineffective communication may become a source of conflict and frustrate the employees. The managers inability to communicate effectively may lead to the inability of employee not performing well as per the company demands. This happens when the employee is not aware of what is requested of him and ultimately leads employee dissatisfaction. Effective communication has its own benefits in the workplace. Effective communication from managers to employees will result in the employees doing their job well. A good management style together with a positive communication approach will be quite effective in the workplace and will lead to better understanding between the employee and manager. For an organization to be successful communication should happen both internally and externally. Internal communication: between management and employees. External communication: this takes place between staff and clients. Let us consider Vodafone as a case study to illustrate the effective communication skills[3] Internal Communication[2]: this takes place inside the organization between the employees and management. Here the employees act as stakeholders. This communication may take place in any of the forms listed below: Vertically: this the top down approach which happens from the senior employees to juniors associates. The ultimate goal here is to improve the performance of tasks and make the junior employees understand the companys priorities and requirements. Horizontally: this takes places between various teams and across departments. The goal here is to make sure roles are effectively carried out and tasks completed. Intranet with restricted access to people within the business is a great tool for promoting better communication. External communication[1] :this takes place with customers. Vodafone has laid a principle for communication as We will communicate openly and transparently with all of our stakeholders within the bounds of commercial confidentiality. Vodafone believes that this will reduce the barriers to communication. It makes sure that its messages are conveyed both verbally and non verbally. For verbal communication the company has set contact centers so that the staff can be in direct contact with the customers and further giving an opportunity for its staff to talk to the customers about the issues. Non verbal communication can take place through various methods such as advertisements in television, newspapers and other media, the Vodafone logo. This also acts as a method of determining the position of the brand. Further methods of non verbal communication include SMS to contact certain customers. Sales information can be reached out to customers through literature in the Vodafone shops. The many forms of communication through which Vodafone reaches out to its customers are as below: Promotion and sales material- Vodafone makes sure that the advertising material is correct and follows its Business principles. This also helps the information reaches out responsibly to its stakeholders together with promoting its products and services. Awareness and Information: Vodafone promoted the use of mobile phones responsibly in the cars. It took the complex material and translated the information in easy to understand form and made the public aware of the new law and appropriate use of phones in the car. Explanation and guidance: mobile phones have health effects on human beings. But the latest scientific research has something new and Vodafone needs to convey these findings clearly to the customers. Communication in todays work environment is not only important as a means of better process flow but also as a means to bring all the employees together as a single unit. This is really beneficial when the employees have to work in a team environment. In todays work environment, employees have access to social network websites which are capable to increase the bond between employees and improve their effort as a team. Motivation to dedicate Employees A well motivated staff is a key to a productive and pleasant environment in a workplace. Motivating the employees must be one of the key responsibilities of a manager. An effective management and leadership reflect through effective motivation of employees in the workplace. Understanding the human nature is a key to effective employee motivation. The key to performance improvement in an organization is motivation. Motivation is very essential for any business to survive and excel. Motivation is a skill and must be learnt. Performance can be defined as a function of ability and motivation as below Job performance= function (ability)(motivation) Ability depends on education and training. Motivation has the following seven strategies through which it can be initiated: Fair treatment of people Positive and high expectations Discipline Satisfying the needs of the employees Setting goals at work To restructure the jobs Set rewards and recognition for performance Every organization has its own ways to motivate the employees to ensure that goals and targets are reached [4]. Motivation plays a vital role in todays work environment. Due to the cut-throat competition between organizations, it can be seen as a common practice for organizations to hire their rivals best workforce. So as to avoid that, employees need to be motivated not only in terms of their incentives and salary packages for their physical needs, but also with praise and recognition and better work environment to ease their psychological needs. Obstacles to Effective Performance The main obstacles to effective performance in an organization are as follows: Culture Change Conflict Culture Culture is related to beliefs, values and customary ways of doing things. The main reason for employees leaving the company is cultural mismatch. According to the present culture employees are required to have a clear understanding of short term and long term goals. The employees are required to have a shared vision and values as well as being productive and motivated. The organizational culture is determined by the leadership style and practices in an organization and hence plays an important role especially during acquisitions and mergers. Every organization has a set of values and beliefs. When an employee is exposed to a new culture, the individual goes through a state known as culture shock. When the companies merge the employees from the non dominant company need to adapt themselves to the new culture of the dominant company. Let us consider Barclay Plc for instance. Barclay acquired Lehman Brothers and one of the major issues for Barclay after this acquisition is to take into consideration the two different cultures in these two companies. Most of the employees of Lehman Brothers have left Barclay and a few did not join Barclay. This makes it clear that the employees are not ready to adapt to the new values, leadership styles, beliefs and practices of the Barclay culture. One of the biggest challenges to the management at Barclay is to make employees accept the new culture. The change in culture ultimately has an effect on the motivation level of the employees, their commitment to the organization and their engagement in work. Another consequence of an acquisition is that the individuals from the non dominant organization will feel like loss of identity and the others will have a superior feeling. This will ultimately affect the company achieve its goals and objectives. Another major issue of culture when the two organizations were merged is it will divert the attention of the employees and make the less productive. The attention of employees will be diverted to issues such as job security , feeling of discomfort working with new employees. Job security is the main issue as there will be duplication of departments and to manage the staff, the organization can reduce the manpower. The job profiles may be redesigned which may have an impact on the performance of the employees. The employees motivation, attitude and performance are determined by the culture. Motivation and culture go hand in hand. More an employee is motivated; the culture will be healthier. The key factor to be dealt in any organization is motivation. If an employee is not motivated properly then the employee will have problem accepting the new culture which will impact the individuals ability to do the job effectively and efficiently. The company should have flexible culture if a decision of acquisition is taken. This will allow the new employees to adjust to the new culture. Culture reflects the style of management and leadership. A slight change in the values, leadership style and ideas will help the new employees adjust to the new environment. This is not easy task, but since Barclays has taken a decision of merger it should be ready to consider changes in its culture and leadership style. Change Except for change nothing is constant in this world. Every activity in an organization results in some change. It can have a positive or negative effect depending on the communication made through change. The acquisition of Barclay and Lehman Brothers bought together a huge change in both organizations. New strategies and policies, procedures and work environment were created for work in both organizations. Change should involve people and not be imposed on people. Preparing the employees of an organization for change is a very vital task and it is the responsibility of the management to do this. This can be done through various methods such as through oral communication, via training programs or through counseling. The major reason for the Lehman employees leaving Barclays when the two organizations were merged is that the change was not managed properly. The key principles needed when planning to manage change are as follows: Every person reacts to change differently. Each person is different and has its own perceptions and preferences. A few people always look forward to change and new things and it easy to handle them. But it is a very difficult to handle people who always like things the way they were. These kind of people will experience stress and dissatisfaction and negative attitude towards their counterparts preferences. Every person has his own needs and priorities A few people work just for money but a few for the self and social identification. Change can be managed effectively by designing jobs in a better way through job redesign, job rotation management etc. Managing expectations realistically The organization should make clear to its employees that it cannot make everyone happy at the same time and this should be communicated effectively and realistically. The relation between expectations and reality is very important. The management should do the tasks listed below in order to manage change effectively: The management should inspire people and set certain objectives, goals and values for the organization It should set up a communication network such as face to face interaction so that new ideas and policies can be easily communicated. If there are any obstacles in the way of communication then those should be removed as this will help people accept change. Change can be made inevitable by promotions, recruitments and rewards. Conflicts When Barclays merges with Lehman conflicts were natural to arise as people from two different cultures and two different companies were merging. Starting with small disputes, conflicts may reach to higher levels which will ultimately affect the organization. Since the culture of both organizations is different each will have its own ideas, strategies, perspectives and goals. The different types of conflict that may arise when people of two different cultures merge are as follows: Conflict with boss Since the manager has a more experience and bigger perspective it will not be good to encounter conflict with the boss. In order to avoid such a conflict it is better not to question his authority and any ideas and views should be presented in the form of suggestions. Conflict with colleagues Different point of view will lead to conflict between employees. This can be done resolved through proper communication. Conflicts with the subordinates Conflicts can be handles effectively by one of the following ways: Each person should be given freedom to express their views. Conflicts can be sorted to a greater level by identifying positive minded people. Not everyone may have a broad vision as ours. So communicating and discussing our vision will help keep conflicts away. Conclusion The base of any organization depends on the policy, the values, the vision, the philosophy and goals set by the management. These act as the driving force for the organizational culture. Culture in a workplace determines the leadership style, the type of communication and group dynamics within the organization. The employees in the organization perceive the culture as a quality essential at work which has an impact on the degree of the employees motivation. This ultimately affects the performance, personal growth and self development which ultimately affect the organization from achieving its goals. The above discussed concepts such as communication, motivation, culture etc, make up only a small part of the theories of organizational behavior and theory. The success of any organization is determined by the application of the concepts of organizational behavior in the organization. The best way to handle conflicts in a workplace is to address them through discussions and debates. Conflict can have a positive effect within the organization if it is addressed effectively. A successful manager is one who takes time to address and deal with the conflict. This in turn will lead to a healthy and diverse work environment.

Benjamin Franklin :: essays research papers

Benjamin Franklin: New World Physicist   Ã‚  Ã‚  Ã‚  Ã‚   Benjamin Franklin was born on January 17, 1706 in Boston Massachusetts. He was one of seventeen other brothers and sisters. His father, Josiah Franklin, who emigrated from Oxfordshire, England, worked as a soap boiler and tallow chandler. Benjamin’s mother, Abiah Folger, was from Nantucket but her family derived from England as well. Benjamin Franklin’s entire life, which lasted almost the entire eighteenth century, was based upon order and systematic discipline in addition to his dependence on wisdom and intelligence. Franklin was sincere, honest, and was apt to self-examination. He acquired long lasting friends from persons of every age. Franklin found unquestionable delight in living.   Ã‚  Ã‚  Ã‚  Ã‚  Benjamin Franklin started attending school at the age of 8 and was at the head of his class by the end of his first year. After only attending his first school for one year he moved on to math and arithmetic school. He failed out of that school by the time he was 10. He then quit school completely in order to assist his father in the soap and candle making business. At age 12 he moved on to be an apprentice to his older brother James, who was a printer. Soon Franklin had ambitions to write and by age 16 he had written a series of letters by an imaginary author. The letters were printed in the New England Courant, which was published by his brother. Still pursuing his writing career, he ran away to Philadelphia and continued working in the printing business. He arrived in 1725 with one Dutch dollar and one copper shilling. By 1729, he had bought and published The Pennsylvania Gazette. He then married his landlady’s daughter, Deborah Reed. In the next seventeen years Franklin had three children, published the first Poor Richards Almanac, and invented the Pennsylvania fireplace, among many other things.   Ã‚  Ã‚  Ã‚  Ã‚  In 1747, Franklin began his electrical experiments and then retired from the printing trade. His book, Experiments and Observations on Electricity, was published soon after that. The Stamp Act was passed in 1765 and Franklin wrote anonymously in London newspapers against the act, which was repealed the next year. In 1771, he wrote the first part of his autobiography, three years before his wife died. In 1776, Franklin, along with Adams, Livingston, Jefferson and Sherman, drafted the Declaration of Independence. It was adopted on July 4, 1776. Later in 1776, Franklin was elected as the Pennsylvania delegate to the Constitutional Convention and appointed one of the three commissioners to the French Court. Benjamin Franklin :: essays research papers Benjamin Franklin: New World Physicist   Ã‚  Ã‚  Ã‚  Ã‚   Benjamin Franklin was born on January 17, 1706 in Boston Massachusetts. He was one of seventeen other brothers and sisters. His father, Josiah Franklin, who emigrated from Oxfordshire, England, worked as a soap boiler and tallow chandler. Benjamin’s mother, Abiah Folger, was from Nantucket but her family derived from England as well. Benjamin Franklin’s entire life, which lasted almost the entire eighteenth century, was based upon order and systematic discipline in addition to his dependence on wisdom and intelligence. Franklin was sincere, honest, and was apt to self-examination. He acquired long lasting friends from persons of every age. Franklin found unquestionable delight in living.   Ã‚  Ã‚  Ã‚  Ã‚  Benjamin Franklin started attending school at the age of 8 and was at the head of his class by the end of his first year. After only attending his first school for one year he moved on to math and arithmetic school. He failed out of that school by the time he was 10. He then quit school completely in order to assist his father in the soap and candle making business. At age 12 he moved on to be an apprentice to his older brother James, who was a printer. Soon Franklin had ambitions to write and by age 16 he had written a series of letters by an imaginary author. The letters were printed in the New England Courant, which was published by his brother. Still pursuing his writing career, he ran away to Philadelphia and continued working in the printing business. He arrived in 1725 with one Dutch dollar and one copper shilling. By 1729, he had bought and published The Pennsylvania Gazette. He then married his landlady’s daughter, Deborah Reed. In the next seventeen years Franklin had three children, published the first Poor Richards Almanac, and invented the Pennsylvania fireplace, among many other things.   Ã‚  Ã‚  Ã‚  Ã‚  In 1747, Franklin began his electrical experiments and then retired from the printing trade. His book, Experiments and Observations on Electricity, was published soon after that. The Stamp Act was passed in 1765 and Franklin wrote anonymously in London newspapers against the act, which was repealed the next year. In 1771, he wrote the first part of his autobiography, three years before his wife died. In 1776, Franklin, along with Adams, Livingston, Jefferson and Sherman, drafted the Declaration of Independence. It was adopted on July 4, 1776. Later in 1776, Franklin was elected as the Pennsylvania delegate to the Constitutional Convention and appointed one of the three commissioners to the French Court.

Seasonal Affective Disorder :: essays research papers

Seasonal Affective Disorder   Ã‚  Ã‚  Ã‚  Ã‚  Seasonal Affective Disorder, or SAD, is a common problem of people living in northern United States. People who are affected by this disorder commonly suffer from depression, lethargy, inability to concentrate, overeating and weight gain. People from the north tend to suffer more from this disorder because of the shortened days. It appears, that due to the deficiency of sunlight some people suffer from these symptoms. The shortened days have a hormonal effect on the body that causes these symptoms, and the use of artificial sunlight is the best way to relieve the disorder.   Ã‚  Ã‚  Ã‚  Ã‚  It was not until recently that SAD was discovered. It was discovered by Peter Mueller, who was reviewing a case of a 29-year-old woman. He had noticed a pattern, the woman’s depression came in the winters and left in the spring. Over the course of years the woman moved from city to city. Mueller noticed, that the farther north she moved the early the depression. Mueller had begun to speculate that the lack of sunlight had contributed to the women’s depression. In order to confirm this he exposed the patient to artificial sunlight. He found that over a period of time the patient had recovered from the depression. Today light therapy is the most commonly used method in treating SAD. The two hormones that are affected by the sunlight, and are thought to be the cause of SAD, are melatonin and serotonin. Both of these chemicals â€Å"are influenced by photoperiodism, the earth’s daily dark-light cycle† (Wurtman 1989). Melatonin is the chemical that effects mood and energy levels. In the human body melatonin is at its highest at night and is lowest in the day. There has been a study done to see if sunlight has a direct effect on suppressing melatonin. It is known that melatonin levels in urine are five times higher at night than they are in the day. It was not until a 1980 study that it was known that melatonin levels could be directly suppressed with light. In an experiment, subjects were woken up at two in the morning and exposed to a half an hour of artificial sunlight. The findings were that melatonin levels were greatly decreased. The decline in melatonin usually happens in the early morning, but in a SAD patient this does not occur until about two hours later. In order to suppress the levels the patient needs to be exposed to sunlight. It is found, that when the patient is exposed to the light there is a significant decrease in depression and the craving for carbohydrates.

A Hosts Hospitality Essay -- Sir Gawain and the Green Knight Essays

A Host's Hospitality In Sir Gawain and the Green Knight, an epic written in fourteenth century by a contemporary of Geoffrey Chaucer, we learn about a knight and his quest. Sir Gawain, sworn to seek the Green Knight as part of a deal, first finds himself in an enchanted and beautiful forest and then ushered into a beautiful castle of Bercilak, its host. Bercilak's court seems so like Arthur's that it appears to offer Gawain a familiar refuge in alien territory. The orderliness and beauty of the forest and the castle recall the civilized world of Arthur's court. Gawain is welcomed as warmly as if he has arrived at Camelot. The abundant hospitality and congeniality of the host and servants are clear in this scene, and they put Gawain at ease. First, the porter at Bercilak's castle assures Gawain that "a noble knight such as he will not want for a welcome"(SGGK l. 814). Next, the host welcomes him whole-heartedly and lays all that he owns at Gawain's disposal. He also sends a servant to see to Gawain's need s, makes sure he slips into something more comfortable, rests and eats. To...

Opinion Poll and Strong Public Opinion

FRQ: Public Opinion Public opinion polls are a way to link the public with elected officials. Members of Congress often use polls to understand the views of their constituents, but they must also pay attention to other political considerations. a. Identify two characteristics of a valid, scientific, public opinion poll. b. Explain why each of the following enhances the influence of public opinion on the voting decisions of members of Congress. †¢ Strong public opinion as expressed in polling results Competitive re-elections c. Explain why each of the following limits the influence of public opinion on the voting decisions of members of Congress. †¢ Legislators’ voting records †¢ Party leadership 6 points Part (a): 2 points One point is earned for each correct identification of a characteristic of a valid, scientific public opinion poll. Acceptable characteristics may include the following: †¢ Randomized sample †¢ Representative sample †¢ Question wording (unbiased, unambiguous) Large sample size/low margin of error Part (b): 2 points One point is earned for a correct explanation of why each of the following enhances the influence of public opinion on the voting decisions of members of Congress. †¢ Strong public opinion as expressed in polling results o Because of the desire to get reelected/electoral ambition o Because of the perceived obligation/duty to represent their constituents †¢ Competitive reelections o Because of the desire to get reelected Part (c): 2 pointsOne point is earned for a correct explanation of why each of the following limits the influence of public opinion on the voting decisions of members of Congress. †¢ Legislators’ voting records o To avoid being perceived as indecisive by voters/supporters †¢ Party leadership: o To avoid the risk of losing party support o To gain party support A score of zero (0) is assigned to an answer that is attempted but earns no points. A score of dash (—) is assigned to an answer that is blank or off task.

Magnanimous Pharash

The Magnanimous Pharaoh Forever Lives in Me On the morning I was making plans for my summer break, I got a package from home in about a 6 inch 4 mail box. I ran to my room in excitement to unwrap my new gift. Surprisingly, I saw a blue and white hardcover textbook. I sighed in disappointment it was the Kaplan textbook I had to study for my SAT exams. At night, when I was about starting to read I was so uninterested and disturbed that I started flipping through pages. Not long after, I felt dizzy and went to bed.That night, I had a dream, I saw myself in a completely new lifestyle, attitude, behavior and most of my rinds had same transformation as mine. I wonder how this rarely believed dream came true and made me a wonderful young man I am. Every morning in my brick hostel, in my clean and small room at the four walls of Immaculate High School on the outskirt of Kirkwood in Lagos, Nigeria. Before I hear the six loud bells of the tower when the sun ray penetrates my window, there's a knock on my door. I hear a shrill and high pitched voice say, Get up! Get up! A slender man in his daily stripped khaki pants with a glass of cold water stands tall over me. I suspect the glass of water could e used to drench my shirt rather than quench my thirst if I fail to wake. This is Pharaoh, 45 years old, house helper, sweeper, caretaker, and the only person to know where I keep my letters from my girlfriend. He was Just a man all students believed was either a high school dropout or a douche that had no word of encouragement or could be of influence and importance. He is like a precise robot programmed to keep my life and that of the other seventy other boys in my boarding house in order.For five years, I saw him every day cleaning and washing. It is a mystery to me how someone who lives such a mundane life sill greets me with a flash f his 31 teeth overtime I cross his path. Growing up, I never felt respect and I was not ready to give it back, my disregard about life didn't make me see the exigency of being a benevolence to people and life my tender mind was only bothered about the positive aspects of life having fun, hanging out with friend, play video games, and surfing the internet were my priorities.I was not ready to be pestered by the negativity of life all I wanted was pleasure, I felt no remorse about being rude and disobedient I thought money could solve every difficulty and problem. I ponder recurrently to know what the cause is. Was it my parents? Should I have not be nurtured as a rich kid while growing, or was I influenced by school mates. I thought of all this in my early teenage years. I wonder how a minor incident could be of transformation and totally put a stop to my way of living in my early teenage years.Few months before spring break, I had a terrible night tossing and turning before my SAT exam. Words swam in my head as I pondered the difference between allusion, illusion, and elision. The next morning Pharaoh looked more tense t han surprised to see me awake. He asked me much like my mother would, â€Å"What happened? Why do you look so worried? Has the sun risen from the West? On filling him on my war with words, he smiled and assured all would be fine. It was the first time I heard him speak, and it was a revelation. I didn't realize that this man was more than Just a â€Å"come and go' machine.The fact that he empathetic with me like my mother convinced me that he was going to influence my life for the better and make great amends to my way of living. That afternoon when he came to clean my hostel room, I inserted a #100 naira note into his hand and requested him to get a packet of chips. He frowned and frowned even more. I snatched back the note and ran to the dining hall for a barely edible breakfast. I felt bad for having crossed the line. I should have respected the school rules, I wished that he would not complain about my transgression.To my astonishment, that afternoon, I saw not one but two pac kets of chips lying neatly on the pillow. He grimaced, displaced his 31 teeth, and walked out of the room. I was taken aback, I couldn't believe that a man with a large family to support and a meager income to do it with had generosity to fulfill my petty temptation. Many chips later, I realized that he didn't grudge me the chips; he was simply against taking money from me. He found Joy in giving and he had great pride in himself. Secretly, I envied him.For he had found the contentment most people spend their live chasing. I envied him because he smiled all through the day. I learned from his example, that there are some things money can't buy. Contentment and generosity are Just two of them. Pharaoh may not be a Mahatma Gandhi or a Nelson Mandela that might have influenced a lot of people due to their reputable positions, and encouraging lifestyle, but Pharaoh lifestyle as an average living Man though he wasn't educated, rich or popular but he was till generous with the little he h ad and was contented with what he had left.He was able to influence the life's of other teenage boys in my high school dormitory through his simplicity and humility and made remarkable changes in our lives, my parents were happy to see the new me and lauded him for being a great influence to my life and that of my school mates. Pharaoh may not have the ability to do great things, but I saw the greatness to have the ability to do small things in him.

Case Analysis: Medical Center of Southern Indiana Essay

Introduction The Medical Center of Southern Indiana (MCSI) has had a turbulent tenure as a hospital since its inception in 1973. Unprofitable from the very beginning, MCSI has gone through multiple ownership changes, creating a distrusting atmosphere between Clark County, IN residents, the local medical community, and MCSI. The city of Charlestown purchased the hospital at the end of 1991 in the hopes of turning the facility into a profitable medical center offering key services to the community. An aggressive expansion strategy was developed by management contractor American MedTrust in 1992 and this led to an operating profit in 1998 of $480,545. This marked a turning point for MCSI, as it was the first year in a very long time that the hospital had turned a profit. As they look to the future, MCSI needs to determine if it should continue with the aggressive strategy of expanding services or slow its expansion pace and focus on providing excellent service within its current capacity and looking for ways to reduce cost and enhance revenues. Key Demographics and Facts Certain elements of the MCSI case are essential in determining the appropriate strategy to pursue in the future. The external community general hospital environment has not been thriving during this time period. Of the roughly 5,000 community hospitals in the United States in 1997, 22% had bed capacity of 50-99. From the year 1980 to 1997, the number of hospitals with 50-99 beds decreased by 24%. As a 96 bed facility, the national trend does not bode well for MCSI. When the hospital was purchased by the city of Charlestown, American MedTrust came in with its aggressive â€Å"revitalization initiatives† to help MCSI become profitable. Under American MedTrust’s leadership, MCSI spent more than $3 million from 1992 to 1998 to accomplish these aggressive strategies. Two key elements of those initiatives involved expanding the services offered and rebuilding relationships with insurance companies and the local medical community. As a full-service hospital, MCSI already offered a variety of medical services. Because of a consistently low census (occupancy rate around 45%), developing ways to attract new patients was vital. A new inpatient geropsychiatric unit, skilled nursing facility, and a home health agency were added to the mix when hospital executives determined that there was a need in the community for these services and that the competition was not offering these services. By 1998, all three new service lines were bringing in at least $1 million in gross revenue. Other key investments included the creation of an outpatient mall, purchasing new technology, and the creation of satellite specialty and primary care clinics. Finding and expanding sources of revenue was also a key feature in the aggressive strategic plan. MCSI knew that to enhance revenue, the hospital had to contract with managed care companies. Because of sour relationships between MCSI and the insurance companies, MCSI enlisted the help of the state legislature and the state insurance commissioner to pass the Any Willing Provider bill that required insurance companies to work with providers like MCSI and provide written explanations for any declinations of contracts. In 1994, MCSI had two managed care contracts; there were twenty-five managed care contracts in 1998. With 65% of its patient base on Medicare, it was essential for MCSI to increase these managed care contracts if the organiza tion hoped to expand their revenue stream. Because of the enhanced services offered, the number of full time equivalent employees also increased from 183 in 1994 to 270 in 1998. MCSI has benefited from a low 11% employee turnover and a lean organizational structure. Even with these systems in place however, the salary and wage expense has nearly tripled from $3.3 million in 1992 to $9.88 million in 1998. Of the 270 FTE employees, there are 75 active members of the medical staff. Gross revenue generated by physician was a bit lopsided in 1998 with 11 out of 75 physicians generating almost 75% of the gross revenue. As MCSI plans for the future, revenues generated by physician, by department, and the related salary expenses need to be carefully examined to determine the optimal mix of services provided to the Clark County community. The location and demographics of Clark County continue to provide challenges for MCSI and the creation of future strategic plans. Clark County is a rural  area with the majority of its population living in the southern half of the county, near the Indiana and Kentucky border. While Clark County does enjoy a low 2.7% unemployment rate, the average county household income was a middling $36, 726 in 1997. Only 11% of Clark County residents had earned a bachelor’s degree as of 1998, thus the probability of the average household income increasing by any great degree was small. 65% of the MCSI patient base in 1998 was a Medicare patient. MCSI is located in the north central section of Clark County. Its closest competitor is Clark Memorial Hospital in the southern half of the county. Clark Memorial has about 3 times the number of beds as MCSI and the majority of the county’s population lives closer to Clark Memorial. Louisville, KY is about 15 miles from MCSI. Any future expansion plans must include a close analysis of the population growth trends in the area and an analysis of the service mix offered by both competitors, Clark Memorial and the Louisville-area health systems. Both of these competitors are better positioned to capitalize on any growth trends in the area and have the financial resources to aggressively expand to meet these trends. Even though MCSI has posted an operating profit for the first time in many years, the majority of MCSI’s assets are tied up in receivables. The current ratio and days cash on hand are well below industry standards. With increasing salary expenses and various interest expenses increasing, investing in capital expenditures or investing large sums of money in new service lines might cause MCSI’s operating profits be negative. Recommendations The Medical Center of Southern Indiana should continue to grow and improve the service lines that are currently offered such as home health, skilled nursing, and geropsychiatric services. These services have been marginally profitable in the past for the facility. The home health agency has seen a tremendous growth increasing from $422,000 to $1.75 million in four years. Skilled nursing facility revenues have grown in four years from $1.07 to $4.7 million. In order to keep these existing service lines thriving, MSCI should plan moderate renovations that keep the facility up to date with current service lines. Renovations should be similar to the $300,000 remodeling that was done to the outpatient service mall and should include the purchase of medical supply equipment that will help MCSI stay up to date  with its competitors. Large capital expenditures should be avoided at this time. Additionally, MCSI should expand its marketing campaign to target the local populations and keep patients from the surrounding five counties from migrating into the Louisville area to receive care. This has been a problem for the facility in the past, and has led to losses in revenues. Another point of emphasis that should be addressed is the inclusion of the Ivy Tech College population and the Indiana University Southeast population. This population of students has yet to be targeted by the facility, and are a large source of potential revenue. The marketing strategy should also focus on the recruitment and retention of physicians. Recruitment has been an issue in the past and recruiting and retaining quality physicians is a key component to the success of a facility. Currently, a minority of physicians bring in a majority of the revenues. Having quality physicians that provide services that the community wants and needs will also help enhance revenues. Because so much of the patient population is on Medicare, these revenue enhancement strategies need to be complemented by cost saving strategies. MCSI has a bit more control over their expenses than it does over their revenue sources. After years of having a defender style of strategic plan, this aggressive prospector strategy has allowed MCSI to have the resources to better meet the needs of the community and find a way to be profitable. However, at this point, it would be best to take a step back and shift to analyzer mode before continuing in an aggressive manner. Data The Medical Center of Southern Indiana created a decision matrix to identify decision criteria in pursuing a solution going forward. MCSI choose to analyze physician partnership, its top service lines, expansion of market campaign, and expansion of the Ivy Tech population in order to decide whether or not it should continue its aggressive expansion campaign. Major criteria areas taken into account included market position, competition, potential profitability, and alignment with MCSI’s mission. As shown in Figure 1, it was recommended for MCSI to continue building physician partnership and enhancing its top three service lines (home health agency, skilled nursing facility, and geropsychiatric services). There was the  recommendation to possibly pursue expansion of its marketing campaign and Ivy Tech population. MCSI should slow down its aggressive expansion strategy of adding new services and consolidate gains from those presently in place. In doing so, MCSI would shift from a prospector to an analyzer. MCSI achieved its largest operating profit of $480,545 in 1998. Looking to continue aggressive expansion could potentially lower its operating profit going forward. Overexpansion of services may lead to a dilution in the quality of care. The hospital is already structured as lean to help control costs. With such a low operating profit, MCSI does not have the resources to continue their expansion. As an analyzer, MCSI will look to enhance its existing resources and wait to see what the competition does. Improvements can be made to MCSI’s top three services lines. Allocating resources for future renovations and purchases of equipment will help keep these areas successful and allow them to continue generating profit. These three service lines respond to the needs of the Medicare patient base. For physician partnership, MCSI must keep its physicians who represent a majority of gross revenue. There is a large disparity for both gross revenue brought in and patients seen amongst physicians. Keeping MCSI’s top physicians while also looking to recruit other good physicians can lead to an increased efficiency of patient care and a reduction of cost. Involving the physicians in issues central to care and day-to-day operations is needed for a high physician retention rate for MCSI. It is important to have physicians included in the processes because they are the ones caring for the patients. If MCSI has the available resources, it should pursue expanding its marketing campaign and look into expansion of the Ivy Tech population. The solution for MCSI to focus on its current service lines instead of continued aggressive expansion will require coordination amongst a wide-range of sections within the medical center. Kevin J. Miller, the President and Chief Executive Officer of MCSI is responsible for asserting leadership of the planning and implementation of this solution. He must be involved in the process to avoid disengagement within MCSI. It is critical for him to be a leader, but not take over the entire process. The next step would be defining and communicating the responsibilities and roles of the  organizational leaders in the various departments of the medical center through the Board of Directors and Board of Trustees. It is their role to provide oversight and then let the organization take control. Physician partnership through Independent Practice Association (IPA), home health agency, skilled nursing facility, and geropsychiatric services would involve those under the Physician Affiliates, Chief Nursing Officer, and Assistant Administrator of Specialty Services, respectively. Expansion of marketing campaign and Ivy Tech population would involve those under the Director of Human Resources and Director of Business Development. Those under the Chief Quality Officer are then responsible for insuring the facilities are up-to-date through renovations for these service lines. Those under the Chief Financial Officer would be responsible for keeping track of the records and looking at the profitability from services already in place. All of these areas of MCSI must work with each other through active communication. It is necessary to have strategic plan schedules in order for the solution to be successful. Starting with monitoring day-to-day activities, MCSI should complete a full strategic planning process every three years with annual updates on each of the areas in the decision matrix. MCSI must have the resources to provide for this solution. The solution identified by the decision matrix is responsible for MCSI’s ability to earn and increase annual profit. Collecting data in these areas in addition to monitoring the internal and external environment can allow for MCSI to evaluate effectiveness of consolidating gains from services already in place in the future. Current Status of the Medical Center of Southern Indiana The Medical Center of Southern Indiana became a subsidiary of Saint Catherine Healthcare LLC on May 1, 2006. Questions from the end of the Case: 1.Should MCSI slow down its aggressive expansion strategy of adding new services and consolidate the gains from those presently in place, or continue the aggressive expansion strategy of adding and investing in even more services? We feel that MCSI should not continue its aggressive expansion strategy. Rather, they should focus on continuing the upkeep of their current service lines that have been so profitable for them the past  four years (home health, skilled nursing facilities, and geropsychiatric services) Continuing to expand these existing services is what has allowed MCSI to grow and beat out competitors in some areas. Instead of focusing on expanding the service lines any further, money should be invested to keep existing facilities â€Å"top of the line†. 2.Should MCSI reassess present services and retrench those that are not yet breaking even? MCSI should definitely carefully consider all present services, especially those that are not yet breaking even. Certain service lines will never break even, but are required as part of the community hospital services. However, reducing or retrenching these services could possibly be the best strategy moving forward. 3.Should MCSI change its fiscal orientation and focus on cost reduction versus revenue enhancement? With 65% of the patient base on Medicare, revenue enhancement might not be guaranteed. A combination of cost minimization and revenue enhancement strategies through increasing the number of managed care contracts would be the best orientation for MCSI. 4.Should MCSI pursue a joint venture with physicians in limited partnerships? Yes, MCSI should pursue a joint venture with physicians in limited partnerships. In 1998, 4 of MCSI’s 75 physicians brought in 44% of the gross revenue and 11 physicians brought in almost 75% of the gross revenue, which was $39,679,356. It is critical to identify the top earning physicians and keep them at MCSI. Part of MCSI’s mission is to â€Å"increase physician recruitment, retention, and collaboration.† MCSI must continue to involve the physicians in issues central to quality and their day-to-day operations.