Organizations are struggling to reduce and right-size their information foot-print, using data governance techniques like data cleansing and de-duplication. Why is this effort necessary? Briefly explain.
View an introduction to the Assignment here:
https://kapextmediassl-a.akamaihd.net/healthSci/media/HA525/u9/ha525_u9assignment.html
Evaluate reasons for sound corporate compliance and penalties for failure to comply
Compare and contrast abuse and fraud in the healthcare settings
Discuss how Qui Tam lawsuits impact the healthcare industry
Course outcome assessed/addressed in this Assignment:
–Illustrate legal principles and laws that affect professional and administrative decisions found in health care services.
– Analyze conflict between cost, access, and quality of care as it relates to legal parameters.
–Evaluate inherent limitations to the delivery of health care due to legal mandates.
– Contrast the roles of legislatures, regulators, and the courts in health care services.
– Evaluate how the law of contract and malpractice mold health care delivery.
How would “un-hedged foreign cash” affect liquidity?
you will be assigned a research question to prepare a report.This answer(s) is meant to cover a research review of the topic, any important definitions and how it is important to working capital management.
In this module you saw the impact and issues related to emotions, biases, and perceptions surrounding a negotiation. In your first course project assignment, you devised a plan for Michelle so that she could be prepared for her negotiation with her boss. Clearly, Michelle is upset over having to switch shifts and consequently locate new or additional daycare. At this point in the conflict, Nikki is aware of Michelle being displeased with the shift change and knows that she wants to meet, but is unaware of reasons behind it. Michelle devised the new schedule based solely on seniority and nothing else. She thought that this was the fairest way possible given that the policy change affected everyone’s schedule. She does not want the situation with Michelle to snowball into a bigger issue with overall dissatisfaction with the employees. Nikki feels that there is a section of employees who should not receive the preferential shifts because they are continuous problems in the workplace (this is a true and documented statement) regardless of the fact that they have worked at the call center longer.
For this section of the project, you will be identifying possible emotions, biases, and perceptions for this dilemma. In a paper, address the following:
Beefsteak is a fast-casual restaurant concept from acclaimed Chef José Andrés that focuses on the “unsung power of vegetables.” José Andrés is a world-renowned chef and owner of a number of restaurants. He was nominated for the 2019 Nobel Peace Prize for his work with disaster relief through his non-profit organization World Central Kitchen. Andrés’s mission is to change the world through the power of food. Jim Biafore, Senior Director for Beefsteak, knows that culture—much like any good business—is forever changing, adapting to its environment. As Beefsteak grows, he sees the need to develop employees not only for return on investment, but also for maintenance of the culture and values espoused from the larger organization, ThinkFoodGroup. Beefsteak needs to develop programs to develop its employees in line with the company’s mission and strategic direction.
Assume the role of a Beefsteak consultant dedicated to creating and reinforcing the company’s ideal culture. Jim Biafore wants you to assess Beefsteak’s current company culture, determine ways that it can be improved, forecast potential changes through growth, and provide a plan for sustaining cultural longevity through employees.
Using the materials provided to you, as well as at least two to three additional resources pertaining to human resource management, prepare a 12- to 15-minute presentation of the proposal for a strategic human capital development program focused on the transmission of company core values.
To communicate with Beefsteak’s Jim Biafore and executive team, you will orally present your analysis using Screencast-O-Matic (Links to an external site.). If needed, review the Screencast-O-Matic Quick-Start Guide (Links to an external site.). The analysis should be documented using PowerPoint, with 12 to 20 slides which include speaker notes. The strategic human capital analysis should reinforce the culture through
The analysis should also consider Week 4’s contemporary human capital topic and predictive analysis.
Consider the following questions as you prepare your analysis:
In this presentation analysis,
Attachment starts from the moment of birth as an infant begins to recognize her mother’s smell, voice, and face. Children with insecure attachment due to a parent with unresolved emotional issues or an inconsistent parenting style show an inability to consistently show emotions. Children who have a secure attachment to at least one adult have higher self-esteem, social skills, and empathy. Empathy can be shown by children as young as 2 years of age and continues to develop into adolescence. Empathy is critical to the formation of healthy, reciprocal relationships. It allows individuals to understand how someone else may feel. If empathy is lacking, an individual may not hold back from physically or emotionally harming others because he does not have the capacity to understand how the impact of such harm. The relationship between the lack of empathy and antisocial behavior can be evident in children in early to middle elementary school years. This lack of empathy is one of the primary contributors to violent behavior.
In this Assignment, you analyze the role that attachment plays in the development of empathy and how empathy is a protective factor against violent behavior. You also explore the expression “neurons that fire together wire together” and how it relates to violent behavior.
grading criteria
JOHNNY’S POST:
How does employee empowerment aid in building partnerships between companies and their customers?
From my personal experience when I feel empowered and entrusted from my leadership than I am usually in a better mood. The employee’s feel that they are valued and important to the organization. Therefore, they are more likely to work harder and take pride in what they do. This empowerment will most likely translate into building better relationships with customers. If the customers are impressed with their reactions with the company’s employee’s than they will most likely want to come back to the business.
Describe why the structure of an Agile Organization might meet the goal of empowerment and partnership.
The structure of an Agile Organization as stated by the text, 2016, “An agile organization is one that can quickly react to changes in the market. This means that companies can and do successfully respond to new competitors, technologies, and shifts in the market” (Ch 5.2, Para 1). An Agile Organization is one that rapidly changes and continues to innovate. For this to happen all employee’s must be empowered otherwise they will try and resist change. If the employees are empowered, they will respond to change better.
Provide an example from your experience as an employee or customer.
I can say that as a customer of USAA an auto issuance/banking company. I feel like they always innovate and remain agile. I have always had a great experience with them, and it appears that their employers remain empowered to help us make decisions. As a customer who has had great experiences with their employers, I would never take my business elsewhere.
Reference:
Weiss, J. W. (2016). Organizational change (2nd ed.). Retrieved from
https://content.ashford.edu/
NORMA’S POST:
How does employee empowerment aid in building partnerships between companies and their customers?
As stated in the text empowerment a shift in expectations by which employees are given more autonomy in decision making and increased responsibility (Weiss, 2016). In my experience like today I feel empowered, because when I have a positive attitude, and making myself available. The employees tend to follow their leaders. For example, I’ve been in the classroom observing the teachers. And I met with each of them about the observation that they did well, and at the end I gave them a certificate. Just giving them the certificate made a big difference, and their work performance was better. I gave each staff a choice of what goal they wanted to work on. In which each staff goal was different. Then we met as group to discuss what change from last week to today? It also made a big difference in their classroom with the children behavior.
Describe why the structure of an Agile Organization might meet the goal of empowerment and partnership.
As stated in the text agile organization is one that can quickly react to changes in the market. That means that companies can and do successfully respond to new competitors, technologies, and shifts in the market (Weiss, 2016 5.2 para1). When employees change and are involved, they can make difference.
Provide an example from your experience as an employee or customer
I can honestly say that parents notice change in the classroom, when their child goes home and talk about the new activities they did. And the parents come in and will discuss with me what the child says. It also made the parents feel good that their child is learning.
Refence:
Weiss, J. W. (2016). Organizational change (2nd ed.). Retrieved from
https://content.ashford.edu/
BRYAN’S POST:
Good evening Class,
Evaluate the four traits of organizational learning.
Organizational learning can be defined in four traits; constant readiness, continuous planning, improvised implementation, and action learning. Constant readiness can be described as a company is always or constantly ready to be able to adapt to any changes that may be implemented in the company. Continuous planning comes from the management or leadership from within the company ensuring that the plan is executed in the correct manner so that nothing so the plan can flow smoothly. Improvised implementation is when all of the members come together to work as a team to accomplish the plan or the mission. The last trait is action learning and can be described as learning through failures and attempts. Trying or implementing new ideas and plans will let a company know what works and what doesn’t work for them.
Provide examples of how learning and change can impact one another.
Learning and change work together because organizations can learn from change. When new changes are needed and implemented you are able to learn from how things were done in the past (positive and negative) and observe and take notes on how the new change is working. Sometimes changes work out for the best and sometimes they do not. Leaders must be somewhat flexible and willing to try new things so that an organization can improve in areas and keep up with competitors. Learning and change both have major influences on one another and can be seen in the four traits discussed earlier (Weis, 2016).
Bryan
Reference:
Weiss, J. W. (2016). Organizational change (2nd ed.). Retrieved from https://content.ashford.edu/
JEAN’S POST:
“Learning organizations can be defined according to four traits: constant readiness, continuous
planning, improvised implementation, and action learning” (Rowden, 2009). Learning is the key to success in all aspects of our lives, this applies to organizations as well, as organizations act as a unit in constant competition for customers. This constant competition drives companies willing to risk and apply learned lessons first to succeed, while others are to stiff to move anywhere, with bloated organizations and very little space for maneuver, Empowerment is a big piece of this as well. When we look at the four trait we can see that all of them are geared towards flexibility, flexibility that allows companies to quickly react to markets, societal trends, new markets, etc.. The bottom line is that in order to make relevant change it has to come from an experience or lesson learned, not out of thin air. In discussion 1 we spoke about empowerment, and I feel as this discussion is connected to empowerment because in order for an organization to be flexible it has to empower at least the mid to low management levels, to hear ideas and act upon necessary changes, this is the only way changes work properly, with the right information.
Jean Diaz
REFERENCES
Weiss, J. W. (2016). Organizational change (2nd ed.). Retrieved from https://content.ashford.edu/
Go to teradatauniversitynetwork.com or locate white papers, Web seminars, and other materials related to text mining.
Go to ibm.com. Find and download at least three white papers on Web analytics.
Create a WORD document on how these concepts and technologies work and how they can be used to support day-to-day decision making. Make sure you cite the sources above in your paper and include References at the bottom of your paper with the exact URL where you found the sources.
http://www.ichitandrink.com/export.html
Write about the planning process of ichitan drink company.
Production is the creation of utilities. A utility is something useful and can be either a tangible or an intangible product (service).
1. Describe the basic differences in marketing tangible from intangible products.
Also, think about your current/past employer (or any company of your choice). 2. Provide a brief overview of the company, including whether it is a service, retail, or manufacturing company. Identify some of the expenses that are incurred by the company and determine how each of these expenses would be classified using the terminology below.
3. Then discuss why these cost classifications are important in Managerial Accounting?
