Establish an Upgrade homegrown EHR to a commercial, off the shelf (COTS) system that is meaningful use (MU) certified

3HS executives want to upgrade their homegrown EHR to a commercial, off the shelf (COTS) system that is meaningful use (MU) certified. As the chief procurement officer for the system, the vice president for support services has been designated as the lead for this project. She has asked you for guidance in understanding MU and its implications. Provide a white paper to aid in decision making.

In informal conversation, the support services vice president has indicated she wishes to better understand Meaningful Use Certified EHR Technology, the applicable statutes and regulations and why they were enacted, and the benefits of a MU Certified EHR Technology system, including incentives and penalties if the current system was to remain in place. The decision will also be heavily influenced by factors such as average costs and an average time to make such an upgrade, so examples from other health systems such as Kaiser Permanente, DoD, or VA would be valuable. Be sure to furnish evidence to support any statements and quantify evidence with numeric figures, not generalities like enormous, huge, many, most, increased, decreased, high costs, or lower costs.

What are the advantages and disadvantages of the test?

Do some research to investigate more about the kinds of tests that are being used to diagnose or identify COVID- 19 infected persons or people that have been previously infected by COVID- 19. After researching different tests, choose one to focus on. What techniques does the test use. (Hint CH10 section on Classifying and Identifying Microorganisms). Do you think that this test is reliable? Provide evidence to support your claim. What are the advantages and disadvantages of the test? Make sure to share the references that you selected your evidence from.

How did Dubinsky react to the initial JIT idea?

Case Studies and Articles

Donna Dubinsky and Apple Computer, Inc. (A). Todd D. Jick, Mary Gentile (Authors).

Product #: 486083-PDF-ENG

Each student must purchase their own copy of each case study and article listed above. The case studies must be purchased at the educational rate from Harvard Business School Publishing. Please go to the following web site to purchase them:

Harvard Business School Cases and Articles
(Links to an external site.)

Please read and respond to the questions below:

Segment 1: July 1981 to fall 1984 (Donnas first three years at Apple – before the JIT idea surfaced)

What are Donna Dubinskys apparent strengths and weaknesses during this time period? (Respond in three to four sentences)

Segment 2: September 1984 and beyond

How did Dubinsky react to the initial JIT idea? How did she respond to the growing interest in the JIT proposal? Why? (Respond in three to four sentences)
What do you think Donna should have done differently?

– Consider: (1) Her reaction to Jobs criticism of the current distribution system (2) the period between Jobs initial JIT idea and the strategy review meeting in December 1984 and (3) her participation in the task force proceedings (Respond in three to four sentences for each component of this question)

What do you think Weaver, Jobs, and Coleman should have done differently during the above time periods? (Respond in three to four sentences for each person)
What information from the articles How Management Teams Can Have a Good Fight and What You Dont Know About Making Decisions might have been helpful for the main players in the case to know and apply? Explain. (Respond in three to four paragraphs)

Submission Instructions:

To submit the assignment, you may copy/paste or directly type the text of your assignment into the text area Or you can upload your response in a word file. Once you finish, please click “Submit Assignment”. This will complete the submission process of your assignment.

Grading Rubric

Excellent

A to A+

90 100% of available points

Generally meets expectations

B to B+

80 89% of available points

Needs improvement C to B-

70 79% of available points

Far below expectations

60 69% of available points

D to F (less that 60%)

1. Addresses the questions and objectives

Clearly address the objectives. Clearly and succinctly identifies issues. Uses analysis, synthesis, & evaluation.

Addresses the objectives, though the reader may need to search for the points. Identifies, discusses, & analyzes issues.

Partially addresses the objectives. Generally identifies & describes issues. Could be substantially improved by one or two more drafts.

Doesnt really address the objectives directly or clearly. Does not identify issues or is not clear about appropriate issues.

2. Integrates concepts The extent to which the response uses concepts, and joins them into a cohesive whole.

The response draws from seemingly disparate concepts and shows connections clearly and synergistically. The whole becomes more than the sum of the parts.

Shows use of terms and ideas from course. Draws connection between concepts.

Lists terms or examples. Takes a few concepts & may attempt to integrate, but does so sparsely or incompletely.

Mostly uses concepts in a descriptive form. Shows misunderstanding or misuse of terms. Omits important concepts

3. Rigorous argument and apparent effort — The extent to which the response uses terms, ideas, sentence structure, concepts, and variety to convey an argument rationally and compellingly

Conveys ideas in original, precise language with a noticeable sense of voice and awareness of reader. Involves the reader in a way to promote a reflective analysis of ideas. Reader really learns something from reading the written

response.

Makes clear points, but are fairly rote. Response presents ideas, but does not actively engage or compel the reader to re-evaluate.

Mixed in quality. Some good points, but some confusion. Reader is unsure of the argument being presented.

Argument is vague or garbled. Reader finds it extremely difficult to find strong points made by the writer.

4. Uses of evidence — The extent to which the response uses evidence. Evidence consists of appropriate data, citations to published materials like books and articles, and consistent specific personal observations.

Makes effective use of specific references, uses a number of appropriate reputable sources found outside of assigned readings, gives concrete examples, develops ideas fully, anticipates needs of reader.

Uses evidence, but only a limited amount. Goes somewhat beyond the readings required in the course

Uses evidence, but it may seem forced or spotty, or may be from weak or inappropriate sources (e.g. citing a construction trade magazine).

Exhibits vague or unsupported ideas and/or cites inaccuracies.

5. Well-written The extent to which the response exhibits direction, shape & coherence, is readable, legible, uses good language, is engaging and inspiring.

Exhibits clear and logical flow including introduction, transitions, and conclusion. Free from spelling and grammar errors. Uses sentence structure and length effectively to convey ideas. Response is a pleasure to read.

Follows flow of introduction, body, & summary. Free from spelling and grammar errors. Response is readable. Could use more editing. Response could be more lively, engaging, inspiring.

Mixed may have some good sentences, mixed with incorrect language, tenses, etc. Unclear where the writing is going. Parts may be hard to understand. Could improve substantially with one or two more drafts.

Lacks context or focus. Utilizes vague and inappropriate/ incorrect language, or fragments and run-ons. Hard to understand. Exhibits errors in spelling, punctuation, paragraphing, grammar that interfere with communication.

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Do you have enough study time? how much time are you spending on social media? how much time do you spend at work? what changes can you make in your schedule to place more study time?

Use Worksheet B (see page 12 in your text book) at the end of the chapter to develop a tentative study plan. For the next week you will note times you have class, work, or other commitments. Decide when you will study each day and when you will devote time to other task or hobbies. Make sure you add your time spent in social media as well. ( Netflix, Facebook, instagram, snapchat, tiktok, ect.)

Write a one page response to the following questions:

Do you have enough study time? how much time are you spending on social media? how much time do you spend at work? what changes can you make in your schedule to place more study time?

Discuss the connections you see between the film and the assigned readings in module.

ilm Analysis 1: Trading Places
Film: Watch the film “Trading Places” starring Eddie Murphy and Dan Aykroyd. The film can be found in the Case study folder.

Assignment:
Provide a brief summary of the film, and highlight the personality issues the film raises in relation to the readings in module 3.
Identify what major debate in psychology the brokers Mortimer and Randolph engage in when they make their bet. Be sure to provide evidence using the readings in module 3 to support your argument.
Discuss the connections you see between the film and the assigned readings in module 3. You can focus on one major idea or concept. Does the assigned readings and the chapter on behaviorism help you to better understand and explain the personalities and behaviors of the characters in this film? Do you see any parallels between the film and real life? Are we simply a product of our environment? How does the film, Trading Places, challenge that assumption?
Conclude the paper by discussing how you (as a future psychologists, educator or social worker) will use the knowledge you gained in this module to address negative belief systems and structural problems that can prevent individuals form realizing their full potential?
Paper Requirements: The paper, itself, should be written as a critical essay that demonstrates your understanding and critique of behaviorist and social learning theory as lens for seeing, understanding and explaining the personalities and behaviors represented in the film.

Formatting: This assignment should be typed using 12point font Times Roman and uploaded to Blackboard as a Word document that can be edited. The paper should be no more than 5 pages including cover page, references and intext citation using APA formatting.

Describe organizational behavior.

The Many Levels Of Organizational Behavior

South University Online

MGT3002 | Organizational Behavior

Week 5 Final Project

The Many Levels Of Organizational Behavior

Organizational behavior is the applied science that studies contributions made to the behavioral outcome of a professional organization. This science is built on varied observations made from multiple behavioral arenas such as psychology, social psychology, sociology, and anthropology. Organizational behavior addresses the impact on the overall behavior that individuals, groups, and structure have upon that professional establishment’s over all conceives behavior. There are many beneficial uses of organizational behavior (Robbins, 2014).

Organizational behavior consists of multiple components. This applied science specifically focuses on actions that can be taken to:

1. Improve productivity

2. Reduce absenteeism

3. Address turnover issues

4. Reduce deviant workplace behavior

5. Elevate organizational citizenship behavior

6. Improve job satisfaction

There are many methodologies designed to accomplish established goals for these key elements. Organizational behavior can improve employee work quality, job satisfaction, and productivity through empowering employees to both accomplish and maintain professional balance resulting in a more harmonious professional relationship (Robbins, 2014).

Organizational behavior can be easily classified into three basic levels. These levels are:

1. Individual behavior

2. Team level, or group behavior

3. Organizational level behavior

Individual behavior consist of factors such as personality, personal motivation. Team level influences group behavior and centers around issues such as conflict resolution and roll expectation. Organizational level behavior focuses on such issues like corporate structure, professional culture, or leadership style. These three levels of organizational behavior take light of such concepts as information input, process, and outcome. Organizational behavior is built with in a professional establishment, and each of the layers are composed upon the foundation laid from the previous one (Robbins, 2014).

One of the most important levels of organizational behavior is the individual level. This micro level has received the most contributions made to it from psychology. Some concepts that are addressed on this level in this are:

1. Ability to effectively lead

2. Appraisal of individual performance at work

3. Design demand of personal work requirements

4. Employee hiring selection

5. Employee training

6. Individual decision making ability

7. Learning ability

8. Overall job satisfaction

9. Personal motivation

10. Personality distinguishments

11. Professional emotional stability

12. Stress levels encountered at work

13. Unique perception

All of these factors are a large portion of the individual level of organizational behavior. From the individual level, both the team level which addresses group behavior, and the organizational level that addresses the overall behavior of the entire professional establishment (Robbins, 2014).

When attempting to identify a an employee with strong leadership abilities there may be some confusion which must be dealt with. To do this you must address the individuals strengths and weaknesses. The use of the situational strength theory is one way to address the strengths and weaknesses of an employee.

The situational strength theory is designed to predictively indicate the way that a person will respond behaviorally within established situations. This theory addresses the way in which personality will directly translate into behavior depending upon the strengths of the situation. There are four major elements that are addressed, which can be referred to as the four C’s of strength. These four C’s are:

1. Clarity

2. Consequences

3. Consistency

4. Constraints

These four C’s are used to predict behavioral responses which may be used on an individual level to identify specific employees that may serve as excellent leaders. Individuals who respond as expected to these four elements will be able to set a great example when functioning on a group level of organizational behavior.

The group level contains components that are derived from Social Psychology, Sociology, and Anthropology. These consist of details that address:

1. Alterations in Attitude

2. Attitude maintenance and compare

3. Behavior and actions within the group

4. Changes in behavior

5. Communication effectiveness

6. Comparative values abilities

7. Conflict and resolution processes of the group

8. Culture comparative and analysis skills

9. Decision making abilities of the Group

10. Group Processing abilities

11. Power struggles of the group

This level is the middle level of organizational behavior. It is built on the foundation provided by the individual level of organizational behavior and supports the over all macro level of organizational behavior (Robbins, 2014).

There are multiple issues that may originate here which will require the prompt implementation of strategic group oriented solutions. A great theory to implement in order to lay the group foundation needed to establish proper organizational behavior is the trait activation theory. Trait activation theory, also called TAT for short, is a theory that establishes predictions for specific events and situations involving generalized personality trait output of a group of individuals that may occur. The intervention of these occurrences are specifically implemented to “activate” one specific trait of the group over another or any combination of group traits. This theory addresses the changes in attitude effecting group actions that result in the establishment of altered behaviors based upon the processing abilities of the group as a whole entity (Robbins, 2014).

The trait activation theory involves reward-sensitive situations. These situations are formulated to offer rewards based off of the establishment of desired group traits. Things similar to commission-based pay would trigger groups of employees to become extraverted while maintaining a specific organizationally scripted sales pitch. However, if the organization is looking to encourage openness then expression of creativity in individual differences should be embraced as opposed to those designed to establish extraversion within set boundaries. Elements such as sales bonuses would establish this as opposed to straight commission based pay rates (Robbins, 2014).

All of the involved disciplines have contributed to the macro concept of organizational behavior. However both Sociology and Anthropology contribute additional concepts such as organizational:

1. Change

2. Culture

3. Environment

4. Power

5. Theories

6. Technology

factor specifically into the applied science study of the behavior established by a professional organization. This is the panicle of professional establishment behavior that is demonstrated over all. It is built off of both the individual and group levels, and is most commonly presented to the public for approval (Robbins, 2014).

Specific challenges presenting themselves as difficult behavior problems may present themselves on any level at any given moment which means that the final step of the process must present finalized organizational expectations. To compensate for possible conflicts which could arise the establishment should enforce an organizational value system (Robbins, 2014).

Values are essential convictions which pertain to specific modes of conduct that maintain an established end-state of existence that is preferable to opposing or converse examples of conduct or end-state existence. Maintaining a professionals value system that consists of a hierarchy that ranks these values is known as establishing an organizational value system. Value systems are reliable. Having an organizational value system provides a stable environment that will endure any possible interruptions which may occur. Values help establish the understood overall personality of the organization and serve as the primary comprehended foundation for understanding the organization’s attitude, motivation, and influence on public perception of the professional organization (Robbins, 2014).

These theories of organizational behavior blend and interact together in order to explain and anticipate expected behavior that may be encountered while attempting to accomplish successful organizational behavior. These theories provide insight into specific skills needed to handle people who are employed within the organization. They provide motivation skills, expanded techniques needed to elevate listening abilities, and the ability to generate, establish, and maintain teams that are more fluently effective (Robbins, 2014).

When you layer the use of the trait activation theory on top of the situational strength theory you are able to identify specific elements within the elemental debate of nurture versus nature. Being able to identify how each element affects personal behavior of an individual both within and outside of the group setting will enable you to judge how individuals will interact with each other. You will be able to predict the way that an individual’s personality might affect the establishment of behavior at work and within the final confines of a situation. When all elements pertaining to the situation have been adjusted to flow fluently towards the desired final organizational behavior outcome, the predictability of the response is elevated (Robbins, 2014).

After you have accomplished a predictable response from the employees within the organization, you are free to present the value theory of acceptable organizational behavior and combine these values with group and individual levels of organizational design in order to better enable you to accomplish the establishment, maintenance, and finalization of proper organizational behavior. Organizational design is supported by systematic study as well as evidence-based management. These studies suggest that productivity, effectiveness, and efficiency may all be affected by business organization to ensure organizational survival. Organizational survival is the ultimate end goal intended result of all organizational behavior because it ensures that the establishment not only exists but is allowed to grow and expand over periods of time (Robbins, 2014).

References

Robbins, S. P. (01/2014). Organizational Behavior, 16th Edition. [South University]. Retrieved from https://digitalbookshelf.southuniversity.edu/#/books/9781323126615/