Composite Role Rating Essay Example | Topics and Well Written Essays - 500 words

Composite Role Rating - Essay Example Measurement tools viz., rating forms, observational checklists or questionnaires are used to obtain measures (numbers) that are valid and reliable (Arreola, 2007). In the hypothetical Impact Matrix (Appendix A) that I have prepared, I have used typical activities that university teachers engage in namely, Teaching, Scholarly Activity, and Service as the 3 major roles to evaluate faculty performance. Under ‘Teaching’, the role components identified are ‘instructional delivery’, ‘instructional design’, ‘content expertise’ and ‘course management.’ In my impact matrix, students, being the target entity, will be the sole judge for instructional delivery skills. This component is best evaluated through the following list of desirable attributes of faculty teaching performance whereby â€Å"the instructor creates an intellectually stimulating environment by : demonstrating interest and enthusiasm in the student learning proce ss; demonstrating effective communication skills: writing, speaking and listening; eliciting responsible student participation; †¦being available to students outside of class time to discuss course materials; †¦and returning student work in a timely manner† (Clarke University Faculty Evaluation Manual, 2008, pp 4-5). These are qualities in a teacher that are especially needed for effective guidance of students in their academic course work; therefore, I have assigned 35% as the source impact. With an arbitrary source rating of 4, the weighted rating works out to 1.4 (as shown in Appendix A). The ratings are based on a 5-point performance scale which is: 1 (Unacceptable); 2 (Satisfactory); 3 (Good); 4 (Very Good); and 5 (Excellent). For the instructional design component, students (source impact weight, 10%); peers (15%); self (10%) all contribute the data. The weighted rating from all these sources adds up to an arbitrary value of

Coronary Artery Disease - Pathophysiology and Management Research Paper

Coronary Artery Disease - Pathophysiology and Management - Research Paper Example Plague is a component of fat, cholesterol and other substances of the blood. Plague is slowly built up over several years forming a condition known as atherosclerosis (Cohen & Hasselbring, 2007). After a long period of building up, plague hardens and narrows coronary artery leading to limits of flow of oxygenated blood to the heart. As the plague hardens, it eventually ruptures, causing a blood clot, a situation that can lead to blockage of blood flow through the coronary artery. If the flow of oxygenated blood is reduced or blocked, a heart attack occurs (Cohen & Hasselbring, 2007). The beginning of symptomatic CAD is normally about ten years in men, but CAD cases in women are more prevalent especially to women who have reached menopause. However, it is believed that CAD cases tend to cumulate in families (Cohen & Hasselbring, 2007). Studies have indicated that history of CAD risks in families with CAD cases is common. Although some people can argue that CAD is a hereditary disease, some factors like other health complications such as hypertension, high blood pressure and obesity facilitates risks of CAD. All these are widely associated with living styles. There are precautions that physicians give to patients suffering from CAD. Unfortunately, many people suffering from CAD fail to take these precautions seriously (Cohen & Hasselbring, 2007). For example, the habit of smoking has become so rampant with over twenty five percent of people with over eighteen years smoking cigarette. Smoking is said to multiply the effects of other CAD factors. It is estimated to cause twenty percent of CAD deaths. The theory of aetherorosclerosis states that the process symbolizes an effort to heal in response to endothelial injury (Cohen & Hasselbring, 2007). During this process, the first step involves development of fatty streaks. These streaks tend to form between endothelium and internal elastic lamina. In the recent past, inflammation is becoming a component of atheroscler osis genesis and plague instability. Patients with CAD are at danger of risk factors known as metabolic syndrome (Cohen & Hasselbring, 2007). CAD is known for its persistent burden to many people all over the world. However, its risks can be managed if efficacy of lipid- lowering models is followed. The first lipid- lowering therapy focuses on therapeutic lifestyle changes (Cohen & Hasselbring, 2007). This includes dietary changes, constant physical activities, avoiding risky practices like smoking and alcohol drinking, and undertaking recommended wait lose. However, there are pharmacologic agents that help adjust lipid levels although, therapeutic lifestyle is preferred to them (Cohen & Hasselbring, 2007). Patients with CAD are carefully examined. The examination includes description of the pain, its location and severity (Cohen & Hasselbring, 2007). Diagnosis of CAD involves detailed patients history and electrocardiogram. After the initial diagnosis, laboratory tests follow. Angi na is the commonest symptom although some patients remain asymptomatic. Some of the notable symptoms include chest pain, sweating, and yellowish tumors at either lower or upper lids. One of the major causes of CAD is stress (Cohen & Hasselbring, 2007). In this regard, nursing care plan involves helping the patient to realize the cause of the disease and how best they can refrain from it. Since stress is prevalence to most CAD patients, one of

Managing Oneself by Peter Drucker Essay Example | Topics and Well Written Essays - 750 words - 1

Managing Oneself by Peter Drucker - Essay Example Now, each individual must assess one’s own strengths and working style and match them with potential opportunities of work to find the best fit. In addition, it is important to see if personal values clash with the organization’s value system. Finally, it is important to understand that today’s work environment is a two-way street and that the worker needs to continually see how he or she can contribute positively while communicating well with colleagues. Identifying one’s strengths is a tricky business. People imagine they know what they are good or bad at but they are mostly wrong. Drucker suggests using the feedback analysis to assess one’s strengths by noting expected results at every decision point and then matching them with actual results several months later. Through continued use of this method and assessing the results, it is possible to eventually filter out areas where one is not good at and also to identify the strong areas of oneâ€⠄¢s personality. It is important then to concentrate on improve on one’s strengths and fill gaps in knowledge. In the process, one must differentiate between being intelligent and being knowledgeable. A lot of times, intelligent people place barriers upon themselves against gaining knowledge or communicating with others. Feedback will also reveal areas of improvement by showing why certain bad habits result in unexpected results. Assessment of these factors and strengths can allow one to decide on which type of job one is suited for. The next step is to identify one’s own working style and see if the organization offers a conducive environment for such a style. For example, it is important to know whether one is a listener or a reader – meaning whether it is easier to assimilate information by listening to people or by reading it. President Lyndon Johnson made the mistake of keeping President Kennedy’s staff who prepared briefs for him before any  meeti ng.  

Case Study About Trust Report Essay Example for Free

Case Study About Trust Report Essay Trust is the ability to rely confidently, either on an individual or in this scenario the company’s product. It is judged on three dimensions; namely, the ability to be technically competent, its benevolence, that is, the interests and motives, and, finally, the integrity. Positive judgment is a good reflect on the customers’ will to take part in the organization’s dealings. This act may involve buying the company’s products, investing in its stocks, or being an employee. In case any of the attributes become questionable, it may make the customers wary and reluctant in risk taking (Kourdi Bibb, 2007). Distrust in the organization may increase inefficiencies of innovation and damage relationships. Causes leading to the loss of trust Toyota Motor Corporation is a Japan based motor manufacturer. Its headquarters are in Aichi, Japan. This corporation was founded in 1937 and had been since among the best performing motor manufacturers and dealers in the world. With more than 3 billion yen as profit in a fiscal year, as per the financial report of 2013, Toyota could be said to be among what Forbes magazine would name the top 100 best corporations (Kourdi Bibb, 2007). Since the year 2004 to 2010, there had been several complains on Toyota Motors concerning engines and accelerators. On 28 August 2009, a tragic accident occurred in San Diego involving a family travelling in a Toyota Lexus. The car lost control and all the passengers died. Toyota, known for its impeccable repute for reliability and quality products suddenly had to deal with trust crisis. A deficiency in attributes that lead to trust of the company’s products and services in form of a scandal can lead to instant lack of trust (Blackshaw, 2008). An effective response to a trust scandal or failure needs interventions that are aimed at curbing distrust and  rebuilding trustworthiness. Distrust regulation can be done through enforcing controls, conditions, and constraints to employees in order to rectify the failure. Intervening may require the removal of guilty parties, the change of the cultural norms of the organization, and introduction of new or the revision of incentives (Blackshaw, 2008). This is not sufficient. Statements and actions too are needed to demonstrate trustworthiness. Statements that show the company’s compelling ability, integrity, and benevolence are required. Apologies, transparency, and ethical practice are required as well. How effective do you consider the taken mitigation actions? Effective repair of trust should undergo simple steps. The first is immediate response to Toyota Corporation belated communications; belated recalls and public apologies damaged its reputation more than the original accident (Liker, 2004). The company ended up losing its sales, investors, and market share. They also lost customer confidence. Toyota Company expressed concern by realizing a statement where they apologized to the family of the victims. It also pledged to carry out investigations. However, the company, regrettably, did not point out the possible causes. This seems like an effective immediate response but it is required for a company to point out to possible causes. Later, the floor mats were suspected to be the likely cause of two accidents that had occurred earlier, but this did not prompt the company into issuing a customer warning (Liker, 2004). They acted upon the suspicions five days after the analysis of the cause was confirmed. This was nineteen days after the fatal accidents. In order to rebuild customer, employee, and investor trust, Toyota Motors released a statement assuring their customers that the floor mats were in good conditions and safe. They praised them as being among the safest mats. This statement was later challenged by NHTSA who accused the company of releasing misleading and inaccurate reports. In a bid to save itself from further downfall, Toyota Motors reacted by giving a remedy to the sticky floor mats. This action caused discretion among investors who thought of the company to have had unclear motives when they released the first statement (Liker, Hoseus, Center for Quality People and Organizations, 2008). This further dented the trust of the shareholders. The mitigation process of the Toyota Company took  a long time, hence more damage to be controlled. It was ineffective at the beginning, which was a blow to the shareholders. Although the company founder Akio Toyoda later sent out apologies and through the wall street journal expressed his commitment to reforming the company towards better and safe products with the aim of repairing the damage that had been done (Liker, Hoseus, Center for Quality People and Organizations, 2008). The company through the court compensated the family that had lost their relatives through the accident. This was a step to convey the company’s acceptance of the guilt. Consequences of not addressing trust issues Failure to respond to issues and address the remedies publicly can lead to severe disciplinary actions on a company. These actions may include its termination and payment of fine; Toyota Company due to its sluggish manner of responding to the claims against its products was fined $16.4million (Pelletier, 2005). This is because the company failed to warn its customers thereafter. Toyota accepted its penance. Do you believe that the company’s reputation can be re-build, or will they suffer the consequences also in the years to come? Despite the tarnishing of Toyota Corporation’s reputation, the customers’ and investors’ trust will be rebuilt. The actions that the company undertook such as restricting the company’s management team and procuring a new safety system have seen the company rise to becoming once again among the most profitable companies in the world (Pelletier, 2005). The company is rebuilding itself since the 2009 failure. It has had numerous innovations and recently announced mass hiring of employees. References Bibb, S., Kourdi, J., Bibb, S. (2007). A question of trust: The crucial nature of trust and how to build it in your work and life. London: Cyan. Blackshaw, P. (2008). Satisfied customers tell three friends, angry customers tell 3,000: Running a business in todays consumer driven world. New York: Doubleday. Liker, J. K. (2004). The Toyota way: 14 management principles from the worlds greatest manufacturer. New York: McGraw-Hill.Top of Form Top of FormLiker, J. K., Hoseus, M., Center for Quality People and Organizations. (2008). Toyota culture: The heart and soul of the Toyota way. New York: McGraw-Hill. Pelletier, R. (2005). Its all about service: How to lead your people to care for your customers. Hoboken, N.J: John Wiley Sons Bottom of Form Bottom of Form

Human Resource Management in Residential Care Home

Human Resource Management in Residential Care Home Welcome to Kindly Residential Care Rest Home Introduction The â€Å"Employee Handbook† here summarises the procedures, policies and strategic HR practices related to and with Kindly Residential Care Rest Home. The Kindly Residential Care Rest Home is headed by the â€Å"Executive Director† who will lead the concerned staff and responsible for the development and implementation of the policies, procedures and practices that are mentioned and declared in this â€Å"Employee Handbook†. As a routine the strategic human resource management will be undertaken by the HR Managers who will be responsible for the all respective concerns of their staff teams and will make sure that this manual should be used as a reference while applying any of the strategic HR practices within the organisation to remain consistent with the goals of the organisation. The â€Å"Senior HR Manager† is accountable to maintain the policies and procedures in a systematic way within the organisation and he will be the one to deal with queries and explanations with respect to the employee handbook and remain answerable for the same. This may include questioning about the wages, allowances, holidays, sick and maternity leave, benefit packages, health plans, retirement plans, kiwi saver and insurance. In Kindly Residential Care Rest Home the HR Management is committed to recognise the strategies that involve the provision of healthcare while caring of the residents and as well as that which comes from employing staff premises and managing human resources and also the practices that are present on a daily basis throughout the organisation and to fallow health and safety legislation and safeguard procedure wherever applicable for the safety of the residents, staff and public by integrating governance and strategic human resource management[1]. The New Zealand Healthcare System For our employee it is important to understand that where we are in the NZ healthcare system and how the health system works in NZ as NZ is the country of diversity and there are lots of employee from different backgrounds cultures and countries. The following is the overview of the NZ healthcare system in the form of a flow chart. From the above flow chart we can see that the position of our rest home lies in the section of Private and NGO providers which is under the supervision of DHB (Compliance with the NZ Public health and Disability Act 2000[2]), Ministry of Health and there is additional support provided by ACC, DHB provider arm (Hospitals/GP), Private health insurance and PHARMAC (A government of NZ undertaking pharmaceuticals management company[3]). The Statement of Philosophy The statement of Kindly Residential Care Rest Home is to provide a better work atmosphere which will facilitate professional growth of the entire employee and maintain their personnel lives as well and vice versa. Not only that but it’s a duty of the HR managers and the Supervisors to foster each employee of the Rest Home on personal basis as the Kindly Care Rest Home considers its employee as an asset to the organisation. On the other hand the Kindly care Residential Rest Home will expect the fallowing responsibility of all staff. To maintain â€Å"Organisational Code of Practice† by implementing and practicing the policies of effective communication and meaningful cooperation amongst each other. To maintain â€Å"Code of Conduct† and treat each other fairly paying full respect and dignity. To bring the organisation with a great teamwork and promote harmony within the organisation. To understand the expected standards, law requirements and work place safety procedures, effective and timely communications. To promote the participation of the employees and the members and welcome their advice and suggestion to reach a decision or opinion. To help our employees in the personal development and growth in terms of achievement of their personal goal. To be committed for avoidance of any workstation conflict, and respond fatly and fairly to provide the proper medium to address it on time. To act equitably and fairly when it comes to administer the entire culture with respect to the policies. Judicial and efficient use of organisational resources. To feel and recognize that the person is important then a different kind of a jobs, that all the performances are measured in terms of determined standards without any type of discrimination. To show empathy and understanding that employees do possess the personal lives and they may experience inconvenience, distress, sickness and sadness during some events of the life and be compassionate to them[4]. The Policy Statement This HR management strategy, policy and procedures are intended to provide out the Kindly Care Residential Rest Home with key aims and objectives to develop all culture and processes within the organisation to ensure the perfect and effective system to manage the facility through our team members. The policy also outlines the key objectives and aim with respect to the Rest Home in our â€Å"Employment Handbook†. The policy executes the strategy to ensure the infrastructures required to address the strategy are in their respective place. The document will be equipped with guidance to provide advice on implementing systems that are effective in managing the facility and its employee. Who We Are We are one of the leading service providers with innovative approach in the field of quality eldercare with 88 bedded five winged multispecialty rest home with spacious rooms, separate lounges, welcoming and well-appointed outdoor areas and featured facility which includes diverse activity programmes, extra services like physiotherapy, podiatry, aromatherapy, reflexology, spa and hair saloon offering high/low care and respite care situated in the southern suburbs of kindly park, convenient to kindly shopping centre and the new kindly park interchange. None the less but we are the â€Å"Home away from Home† with an excellent eldercare service provision with a qualified and skilful staff of 103 which is scheduled 24hrly to meet all the desire of our residents day and night to ensure their health and safety and to make them as comfortable as if they are at their own home. Our Vision We want eldercare services to take account of the diversity of local populations without compromising â€Å"quality of service†. Health services should be â€Å"accessible to all† community clients and applicants for healthcare services regardless of a person’s characteristic. We see ourselves as the â€Å"innovators† to develop and raise our employee and the facility to cite an example in the field of â€Å"cost effective† eldercare. An eldercare for all under one Home! Our Mission The ultimate mission of the Kindly Residential Care Home is to be the one in the provision the â€Å"exceptional quality care† to our community residents and elderly through the services of highly â€Å"skilled and qualified staff† and to â€Å"create develop innovate† the best employees ever prepared and managed by the HR in the field of healthcare. The management’s strategy policy procedures and guidance document is to strengthen the rest home employee and the HR personnel to deal and manage the day to day operational functions to meet its management objectives in strict compliance with the standards, rules and regulations[5]. Our Core Values All the members and employee of Kindly Residential Care Rest Home will remain committed and striven by our core values and quality principles in their everyday work to achieve our mission. Our Residents: They come first. Show empathy respect and sympathy for our elders Our Facility: Our facility is of utter importance. That the facility is like resident’s home Our Participation: That residents and staff are integrated to each other with interest full participation Our Focus: That our focus is to meet residents and family (â€Å"whanau†) needs. Appropriate planning, problem preventive and problem solving approach; provide safe, competent, therapeutic care and services. Our Team Work: That pay mutual trust, respect and be loyal to the team and facility Our Quality: Our quality improvement is a continuous process. That understands the on-going process of self-evaluation, learning and continuous improvement[6]. The Scope The scope of policy is wide and applies to all Kindly Residential Care Rest Home employees, stakeholders and locum business units and partners in collaboration. Our Organisational Structure The following flow chart shows the organisational structure of our Kindly Residential Care Rest Home and Governance in accordance to the HR department and staff of the facility. [1] National Care Planning council. (1993). The Caregiver’s Handbook. Retrieved from: http://www.longtermcarelink.net/eldercare/the_caregivers_handbook.htm#introduction [2] Statistics New Zealand. (2008). Measuring Government Sector Productivity in New Zealand. Retrieved from: http://www.stats.govt.nz/browse_for_stats/economic_indicators/productivity/measuring-govt-productivity/6-health-care.aspx [3] The Healthcare in New Zealand. (2010, Jun). The Breakdown. Retrieved from: http://beninauckland.blogspot.co.nz/ [4] HR Council for the Voluntary Non-Profit Sector. HR Toolkit. Employee Handbook. Retrieved from: https://www.google.co.nz/url?sa=trct=jq=esrc=ssource=webcd=13cad=rjauact=8ved=0CFgQFjAMurl=http://hrcouncil.ca/hr-toolkit/documents/CAHRC_HR_Manual.docei=34Y3VPbCMoL88QXrzoDoCQusg=AFQjCNFDQoppMs5I8efCdwvq04SXqoaKvw [5] Convenient Home Care Services Inc. Employee Handbook. Retrieved from: http://www.convenienthomecare.com/documents/Employee_Handbook.pdf [6] Employee Handbook. John Hopkins Health System Corporation. Retrieved from: http://www.hopkinsmedicine.org/human_resources/_docs/employee_handbook_non-union_non-represented.pdf

Telecommunications Implementation at a Company Essay -- Networks Telec

Table of Content Introduction 3 PBX and Centrex 4 Rotary and DTMF 6 WATS and Leased Lines 7 ISO and OSI 9 Conclusions 11 Reference List 12 Introduction Networking and telephony is a part of our everyday environment, whether it be in our homes or in our place of business. We will somehow come into contact with one or the other in some shape or fashion. At Baker, we are no different from any other business. The infrastructure of Baker is not a simple pc and telephone setup. The network incorporates everything from a simple analog line to our data network backbone that is made of T-3 lines, ISND lines, and IPFR provided by the AT&T datacenter. Baker has 30 offices all over the country and a couple of offices in abroad in Europe. I will be discussing the setup of the Houston office, since I am most familiar with this office. PBX and Centrex The Houston office of Baker is comprised of three types of phones, well, at least until the company moves into one central location. Currently there are three offices in Houston that are all a block apart. The building that I support houses an old Merlin Legend telephone system. It's funny, because I have to set the date on the voicemail to the year 1999 so that when users check their messages, it will give the correct month and date. The system is comprised of about 100 direct-inward dialed (DIDs), some used as analog and some use as digital lines. The digital lines are ISDN lines that allow for digital transmission of voice and data over ordinary telephone copper wires. Direct-inward dialing routes calls from the outside lines to the PBX, which allows telephone systems to bypass an operator. The PBX then routes the call to the desired extension an... ... developers a better understanding of how to better design a network and works very well when they have to trouble shoot a problem. The end-users and specialized developers do not necessarily use the OSI model as a business tool to gain more clients, but they are indeed using the concept whenever they go out and market to clients about out hosting abilities. Conclusions With the internet and better means of communication being developed on a daily basis, there is going to be a constant change in the way data networks and telephony are today. We have gone from rotary dialed phones, which I can vaguely remember at my grandmother's house to voice recognition cell phones that dial the number for you. We have also went from some crazy number in the past for data travel, like 33 baud/s to what we are at today, reaching speeds that I can't imagine of over 12Mb/s.

some dumb :: essays research papers

Honeymoon Night Have a piece of paper and writing utensil. Put the paper on the floor. Instruct each guest that they are to bend over, without bending their legs, and trace their handprint on the paper. Have someone recording what each guest says while attempting to do this. Once completed, announce "This is what "bride's name" is going to say on her wedding night." Then read what each person said. Examples include: There's no way I can do that! OW! That hurts! Am I doing this right? I can't reach that far! The Name Game I have given several showers and I have found that one of the games that is always a big hit is what I like to call "The Name Game". You get a piece of paper and a pen and have everyone write the name of the bride and groom down the edge of the paper. You then give everyone 3 minutes to write down things that have to do with a wedding that start with the letters in the names. When the timer is done then have everyone compare answers, if someone has the same answer then it doesn't count. So after everyone has read their answers then who ever has the most wins! Design a Veil Divide guests into teams of 3 or 4. Give each team the following: 2 rolls of toilet paper, 2 strips of ribbon about 12 inches long, and a few silk flowers (ones with bendable wire stems work the best). Tell them to design a veil for the bride, using one team member as the model. To keep the talking down, tell them that they only have 5 minutes (actually give them between 7 - 10 minutes). TAKE PICTURES!! The bride must then wear the veil while opening her present, and one has actually used it at the rehearsal! This is so funny, and much quicker than the full gown. Design a Veil Divide guests into teams of 3 or 4. Give each team the following: 2 rolls of toilet paper, 2 strips of ribbon about 12 inches long, and a few silk flowers (ones with bendable wire stems work the best). Tell them to design a veil for the bride, using one team member as the model. To keep the talking down, tell them that they only have 5 minutes (actually give them between 7 - 10 minutes). TAKE PICTURES!! The bride must then wear the veil while opening her present, and one has actually used it at the rehearsal! This is so funny, and much quicker than the full gown.