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Nurse practitioner case studies
Nurse practitioner case studies
Nurse practitioner case studies
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More handpicked essays just for you.
Nurse practitioner case studies
Nurse practitioner case studies
Nurse practitioner case studies
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It is centered around the ideas and beliefs of proper work and health conditions.
One of the regions goals has a focus on building teamwork, “by valuing staff and creating positive relationships with the employees, the work environment and team work amongst co-workers becomes a positive helping environment” (Director of Therapies, 2016). In addition to the mission statement, by creating better care for patients "employees in the therapies department have clients chose their own goals that they want to achieve in their time spent in therapy, as well as, the therapists themselves having different goals to achieve as a way of doing business with their patients" (Director of Therapies, 2016). The director lastly mentions that "the region/department is always working on improving the health care and the way they do things for not only the patients, but for the employees who work here as well" (Director of Therapies,
CareSouth Carolina's is a Federally Qualified Health Center located in Hartsville, South Carolina. Its vision is "We will lead the transformation of community-centered care (CareSouth, 2014). Their Mission statement is "We enhance and improve the health and wellbeing of everyone (CareSouth, 2014). Lastly, their values are "We openly serve our patients and community partners with teamwork, excellence, joy, respect, integrity, and trust (CareSouth, 2014)." Preventing a co-worker from interacting in a risky situation and pitching in to help a colleague finish a job are two ways in which the employees support the internal community and tie into the vision statement of CareSouth Carolina (Sloat, 1999 pg 20).
It is a systematic method that utilizes knowledge, measures, and environmental analysis to produce the most ideal solution. Each decision is analyzed based on its possible consequences with an emphasis on short and long-term solutions. These processes require ample amounts of information, time, and people. While quality solutions are produced, the willful choice model does not allow for flexibility regarding environmental changes such as technology and healthcare policy. Internal changes including turnover also negatively impact the rational decision process.
Conflict is to be expected in any group and, if managed properly, can actually lead to creative ideas and solutions. If managed incorrectly, however, as in the Blue-Green exercise, it can destroy a group. What lessons can be drawn from the Blue-Green exercise about conflict and competition within organizations? How do you see the Blue-Green exercise being played out in real life, within your own organization?
Organisational values can be described as a “belief that a specific mode of conduct is preferable to an opposite or contrary mode of conduct” (Rokeach, 1973). Some organisations describe them as their ‘guiding beacons’ whilst others describe them as part of their philosophy. As Diageo explains ‘Our values are not just words on a page – they are in our DNA. They underpin everything we do and are reflected in the day-to-day behaviour of the company.’ –
Tokumitsu’s article shows that she is very passionate about this subject, which could be that she is writing from her own experiences within the workforce and this helps make the reading more powerful. The constant battle for love in your labor can divide companies, but examining drive will determine getting what needs to be done or not. Using this knowledge is our future, hope, and way out of the zombified, DWYL motto. Always remember, do as much as you can! Works Cited Stanny, B. (2018).
In addition, employees who experience more positive emotions at work make greater contributions to organizational effectiveness and, when people are in a good mood, they are more sociable, less aggressive, and better able to recall positive information (Pinder, 1998). Also, those employees who are more positive possess higher confidence, optimism, self-efficacy, likability, and sociability, which in turn, making them more satisfied with their job and increases workplace achievement (Lyubormirsky, King, & Diner, 2005). Happy employees bring their happiness from the office to their home and they also transfer their happiness from their home to the office (Lyubormirsky et. al,
The first theory which is applied by Walt Disney Company is employee engagement. Walt Disney Company is a big company which is contained more than 60,000 workers and it is named as the happiest place on earth. Disney always focuses on people and creates a happy condition for their employees and makes them to be loyalty of the company. To achieve the high engagement of employees, they recruit and train the employees, build enthusiasm through communication and always put people as first. Walt Disney has a well-being employee engagement as there are some examples show that the employees are work hard in their work.
The following essay will approach the workplace philosophies of Howard Gardner and Mike Rose and attempt to apply them to real-world work-related problems and situations. First, before proceeding any further, it is necessary to provide a brief overview of the basic. Gardner, in his book Five Minds for the Future, identifies five mind that people can apply to their jobs and their work environments: the disciplinary mind, the synthesizing mind, the creating mind, the respectful mind, and the ethical mind (Gardner 3). For the creating mind, as Mike Rose redefines the intelligence in his book The Mind at Work, he believes the blue-collar workers are as creative as other white-collars. Besides the creative mind related to the physical workers, Mike
Leaders come in many different shapes and forms. Some leaders only care about the business and task at hand, some leaders care too much for their employees, and other leaders have a great mix of both worlds; those are the types of leaders to have in every company. Leaders need to be fully invested not only in the business to succeed, but they need to make sure their employees are taken care of just as well as the company. Within this paper will discuss the reasons that leaders need to be involved not only within the business, but with the employees too. Theodore Roosevelt described how a caring leader should be in the workforce.
Introduction In today’s business, maximization of profits represents the principal feature of business operations. In order to achieve the highest profits, companies have to manage their human resources effectively. Thus, employee’s motivation has emerged as a critical component, it holds the key to the success of a company. Therefore, human resource managers must motivate their employees to let them perform to their best and achieve the organizational goals.
Conflict should always be resolved that include many steps supervisors take to resolve issues, and promote a healthy environment for all employees. Supervisors and HR professionals play a significant role in mitigating workplace
Besides the cold dishes, such as sushi and salad, I also had to deliver hot soup and heavy bowls of food on a tiny tray. In order to hold the tray steadily, I had to be extra careful to prevent the food from falling onto the floor. Since I cannot walk very fast in that way, I received harsh scolding from the manager for my low efficiency. The fortunate thing was that the other waiters and waitresses were very friendly. They taught me they way to work more efficiently.
For example, if all the employees of Amazon of always trying to find the mistakes that their peers are doing to report them to their superior and were working together instead, they could put all this unnecessary energy in a focus group to find innovative ideas and to help each others. This type of positive climate could help people staying in the company and not leaving after few months, because the stress encounter at work is too high. The article cited that Amazon had the second-highest turnover among the Fortune 500 companies, with a median tenure of one year, which is really low. [2] The espoused values of the Amazon’s culture are “work hard, have fun and create history”, but the enacted values just seemed to be hard work and success. The Amazon culture can be described as an outcome orientation organization with managers asking for results without excuses.