Health Care Museum Essay Example for Free

Health Care Museum Essay HEALTH CARE MUSEUM The Health Care Museum exhibit is to acknowledgment the five most significant developments in the evolution of healthcare in the United States. Over the years weve seen a rapid growth in the Health Care industry thats both good and bad. After my research there are several areas I would like to portray for my exhibit debut. The five most significant developments are The Insured, the Underinsured, the Uninsured, Medications, Prevention, Technology and Health Care Delivery. EXHIBIT A: The Insured, the Underinsured, the Uninsured Insurance plays a huge part of healthcare development over the years. We have laws in place to help patients who are insured, underinsured and uninsured to received treatments. There a lot of people who struggle to keep up with the increasing costs of health care insurance, but there are plan thats affordable to cover their medical expenses. The impact insurance has in United States is really big because the number of people without health care has increased. The establishing future in Health Care insurance remains uncertain because many people today still dont have health insurance. I do believe that the health care reform will help in that case, but it may take some time to see the results. EXHIBIT B: Medications Medications play a very big important role into the development of the Health Care Industry. With the advancement of medication we have seen a momentous decrease in the number of people that were hospitalized or caused death because they did not acquired the proper medication. Science is the main reason why we are so ahead in medicine, advances in medical science help protect most diseases from spreading. Medicines can cure, preclude, or even stop an outbreak or a virus. The most notable development of medicine is that it comes in many different shapes and size. One can take medicine in a use of a pill, liquid such as syrup and exercise is a form of medication. . EXHIBIT C: Prevention Prevention has to be the most important development thus far because if we dont have any control over transferrable diseases from spreading Ebola, then we all are at risk of an epidemic of disease thats infectious. Around the world we have community associates and health care providers thats willing to educate the public about the importance and the consequences of a transmittable disease. We all have been working together to prevent the spreading of dangerous disease. Some of the simple task we can do to prevent spreading disease is as simple as washing your hands constantly. EXHIBIT D: Technology If it wasnt for technology the United State Health Care System wouldnt be as great as it is today. Technology has a great impact in all of the different health fields in the industry. Since technology is improving constantly the possibilities are endless as to what we can use it for. The most important part in regards to technology in Health Care is the ability to obtain very important medical information. Many different departments in the healthcare field are using technology a lot of different ways. The most common use is to reach out to the broader populations, connect with patients virtually, and most importantly public awareness. EXHIBIT E: Health Care Delivery Reforming our health care delivery system to improve the quality and value of care is essential to address escalating costs, poor quality, and increasing numbers of Americans without health insurance coverage. Reforms should improve access to the right care at the right time in the right setting. They should keep people healthy and prevent common, avoidable complications of illnesses to the greatest extent possible. Thoughtfully constructed reforms would support greater access to health-improving care in contrast to the current system, which encourages more tests, procedures, and treatments that are at best unnecessary and at worst harmful. In conclusion, as we all know the health care industry has grown drastically over the years. The five most significant developments is not only important factors in the health care field, but theyre also important in todays society. For example, The Insured, the Underinsured, the Uninsured plays a huge part in todays world because of the sky rocking health cost and the fact that not everyone can afford it. Medications are also very important since we all want to feel better when we are ill. References Access to Health Care Coalition (2001). Closing the gap: Improving access to health care in Michigan. Blue Cross Blue Shield of Michigan. Retrieved October 13, 2014 from http://bcbsm.com/blues/pdf/access_to_hc.pdf American Hospital Association (1997). Hospital statistics: A comprehensive summary of U. S. hospitals. Chicago, IL: Author. Institute for the Future (2000). Health and health care 2010: The forecast, the challenge. San Francisco, CA: Jossey-Bass. Health Statistics. Health U.S. 2010: With Special features on death and dying. Hyattsville MD:CDC, National Center for Health Statistics, 2014

Health Care Museum Essay Example for Free

Health Care Museum Essay HEALTH CARE MUSEUM The Health Care Museum exhibit is to acknowledgment the five most significant developments in the evolution of healthcare in the United States. Over the years weve seen a rapid growth in the Health Care industry thats both good and bad. After my research there are several areas I would like to portray for my exhibit debut. The five most significant developments are The Insured, the Underinsured, the Uninsured, Medications, Prevention, Technology and Health Care Delivery. EXHIBIT A: The Insured, the Underinsured, the Uninsured Insurance plays a huge part of healthcare development over the years. We have laws in place to help patients who are insured, underinsured and uninsured to received treatments. There a lot of people who struggle to keep up with the increasing costs of health care insurance, but there are plan thats affordable to cover their medical expenses. The impact insurance has in United States is really big because the number of people without health care has increased. The establishing future in Health Care insurance remains uncertain because many people today still dont have health insurance. I do believe that the health care reform will help in that case, but it may take some time to see the results. EXHIBIT B: Medications Medications play a very big important role into the development of the Health Care Industry. With the advancement of medication we have seen a momentous decrease in the number of people that were hospitalized or caused death because they did not acquired the proper medication. Science is the main reason why we are so ahead in medicine, advances in medical science help protect most diseases from spreading. Medicines can cure, preclude, or even stop an outbreak or a virus. The most notable development of medicine is that it comes in many different shapes and size. One can take medicine in a use of a pill, liquid such as syrup and exercise is a form of medication. . EXHIBIT C: Prevention Prevention has to be the most important development thus far because if we dont have any control over transferrable diseases from spreading Ebola, then we all are at risk of an epidemic of disease thats infectious. Around the world we have community associates and health care providers thats willing to educate the public about the importance and the consequences of a transmittable disease. We all have been working together to prevent the spreading of dangerous disease. Some of the simple task we can do to prevent spreading disease is as simple as washing your hands constantly. EXHIBIT D: Technology If it wasnt for technology the United State Health Care System wouldnt be as great as it is today. Technology has a great impact in all of the different health fields in the industry. Since technology is improving constantly the possibilities are endless as to what we can use it for. The most important part in regards to technology in Health Care is the ability to obtain very important medical information. Many different departments in the healthcare field are using technology a lot of different ways. The most common use is to reach out to the broader populations, connect with patients virtually, and most importantly public awareness. EXHIBIT E: Health Care Delivery Reforming our health care delivery system to improve the quality and value of care is essential to address escalating costs, poor quality, and increasing numbers of Americans without health insurance coverage. Reforms should improve access to the right care at the right time in the right setting. They should keep people healthy and prevent common, avoidable complications of illnesses to the greatest extent possible. Thoughtfully constructed reforms would support greater access to health-improving care in contrast to the current system, which encourages more tests, procedures, and treatments that are at best unnecessary and at worst harmful. In conclusion, as we all know the health care industry has grown drastically over the years. The five most significant developments is not only important factors in the health care field, but theyre also important in todays society. For example, The Insured, the Underinsured, the Uninsured plays a huge part in todays world because of the sky rocking health cost and the fact that not everyone can afford it. Medications are also very important since we all want to feel better when we are ill. References Access to Health Care Coalition (2001). Closing the gap: Improving access to health care in Michigan. Blue Cross Blue Shield of Michigan. Retrieved October 13, 2014 from http://bcbsm.com/blues/pdf/access_to_hc.pdf American Hospital Association (1997). Hospital statistics: A comprehensive summary of U. S. hospitals. Chicago, IL: Author. Institute for the Future (2000). Health and health care 2010: The forecast, the challenge. San Francisco, CA: Jossey-Bass. Health Statistics. Health U.S. 2010: With Special features on death and dying. Hyattsville MD:CDC, National Center for Health Statistics, 2014

Approaches for Organisational Management

Approaches for Organisational Management Introduction: Human resource management is a strategic and rational approach towards the management of the organisations most esteemed assets, the people who normally work inside the organisation independently and collectively contribute to the accomplishment of its goals organisational success progressively depends on the abilities, knowledge and skills of the employees mainly as the help to establish a set of core competencies that distinguish an organisation from its competitors. In modern market place human resource management plays an important role for the existence of modern business organisation. However, the role of HRM strategies is massive for development of the business through organisational success. Different approaches to HRM to aid the development of business strategy: The meaning and nature of HRM has aggravated much debate (for an overview see Legge, 1995).Sisson (1990) Distinguished HRM by explaining four distinguishing features, that is the assimilation of personnel policies with business planning; responsibility From specialists to line managers responsibility has to be shifted; uniqueness in the management of employee relations and an emphasis on securing employee dedication and initiative. Guest (1992, p.42) argues that HRM is designed to produce, Strategic integration, high commitment, high quality and flexibility and that, Strategic integration refers to the ability of the organisation to integrate HRM issues into its strategic plans, to ensure that the various aspects of HRM cohere and for line managers to fit in an HRM perspective into their decision-making. Hendry and Pettigrew (1986) contrast that strategic HRM is featured by four fundamentals: the use of planning; the design by a coherent approach and management of workforce systems underpinned by some philosophy; business approach is coordinated with the HRM actions and policy; and considering the people of the organisation as strategic resources in the accomplishment of competitive strategy. Human resource requires in an organisation will vary at different stages in the business life cycle and so HR policy choices need to be personalized to the appropriate stage (Kochan and Barocci,1985; Lengnick-Hall and Lengnick-Hall, 1988). Sisson (1994) suggests that it was the pursuit of competitive advantage in the.There is a number of different approaches in HRM to aid the development of business strategy. It can be professed as social ethics, reminding the senior management about their social responsibilities.HRM department spent most of time functioning on personal welfare problems. The main concern of HRM is the control of personnel as well as reduces the absent rate of employee, work force budgeting and headcount. In other way of HRM helps to develop the business, likewise, to adapt the company with the change and strives to have positive influences by using social science applications to man agreement problems by via job redesign, job satisfaction scheme and techniques of communication. Sometimes HRM deals with job recruitment, transfer and termination by the request from manager. Moreover, human resource management concerned strategic business planning, developing long-term human resources plan and industrial relation strategy. HR planning and acquisition Organisation design structure Organisations strategy Training development Compensation Management Organisation Performance Management Management of employee relations HR mobility management HR toolbox management Figure: Human Resource Management system The key success of any business organisation is human resource. So HRM use these human resources effectively to meet the strategic business objectives of the organisation. Necessity of alignment between organisations corporate strategy and objectives and its human resource strategy: In perfect world, the business and strategic organisational plan are the translated form of organisational mission and goals. According to the principle of alignment, to achieve corporate goals in every aspects of an organisations activities have to be incorporated and pull together. The performance of the people within the organisation depends on the achievement of strategy and vision which in turn calls for high level of motivation and dedication among employees. The organisational mission, goals and values is reflected by the performance of the employees and their excellent performance relies on the opportunities how much they are getting from the business. In an organisation different functional area like: marketing, manufacturing and human resource, after formulating corporate and business level strategy managers need to translate strategic precedence into these areas. This contains all the different aspects of business but predominantly have to be comprehensible between the requirements of organisations strategy and HR policy. There are two types of fit that HR policy and practices require to attain: a) Internal alignment b) External alignment Internal Alignment: In internal alignment managers must have to make sure that their HR practices are all associated with one another within the organisations to set up a formation that is reinforced mutually. From organisations point of view the whole variety of HR practices-job design, training, staffing, performance appraisal and compensation must have to be focused on the same personnel objectives. External Alignment: The link between business strategies and key initiatives in human resource are mainly focused by external alignment. The processes required in order to assess the effectiveness of human resource strategy and its impact on overall corporate strategy: Diagram: Typical strategic recruitment process Dynamic Environment Recruitment requisition Position analysis Vision Position description Strategic business plan Human resource strategy Human resource plans and policy Recruitment process Position evaluation Key stakeholders Budget check sourcing Dynamic Environment Pool of applicants Selection process Source: Nankervis A, Compton, R, Braid, M, 2005, Strategic Human Resource Management (6th edition), Cengage, South Melbourne. Recruitment: A major concern is a recruitment and retention of staff; especially where the pool of availability of workforce is limited. However, due to the requirement of high skill personnel, a shortage of prospective recruits exists in an organisation. The decision of staffing has been formalised by the HRM department at head office. Organisations provide work for people in different position to achieve their own goals. Most of the organisations have vacancy at different time around the year and they need to be filled them on time to continue their work effectively. For recruit and select the best person for the vacancy organisations have to follow certain processes. The personnel decision process helps the organisation to make a decision about the person to who is going to appoint. It makes sure that it will be fairly treated with all the individuals who are going to apply for the post. All the candidates are evaluated on the basis of related skills and behaviours. The outputs of every decision affect the working lives of employees, whose requirements must be met. The organisational productivity increasingly depends on these employees because of hiring right person for the job. The human resources decisions based on the following seven steps: 1. Getting job oriented information through job analysis. The process of identifying tasks, duties and responsibilities is job analysis. Once it has been completed, job analysis leads to identify the knowledge, abilities and skills required to do the job that is job description. After that, organisations will continue through job specification. 2. Identify the measures of job success: There is way of measuring job success called criteria and that is measured through organisational psychologist. 3. Identify predictors and measures 4. Determining the relationship between and predictors job success 5. Developing a recruitment strategy 6. Implementing the selection process 7. Determining the worth of selection system An organisation basically follows two strategies for recruiting suitable qualified individuals. These are- Internal recruitment An Organisation first tries to fill an open position internally through current employees inside the organisation by advertising. External recruitment There are wide range of strategies for recruiting people from outside the organisation like-giving advertisement at newspaper by providing information about job requirements, job duties and responsibilities. The other way of recruiting is through internet. It will create problems for them who dont have the access the internet. Large organisations visit campuses of universities of technologies to recruit their candidates is known as campus recruitment. Sometimes organisations employ human resources recruitment agencies and their services are to provide the whole recruitment process. These are not on low-cost. The least costly external recruitment technique is employee referrals technique. This is a technique by which ask to someone in current employees about they have someone who is interested for this open position. The main advantages of external recruitment are that helps to get new ideas and skills into the organisation. Sometimes it does create problems for them because they dont have knowledge about the new environment and culture. Employees need to spend more time on that. Selection: The process of choosing appropriate candidates for the organisation when it has received applications for open jobs is known as selection. This is the final steps of recruitment process. It is the combinations of eight basic steps. Recruiting candidates Carrying out application form Screening test Checking of reference Arrangement of psychological test Arrange interview for selection Medical check up Making an offer to successful candidates There are some additional terms which used by the organisational psychologist during the process of selection. These are-job selection ratios, realistic preview of job and cut-off. Retention: It is very important and ongoing issue. Its a serious problem when an organisation will have to face continuously for the estimated future. An organisation always wants to retain employees in short of supply and they want to have alternatives. Organisations always keep going on developing their own plan to retain employees by conveying responsibility. The main base of retention job description, recruitment, selection and orientation. Mainly retention focus on job satisfaction and fit with the organisational culture and the strategies based on this should focus on maximising three types of satisfaction. These are personal, professional and social. If organisation fails to recruit right person for the right track then organisations has to suffer and employees has to suffer as well. For example; hidden cost incurred by the management to fix that problems. For that reason organisation has to loss their productivity. From the employees point of view-they have to face problems due to not h aving proper skills in specified job. They have to spent more time and energy on finding new position. Overall they become frustrated. Communication, recognition and future orientation are the key attributes for successful strategies for retention. There are different types of retention strategies based on organisational situations-strategies based on compensation, strategies based on work environment and strategies based on career orientation. Strategy based on compensation: There are some organisation focuses on compensation such as IT firms. Strategies based on work environment: Most of the organisations focus on internal environment of the organisation or the culture of the organisation. Strategies based on career development: some companies focus on retention strategies through career development. Training, Learning and Development: Training plays an important role for the development of all employees which responds to individuals and helps to achieve organisational requirements by improving performance and understanding (Armstrong, 1992).Considering with the strategic direction, how the organisations core competencies of employees can be identified and advantages taken from environmental factors. From the training and development terms, this can implement the classical training cycle and business planning come close to determining training needs (Mayo and Pickard, 1998). Organisation objective Planning Evaluating Delivering Figure: Business objectives within the training life cycle (winter, 1995). The training strategy is a system that determines the competencies required for the organization in the future and how it can be achieved. Organisations need these training strategies for different perspectives like- -To increase the productivity through expenditure on capital improvements -To increase the productivity through spending on developing human capital Different methods of training for people: Generally there are two types of training methods. a) On-site training methods 1) On the job training: In this training method, trainees get training under the direction of someone and encouraging them to gain knowledge and observe more and more from the existing experienced employees. Though its formal training so every employee get some initial knowledge from it. 2) Job rotation: This training method allows people to move in different department of the organisations. Through this job rotation employees develop skills in different section more than they would get from staying in one department. 3) Apprenticeship: Apprenticeship is a particular form on the job training though which a particular level employees used to get information about skilled trade (Goldstein Ford, 2002).For example; different company like:-electrician,plumber,carpenter,pipefitter,sheet metal worker etc. Is used this approach. b) Off-site training methods 1) Classroom lectures: Its one of the common methods of job training. It can provide large number of information at a time and easy to deliver it to the large no of trainees at a time. 2) Instruction in the form written material or forms based on computer. 3) Computer based training (CBT): Its a way training by which trainees can communicate and transfer and get information from instructor through computer, television etc. (Goldstein Ford, 2002).Its distance learning. Development of HR: Human Resource is the framework for employees can develop their personal and organizational skills, knowledge, abilities. Human resource development include; employee training, employee career, development, performance management and development, coaching, mentoring, succession planning, key employee identification. Understand the organizational needs and future demand as well as future capability, and know what talent it has available to it. And prove, as far possible, a career challenge to individuals that helps them to meet their aspirations. In developing the organization, personal development also important for the organizational improvement, because a individual persons are the set of organizational power mean resources. In bellow there the method of development: Individual Support- Organizational Interest- Dialogue Accreditation Organizational Mapping Performance Management Career-counselling Succession planning Appraisal discussion Career-planning Secondments Career discussion Personal plans Manpower/skills planning Development centres Mentoring Training prioritisation Vacancy management Learning resource centres Retention Strategies Self-managed learning 360 degree feedback Potential assessment Managerial coaching External coaching High-flyer development Flexible working Training facilities getting to grips with the needs of a job quickly, and by improving the knowledge and skill of worker it allows the employee improved quality, and enhance of skill based on the employee could lead to their job enrichment with benefits to both the person and the organization. Motivational impact of training in a manifest when staff feel a sense of reorganization when sent on training course, and after been trained they are motivated to acquire new skills, particularly when rewards follow the acquisition and use of skills. Identification with organization could be fostered when a better understanding of mission statements and corporate objectives is achieved through training. Strategies for positive employee relation: Employees are the stake holder of the organisation and cant be compared with task, functions, process or products. Emotional support and personal considerations are required for them to understand them. Its very complicated to draw up employees inventory and arrange them in warehouse in a systematic way. Any decisions regarding this will attempt a negative impact on them and may cause a break down in operations. So it is very important for the organisation to identify and value those differences and always give importance on the achieving positive and fruitful employee relations. The main concern of employee relations strategy: How to minimise the conflict by maintaining employee relations through building stable and cooperative relationships. How to achieve employee commitment though involvement of employee involvement and communication processes. -How to develop interest in employees towards the achievement of organisational goals. Strategic direction. The approaches of human resource management towards employee relations: To drive them for commitment: To get all the employees with the organisations by winning their heart and minds and make sure a fruitful return on training and development. A emphasizing on mutuality: getting the letter across that we are all together in this. A shifting of collective bargaining in the organisation to individual. By using of employee involvement techniques. Through applying total quality management (TQM) To use human resources more effectively sometimes increase flexibility in working environment, including multi skilling By giving more importance on team work Once organisation has established it is very difficult to change the organisations culture, this means to change the employee relationships culture is also difficult. The organisation will become more successful when senior management think employee relationship strategically in employee perception rather than rival organisations. It can be achieved simply by aiming to recruit and retain more effectively and by developing employee relationship strategies to increase the overall satisfaction of employees though chances (like feeling interest in job, job security, positive completion, and influence them performance) and decrease the dissatisfaction Performance management: Performance in an organisation cannot be defined but it can be measured. Its measurement of muti-dimentional construct depending on variety of factors (Bates and Holton, 1995). Bernadin el al (1995) concerned that Outcomes of work should be defined as performance because it creates a strong linkage with organisational goals, customer satisfactions and economic contributions. It is about managing of the organisation in the perspective of internal and external environment. There are different stages of performance management showed in figure 2.1: High performance Improved performance Low performance Start year Agreement of performance During year Monitoring and review against agreement End year Review of main performance Figure 2.1: Different stages of performance management Performance management involves continuous review of performance against organisational objectives, requirements and plans and the performance agreement, enhancement by implementation and developments line-up for the next. Business strategy, employee development and total quality management (TQM) are main processes in the business that should be linked with the performance management for achieving business performance (Hartle, 1995). Basically the force for vertical and horizontal integration is performance management.Vertical integration: Vertically It can be achieved in two ways. Firstly, it facilitates the coalition of strategies and plans of the business with individuals and teams. There targeted aims are those that support the success of corporate goals.secondly, the organisational core values and capabilities should take place through vertical integration as well as values adopted and the level of potential achieved by individuals. Valuing peopleHorizontal integration: It is the association of performance management and human resource strategies that deals with valuing, paying, relating and developing people. Organisations effectiveness can be increased through the impact of performance management. The effectiveness of the organisations can be improved by adopting with various processes of managing, motivating and developing people through successful integration with performance management. It shows in figure 1.3: Developing people Performance management Paying people People involvement Figure 1.3: Performance management as a central point for integrated HR activities Reward: The main purpose of reward is to increase job performance, productivity, meet the customer expectation and to hold recognition. In other way- To achieve the goal To accomplish the task on time To take out boring from work place To promote the employee to work To meet the higher and lower order needs Strategies for reward: All employees are in the reward strategy for example: line managers, stake holders. All the employees work hard with skills and effort in return they get salary and other performance bonus from employers. Its also good relationships developed between employees and employers through good working environment and excellent communication. In broader sense strategic aims include: To introduce a more incorporated approach to reward management and encouraging the employees through continuous personal development. To develop flexible approach. To reward people according to employees contribution. To make a clear specification about what behaviour will be rewarded and why. Reward management: According to Contingency theory applied to reward: Different reward strategies are required for organisational diversity and cultures. Different reward strategies and its usefulness vary according the organisations policies and practices. Business strategies may take forward the business strategy inside the organisation. The interrelationship between the employees and managers will influence the strategies at different levels in the organisations. Performance related pay should depends on the way motivation of employees Initiatives for specific rewards: It depends on the examination of present circumstances in the organisation and need of evaluation of the business and its employees. Examples of some possible initiatives: The establishment of contribution pay scheme through replacing of present methods of contingent pay The initialisation of new grades and pay structure The substitution job evaluation scheme with more clarified scheme that shows values and needs of the organisation. The improvement of flexible benefit system The arrangement of announcement and training programmes to tell all the employees about the reward policies and practices. Development of Reward strategy: Development of strategy: In todays organisation is facing fast changing economic environment, technological advancement and globalisation. Organisations have to cope up with these changes. The close fit between business strategy and HR strategy actually help to reach their desired target. From the business point of view, it has to take account on trend such as concentration on core business, market segments, get maximum values from reward system, and give more importance on flexibility. They have to change the old system with the best practices to meet these requirements. The design of reward system must need to be fair and need to operate consistently to recognize individuals needs. There are many steps for developing strategies: Determine the main issues for business strategy that affects the reward and policy To find out crucial success factors for the business and need to think implications for human resource and reward strategies. Need to keep in eye on old reward strategies and identify any change require for that to adapt that with new changes of the organisations. To identify the implications for HR plans to establish future needs. Discuss with the consultant about how to develop reward strategies Consider external factors like policies of government, income tax regulations, peoples pay and pressure from local or international. Conclusion: At the end we can conclude the importance of human resource management strategies in an organisational context by summarising the needs that for effective running of the business HRM is essential. It is not possible to run the organisation without engaging human resource management. Human resource management need to be active in order to maintain all the section within a short time. Moreover, human resource management helps to enhance the productivity of an organisations people through hiring right person at right place at time by making good strategies. HRM also motivate their employees through various ways like pay and reward. This is way how human resource management helps in achieving the overall performance of the organisation through developing strategies and implementing them effectively towards the organisational success.

Electronic Performance Monitoring Essay -- Business Management

Companies (organizations) are adopting the use of various forms of modern technologies to improve their performance. Most of these technologies are implemented to check on performance and management of these organizations. The technologies are computer based and are mostly used to check employees’ performance (Ludwig & Goomas, 2010, p. 393). The technologies also help these organizations to evaluate employees based on their performance. One of such technologies is the electronic performance monitoring, which is the latest advancement (Lliopis, Gonzalez, & Gasco, 2005, p. 215). The electronic performance monitoring (EPM) advancement refers to application of technology to check what employees do while at work. In other words, this technology monitors workers’ productivity output, which includes how effectively the employees utilize their work time (Lliopis, Gonzalez, & Gasco, 2005, p. 218). The organizations, which have installed EPM in their premises, have an easy task of monitoring the interruptive activities their employees get involved in. Such activities include making and receiving phone calls and receiving and sending personal mails among others (Ludwig & Goomas, 2010, p. 394). EPM has advantages as well as disadvantages. However, the advantages are more pronounced than the disadvantages. For instance, the electronic device helps to save time in an organization. The device has the ability to gather metric data annually and is able to use the human resource formulas, as well as evaluate and grade employees based on their performance. EPM also ensures that appraisals are only viewed by the individuals who they are intended for (Lliopis, Gonzalez, & Gasco, 2005, p. 222). This has a positive effect on the company since it enh... ...al decision to implement electronic surveillance at work: A research framework. International Journal of Organizational Analysis, 13(3), 244-268. Lliopis, J., Gonzalez, R. M., & Gasco, J. L. (2005). Transforming the firm for the digital era: An organizational effort towards an E-culture. Human System Management, 23(4), 213-225. Ludwig, T. D., & Goomas, D. T. (2010). Real-time performance monitoring, goal-setting, and feedback for forklift drivers in a distribution center. Journal of Occupational and Organizational Psychology, 82(2), 391-403. McNall, L. A., & Roch, S. G. (2009). A social exchange of employee reactions to electronic performance monitoring. Human Performance, 22(3), 204-224. Smith, W. P., & Tabak, F. (2009). Monitoring employees e-mails: Is there any room for privacy? The Academy of management Perspectives Archives, 23(4), 33-48.

Designated Hitter Essays -- essays research papers

Designated Hitter   Ã‚  Ã‚  Ã‚  Ã‚  Do you prefer a bases loaded double that clears the bases and involves an exciting play at home plate? Or a boring three-run homerun where the base runners trot around the bases, while the defense stands around with dazed looks on their faces? Do you prefer stolen bases, squeeze plays, and trying to move the base runners to make something happen; as opposed to a team waiting for someone to hit a homerun? If you answered â€Å"yes† then consider yourself a fan of â€Å"small ball.† The characteristic of a Designated Hitter is the major difference between Major League Baseball’s two leagues: The American League and the National League.   Ã‚  Ã‚  Ã‚  Ã‚  The American League has many advantages because it uses a designated hitter. A Designated Hitter is a position player who hits for the pitcher but does not play in the field. This was an experiment started by Major League Baseball in 1973 (Wikipedia). In an effort to stop declining attendance and to boost offensive production and thus make the game more interesting for fans. This changed the game in many ways. The overall production of the American League offensive statistics has increased. Homeruns, runs batted in, and slugging percentages are all on the rise. The American League has the advantage of getting to replace the pitcher, and add a power hitter into the lineup. This increases the excitement of the game for fans. Average baseball fans can tell you that the weakest hit...

Edgar Allen Poe for Biography :: essays research papers fc

Edgar Allen Poe for Biography   Ã‚  Ã‚  Ã‚  Ã‚  Edgar Allen Poe was born on January 19, 1809, in Boston, Massachusetts. Around this time was the Louisiana Purchase and the ending of importation of slaves. His parents were traveling actors but at a very early age his father deserted his family and his mother died in 1811. So Poe became a ward of John Allen who was a wealthy Richmond merchant. The Allan family lived in the United Kingdom from 1815 to 1820 before returning to Richmond. Poe and Allen’s relationship suffered tremendously making Poe having to make some hard decisions for his future.   Ã‚  Ã‚  Ã‚  Ã‚  After they returned to Richmond, Poe attended the University of Virginia in 1926. Soon after he acquired gambling debts that John Allen refused to pay leading Poe to withdraw from the University. When in 1927 he was enlisted into the Military his first book was published. The title was â€Å"Tamerlane and Other Poems†. Poe published his second volume of poems, both collections show influence from Lord Byron. In 1830, Poe entered the U.S. Military Academy at West Point, New York, where he excelled in the study of languages. He received help from American novelist John P. Kennedy in winning an editorial post with the Southern Literary Messenger in Richmond. For the Messenger, Poe contributed reviews, original or revised poems and stories, and two installments of The Narrative of Arthur Gordon Pym. Poe worked as an editor and contributor to magazines in several cities, including Richmond, Virginia; New York City; and Philadelphia. He unsuccessfully tried to fo und and edit his own magazine, which would have granted him financial security and artistic control in what he considered a hostile literary marketplace. But Poe's later rediscovery by the French poets Charles Baudelaire, Stephane Mallarme, and Paul Valery helped restore his reputation.   Ã‚  Ã‚  Ã‚  Ã‚  Poe married in his thirteen year old cousin in 1936, Virginia Clemm. When Virginia died in 1947, Poe then sank into poor health and his literary productivity declined. In 1849, Poe became engaged to marry the widowed Sarah Elmira Royster Shelton, his boyhood sweetheart.

Education in the UAE Essay

Modern educational system of the UAE, which was introduced in the beginning of the 1970s, comprises a number of private and governmental educational establishments available both for male and female students. It has 4 academic levels, including primary, preparatory, secondary and higher education. The first three levels are compulsory. Governmental schools, colleges and universities are opened for the students to study for free. Currently, about 40% of educational establishments in the UAE are private (The US Department of State, 2007). The development of the country’s educational system started in the early 1900s, when a lot of engineering schools and colleges were opened throughout the country, including the Taimia Mahmoudia (opened in 1907), Al Ahmadia (1912), Al Otaiba (1930), Al Qassemia (1935) and many others. By the early 1950s, Al Qassemia became the first systematical school, where students were provided with organized curriculum and a system of exams, and it was the first educational establishment to launch school diplomas. In 1971, when the Emirates were united and the Ministry of Education was established, the modern era of education in the UAE has started. Several important educational reformations were implemented and a series of universities were established, including UAE University (1976), Higher Colleges of Technology (1988), Zayid University (1998) and others. In 2003, the first international education zone was opened in Dubai, which is currently a center of the country’s e-learning, development and research. According to the US Department of State, 25% of total federal spending is directed to education (The US Department of State, 2007). As a part of the governmental plan â€Å"Education 2020†, since the beginning of the century such important structural changes took place in education, as enhancement of elementary school curriculum, introducing new English language programs, launching innovative teaching techniques focused on self-learning, opening new up-to-date educational facilities and so on. References Taboor, A. A. (2008, February 28). History of Education. The Ministry of Education. Retrieved November 27, 2008, from: . The US Department of State. (2007). United Arab Emirates country profile. Library of Congress. Federal Research Division. Retrieved November 27, 2008, from: .