The main reason the grant was not spent appropriately is because Mary did not plan for the future of Magnolia when they received the one year grant. Hiring more counselors is an obvious need to help meet the increase of people suffering from PTSD after the terrorist attack. However, the remainder of the grant should not have went toward increasing Magnolia’s administrative services. When hiring the new counselors Mary should have only hired minimal permanent staff, and hired the rest as temporary employees. The need for more help in administrating the new patients is also an obvious need; however all of the new employees should also be
The project was behind schedule and over budget. The general contractor was angry about both the number and frequency of changes that were taking place on the project and the cost of estimating changes that did not go through. Several of the buyers had begun to complain about slower service, bad workmanship, and delayed closings. Senior management at the Regency Hotel Group, however, remained committed to a high level of customer service and to their strategy of allowing buyers to customize their condominium units so long as he or she was willing to pay for any additional costs. Should she allow these changes to go through?
If Carl does nothing, he will lose the new trainees, and he could lose his job, this also will cost the company time and money. The current key problems are that Carl Robins had inadequate training as a recruitment manager. Therefore, he could not fulfill his duties adequately for the company. Another key problem is that there seems to be no human resources department to oversee the hiring process of the new employees. Because of the fact is that when Carl went and check on the status of the trainee’s paperwork, and mandatory drug screening; almost none of them had not been completed.
• Provide timely feedback on how effectively employees are applying job knowledge and skills to achieve the goals established for their position. • Reward effective performance. (University of Washington, 2007) Summary Due to the lack of direction, Peel Memorial Hospital was experiencing a lack of initiatives that had started with the lack of taking on what they were taught by the employees. This happened because the workers could not picture where their place was through this initiative and also unsure of how it related to the patients they were caring for. Due to their experience in integrated structure, Peel partnered with Xerox Quality Services, hoping would address their issues and help the organization to move towards common objectives.
How can you get to the bottom of an issue if employees are upset of being accused of doing their job wrong? Manzoni should have been the one to conduct this meeting to stress the importance of doing the input correctly she is the chief executive officer (CEO). Employees basically rejected everything they were told because of Singh’s approach to the training and the way she talked to them, it is evident since the data entry worsened. Training should lead to improvement not a decline in the services. These are all potential sources of the problem.
After discussing this matter with my attorney and with Joann from the Department of Labor we feel that Sav-On-Drugs did not handle the processing of my health insurance in an acceptable amount of time. As I indicated to both you and Christy that I had many test and procedures that I needed to have done and could not get them done because when it is not an emergency they require you to pay for the procedure a head of time if you do not have insurance. I now that Christy said that the insurance goes back to May 1 but that did not help me because they would not do the procedure without me paying for the test first. The notice of healthcare change was not sent to me until the middle of May. I in turn filled it out and returned it to you
When it comes to goals and mission, Performance Management affects the organization directly. In order to be a successful company, they need to meet their objectives and also be able to assess the performance of their employees and the comparison of the organizations and its goals. It is crucial to set goals and initiatives to make sure that all employees are working toward the same outcome. The problem with this case study is that the hospital was facing a lacking of direction because their initiatives was not widely accepted by the current employees. The employees were unable to see their role as part of the mission of the hospital and its relation to patient care.
Occupational Therapy is a valuable health care service and is valued as such by the Hospital administration of Leigh High Valley Hospital. Unfortunately, the employees of the OT department have bad attitudes and are hard to deal with. Thinking that they are better than everyone else, the OT department does not adhere to the organizational culture. The fundamentals of the business discipline are not being followed and profitability is at stake. To get this department in shape within six months without hiring a whole new staff is challenging; these employees need to be motivated!
She was a dependable employee. However I think she suffered from role ambiguity. Although Susan felt like she should be doing more at work managerially she wasn’t. Anita as her supervisor should have placed a much more clear emphasis on her responsibilities. If she had done so I think she would have fewer negatives in her annual performance review.
I have been asking for a methodology to be developed for more than a year now, and all I get are excuses. Some of you are obviously afraid that you might lose power and authority once the methodology is up and running. That may be true, but losing some power and authority is obviously better than losing your job. In six months I want to see a methodology in use on all projects or I will handle the situation myself. I simply cannot believe that my executive staff is afraid to develop a project management methodology.