In the scenario, Emergency department staff members were likely shaken by this poor outcome of Mr. B., and would be motivated to change to a safer model just to avoid a repeat in the future. Staff members may be reluctant to change because of established habits in patient flow. This reluctance to change would be an identifiable restraining force, which opposes process improvement. Implementing a model which allows for rapid, safe adjustment to increasing acuity would help avoid poor outcomes in the future. Follow-up is
METALCRAFT 1. What are the strengths and weaknesses of the supplier scorecard at Metalcraft? Strengths- -Continuous evaluation along several metrics. Ongoing quality performance results in a preferred rating. -EDI based data provided daily updates on timing and delivery measures.
o A tendency to avoid reversing changes even if it was not the best choice o In reality, past expenditures are sunk costs and the organization should use a clean slate to look at new choices, but to the manager, this will come at great personal loss. • This relates to strategy because it is important to understand the effect management has on it. o If a manager will suffer personal embarrassment or a loss by adopting a new (although better) strategy, they are more likely to simply stick with the current course of action. o This can be avoided by assessing and addressing the problems of an organization prior to major investments being made o Implication on strategic choice, as they can act for the betterment or detriment of the organization. o Differences in manager’s preferences are specific to their individual personalities, experiences and situations.
Therefore the company needs to have secure and reliable suppliers in place. If john Lewis doesn’t treat its suppliers well, they may let the company down, damaging its name.
Though this organization was successful, they were not successful enough to be in the stuck state they were in. The growth of the Levon Corporation should have been the primary focus of everyone in the company especially the management team. Even though bringing the project management consultant in to outline to the management team the importance of project management functionality was stubbornly agreed upon it proved to be the first and most important step in the company’s change process. The employees will feel their opinions are suggestions are valued as a result of the management team taking the time to hear out the consultant. The apprehension of the management team is understood because that is the culture; however, once the functionality is implemented and the management team sees the growth and positive change, the company will be more adapt to change.
UMass Memorial Medical Center is affiliated with UMass medical school and consists of a level one trauma center, as well as three community hospitals. UMass Memorial in Worcester has three campuses offering 41 different services. The organization has over 1200 medical staff and 2200 registered nurses, as well as emergency life flight services. UMass Memorial Medical Center University campus is the focus of this learning needs assessment. The Emergency Department consists of a 14+ pediatric department, a 29+ bed adult pod, four trauma bays and a locked emergency mental health department.
This is threatening because it creates a fear of the unknown future as well as failures. Change can also be annoying if someone else is trying to tell us how to do our job better when the existing way of doing business may have suited us just fine. To effectively and efficiently implement change, it is therefore important to understand the reasons why individuals resist change. I will briefly describe the four common reasons for resistance to change and then discuss methods for overcoming resistance to change2. Reasons for resistance to change Resistance to change is a reaction.
A good example of this is at work if there is a situation at work and you have to resolve it this person looks into different points of view and will do what it’s best for both. It’s a very fair person. They want everybody’s satisfaction. The weakness of being under Result Lens is that you need to learn to reflect on your actions, because if you don’t learn it you will fail in your decisions and your life. People under Result Lens tend to be possessive and sometimes this characteristic drives people away.
Ref no | SHC52 | Multi Assessment Record Learner Name: Diane Richardson Assessor Name: Susan Gray Observation | | Questions | | Learner Statement | | Witness Statement | | Professional Discussion | | Discussion | | Product Evidence | | Project/Assignment | | APE | | Evidence | Diploma | BTEC | 1.1It is important to continually improve knowledge and practice due to changes in policies and procedures and government changes and recommendations from serious case reviews. As a manager not keeping up to date and continually improving your knowledge and practice could have serious consequences for example Ofsted rating affected at the very least, loss of job or prosecution at the worst. It could also affect the team by not working to their full potential due to lack of knowledge, and being disempowered this would have the knock on effect to the service as the quality and standard provided would be low and the young people are therefore not getting the quality of care they are entitled too.1.2Barriers to professional learning could be lack of time; this could be due to staffing levels, appointments that have been made and workload. Stressful working situations, could be the young people are a very challenging group and their behaviour within the home could be out of control, or due to workload/homelife may be burnt out and have no more to give. Also having some form of learning disability such as dyslexia may prevent the person from fully understanding and if they don’t ask for help this could be missed and overlooked.
This company is losing employees due to poor pay plans and new competition coming into the area. This stimulation gives a true work setting situation. The team sees the options and gathers information based on different variations. The group was able to use the extra help and information links provided to gain more knowledge of the company’s current concerns and issues. The main problem with the evaluation tools and techniques when encountering the company issues was hard to determine.