A Study On Medication Teaching - 1254 Words

Medication Teaching One of the most important tasks nurses have is patient education. Whether it be education regarding diagnoses, procedures, or treatments, patients often rely on the nurse to interpret the information the doctor has given. Nurses are responsible for teaching their patients about the medications he or she is being prescribed. This includes information regarding what the drug is being given for, how it works, what dose has been prescribed, what side effects may accompany taking the drug, and any other pertinent patient information such as when to take the drug, and what it can and cannot be taken with, among many other things. This education helps prevent any potentially fatal adverse effect due to misuse of the medication. Demographics and disease process P.B., a sixty-three year old Caucasian female, has a diagnosis of hypertension. She was diagnosed in 1997, at the age of forty-seven, when her blood pressure was approximately 180/110; with this high of blood pressure, P.B. was in Stage 3, primary hypertension (Sommers, M., Johnson, S., Beery, T., 2010). Hypertension may be classified as primary of secondary. Primary hypertension is a chronic disorder in which the blood pressure increases overtime. It does not need another disease to be present and there is not an exact known cause, however there are both modifiable and non-modifiable risk factors. Non-modifiable risk factors are things that cannot be controlled such as gender, race and familyShow MoreRelatedEffective Discharge Teaching for Nurses1734 Words   |  7 Pagessome of these patients also have chronic diseases, such as cerebral vascular accident (CVA), coronary artery disease, diabetes, cardiac, renal disease, and obesity and might take a complex medication regimen. Therefore, these patients require a major understanding of detailed discharge education of medication regimen, side effects, and interactions to prevent them from suffering complications. Furthermore, Campbell and Selton (2010) claimed that patients mostly misunderstand the interactions of someRead MoreCommunication At The Pharmaceutical Industry1642 Words   |  7 Pagesindustry and also look closer to see if there is a need for change in the current methods of commination. Teaching pharmacy students how to communicate while they are still in pharmacy school is an important theme that appeared throughout a number of the research reports. The idea of the importance of communication in the work field is shown throughout theses journals. With this idea the teaching of communication also becomes prominent. During her research, this student found that there is a need forRead MoreMeditation Replacement For Patients With Depression Essay1401 Words   |  6 Pages I: Main topic = Meditation replace medication in terms of treating depression. A.Introduce main topic, thesis, terms, etc (Introductory Paragraph) i. Hook: The recognition of depression as a common mental illness should lead to studies regarding what form of treatment is best for a patient, but antidepressants seem to be the unimpressive go-to. ii. Terms discussed in paper: CBT: Cognitive-behavioural therapy; HEP: Health enhancement program; TAU: Treatment as usual; TRD: Treatment-resistantRead MoreTeaching Students with Adhd1433 Words   |  6 PagesTeaching Students with ADHD J. Palmer Capella University Abstract In recent history, the number of students diagnosed with Attention Deficit Hyperactivity Disorder has grown tremendously; causing teachers to face new challenges on how to instruct students with behavioral and learning difficulties. Students with ADHD have not only the privilege, but also the right to learn according to the Public Law 94-142 and the Americans with Disabilities Act. There is growing debate about methods that areRead MoreInterpersonal Influences On The Asthma Self Management1361 Words   |  6 Pagesbehaviors from healthcare providers, school nurses, teachers, family and friends† (Quaranta, Wool, Logvis, Brown Joshy, 2014, p. 97). Self-management behaviors were defined as â€Å"(a) knowledge and avoidance of triggers; (b) knowledge and proper use of medications; (c) ability to identify asthma warning signs; and (d) the ability to take appropriate actions† (Quaranta et al., 2014, p. 98). Quaranta et al. (2014) proposed that asthma management activities we re more likely to occur if adequate asthma managementRead MoreDrug Reactions Of The Elderly Population Greater Than 65 Years1609 Words   |  7 Pagesbeen diagnosed with multiple conditions that require many different medications. Other reasons include the increasing availability of newer medications that treat more than one condition, the elderly who are known to be on multiple pills a day, and providers prescribing more than one drug to aggressively treat chronic conditions (Alpert, 2015). About 44% of men and 57% of women greater than 65 years of age take five or more medications in a week, about 10% of both men and women take more than ten pillsRead Morephase of perioperative care beginning with the decision to perform surgery and continuing until the700 Words   |  3 Pagespreoperative assessment the nurses assesses: a review preoperative laboratory and diagnostic studies, Complete blood count, Chest x-ray, Serum electrolytes, Urinalysis, Electrocardiogram, Blood type and cr ossmatch, and other tests that are relative to the procedure or to the patient’s medical conditions (examples: prothrombin time, partial thromboplastin time, blood urea nitrogen (BUN), creatinine, or other radiographic studies). If the patient isn’t following the instructions (such as portion size/food restrictions)Read MoreCase Study : Congestive Heart Failure747 Words   |  3 PagesCase Study - Congestive Heart Failure Diagnosed with Congestive cardiomyopathy implies that the patient’s heart muscle has been debilitated by ailment and cannot sufficiently pump blood through the heart, which can lead to heart failure (â€Å"Columbia University Medical Center†, 2016). In this case study, the current situation of a male patient Mr. P., who is 76 years old, and frequently hospitalized with CHF is given. The purpose of this paper is to describe an approach to care with treatment planRead MorePhenobarbital Essay976 Words   |  4 Pages2011). The drug acts by depressing the central nervous system and preventing it from reaching a level where seizures would occur. This drug can be given several different ways. It can be given by mouth, intramuscular, subcutaneously, and as an IV medication. After it is absorbed into the body it is metabolized by the liver. The drug is used by the body and then is excreted via the kidneys. A patient should not be given this drug if they have a high sensitivit y to the drugs, problems with their liverRead MoreCase Study (Heart Failure)758 Words   |  4 PagesCase Study 1 Heart Failure M.G., a â€Å"frequent flier,† is admitted to the emergency department (ED) with a diagnosis of heart failure (HF). She was discharged from the hospital 10 days ago and comes in today stating, â€Å"I just had to come to the hospital today because I cant catch my breath and my legs are as big as tree trunks.† After further questioning, you learn she is strictly following the fluid and salt restriction ordered during her last hospital admission. She reports gaining 1 to 2

Persuasive Essay On Gun Control - 1308 Words

Imagine yourself walking home late at night from a friends house. It is very dark and hard to keep track of your surroundings. suddenly you hear footsteps quickly approaching you from behind. when you turn around you see a masked man with a knife. You have only 5 seconds to act, what do you do. This situation can happen to anyone. Fortunately there is an easy solution in this situation. if you had a sidearm you could draw it in that 5 seconds and ward away the attacker. Wouldn t you feel safer with a firearm? Because, i know for a fact i would be. The United States has always been a firm believer of the right to bear arms. Our birth as a nation began when colonial soldiers took up arms against the tyranny of the British empire. I believe†¦show more content†¦The statistic labeled 18-19 year olds as children making the total deaths much higher than if the statistic labeled children the same way as the majority of americans would. Twice as many children are killed playing football in school than are murdered by guns.? Should we ban football from the United States? When people complain on being overweight do we want to ban spoons and forks for helping them get obese? When people die because of a drunk driver we do plan the vehical? No, we dont so why do plan guns for violence instead of the shooter? Owners such as myself are being perceived as a bad guy just because we own a gun. although they might not be trying to pass a complete ban, each time gun control legislation passes, we are getting closer to it. Our new elected president voted to fully ban handguns in chicago when he was still a senator. but would banning the ownership and selling of handguns make chicago a safer place? A fact sheet from gunowners.org said Criminals bypass gun controls. A Justice Department survey of felons showed that 93% of handgun predators had obtained their most recent guns off-the-record.?(2) this means that the felons bought their guns not through a gun store but from a black market dealer or a other illegal method. Why should law abiding citizens who pass a background check not be able to purchase a handgun. Many gun owners and enthusiast are asking why do we need so much rules andShow MoreRelatedPersuasive Essay : Gun Control798 Words   |  4 PagesPersuasive Essay Did you know that in the United States almost 100,000 people are shot or killed with a gun in one year? 10,527 people die a year in handgun related incidents in the United States. This number, by far, outweighs the number of gun related deaths in countries such as Sweden, Great Britain, and Japan, which number 13, 22, and 87, respectively. What is the reason for such drastic differences in numbers? Sweden, Great Britain, and Japan are all countries that have stricter gun controlRead MorePersuasive Essay On Gun Control1753 Words   |  8 PagesPersuasive Essay Rough Draft The United States of America has a problem that is growing worse every day. American laws are not protecting its citizens from injury or death. You may think the mass shootings in America the guns used were bought illegally, but â€Å"since 1982, there have been at least 62 mass shooter carried out with firearms across the country, with the killings unfolding in 30 states from Massachusetts to Hawaii. Of the 139 guns possessed by the killers, more than three quarters wereRead More Persuasive Articles on Gun Control Essays607 Words   |  3 PagesPersuasive Articles on Gun Control Persuading an audience can be done in several different fashions, one of which is Hugh Rank’s Model of Persuasion. Rank’s model states that two major strategies are used to achieve the particular goal of persuasion. These strategies are nicely set into two main schemas; the first method is to exaggerate an aspect of something, known as â€Å"intensify.† While the second is to discredit it, which is referred to as â€Å"downplay.† Al Franken, Jeffrey SnyderRead MorePersuasive Essay On Gun Control1018 Words   |  5 PagesImagine, an America where no citizen, law abiding or not, has the legal ability to own guns. Three gunmen with fully automatic rifles walk into a crowded city and begin firing. No law abiding citizen can defend themselves. It’s hopeless. This future can only be prevented if Americans continue to keep the second amendment. We should keep the current gun control laws, but revise them to make them even better. Most gun own ers are responsible under the current laws, however, I think some laws need to beRead MorePersuasive Essay On Gun Control1245 Words   |  5 Pagesand time again. Due to recent tragedies involving firearms, the view of guns and peoples rights to own and operate firearms have been frowned upon and viewed in a bad light due to Media. News sources have cherrypicked pictures of tragedies and stories about bad instances of gun usage in order to fight for Gun Control and the suppression of Americans rights. Due to the recent Vegas shooting, the argument for Gun Control has never been more intense, and Media outlets are having a field day onRead MorePersuasive Essay On Gun Control915 Words   |  4 PagesHistorically guns haven’t been a national issue. It is not until relatively recently that an overwhelming amount of people have been in favor of placing stricter laws on the owning of a fire arm. The call for gun control has become more prevalent in the eyes of the government and the people; the gun laws that are also often proposed are irrational and ineffective. One could not simply ban guns, it is comparable to banning a certain genre of music; it’s unachievable and would be a fruitless pursuitRead MorePersuasive Essay On Gun Control1745 Words   |  7 Pagescruelty to animals, and yet he was able to buy four guns legally (Rosenberg). That is the most recent example of why Americans need more gun control laws. Guns are not cool or makes you look good, they are a da ngerous piece of machinery that Americans take advantage of. The average American in the right mindset should not want to own anything more than one handgun or rifle for hunting or protecting their household. Gun control reform that limits gun ownership, enforces mandatory background checks, andRead MorePersuasive Essay On Gun Control1439 Words   |  6 Pagesreason why Americans own so many guns is because of the Second Amendment, which states, â€Å"A well-regulated Militia, being necessary to the security of a Free State, the right of the people to keep and bear Arms, shall not be infringed.† (Rauch) This amendment guarantees U.S. citizens the right to have firearms. Since this amendment is relatively vague, it is up for interpretation, and is often used by gun advocates to argue for lenient gun laws. Hence, gun control is a frequently discussed controversialRead MorePersuasive Essay On Gun Control1634 Words   |  7 PagesOver the recents years, there have been many arg uments about the issue of gun control at the state and national level. In California, there have been a variety of enacted laws within recent years to address the issue of growing gun violence around the country and ways to prevent terrorist attacks. California s new enacted laws about gun control in the state range from abolishing certain features on weapons to restricting certain handguns or other firearms a person might buy. The legislative branchRead MorePersuasive Essay On Gun Control1569 Words   |  7 Pagesstocks, which allowed the guns to fire hundreds of rounds per minute (Goldman). From this unspeakable atrocity, an abundant perspicuity is created, portraying that gun control laws are unable to prevent many violent actions, including mass shootings and other horrific events. Even a drastic increase in gun laws cannot prevent men that have irreproachable records from acting recklessly, or predict when an event such as this will happen. The thousands of homicides generated by guns per year are an especially

Mba Human Resource Free Essays

string(106) " as having identifiable individual contributions to the group product and member self-evaluation systems\." Master of Business Administration-MBA Semester 1 MB0038 – Management Process and Organization Behavior – 4 Credits (Book ID: B1127) Assignment Set- 2 (60 Marks) Note: Each question carries 10 Marks. Answer all the questions. Q. We will write a custom essay sample on Mba Human Resource or any similar topic only for you Order Now 1Write a note on classical era for evolution for Organizational behavior. In the early twentieth century, early studies in the complexities of organizational activity got underway. Initial studies were mostly mechanical. Being treated like machines, the humans were subjected to close scrutiny and study. The aspects studied were how the human behaved during regular applied testing of a person’s responses to stimuli. Another stream of ideas that were part of study organizations were divided according to their political preferences, and the various levels of management throughout the entire organizations. Unfortunately there was a limitation to both of these because they did not bear in mind the interaction between the two connected streams but treated each as a separate entity. Parts of the History of Organizational Behavior Studies can be seen during the 1890’s. During this time scientific management was viewed as the best way to run an organization. An organization that in its’ course of action adheres to a set of guidelines and guides itself on findings of time and motion studies, is bound to achieve greater levels of productivity – claimed the advocates of this system. It became clear that organizations were centered on interactive groups of their members, and a more humanistic view needed to be formulated as psychology and analysis as a means of understanding human behavior became more sophisticated. By understanding and using psychology productivity will improve tremendously. The Human Relations Movement, as it was called in the beginning of the 20th century, brought focus on collaboration, influence, and the aspect of particular persons understanding the intent of the organization. By the Second World War, a paradigm shift had occurred in the study of organizational behavior. The new buzzword was operations research, and more and more people became interested in sciences, systems theories, complexity theories and strategies. At the time, James March and Herbert Simon were leading experts in the field. Many theories were coming forth as the seventies came around. More often than not the basis for this was quantitative research and interconnected realms of psychology. By the 1980s how important the cultures of different organizations was emphasized instead of the amount and quality of the research. Anthropology was but one of many fields being added into studies about organizational behaviors. Presently any managerial course has organizational behavior studies as its integral part. As part of the curriculum many business schools now include this and related courses in fields such as industrial psychology. The name of the person who runs the History of Organizational Behavior Studies internet site is Patricia Jones. com. See more on Organizational Behaviors. This article may only be used if the author bio and links are included. Q. 2what is groupthink. Explain. Groupthink is â€Å"a deterioration of mental efficiency, reality testing, and moral judgment resulting from in-group pressures†. Thus, the overemphasis on consensus and agreement leads members to be unwilling to evaluate group members’ ideas critically. This hinders decision-making and becomes an obstacle to group productivity. Certain conditions favor the development of groupthink. i) The first condition is high cohesiveness. Cohesive groups tend to avoid conflicts and to demand conformity. ii) The second is other antecedents including directive leadership, high stress, insulation of the group and lack of methodical procedures for developing and evaluating alternatives. A group suffering from groupthink displays recognizable symptoms. Symptoms of Groupthink and how to Prevent It Illusions of invulnerability: Group members feel they are above criticism. This symptom leads to excessive optimism and risk taking. * Illusions of group morality: Group members feel they are moral in their actions and therefore above reproach. This symptom leads the group to ignore the ethical implications of their decisions. * Illusions of unanimity: Group members believe there is unanimous agreement on the decisions. Silence is misconstrued as consent. * Rationalization: Group members concoct explanations for their decisions to make them appear rational and correct. The results are that other alternatives are not considered, and there is an unwillingness to reconsider the group’s assumptions. * Stereotyping the enemy: Competitors are stereotyped as evil or stupid. This leads the group to underestimate its opposition. * Self-censorship: Members do not express their doubts or concerns about the course of action. This prevents critical analysis of the decisions. * Peer pressure: Any members who express doubts or concerns are pressured by other group members, who question their loyalty. * Mind guards: Some members take it upon themselves to protect the group from negative feedback. Group members are thus shielded from information that might lead them to question their action. Guidelines for Preventing Groupthink * Ask each group member to assume the role of a critical evaluator by actively voicing objections or doubts. * Have the leader avoid stating his or her position on the issue prior to the group decision. * Create several groups that work on the decision simultaneously. * Bring in outside experts to evaluate the group process. * Appoint a devil’s advocate to question the group’s course of action consistently. Evaluate the competition carefully, posing as many different motivations and intentions as possible. * Once consensus is reached, encourage the group to rethink its position by re-examining the alternatives. 1. Social Loafing:  Social loafing occurs when one or more group members rely on the efforts of other group members and fail to contribute their own time, effort, thoughts or other resources to a group. This may create a real drag on the group’s efforts and achievements. When a group carries out a task, it is harder to attribute the group’s output to individual contributions. Some group members may engage in social loafing, or doing Less than their share of the work on the assumption that group’s results will not indicate the individual’s failure to contribute. A number of methods for countering social loafing exist, such as having identifiable individual contributions to the group product and member self-evaluation systems. You read "Mba Human Resource" in category "Papers" For example, if each group member is responsible for a specific input to the group, a members’ failure to contribute will be noticed by everyone. If members must formally evaluate their contributions to the group, they are less likely to loaf. . Production Blocking:  Production blocking is limiting another person’s output by getting in his or her way. Production blocking occurs when too many employees are trying to work in a given amount of space or when the organization has poorly planned the use of its facilities. It can also occur when the organization assigns more than the optimal number of employees to carry out a task. Q. 3Explain the process of negotiation. We can identify four basic steps in the negotiation process. They are: 1. Preparation:  Preparation for negotiations should begin long before the formal negotiation begins. Each party gathers information about the other side – its history, likely behavior, previous interactions and previous agreements reached by the parties. Each party polls its members to determine their wishes, expectations, and preferences regarding a new agreement. 2. Evaluation of Alternatives:  The two sides attempt to identify the bargaining range (i. e. , the range in which both parties would find an agreement acceptable). The bargainers determine the alternatives acceptable to them and also identify their best alternative if a negotiated settlement is not reached. Identifying a set of alternatives, including the best one, helps individuals determine whether to continue the negotiation or seek another course of action. Both the parties Best Alternative to a Negotiated Agreement (BATNA) needs to be determined. BATNA determines the lowest value acceptable to you for a negotiated agreement for both the parties. 3. Identifying Interests:  Negotiators act to satisfy their own interests, which may include substantive, relationship, personal or organizational ones. The person or group must assess the other party’s interests and then decide how to respond to those interests in their offers. Effective negotiations call for satisfying interests by identifying and exploring a range of possible positions on specific issues. 4. Making Trade-offs and Creating Joint Gains:  Bargainers use trade-offs to satisfy their own and others’ interests. Either position would meet the interests of maintaining a certain standard of living. One way to assess tradeoffs is * Begin by identifying the best and worst possible outcomes. * Next, specify what impact trade-offs will have on these outcomes. * Finally, consider whether the changed outcomes will better meet the parties’ interest. Negotiators need to overcome the idea that a fixed pie of outcomes exists, avoid non-rational escalation of conflict, pay attention to others’ cognitions and avoid devaluating the others’ concessions while overvaluing their own. Issues in Negotiation Some of the most important issues have been discussed below. 1. The role of personality traits in negotiation –  Overall assessments of the personality-negotiation relationship finds that personality traits have no significant direct effect on either the bargaining process or negotiation outcomes (Wall ;amp; Blum, 1991). . Gender differences in negotiations – Men and women do not negotiate differently. A popular stereotype is that women are more cooperative, pleasant, and relationship-oriented in negotiations than are men. The evidence does not support this. The belief that women are â€Å"nicer† is probably due to confusing gender and the lack of power typically held by women. (Stuhlmacher ;amp; Walt ers, 1999). 3. Cultural differences in negotiations – Negotiating styles clearly vary across national cultures (Adler, 2002). The cultural context of the negotiation significantly influences the amount and type of preparation for bargaining, the emphasis on task versus interpersonal relationships, the tactics used, etc. Q. 4 The environmental stressors have a great impact on work performance and adjustment of the individual in an organization. Discuss the different categories of environmental stressors. Environmental and internal conditions that lie beyond an individual’s control are environmental stressors. Such stressors can have a considerable impact on work performance and adjustment. We can organize environmental stressors into the following categories: . Task Demands: Task demands are factors related to a person’s job. They include the design of the individual’s job, working conditions and the physical work layout. Changes and lack of control are two of the most stressful demands people face at work. Change leads to uncertainty, a lack of predictability in a person’s daily tasks and activities and may be caused by job insecurity related to difficult economic times. Technology and technological innovation also create change and uncertainty for many employees, requiring adjustments in training education and skill development. Lack of control is a second major source of stress, especially in work environments that are difficult and psychologically demanding. The lack of control may be caused by inability to influence the timing of tasks and activities, to select tools or methods for accomplishing the work to make decisions that influence work outcomes, or to exercise direct action to affect the work outcomes. 2. Role Demands: The social-psychological demands of the work environment may be every bit as stressful as task demands at work. Role demands relate to pressures placed on a person as a function of the particular role he or she plays in the organization. Role conflict results from inconsistent or incompatible expectations communicated to a person. The conflict may be an inter role, intra-role or person-role conflict. a. Inter role Conflict: is caused by conflicting expectations related to two separate roles, such as employee and parent. For example, the employee with major sales presentation on Monday and a sick child at home is likely to experience inter-role conflict. b. Intra-role conflict: is caused by conflicting expectations related to a single role, such as employee. For example, the manager who presses employees. c. Person-role Conflict: Ethics violations are likely to cause person-role conflicts. Employees expected to behave in ways that violate personal values, beliefs or principles experience conflict. The second major cause of role stress is role ambiguity. Role ambiguity is created when role expectations are not clearly understood and the employee is not sure what he or she is to do. Role ambiguity is the confusion a person experiences related to the expectations of others. Role ambiguity may be caused by not understanding what is expected, not knowing how to do it, or not knowing the result of failure to do it. 3. Inter-personal Demands: are pressures created by other employees. Lack of social support from colleagues stress, especially among employees with a high social need. Abrasive personalities, sexual harassment and the leadership style in the organization are interpersonal demands for people at work. a. The abrasive Person: May be an able and talented employee, but one who creates emotional waves that others at work must accommodate. b. Sexual Harassment: The vast majority of sexual harassment is directed at women in the workplace, creating a stressful working environment for the person being harassed, as well as for others. c. Leadership Styles: Whether authoritarian or participative, create stress for different personality types. Employees who feel secure with firm, directive leadership may be anxious with an open, participative style. Those comfortable with participative leadership may feel restrained by a directive style. 4. Physical Demands: Non-work demands create stress for people, which carry over into work environment or vice versa. Workers subject to create role conflicts or overloads that are difficult to manage. In addition to family demands, people have personal demands related to non-work organizational commitments such as religious and public service organizations. These demands become more or less stressful, depending on their compatibility with the person’s work and family life and their capacity to provide alternative satisfactions for the person. Q. 5 Given below are certain instances observed by a summer trainee – Ritu, while making an observational study at Global Green consultants. An organization dealing with recycling of plastic products waste etc. She makes the following observations about two key people in the organization. 1) Mr. Patnayak – He is a very friendly person and encourages his team members by giving those recommendations and appreciation. This helps HR to decide about giving a bonus or promotion to employees. 2) Mr. Dutta- He is an aggressive person. He frequently loses his temper. Ritu observes that he frequently punishes the non-performers and also gives them warnings regarding suspension etc. Now explain what base of power Mr. Patnayak and Mr. Dutta belong to. Explain the type of power they use often Ten Types of Power 1. Position. Some measure of power is conferred on the basis of one’s formal position in an organization. For example, a marketing manager can influence the decisions that affect the marketing department. However, the marketing manager has little power to influence the decisions that affect the finance department. 2. Knowledge or expertise. People who have knowledge or expertise can wield tremendous power. Of course, knowledge in itself is not powerful. It is the use of knowledge and expertise that confers power. Thus, you could be an incredibly bright person and still be powerless. 3. Character or ethics. The more trustworthy individuals are the more power they have in negotiations. The big issue here is whether they do what they say they are going to do—even when they no longer feel like doing it. 4. Rewards. People who are able to bestow rewards or perceived rewards hold power. Supervisors, with their ability to give raises, hold power over employees. Money can have power. But money, like anything else, holds very little power if it is not distributed. 5. Punishment. Those who have the ability to create a negative outcome for a counterpart have the power of punishment. Managers who have the authority to reprimand and fire employees hold this type of power. State troopers and highway patrol officers who have the ability to give out speeding tickets also have this power. 6. Gender. Dealing with someone of the opposite sex can confer power. We have videotaped many negotiation case studies in which the turning point came when a woman casually touched a man’s hand or arm to make her point. 7. Powerlessness. In some instances, giving up all power can be very powerful. If a kidnapper threatens a hostage with death enough times, the hostage may just challenge the kidnapper to go ahead and kill him. At the point that the hostage gives up power, or control over his own death, the kidnapper actually loses power. 8. Charisma or personal power. When we ask participants in our seminars for examples of leaders who have had charisma or personal power, invariably the names of Mother Teresa, John F. Kennedy, and Ronald Reagan come up. When we ask, â€Å"What do all three of these leaders have in common? participants usually respond, â€Å"Passion and confidence in what they believe in. † 9. Lack of interest or desire. In negotiations, as in many other areas of life, the side with the least interest in what is being negotiated holds the most power. If you are buying a house and you really do not care if you purchase the house you are currently negotiating for or the one down the street, you w ill most likely hold more power in the negotiation—unless, of course, the sellers could care less if they sell the house today or live in it for another ten years! 10. Craziness. This may sound funny, but bizarre or irrational behavior can confer a tremendous amount of power. Every organization has someone who blows up or behaves irrationally when confronted with problems. Those who have been exposed to this type of behavior tend to avoid such individuals. As a result, these individuals are not given many tasks to accomplish because others are afraid to ask them. Leadership style influence level of motivation. However, throughout a lifetime, man’s motivation is influenced by changing ambitions and/or leadership style he works under or socializes with. Command-and-control leadership drains off ambition while worker responsibility increases ambition. Leadership Style versus Motivation| Leadership Style| Motivation Type| Motivation is Based on:| Personality Type| Efficiency| Limited supervisionWorker with decision making responsibility| Self motivated| Creativity| Leader of ideas or people. Independent AchieverThrives on change| High| | Team motivated| | | | Mixed styles| Goal motivated| Opportunity| Personality type and efficiency depends on leader’s skill and/or the work environment he’s created. | | Reward motivated| Materialism| | Recognition motivated| Social status| | High level of supervisionCommand-and-control| Peer motivated| To be like others| Status quo DependencyResist change| Low| | Authority motivated| Follows policy| | | | Threat, fear motivated| Reacts to force| | | * Self-motivated or visionaries will not accept authority controlled environments. They will find a way to escape if trapped. * In a team-mo tivated environment, dependency types will become inspired and strive to be acceptable with independent thinking coworkers. * Associates influence the level of individual motivation. Reaction to Change Command-and-control leadership is the primary style in our society. It is accepted because efficiency is created by repetitive action, teaching people to resist change. Once acquiring a skill, they do not want to learn another. The worker adapts to level three with an occasional trip to level two. Worker responsibility is just the opposite; it motivates people to thrive on change by seeking challenges, finding ways to achieve goals. Level one is the leader of changing technology, finding ways to create efficiency. Reaction to Efficiency The efficiency of advancing technology is forcing change. It is up to the individual or business to decide which side of change they want to be on, the leading edge or trailing edge. The leading edge is exciting while the trailing edge is a drag. Playing catch-up drains motivation while leaders of change inspire motivation. With today’s changing technology, an individual must be willing to abandoned old skills and learn new ones. The ability to adapt is achieved through self-development programs. Because level one thrives on change, they adapt to whatever methods gets things done with the least amount of effort. This brings us to work habits. In level one, management and front line workers, together, are searching for ways to solve and prevent problems. Decisions are made on the front line where alternative methods are analyzed. Being able to prevent problems is a motivating force. In level three management makes all decision, as a result, management must find ways to solve all problems and find alternative methods. Front line employees may be aware conflicts, but they don’t have the authority to take action and have learned not to be concerned. Supervisors are only concerned with elements that management thinks are important. Under command-and-control leadership, management considers the opinions or concerns of people on the front line to be trivial. As a result, management takes action only when problems become too big to ignore. If workers have conflicts with their supervisors, they will find ways to increase the magnitude of problems, creating a combative environment. A downward spiral of management implementing more control and workers resisting control develop. Under worker responsibility, management and workers unite to prevent or solve problems. Team MotivatedElementary problems are prevented or solved at the source. Getting the job done is the primary goal of management and workers. | Dependency of AuthorityElementary are dealt with by management when large enough to be recognized. | Abused WorkersLack of leadership skills and the desire for power creates elementary problems. Managers focus on worker control. Getting the job done is down the list. Workers goal is to find ways to do little as possible.   | Command and Control Leadership – Problems are always out of control. | Reaction to Learning Habits In level two, young workers are establishing work habits, developing attitudes and learning a professional skill. Out of training and on the job, motivation level will depend on the leadership style they work under. Under command-and-control leadership, ambitions will be associated with maintaining the status quo. Under worker res ponsibility, ambitions will be associated with opportunity. They will continually expand their skills as the need or as opportunity arises. Reaction to Goals Self-motivated people are goal motivated. Once they conquer one goal, they establish another. Every goal is a learning process that requires all the elements in level one. Companies that attract and keep this type of person stay on the leading edge of technology. The CEO is a visionary in customer service and employee leadership. The employees’ goals are the same as the CEO’s. If the CEO desires control, then he will lead in such a way that trains subordinates to lead by control. As a result, the employees’ goals are quitting time and payday. Reaction to Recognition Recognition is important; it builds positive self-esteem. By itself, its benefits are short lived. Long-term benefits are achieved when the employee feels the job could not have been done without them. This means they were faced with a challenge, which means, they had the responsibility and authority to take action. This environment is found in level one. Self Motivated Projects Self-motivated projects’ is the ability to start and finish what one has started. Most people, working alone, do not finish what they start. The ability to finish challenging projects is the secret to being a winner. First requirement is interest, then asking questions which inspires’ the learning process. With information, a challenge is presented and a goal set. When action is taken, the barriers of persistence, risk, fear and failure become a challenge by itself. Self-motivated projects are difficult because no one cares if they succeed, which is another barrier. This is why most people quit before they get a good start. People, who find ways to overcome barriers and hang in there, are the winners. They develop skills and confidence, which are required steps to larger projects. Team Motivated Projects Everyone can be inspired to achievement in a team-motivated environment. With a common goal, team members support each other until success is achieved. In this environment, others do care and team members are needed for achieving the goal. For this reason, team motivation is extremely powerful. The exchange of ideas, information and testing the results, adds to the motivating force. As a result, each member seeks to be a leader of quality input. Q. 6 â€Å"Fashion4now† is a famous and old magazine. The top management decides to start the e- edition of the magazine. They also decide the redefine the policies and culture of â€Å"Fashion4now† To start implementing this change, they frequently call meetings of employees. They have also formed groups at different levels to clarify doubts and explain the perspective of change. Analyze the situation in the context of organizational change and elaborate why the top management is following the discussed practices and what approach is most evident in the context. Typically, the concept of organizational change is in regard to organization-wide change, as opposed to smaller changes such as adding a new person, modifying a program, etc. Examples of organization-wide change might include a change in mission, restructuring operations (e. g. , restructuring to self-managed teams, layoffs, etc. ), new technologies, mergers, major collaborations, â€Å"rightsizing†, new programs such as Total Quality Management, re-engineering, etc. Some experts refer to organizational transformation. Often this term designates a fundamental and radical reorientation in the way the organization operates. The levels of organizational change Perhaps the most difficult decision to make is at what â€Å"level† to start. There are four levels of organizational change: First let’s describe these levels, and then under what circumstances a business should use them. Level 1- shaping and anticipating the future At this level, organizations start out with few assumptions about the business itself, what it is â€Å"good† at, and what the future will be like. Management generates alternate â€Å"scenarios† of the future, defines opportunities based on these possible futures, assesses its strengths and weaknesses in these scenarios changes its mission, measurement system etc. More information on this is in the next article, â€Å"Moving from the Future to your Strategy. † Level 2 – defining what business (as) to be in and their â€Å"Core Competencies Many attempts at strategic planning start at this level, either assuming that 1) the future will be like the past or at least predictable; 2) the future is embodied in the CEO’s â€Å"vision for the future†; or 3) management doesn’t know where else to start; 4) management is too afraid to start at level 1 because of the changes needed to really meet future requirements; or 5) the only mandate they have is to refine what mission already exists. After a mission has been defined and a SWOT (strengths, weaknesses, opportunities and threats) analysis is completed, an organization can then define its measures, goals, strategies, etc. More information on this is in the next article, â€Å"Moving from the Future to your Strategy. † Level 3 – Reengineering (Structurally Changing) Your Processes Either as an aftermath or consequence of level one or two work or as an independent action, level three works focuses on fundamentally changing how work is accomplished. Rather than focus on modest improvements, reengineering focuses on making major structural changes to everyday with the goal of substantially improving productivity, efficiency, quality or customer satisfaction. To read more about level 3 organizational changes, please see â€Å"A Tale of Three Villages. † Level 4 – Incrementally Changing your Processes Level 4 organizational changes are focusing in making many small changes to existing work processes. Oftentimes organizations put in considerable effort into getting every employee focused on making these small changes, often with considerable effect. Unfortunately, making improvements on how a buggy whip for horse-drawn carriages is made will rarely come up with the idea that buggy whips are no longer necessary because cars have been invented. To read more about level 4 organizational changes and how it compares to level 3, please see â€Å"A Tale of Three Villages. †   Some General Guidelines to Organization-Wide Change 1. Consider using a consultant. Ensure the consultant is highly experienced in organization-wide change. Ask to see references and check the references. 2. Widely communicate the potential need for change. Communicate what you’re doing about it. Communicate what was done and how it worked out. 3. Get as much feedback as practical from employees, including what they think are the problems and what should be done to resolve them. If possible, work with a team of employees to manage the change. 4. Don’t get wrapped up in doing change for the sake of change. Know why you’re making the change. What goal(s) do you hope to accomplish? 6. Plan the change. How do you plan to reach the goals, what will you need to reach the goals, how long might it take and how will you know when you’ve reached your goals or not? Focus on the coordination of the departments/programs in your organization, not on each part by itself. Have someone in charge of the plan. 7. End up having every employee ultimately reporting to one person, if possible, and they should know who that person is. Job descriptions are often complained about, but they are useful in specifying who reports to whom. 8. Delegate decisions to employees as much as possible. This includes granting them the authority and responsibility to get the job done. As much as possible, let them decide how to do the project. 9. The process won’t be an â€Å"aha! † It will take longer than you think. 10. Keep perspective. Keep focused on meeting the needs of your customer or clients. 11. Take care of yourself first. Organization-wide change can be highly stressful. 12. Don’t seek to control change, but rather to expect it, understand it and manage it. 13. Include closure in the plan. Acknowledge and celebrate your accomplishments. 14. Read some resources about organizational change, including new forms and structures How to cite Mba Human Resource, Papers

Diagnostic Products Corporation free essay sample

Diagnostic Products Corporation Sha Wu 1) Evaluate the design and the implementation of the performance bonus program at DPC. What changes would you suggest, if any? This way is a direct way: solve the problem before a customer aware, and then the customer would be happy about that. 2) Instead of using a results-control system could DPC use action and/or personnel/cultural controls? If so, what would such a system look like? If not, why not? DPC could not use action control or personnel/cultural control instead of using a results-control system like the performance bonus system. Action control is more specific than result control. It focuses on the process of the whole thing while result control is focuses on the result. To use action control, it is difficult for managers to distinguish good or bad behaviors, because the processes and jobs are so varied. Action control also may limit employees’ creativity and positive attitude. We will write a custom essay sample on Diagnostic Products Corporation or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page If the company just focuses on the process, employee would think that if he/she does a good job, they would be safe and get their salaries plus some bonus. While, the creative ideas and positive attitude may not give employees a better result, because these two have more risk than do what they do as usual. Employees would choose a safety way to work, the creative ideas would disappear. Personnel control is an assistant control in this case. The reward system partly can be seen as the personnel control. DPC cannot just use personnel control to run the whole business and to control the situation, because the system is not just to control the people, the system is an entirety, so it needs a control that can be used to control the whole entirety, otherwise, it needs more kinds of control to supply each other. Maybe a combination of action control and personnel control can be made for work. The DPC management could assign the FSEs different jobs and make action reports or job reports to see how the employees work. At the same time, DPC can serve some training courses and rewards to encourage employees and make them happy and willing to work. In all, the result control must be needed in this case, and personnel/ cultural control can be an assistant provide help to the result control. If the company wants to use action control and personnel control, it can combine the action control or personnel control with the other two, but cannot use them by them own.