Topics in the area of international management, marketing Research Proposal

Topics in the area of international management, marketing international strategic decision-making - Research Proposal Example Therefore, organizational culture and power structures have a definite say in defining the image of an organization in the international arena. The important thing is that it is this very image of an organization that constitutes a considerable part of the information required by the international collaborators and competitors. Thus, organizations operating in a globalized scenario, no more afford to be passive or ignorant about the culture and political structures coming within their scope and ambit. To facilitate effective decision-making mechanisms, it is necessary that organizations consciously decide as to what their in house culture and the resultant global perception needs to be. No doubt, such an approach leads to positive outcomes in both local and international avenues. The purpose of this paper is to evaluate and understand how organizational culture and politics influence international strategic decision-making. There is no denying the fact that an organization’s culture and political framework have a direct and conclusive say in the strategic decision-making processes. However, the extent to which organizational culture and power influence international strategic decision-making is a topic that solicits ample scholarly attention and investigation (Nwachukwu et al. 757). Till date, the popular perception has been that though corporate culture and power structures were important factors that aided the understanding of the respective working of individuals and groups employed in an organization, yet such unspoken and intangible parameters scarcely influenced international strategic decision-making (Hunt & Vitell 12). On the contrary, their existed a small but influential group of scholars who held that a formalization of the corporate values and power structures not only defined the roles of the specific employees, but had a direct bearing on the

Health Organization Case Study

Health Organization Case Study Introduction Banner Health has its headquarters at Phoenix, AZ and drives 25 hospital branches, related health services in seven states of United States. Banner Health has grown from hospital system to an integrated system including services that are provided through Banner Medical Group and Banner Health Network. Banner Health is considered as a top system in providing stable quality health to the patients. It offers physician services, home care, comprehensive services and hospice. Specialized services are offered by the organization at Western States Burn Center, Banner Alzheimer’s Institute, Banner Heart Hospital and Banner Concussion Center. The organization runs in seven states of Colorado, Nebraska, Alaska, California, Arizona, Wyoming and Nevada (Banner health at a glance, 2014). Healthcare strategies for future Banner health offers simulation education program for healthcare professionals, which is considered as a largest program in the country. This program makes use of simulators, mannequins and virtual reality programs to provide new generation method of learning. Banner health employees can perfect their medical techniques prior to attending the real patients at the facility (Simulation education at Banner health, nd). The medical director of Banner health simulation medical center, Dr. Mark Smith says that he was convinced with the fact that innovation in the current activities would definitely throw light on showing efficient and high quality care towards the patients. He reminds that demand for health services are increasing, while the resources are becoming scarce with the aging population, evolving technology and uncertainty in the health system of the country. With the help of cutting edge technologies, Banner Health is improving the services and minimizing the errors (Banner Inno vation, 2011). Simulation training is a training method that gives an opportunity for the clinical experts to practice and do mistakes in the activities which have no consequences. Therefore, the trainers can easily estimate the cognitive and psychomotor skills of the clinicians. Training also includes examining the procedural knowledge of clinician, documenting capacity, decision-making capacity, communicating with the care team and patients, and time management skills of the person (Banner Innovation, 2011). The areas considered to be improved to buildup existing health network are enhancing patient care through skills in emergency care, surgical skills, common procedures, team work, labor and delivery skills. The cardiac life support training courses of Banner health were also restored. Preparedness to handle Ebola Cases Though there are no reported Ebola virus cases in any of the places where Banner health services are present, the organization is taking necessary steps to address the Ebola virus cases, if there is any need in the community. All the branches of Banner health have policies and procedures sufficiently in form to isolate the patient who is suspected to be infected with Ebola virus. It has been an important endeavor on the part of Banner health during the past seven months to conduct special training sessions for the hospital staff with the help of infection prevention specialists. These sessions focused on preventing the virus spread (Ebola virus, nd). Large hospital rooms in various facilities of Banner health are designed to isolate the Ebola patients or patients with infectious diseases, and treat them effectively. These isolation rooms are equipped with integral infection control precautions, specific equipment and airflow. As there is a constant practice of treating various contagious diseases here, these specific rooms are always engaged in accommodating patients regularly with the same precautionary measures. The guidelines provided by the Center for disease control and prevention for the safety of the staff and other patients at Banner health facilities are considered for preparing and planning the necessary activities (Ebola virus, nd). RN Case Manager Banner Health RN case managers help in providing right care to the patients at the right time. The resources are utilized to the maximum extent to augment the quality of health services and to coordinate healthcare with RN case managers. The case management teams differ based on diverse work settings. These teams comprise of RN case manager, case management technician and social worker. The specific needs of the patient are evaluated by the case management team. The roles of RN case managers in banner health are communicating with insurance companies and acute care setting. The roles of them in banner health network are home health visits, telephonic support service, planning long term care, coordinating communication within the network and communicating with insurance companies (RN Case Manager Careers, nd). Resource management Banner health offers nurse practitioner courses to introduce leading-edge technology tools such as electronic medical records, simulation learning centers and remote intensive care monitoring. Medical innovation at banner health is considered as good as healthcare professionals treating the patients. Banner health trains the nurses to confidently and safely deliver patient care. Employing nurses here opens options for nurses to continue clinical education, tuition reimbursement, scholarships and so on (Registered nurse careers, nd). Banner medical group comprises of more than 1300 practitioners across more than 65 specialities to deliver safer and quality patient care. The medical staff is transforming patient care delivery, which can be observed in patient-centered medical home implementation (PCMH). Care planning for patients is done through PCMH by coordination, tracking and working in teams. This results in efficient and quality delivery of healthcare (Healthcare careers at Banner health, nd). Banner health provides sufficient training in business through an advanced simulation center. Competitive compensation, private housing, electronic medical records, attractive bonuses, travel allowance and stability offered by Banner health are enjoyed by the employees of the organization (Banner staffing services Banner health travelers, nd). Patient satisfaction It is the policy of Banner health to resolve complaints related to the services, healthcare or any alleged actions. Several centers of the Banner health ensure care departments that can be contacted to give any complaint regarding the patient care. Banner health centers provide certain rights for the patient, offer pastoral care, have complaint policy, provide living will, healthcare power of attorney and mental healthcare power of attorney as advanced directive, provide communication assistance for the patients, and provide access to the hospital ethics committee (Patient satisfaction, nd). Advance directives and written statements generated by the patients can help the healthcare practitioners and family members to understand what the patient actually desires (Advance directives, nd). There is a notice of privacy practices prepared in the form of a fact sheet by Banner Health to protect the confidentiality of patient information. The notice explains the way patient information is used by the organization inside and outside the campus. The notice also explains the patient’s rights towards their own health information (Privacy practices for banner health, nd). References Advance Directives. (nd). Patients Visitors. Banner Health, retrieved from http://www.bannerhealth.com/_Patients+and+Visitors/Advance+Directives/_Advance+Directive.htm Banner health at a glance. (2014). About banner health, Banner Health,Retrieved from http://www.bannerhealth.com/About+Us/Banner+At+A+Glance.htm Banner Innovation. (2011). Banner Health Innovation: Welcome to the future, Focus on Innovation, About Banner Health, Banner Health, Retrieved from http://www.bannerhealth.com/About+Us/Innovations/Focus+on+Innovation/_focus.htm Banner Health. Patient satisfaction. (nd). Retrieved from http://www.bannerhealth.com/NR/rdonlyres/16F5B8E2-5E22-4ECA-ABDF-92E62F879E01/25868/PatientSatisfactionEnglSpan.pdf Banner staffing services Banner health travelers. (nd). Banner health careers, Banner health, Retrieved from http://www.bannerhealth.com/Careers/Careers+in+Demand/Staffing+and+Travel/_BPR+BSS+Travel.htm Ebola virus. (nd). Banner Health Services. Banner health, Retrieved from http://www.bannerhealth.com/Services/Health+And+Wellness/Ebola/_Ebola+Virus.htm Healthcare careers at Banner Health. (nd). Physician careers, banner Health, Retrieved from http://www.bannerhealth.com/Careers/Careers+in+Demand/Physician+Careers/_Physician+Careers.htm Privacy practices for banner health. (nd). Patients Visitors, Banner Health, Retrieved fromhttp://www.bannerhealth.com/_Patients+and+Visitors/Patient+Privacy/_Privacy+Practices.htm Registered nurse careers. (nd). Banner health careers, Banner Health, Retrieved from http://www.bannerhealth.com/Careers/Careers+in+Demand/Registered+Nurse+Careers.htm RN Case Manager Careers. (nd). Banner Health Careers, Banner Health, Retrieved from http://www.bannerhealth.com/Careers/_RN+Case+Manager+Careers.htm?utm_source=careers-infocus-rncasemgrutm_medium=infocusclickutm_campaign=careers-infocus-rncasemgr Simulation education at banner health. (nd). Courses/Applications, Banner Health. Retrieved from http://www.bannerhealth.com/About+Us/Innovations/Simulation+Education/_Simulation+Education.htm

Mussolini’s Battle for Births Policy Essay -- Italian Government, Pol

Section A- Plan of Investigation: What was the impact of Mussolini’s â€Å"Battle for Births† policy on Italy between 1926 and 1945? The investigation will focus on economic and social impacts of the â€Å"Battle for Births†. Mussolini demanded that the Italian population grow rapidly and abundantly, without regard to the consequences that would accompany a sudden increase in population. In order to successfully investigate this question, the motives for the policy and the means of enforcing the policy, such as taxes, organizations, and incentives, will also need to be analyzed. In addition, two of the sources that will be used to support this investigation, Mussolini and Fascism by Patricia Knight and Battle for Births: The Fascist Pronatalist Campaign in Italy 1925 to 1938 by Lauren E. Forcucci will be evaluated for their origins, purposes, values, and limitations. This investigation will not include the impact of Mussolini’s â€Å"Battle for Grain†, â€Å"Battle for Land", or à ¢â‚¬Å"Battle for Lira† in relation to his â€Å"Battle for the Births†. Section B- Summary of Evidence: After World War I, Mussolini’s Battle for Births, a campaign designed to increase the population of Italy by increasing the birth rate, commenced in 1925 (Forcucci 1). Mussolini proposed, â€Å"Italy, if she is to count for anything in the world, must have a population of not less than sixty million inhabitants by the middle of this century†(Knight 67). He feared that Italy would be unable to defend herself against the surrounding populations, such as the Germans, who numbered up to ninety million, and the Slavs, who approximated up to two hundred million (Smith 160). Nevertheless, expanding the country’s population from forty million to sixty million people would be a real feat (Ho... ...particular fascist policy of Mussolini’s. Section E- Conclusion: Benito Mussolini’s Battle for Births encompassed the core of Fascist Italy. The soul of an immense fascist population is uncompromising nationalism. As a dictator, he not only seized control of economic, political, and religious affairs of Italy, but also of the social affairs, intervening with the idea of an â€Å"ideal family†. Mussolini did not manage to salvage the plummeting birth rate that tailed World War I, or to reconstruct his prized ancient Rome, or to strengthen his army with this battle. Hence, Mussolini’s failure of a policy can only claim one evident constructive outcome. It strengthened the fascist Italian woman and secured her role. The Battle for Births increased the percentage of women in the work force, turning them away from their designated and traditional roles unintentionally.

Gender Equity Issues In Secondary Physical Education Education Essay

Gender equity issues in secondary physical instructionPhysical instruction categories should be conducted jointly irrespective of gender. The origin of Title 9 manner back in 1972 required that secondary school physical instruction plans operate under the co-ed system. What does this intend? This in kernel meant that misss and male childs were required to larn together under the same environment. As such, it was irrespective of the childaa‚Â ¬a„?s physical abilities. Critics of the Title 9 commissariats aggressively conflict with their advocates reasoning that kids with physical disablements should be given particular intervention and made to larn and take part in different environments. The chief ground behind this being ; these kids are frequently slow in larning than their equals who are normal. This paper will therefore explore the mixed-gender physical instruction in secondary schools and suggest better ways of get the better ofing the challenges posed by this sort of plans. The paper will further research jobs that gender equality brings into the secondary school larning environment among the particular needs kids. Harmonizing to Penney ( 2002 ) , Title 9 prohibits sex favoritism in all instruction plans every bit good as activities. The proviso prohibits gender inequality among secondary school having federal financess. Therefore, male childs and misss are meant to larn under the same acquisition environment regardless of their particular demands. This proviso has so been overtaken by clip and should be revised. The demands under Title 9 have conflicted with the beliefs and patterns of people. For case, in Islam, male childs and misss are non allowed to sit together allow entirely be subdued under the same acquisition environment. The cultural and spiritual struggle that this proviso has brought will be hard to allow travel ( Kirk, MacDonald & A ; O'Sullivan, 2006 ) . Adaptations will necessitate to be given particular consideration in physical instruction. This is because, kids in secondary schools with particular demands learn and take part at different rates compared to those without. These kids can non be lumped together with the normal pupils. Particular needs pupils in secondary schools will therefore necessitate a instance by instance attack to guarantee that they win in their academic enterprises. Harmonizing to Woods ( 2007 ) , physical pedagogues face many jobs. One of the most marked jobs is overcrowded larning environments every bit good as deficiency of adequate installations. This is likely to impact the gait of larning for the pupils with particular demands. Physical pedagogues insinuate that particular needs pupils require a separate well equipped larning environment to enable them hold entree to most of the installations that their status calls for. Therefore, seting male childs and misss with particular demands to larn and take part with pupils who do non hold any particular demands is so endangering their really future as they will be slow to larn and therefore reduce their opportunities of success. In add-on, physical pedagogues face a challenge on how to learn the pupils with particular demands among those without. Their attack is usually to learn both pupils under the same acquisition environment, so individual out those with particular demands and learn them individually, an activity that is usually painstaking. In the recent yesteryear, there has been a ruddy qui vive in relation to the mode in which male childs and misss with particular demands are assorted and taught with the other kids who are considered to be normal ( Kirk, MacDonald & A ; O'Sullivan, 2006 ) . Critics suggest that this may compromise the rights of the particular demands kids in physical instruction aspects. The consequence of this has been a time-crunched instruction agenda for the physical pedagogues. When the Title 9 came into consequence, it was meant to restrict or cut down favoritism of kids with particular demands every bit good as eliminate gender biasness. However, with the challenges faced by the physical pedagogues, it is apparent that misss and male childs have different physical instruction demands. This is more so if they are particular needs kids. Physical pedagogues should therefore seek ways of turn toing these demands individually other than chunking them together. Does the direction given to the male childs differ from that given to the misss? The reply to this under the current physical instruction plan is decidedly, no. nevertheless, there are many challenges faced by the physical pedagogues including varied responses among misss and those with particular demands. Gender dealingss in the secondary school environment frequently dictates the sort of instruction patterns that the physical pedagogues are likely to use. Presently, the biggest job lies in the instruction patterns that are used among these kids every bit good as the equity in gender. Harmonizing to Schwab and Gelfman ( 2005 ) , there are serious equity jobs among assorted gender categories. There are many activities that both genders perform otherwise. This makes the demand for male childs and misss to be taught under different environments, lest the gait of presenting learning content for the physical pedagogues is greatly affected. Students with particular demands required particular attending. Title 9 does non nevertheless supply for this since it generalizes that secondary school pupil should all larn and take part under the same given environment ( Klein, 2007 ) . The consequence of this is that the pupils with particular instruction will non be able to execute better or larn efficaciously due to miss of the needed installations every bit good as the contributing acquisition environment. The deductions of Title 9 are legion. First, physical pedagogues are exposed to the likeliness of physical hurt to the pupils. Subsequently, this may take to judicial proceeding as the pupils will seek a legal suit against the instructors. The physical pedagogues will hence be held apt for any negligent hurt suffered by the pupils. Furthermore, pupils are likely to larn actively if assorted. This is a positive property to the commissariats of Title 9. Physical pedagogues are frequently at undertaking seeking to guarantee just bringing of the learning stuff for physical instruction among the pupils. Possibly the other deduction of Title 9 commissariats is that pupils will be able to larn under similar learning conditions therefore increasing their opportunities of interaction and perchance assisting each other ( Hayes & A ; Stidder, 2003 ) . This will hike their learning chances every bit far as physical instruction is concerned. Therefore, the commissariats of Title 9 aid advance gender equity while at the same clip disfavoring the particular needs pupils in secondary schools. It frequently puts much force per unit area to the physical pedagogues to present their instruction course of study with much equity excessively. The consequence of this is that the physical pedagogues are likely to wound the secondary school pupils and therefore set themselves at the hazard of judicial proceeding originating out of their alleged carelessness.

External Communication Audit Essay

Social media applications are being used every day by people all over the world. These applications such as Facebook and LinkedIn are even used by employers to generate potential personnel. These two sites both provide businesses with information they need to better their impression of the applicant. As kids in college look for jobs some don’t understand that what you post can hurt you in an interview process. â€Å"56 percent of employers said that they were likely to check out the social media presence of potential employees† (Protalinski). This statistic shows that it really does hurt you if you have inappropriate pictures on your social media sites. Overview: Facebook – Social media has been around for a long time and in 2004 the world was introduced to Facebook. It was created by Mark Zuckerburg along with the help of a few of his college friends who also attended Harvard. At first it was only available to Harvard students and moved to a few other college campuses. This was not just a website for people to meet and communicate over the internet; it was also a chance to get a closer look at businesses. In 2007, there were more than 100,000 business pages allowing companies to attract potential customers and tell them about themselves. Facebook took off and in 2011 over 350 million users accessed Facebook through their mobile phones. LinkedIn – LinkedIn was founded in December 2002 by Reid Hoffman and launched in May 2003. LinkedIn is considered a business-oriented social media service that allows you to add business connections to your contacts, find potential jobs, search companies, and even add a resume. This type of socia l media is benefited by not having the ability to add inappropriate photos to hurt your chances in an interview. Having a more resume format allows potential employers to view your past work, applied skills, and education. Project Goal: Facebook – When you apply for a job most companies now-a-days will do a  background check on you before giving you the job. This means they can look at your Facebook page at any moment. Whether that’s because you have embarrassing photos or if you have posted comments that the company views negatively. Many people lose their jobs over a Facebook issue; Caitlin Davis was the youngest NFL cheerleader for the New England Patriots and in 2008 after a picture of her was posted to Facebook she was fired just six days later. The photo was of a guy passed out after a Halloween party and Caitlin was holding a marker, acting like she was drawing on him. This is just one example of how Facebook can be damaging to your career. It also is not just about pictures Facebook allows you to post comments and those too can be more damaging than any photo. Once you post a comment it is out on the internet anyone can see it and must of the time people are insensitive to others and can be very cruel on Facebook. I have read numerous fights between people where they are being completely rude and crude to other people’s feelings. Facebook give its users the ability to like bands, companies, and social figures. Going through interview employers can look at these likes, which means if you have liked any inappropriate figures they can be viewed. An example would be an underage student liking the pages or alcohol companies or illegal drugs can hurt them in an interview. LinkedIn – LinkedIn gives people the ability to set up a professional social media site that helps them create a professional network. Creating and establishing a successful network can help immensely in finding a job. Through the LinkedIn profile you can connect with other professionals and it will show them your interest. Having applied skills in certain fields will give you an advantage when employers are looking over applicant. LinkedIn allows your connections to endorse these skills, which means they have been proven of those skills. Many employers look at references of an applicant and LinkedIn allows connections to post a reference statement, this eases this process. Only being able to upload one main profile picture reduces the risk of having any inappropriate pictures. Conclusion – The better social media site for a business setting is LinkedIn. With a resume formatted profile it allows potential employers to better understand their applicant or even search for employees. More recruiters  look at LinkedIn to hire people than any other social media site. A point that we want to emphasize is that people, especially college kids need to clean up and watch what they post on Facebook. Employers will view your profile content whether you let them or not. LinkedIn is more popular in the business world and students should start to build this profile and network as they prepare to graduate. References Bersin, J. (2012, May 21). Facebook vs. LinkedIn – What’s the Difference?. Forbes. Retrieved April 26, 2014, from http://www.forbes.com/sites/joshbersin/2012/05/21/facebook-vs-linkedin-whats-the-difference/ Facebook vs LinkedIn. (n.d.). – Difference and Comparison. Retrieved April 26, 2014, from http://www.diffen.com/difference/Facebook_vs_LinkedIn Protalinski, E. (n.d.). 56% of employers check applicants’ Facebook, LinkedIn, Twitter | ZDNet. ZDNet. Retrieved April 26, 2014, from http://www.zdnet.com/blog/facebook/56-of-employers-check-applicants-facebook-linkedin-twitter/7446