All work should be original, if adding direct quoating, please cite and include intext citations all work in APA style. Can not use "wiki" for references.
Unit 6 and 7 is due this saturday, however to provide and give you more and ample amount of time to complete the whole overall requests in this bid, you can complete unit 8 by next (Wednsday Jan 7th).
Unit 6 HOMEWORK:
Using the link found in the COMPLETE section of the Systems~n~Practice website, fill out and submit the following forms:
Organizational Productivity Questionnaire
1. Your Company's T-Box
Use the boxes below to illustrate the input, processes, and output produced by your organization.
Name of your organization:
2. Inputs + Processes = Outputs
Provide 3 inputs for you organization, provide the processes of your organization, and provide the outputs of your organization.
3. Organizational Productivity Questionnaire
Identify options that can improve organizational productivity.
Can your company acquire higher quality materials or find a more reliable or less expensive supplier. If so, list in the provided space.
List any technology element (software or hardware) that holds potential to increase organizational productivity.
List and briefly describe any manual process currently performed by human labor that can be automated or should be outsourced.
Unit 6 initial Discussion question and student response (100 words minimum):
Present and discuss the primary improvement opportunity you’ve discovered during the completion of the Organizational Productivity Questionnaire?
Acquiring funds for education seems to be the largest issue we have. Without the funds we are left with minimal educational tools. The expenses of accessing technology to be used in the classroom can be far beyond the capabilities that many budgets in the school system can handle. This younger generation enjoys learning from a technological point of view. Many students that are using technology are more fully integrated in classroom activities and cause fewer distractions (Torreno, 2012). If we don’t find more ways to capitalize on this type of educating, we may see more success from other countries while watching our own country plummet in educational successes. From a personal view point, I would not be in school today if it weren’t for the conveniences of the technology that allows me to take online classes.
Torreno, S. (2012). The Benefits of Assistive Technology in Schools. Bright HUB Education.
The primary improvement opportunity I discovered during the completion of the Organizational Productivity Questionnaire, is being able to eliminate some manual costly processed being used. Having high volume manual processing is slow and costly, and it can lead to high error rates and inconsistent results of work. Speaking from experience and working with a company that invested in building a automated system specific to our work, has enhanced our ability to perform work in a timely and accurate manner. It has also offered solutions that has stream lined our departmental procedures, eliminating from needless errors and expenses. You are also correct in saying, these processes has given us an efficiency and we are rewarded by more work, which means a term we all love to hear job stability.
Unit 7 HOMEWORK:
In the Complete section, you will conduct a self-assessment: what level of performance results from your personal multiplication of capability, motivation, and support system? You may not be able to change the aptitudes and talents you were born with, but you can expand your knowledge base and learn new skills through training. How proactive are you in helping your manager or your employees identify the training and development opportunities available to transform capability into ability? How is your motivation? Do you wait for your employer to provide some external incentive to try to improve your performance? Should you be more proactive in identifying what motivates you and then communicate that to your own manager? Do you involve your employees in designing your incentive program? What support system is available to you and your employees? Do you take full advantage of it? What do you do to improve the support system for your employees? Can you think of a specific tool, equipment, or policy change that could help improve overall productivity?
Pf(c * m * ss)
Assign yourself a score for each of the considerations below, then fill out the equation at the bottom of the page.
Complete a self-assessment of your capability in terms of:
> Knowledge of job duties
> Communication skills
> Technical skills
> Any other skills needed to perform your job
Assign yourself a Capability score from 1-10:
Assign yourself a Motivation Score from 1-10:
Support Systems - "Empowered To"
3. Consider the following questions in evaluating your organizational support system: do you have reasonable access to
> Supportive policies and guidelines
> Needed space and equipment
> Sufficient IT support
> Additional helpful tools
Assign yourself a Support System score from 1-10:
4. Capability Score x Motivation Score x Support System Score = Productivity Indicator
Use this formula to calculate your Productivity Indicator.
Unit 7 Initial Discussion and response (minimum of 100 words)
1. Describe your company’s incentive program (if any) and briefly discuss its overall effectiveness.
2. Then, after completing the Performance Analysis Form, present and discuss what you believe to be the one change (if implemented) holds the most promise to improve employee performance and increase productivity in your department?
The incentive program in an education setting is so different than that of a typical company. Much of our incentives are personally achieved. We tend to acquire these incentives by watching our children obtain their incentives. However, the administration award teachers with ice cream parties for those with the best attendance and pizza parties for classes with best test scores.
Working in education we are restricted to rules and guidelines. Many in which are the best for the students. However, working in special education can be a challenge on several levels. These children are often times tested on the same level as your general education children. We are capable of helping each child strive to their best ability, but the ability for us to set these testing guidelines for the children in the special education classes to be tested on an individual level is out of our control. The internal motivation that our administration provides is a strong backbone to our work at the school. External motivation is generated mostly by parent support in which is steadily available. The support system we have at our school is very efficient. We are not limited in many areas and actually much more blessed than most educational settings around the United States.
I feel that maybe the best way to improve employee performance and increase productivity in our department is probably the one area in which is not taken advantage of the most. This is a better incentive program for the teachers. Although, I feel we are more than lucky to have a paying job and that should be incentive enough. This might help others who need that extra push to do better.
Our company incentive program is based on performance dealing with quality and assurance. As I have mentioned in a previous answer, a productivity tool that we use plays a big part in measuring numbers for us. From the start of our a regular work schedule, this tool is like a clock ticking to see how many transactions you process within each how. For my particular work I run automated items, by using data bases and macros. My goal has been set at running 250 items per hour. This goal is obtainable and works in a simplistic method. This means I may have a day were I receive hundreds of items to automate, and then a day were I'm just barely scraping that is rather slow. So the main goal within the goal itself, it to by the end of the have everything even out at the end of each month. This pay for performance is also based on how well you have executed quality and quantity. The less error made and the more work completed, determines a departmental bonus, which is broken down for managers and associates. With being stated our work depending on well is done, determines our supervisors bonus. So basically not only is it an individual effort, at the end of year it is what you have done a department team.
The one change I believe implemented this year that held a promise to improve employee performance are implementing the fun at work activities. These activities were put in place to raise moral and incorporate fun in a working environment. In our working environment we set aside 2 to 4 hours a month do participate in fun activities sometimes off site. These activities would are things like a game of blind bowling or fact or crap on site. Off site would be like leaving the office and going on a small field trip, in which we had an opportunity to visit the US Mint here in Fort Worth. We all learned how and one place where our currency is made, very interesting an befitting working the banking field. These fun activities did bring moral and as a result employees liked coming to work with good attitudes, therefore work is getting done in quantities and quality because they cared about their performance reflecting the company as a whole.
Unit 8 Homework:
System & Structure Analysis
This form accounts for 25% of the final grade and is the equivalent to the final paper for the course. Make sure you cover all the elements required in each of the seven sections below. Answer the questions in Word, then copy and paste your responses into the proper fields on this form.
Introduction & Background
St. Jude`s Children`s Research Hospital is a non-profit healthcare provider founded in 1962 by actor Danny Thomas. Located in Memphis, Tennessee, St. Jude`s has affiliate hospitals in Illinois, Louisiana (2), Alabama, and an additional affiliate in Johnson City, Tennessee. St. Jude`s focuses on what are called ~catastrophic~ childhood diseases, especially cancer. St. Jude`s provides healthcare to over 4,900 children each year regardless of their ability to pay making it unusual in the healthcare industry where the cost of treatment typically outpaces inflation. For families with insurance, St. Jude`s accepts whatever payment is made by the insurance provider as payment in full. Children who have no insurance are treated without cost. In addition to providing care to children from many countries, St. Jude`s is a world leader in research in pediatric catastrophic diseases. All children treated at St. Jude`s are enrolled in one of the hospital`s research studies. St. Jude`s also offers assistance to patients whose physicians are unable to diagnose their illness. In 1996, a St. Jude`s researcher, Dr. Peter Doherty, received the Nobel Prize for Medicine for his groundbreaking work in immunology. St. Jude`s is supported by charitable contributions, federal grants, insurance payments, and its own endowment.
1. In the box provided, write an overview of the organization including the types of services and/or goods produced and the industry in which it operates. Give a brief history of the organization, where it is located, when the organization was founded and major events in its history. Remember that any information you retrieve from an outside source, whether paper or electronic, must be cited in APA format.
2. Recent Trends in the Industry
The two most significant trends in the healthcare industry are increasing costs and a shortage of healthcare workers. Since St. Jude`s accepts payment in full based on fees determined by insurance companies, who have an incentive to contain costs, efforts to reduce healthcare costs mean a reduction in the payments St. Jude`s receives for services. St. Jude`s is a charitable organization and supplements these payments with fundraising efforts and management of its endowment. St. Jude`s is also a consumer of healthcare products used in the treatment of patients. As such, when healthcare costs increase, St. Jude`s costs increase as well. The shortage of healthcare workers means that St. Jude`s must recruit aggressively in the labor market to hire the best caregivers and researchers.
Here, discuss the industry in which the organization operates. Include significant recent trends in the industry or environmental factors that have affected your organization (such as higher fuel prices for a trucking firm). Potential factors include government regulation, new competitors, substitute products or new technologies.
St. Jude`s has a Board of Directors who appoint the Chief Executive Officer who is W. Evans. Three executive vice presidents report to Evans: EVP Chief Medical Officer (J. Mirro), EVP Scientific Director (J. Downing), EVP Chief Operating Officer (J. Nash). There is also an Administrative Director who reports to the CEO. Each administrative department has a director who reports to the Administrative Director. Each department director has between three and 15 supervisors who directly manage the hourly or professional workforce (~Organizational Chart,~ 2007, art.10.005). In the Purchasing Department, the director is John Smith, who has three supervisors, one for each of the major areas (Medical Supplies, Food and Hospitality Services, and Janitorial/Maintenance). There are two clerks assigned to each area who directly process purchase orders and coordinate bids, if necessary.
Provide a narrative of the departmental structure based on the structure analysis you completed earlier in the course. Discuss the interconnectedness of the department with other departments in the organization. Remember to cite the sources of any charts you acquired from other sources.
System of Operations
Mission - The mission of St. Jude Children`s Research Hospital is to advance cures, and means of prevention, for pediatric catastrophic diseases through research and treatment. Consistent with the vision of our Founder Danny Thomas, no child is denied treatment based on race, religion or a family`s ability to pay.~ (http://www.stjude.org/media/0,2561,453_2139,00.html, retrieved September 9, 2007) St. Jude`s mission requires that it engage in cutting edge research activities that involve both basic scientific research as well as applied research that specifically focuses on developing and implementing treatment plans. Danny Thomas`s vision for the institution was that no child would ever be turned away because of the ability of his or her parents to pay for treatment, or because of race, nationality, sex, or religion.
Goals and Objectives - The three major goals of St. Jude`s are to lead the way in pediatric cancer prevention and control, increase cure rates in the US from 70 percent to 90 percent for the major forms of cancer, and unfaltering commitment to excellence across every aspect of our enterprise (~Strategic Plan Unveiled,~ 2006). To support the goals, one objective is to complete development of the Cancer Prevention and Control Program and the ACT Clinic. Other projects support attainment of these goals such as the human genome project, pharmacogenomics, biotechnology and informatics.
Present and discuss the mission statement of the organization in a narrative. You should quote the mission statement and cite the source in APA format. This section should expand on the statement to include discussion of why the organization chose this as its mission and if the majority of employees know and believe in the organizational mission.
Goals & Objectives
Provide a narrative of the major goals of your organization as well as the specific objectives of your department. This should include discussion of how these goals and objectives help the organization achieve its mission and an overall assessment of the clarity and effectiveness of such goals and objectives.
Throughout the course, you have identified several opportunities for improvement in the areas of communication network, organizational structure, physical layout, work processes, organizational productivity, and employee performance. Below is a list of questions that will help guide you in identifying specific opportunities in each of those six areas. List each answer fully and completely. Please make sure to complete the read and attend sections before attempting to complete this form.
Areas for Improvement
Communications: One potential area for improvement in the area of communications is to focus on interdepartmental communications and the timeliness of communications between departments. Sometimes it can be weeks before a decision in one department is communicated to another. One possible solution would be to have monthly staff meetings where each department communicates decisions that affect other departments.
Structure/Physical Layout: Currently, several employees are under treatment for repetitive motion injuries. These injuries could be avoided if the current chairs at workstations were replaced with ergonomic chairs. This would reduce the number and severity of injuries.
Work Process Analysis: As the Accounts Payable Department, we are responsible for paying St. Jude`s bills in a timely manner. The current process requires that a department obtain a purchase order number from the Purchasing Department, place the order, and then forward the information to Purchasing. If the Purchasing Department were responsible for placing the orders, it would not be necessary for the department making the purchase to communicate twice with Purchasing.
Organizational Productivity: The software program that St. Jude`s uses to maintain its accounting system is out of date. The program was originally written by programmers at St. Jude`s in the early 1990s. Commercial packages are available that are more efficient and do not require programmers to maintain.
Incentive Program: Currently, there is no incentive program at St. Jude. There are programs in which employees are recognized such as `employee of the month or employee of the year,` but that is not an incentive program. Due to the limited population in the clinical research ladder, a workable incentive program is difficult to develop. An incentive program that provided financial incentives for progress toward organizational goals would improve productivity and morale.
Employee Performance: One of the most common reasons why employees leave St. Jude`s is because they experience high levels of stress due to the nature of the work. If St. Jude`s provided training in stress management, employees would be more productive and less likely to leave.
What is your assessment of the health of the communication network within your organization? List any opportunities identified during your assessment.
7. List any discovered opportunities to improve the structure or physical layout of your workplace.
8. List the top recommendations discovered while completing the Work Process Analysis form.
9. Here, list and briefly describe the top recommendation reached while completing the Organizational Productivity questionnaire.
10. List and briefly discuss any opportunities to improve the current incentive program.
11. What was the top recommendation to improve the performance of employees within your department?
Top 3 Improvement Opportunities
Communication between the Accounts Payable department and the Purchasing department is a critical issue. When a bill is received, if it does not match the purchase order, the vendor must be contacted and the bill researched. In some cases, the error is on the part of the vendor. But in about half of the cases, the error is our fault. In fact, it is not an error at all. Many times, after a purchase order is approved, the Purchasing department makes changes to the order that are not updated on the purchase order. The hospital`s policy permits these changes as long as they do not exceed 10% of the purchase order, but the purchase order is supposed to be updated. Also, there are cases where a bill is paid even through it does not match the purchase order. During the annual audit of the hospital`s financial records, auditors cite this as noncompliance. Solving this problem would reduce errors and save considerable time as well as ensure that the hospital`s bills are paid on time. Ergonomics represent another highly promising area for improvement. Currently, the workstations in the Accounts Payable department do not include relatively common improvements such as lowered keyboards, repositionable chairs, and better designed workstations. The third possible area for improvement is organizational productivity. St. Jude`s employs 2 computer programmers just to maintain the accounting software. If a commercial accounting program were purchased, these employees could be reassigned to maintain other programs. Since it is difficult to recruit qualified programmers, this would enable St. Jude`s to use its human resources more efficiently.
After completing the previous section, rank the top three opportunities based on their value to the organization, the feasibility in terms of implementation, and the consideration of your own role within the organization.
Unit 8 Initial Discussion question and classmate response: (minimum of 100 words)
Briefly introduce your chosen organization and discuss the major trends of the industry in which it operates. This should include the name of organization, brief (one paragraph) history of the organization, core business, and major trends in that industry.
|Due By (Pacific Time)||01/03/2015 05:00 pm|
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