Trust
Essays

¶ … HBR's "It's time to make management a true profession."

Exorcist -- What constitutes the human self, apart from the human body?

In today's education environment, the child is under extreme pressure to perform well even before the Grade 1 level. As a result of this pressure, many children may be at risk of developing emotional or even…

Effective management in the business world is what can keep companies and organizations moving forward. But when it comes to change, are companies and their workers truly ready to make the adjustments and potential…

When it comes to marketing, the action of selling something becomes more of an art. That is, it is up to the salesperson to persuade the buyer to purchase a certain object or service.

How could the principles used by IDEO in redesigning customer relations be used in other industries? In what respects is the hospital industry similar to other industries? Are any of the principles applicable…

The social view of the time was different than it is now, and there was a difference between the cultural heritage of religion and Biblical Christianity. There are examples from both sides of the argument that show America as one founded on the basic principles of Christianity – the Declaration of Independence and the Constitution being, for their time period, quite egalitarian. In the Declaration of Independence, for instance, there is a clear reference to the "Laws of Nature and of Nature's God."

An in-depth analysis of the temporary office employee industry as it pertains to recruiting and retention of those employees.

The Arnold Palmer Hospital (AHC) located in Orlando, Florida is considered one of the most efficient and patient-centric healthcare providers in the U.S. due to the customer satisfaction scores the facility receives and amount of patients the hospital sees on an annual basis. The AHC has been ranked fifth in patient satisfaction out of 5,000 hospitals and sees on average 1.5 million children and women annually. It is the fourth-busiest labor and delivery hospital in the U.S. and the largest neonatal intensive care unit in the entire Southeastern U.S. AHC has also put into place one of the most thorough and well-respected continuous improvement processes in the U.S. healthcare system. With the goal of 100% patient satisfaction, AHC has created an entire quality management and improvement organization which is now a critical part of its culture. Of the myriad of processes that AHC relies on to operate daily, one of the more problematic is the Labor & Delivery Check-In. This process is made more challenging by the continually changing status of the patient and her imminent delivery of a baby. Healthcare processes need to be contextually relevant and have comparable time and value durations as patients in order to contribute to patient satisfaction (Ahsan, Shah, Kingston, 2010). The AHC labor and delivery check-in process is one that is very complex with ample room for patient dissatisfaction given the highly intricate nature of eight different decision points. With so much complexity there is the potential for confusion in the Labor and Delivery check-in process and frustration on the part of patients. Clearly this process needs significant improvement as the initial analysis of the workflow is shown in the first part of this analysis. Following the initial analysis of the Labor and Delivery check-in workflow, the complication of dealing with a Caesarean-section birth is discussed. Third, if mothers were electronically checked in versus the manual process today, the workflows would change significantly. A second flowchart has been created to show the streamlined workflow as a result of the AHC choosing this alternative. For process re-engineering to be successful there needs to be a prioritization of customer-based goals first, followed by the selective use of technologies (Bertolini, Bevilacqua, Ciarapica, Giacchetta, 2011). The use of more automated means to check maternity patients in follows this best practices of business process reengineering (Bertolini, Bevilacqua, Ciarapica, Giacchetta, 2011).

The use of social networks as a means to screen potential employees, in addition to monitoring existing employee's lifestyles, has emerged as a common practice in many companies globally today.