Get help from the best in academic writing.

Is Wal Mart Good for America? Essay.

Wal-Mart was started in 1962 as a discount store in Arkansas. The company began trading on the NYSE in 1972 after being traded on OTC Markets since 1970. The company quickly grew to over 270 stores in 11 states by the end of the decade. In 1983 and 1988, Wal-Mart opened its first Sam’s store and its first Wal-Mart Supercenter respectively. Wal-Mart became an international company in 1991, with the opening of its first Sam’s store near Mexico City. Wal-Mart employs 1.6 million people, services 138 million customers weekly, and claims $312.4 billion in annual sales. Since becoming a giant in the industry, the company has faced many legal issues and much criticism. These legal issues have spanned from underpaying employees to international trade disputes. Despite its global success, these problems have caused many businesses and consumers to ask just how good Wal-Mart is for America. Imports and Exports Wal-Mart purchases the majority of their products from China in order to keep their cost of goods down, which results in lower prices for the consumer. Wal-Mart alone is China’s eighth-largest trading partner. With over 70 percent of Wal-Mart’s products made in China, it accounts for 10 percent of our annual trade deficit with China. The cost of manufacturing goods in China is much less, so the goods can be sold in the United States for less. The labor laws in this country are very different from the US in many ways. Chinese factory workers are often underpaid, work in unsafe conditions, and are verbally abused. Wal-Mart and other suppliers take full advantage of these harsh working conditions and mistreatment of the factory workers. Wal-Mart pushes its suppliers to lower their costs, generating sweatshops in which young workers are forced to work long hours with very little pay. America as we know can’t afford to sustain a $200 billion annual trade deficit to China, but Wal-Mart drives that deficit. We can’t afford to subsidize the heath care cost of the largest employer in the country. According to The Washington Post: Wal-Mart also exploits taxpayers, for it is what Ronald Reagan would denounce as the leading corporate welfare queen. It’s estimated that Wal-Mart’s government subsidies total a whopping $2.7 billion, or $2,100 per employee. An internal memo to the board leaked recently reported that “our [health care] coverage is expensive for low-income families, and Wal-Mart has a significant percentage of associates and their children on public assistance.” In fact, nearly one-half of the children of Wal-Mart employees are either on Medicaid or have no insurance at all. In 1992 Wal-Mart’s stock plunged and the company started importing merchandise from China with a high mark-up. The margins were 60%-80% on imported low-cost Asian imports. Wal-Mart then advertised these goods at a lower price point than its competitors. The low price points are the bait to lure customers into the store. Not all of their items in that particular department are the lowest price in town. This price point strategy was extremely effective and helped move Wal-Mart to the top of the retail food chain. Arthur Charles Fishman, a local business owner in Lodi, California believes that Wal-Mart had a drastic effect on the way he and other small business owners conduct business. He refers to this as the “Wal-Mart Effect”: When Wal-Mart comes to town, bringing its lower prices, it forces its competitors to lower theirs. Wages at these businesses must drop in order to compete. Buying habits are changed, and once viable businesses are now in jeopardy. Because of its sheer size, it is able to force its will. There is often a sense of foreboding that comes with this new retailing. The Wal-Mart economy describes the nagging sense that there might be some unseen but terrible cost to be paid for “always low prices.” The Wal-Mart economy is a place where the jobs are traps: low wages, miserly benefits, stultifying work, no respect, no future. In the Wal-Mart economy, we as consumers often buy too much just because it’s cheap. We are slaves to our own impulse for a bargain (Fishman 9-10). Problems
Inver Hills Community College Biblical Stories from Callings Discussion Paper.

PART 1:undefinedSelect three of the biblical stories from Callings. (PDF Article attached)undefinedAnalyze each story in terms of the following:undefinedWho was called?undefinedBy whom was the call issued and through what means?undefinedTo what was the individual called? To a task? To a job/position? To a perspective or belief? (These categories are not mutually exclusive)undefinedWho/what benefits from a response to the call?undefinedHow does the call fit into the larger plan of God at work at the time of the call?undefinedCompare the stories.undefinedHow are the stories similar?undefinedHow are they different?undefinedSynthesize the above data into a concluding statement.undefinedHow do these stories illustrate a biblical concept of calling?undefinedWORD COUNT: 300+undefinedPART 2:undefinedCreating a Calling CardundefinedA business card not only provides information; it also gives a sense of the purpose and mission of the company and the owner of the card. For this assignment, you create a personal calling card (I apologize if you hate puns). The card is your personal card (your name on it) and should reflect your sense of purpose and calling at the beginning of the course. You will make additional versions throughout the course.undefinedPlease create a two-sided personal calling card in digital format (.jpg, .png, or .pdf). The card should be sized 2 inches by 3.5 inches. I expect you to use color, graphics and/or a logo, and text effectively to convey your sense of self. In lieu of an address and phone number, use email and/or social media links.undefinedFor ideas, see: general design help:undefinedPrinciples of design:undefined principles of design:undefined and fonts:undefined to submit one copy of your two-sided card into the assignment location and a second copy into the first discussion thread for this module.PART 3:undefinedComplete the “Calling Card 1” assignment and post both sides of your card into the first thread for module 1. Provide no more than one paragraph of explanatory description of your card. Then post a reply to three other cards analyzing how each reflects the person’s purpose(s) and calling.undefinedBe sure to employ the definitions for “purpose” and “calling” provided by Building Your Knowledge 1. Also, select for analysis cards that have few or no analyses posted to them.undefinedWORD COUNT: 300+undefinedPART 4:undefinedIdentify two of the questions from the reading that are most interesting to you and then explain why they are so interesting. Then, in the second paragraph, discuss in general the practice of looking to the past for guidance in the present. Do you find doing so helpful or problematic? Why?undefinedRubric:undefined-Makes clear the sense of purpose and/or calling of the card holder.undefined- Attractive, eye-catching graphics or logo; excellent use of design principles.undefined- Information provided and typography chosen clearly and concisely convey the essence of the assignment.undefined- Exceptionally attractive and eye-catching, easy to read, text and graphics well placed.undefined- Addresses all components of the thread in depth with supporting documentation.undefined-Addresses all components of the thread in depth with supporting documentation.undefined- Addresses all components of the thread in depth with supporting documentation.undefined- Ideas are communicated eloquently and thoroughly. Specific examples/resources are provided to support ideas and opinions. Additional resources or application of the discussion topic are provided.undefined- Weaves more than one level of analysis throughout all posts. Fully explores, explains, and expands upon the issue(s) under discussion. Comments are based on appropriately cited sources. Connects to other relevant issues, material, experience etc.undefined- No spelling or grammar errors. Writing is clear and concise. Postings have obvious logical/sequential organization. All posts are made on a timely basis.
Inver Hills Community College Biblical Stories from Callings Discussion Paper

Mathematics homework help. This paper will guide the student in exploring beliefs, values, and experiences with and about families and especially about the student’s own family. By writing about one’s own family each student can critically examine beliefs they hold,Exploring beliefs, values, and experiences with and about families,This paper will guide the student in exploring beliefs, values, and experiences with and about families and especially about the student’s own family. By writing about one’s own family each student can critically examine beliefs they hold about, families, and how those beliefs might influence her/his interactions with clients.,The paper should be 5 pages in length, excluding title and reference pages. Papers should be type written, double spaced, 12-point font, 1 inch margins., It is not required that you use references in this paper, but if you do make sure to cite them correctly (APA 6th ed.) and include a reference page., It is appropriate to write in 1st person when writing a reflection paper (it’s ok to use words like I, me and my).,Format the paper as follows:,Section 1,Explore your beliefs about families in general.,What do families represent to you?, Do you believe that families of different religions, races, socio-economic classes, non-traditional families, etc. differ in any significant ways?, What is the role of the family?,Think critically about your own views on family. This section should be approximately 1 page in length., , Section 2,Explore your own experiences in your family., Think critically about how those experiences shape how you view families today., Examine how those experiences shape how you view families that are similar or different to your own family. This section should be approximately 2 pages in length., ,Section 3,Firstly, explore how your own experiences within your family might impact the way you interact with your clients., Secondly, what is some strength you draw from your family experience?, Further, what are some weaknesses?,In conclusion, do you have any bias or preconception that you need to be aware of when you work with clients? This section should be approximately 2 pages in length.,Attachments,Click Here To Download,Mathematics homework help
A look into the current situation at Nokia. Abstract: This paper looks into the current situation at Nokia a company that deals in the production of mobile phones as well as mobile software that are intended to run on. The current workforce at the company has been facing the challenge of lack of innovation in and requires a diagnosis and recommendation of the problem that the company is facing. The lack of innovation in the current world situation is detrimental to the company since it requires innovative employees so as to ensure that it is in line with technological advancement in the world today. As the world is moving forward and making major technological advancements companies like Nokia need to be innovative so as to stay ahead of the pack. The lack of innovation will lead to other companies taking up a greater share of the mobile phone industry meaning that Nokia will lose a lot in terms of capital and investment. This paper looks at the problem at Nokia, the possible causes of the problem and also suggests recommendations on how to deal with the problem of lack of innovation at the company. Introduction: Innovation in a working unit of employees can be defined as the act of starting something new for the first time, it is the act of coming up with a product that the world has never seen before or coming up with a product that easily solves the problems that the world is facing. Nokia needs to innovate and come up with a product or a series of products that have yet to be implemented by any of its competing organizations. Creation of a new product may be as a result from a study, experiment or even current problems that are facing the world. Innovation can be said to be the brain child of creativity of the company and its employees. In order to have innovation in the company proper motivation of employees is needed so as to be able to promote proper innovation in its employees. The company’s employees must have a clear guideline and understanding of what innovation is and what it entails and what constitutes innovation. The company and its employees must first brace the benefits that come with innovation. These are discussed below: Benefits of promoting innovation at the work place: Promoting innovation in the team has great benefits for the team of employees as well as the company. Promoting innovation increases curiosity in the company’s team of employees since it expands their thinking capabilities and lets them think outside the box. Innovation nurtures a character of wanting to know more so as to solve a problem. This is critical because curiosity leads to the team trying out and playing around with new ideas and concepts, this contributes highly to the learning process. Promoting innovation leads to increased productivity of the team. This can be through positive competition within the team. Promoting innovation leads to the team building and cohesiveness. The team acts as a single unit in order to meet the goals of innovation that have been set. Promoting innovation will increased employee motivation and morale. Promoting innovation encourages the team with passion in undertaking their tasks. Innovation leads to the team having more praise other than criticism and these increases and boosts the team’s spirit when facing a problem. (Rafinejad D. 2007) Promoting innovation in a team also has great benefits on not only the team members but also to Nokia as a whole. Nokia benefits greatly by being the first organization to take a product or service to the market before any of their competitors. Innovation gives Nokia an edge over its competition. By being the first organization to take a new product or service to the market Nokia gains a large market share. Due to having a large market share and increased team productivity Nokia benefits by the increase of profit margins. This in turn increases the share price of Nokia. Innovation also leads to increase in shareholder dividends due to the increased profit margins of the company. Innovation will increase the overall production of Nokia by having a highly motivated team. (Prather. C. 2001) Problems that lead to lack of innovation at Nokia: The lack of innovation is a dynamic constraint that affects the company. So as to solve the menace it would be important to first ask ourselves the question where does the problem lie? The company and its employees must understand the underlying problems that are leading to lack of innovation. Employees at Nokia also lack motivation and morale to develop any new products. Motivation is described as the mental push or pull that stimulates the company’s workers towards a certain desired action that will lead towards the achievement of innovation goals. Employee enthusiasm directly affects an employees work input and output of an employee. Innovation requires a lot of employee effort and Nokia is facing the challenge of ensuring that it constantly motivates its employees so as to allow the company to operate at optimum efficiency. As discussed innovation is a direct effect of work output and input and it is greatly influenced and affected by motivation. Especially in the kind of volatile global market that companies like Nokia are dealing with. It is important for the employees to be well motivated so as to make sure they are innovative. Nokia needs also to look at building a team that works because it is important for employees to work together so as to ensure that they are innovative as well as productive. The recent financial meltdown that the world has brought about an increase in the prices of materials and production of new products, the company lacks enough funds so as to promote and nurture innovative ideas at the work place. The prices of energy, resources and labour have all shot up and the company is having problems trying to produce any new products in the market. The company is facing a very hard time trying to produce goods for its market in the United States let alone the global market. The company is on the receiving end of unfair competition from other mobile phone manufacturers for example Samsung who are operating in China which offers better market conditions as well as reduced cost of production. Without enough funds the company cannot come up with any innovative products for the current market since Nokia would be forced to make the cost of their product so high that customers would opt for other brands. Recommendations: How to foster innovation in employees: In an effort by the company to promote innovation Nokia could adopt a few strategies which encourage the team members to be as innovative as possible. The company needs to set up a team that will champion innovation in the organization. The team should lead the way for other employees. So as to increase innovation Nokia must first select the suitable employee team to tackle the problems at the organization. The team member should be selected and employed in a free and fair manner and it should only contain people who are qualified in the particular field that Nokia is dealing in. the team selected must include young and energetic people who are willing to learn fresh ideas and who are willing to take risks as well as being ready to branch away from the norm products that Nokia produces. The organization must select a competent team. It must ensure that employee dynamics in the team selected are good so as to increase the productivity of Nokia. The most important part of an organization is its employees. The employees should work together towards a goal. Employee diversity is a major setback to employees working together. Therefore Nokia should be able to harmonize all its employees so as to be able to achieve its goals. Employee relation intercession would be very important when there are many conflicts at the work place, when there is a recruitment of new employees and low employee morale. How to ensure the team works together: Employee training: Nokia could choose to hire a professional to train employees in the organization on the benefits. Employees could be trained on the importance of working together with their fellow employees. Mentorship plans and futuristic leadership: Nokia’s top leadership for example, the board of directors should offer the required mentorship to the organization’s employees. The management should also be responsible for leading the company’s workers towards meeting its goals and objectives. The company should also talk to the workers as a group and as a unit that requires working together. Nokia should resolve all conflicts that exist between the employees. Nokia must encourage open dialog as well as an open channel for communication between workers. Nokia should encourage team building and offer incentives for teams that have good performance. Nokia should then come up with an approach to innovate its team members. From time to time Nokia should reflect upon its approach so as to ensure that Nokia has in place proper measures and strategies that are in tune with Nokia’s morals, plans and objectives of Nokia. Nokia should then inform the whole team of the strategies and motivate the team to come up with new ideas for a new product or service (Konstadakopulos, 2001). Nokia should adopt a strategy of free flow of ideas within the team whereby the team members should be free to exchange information and ideas for the betterment of Nokia. Nokia should come up with an award scheme for some of the most innovative ideas. Awards could be in the form of salary bonuses to the team or team member who came up with the most innovative idea. Nokia must also ensure that the owner of an implemented idea get recognition for their work done (Konstadakopulos, 2001). Nokia must also be able to avail enough funds, resource and time so as to facilitate the research, design, testing and implementation of the innovative ideas. Nokia must encourage team member not to give up and take chances with ideas. Nokia should encourage the team to learn from its mistakes in the past. In as much as the team should be able to take risks Nokia must be able to teach the team how to pick between the risks and the benefits of taking the risk. To be able to differentiate the two should be well explained to the team members. Finally Nokia should have a perfect action plan so as to be able to implement the strategies that have been discussed above. Without the action plan the strategies discussed above will have no beneficial use to the organization (Konstadakopulos, 2001). The team selected by the organization should be able to anticipate future trends. Innovation is all about being the future. Nokia must be able to cater for research in future trends by collecting data from consumers and opinion polls. Nokia must be able to come up with practical and realistic ways for the team to overcome the problem facing Nokia. The organization must provide an environment that encourages and supports the team to do its best, to the best of its ability (William, 1989). Nokia must desist from internal or external interference of the teams work and should encourage the team to make its own independent decisions without having external pressures this could affect innovation. In as much as Nokia does not interfere in the teams work Nokia should continuously challenge the team to come up with innovative ideas and alternative ways of solving a problem. In an effort to maximize on innovation and profits Nokia must be ready to branch out and invest in emerging markets. It should promote innovation by encouraging the team to find new opportunities and concepts. Team members should be encouraged to be curious and experimental since it’s only by taking risk that they could learn. The policy of free flow of information should be implemented for the team so as to increase and boost the team building effort. Team building could also be enforced by, as discussed above, financial incentives to the team for having innovative ideas. Incentives will constantly challenge the team to be better. They also boost the team’s spirit, morale and enthusiasm towards their work. These incentives could include pay rises, bonus pays and job promotions (Rajat, 2009). How to control employee motivation and performance: Nokia can use incentives and gifts to motivate employees into. Nokia should propose a system which offers employees financial incentives which are pegged on the profits that the company makes from any innovative. This will increase work input and output. This will in turn increase the company’s profits. The employees participating in the scheme directly affect the company’s profits. Nokia must ensure that the scheme motivates the selected employees to be more productive (Konstadakopulos, 2001). The goals and ambitions must be realistic and attainable. Nokia must spell out goals that can be achieved. It would be best if the goals were based on the history of the company. If the goals are set too high it would demoralize the employees. Nokia should provide a suitable climate for the development of employee careers. Promotions should be given on the basis of merit not on the basis of years of service. This will enhance career development for hardworking employees. It will also act as a motivating factor. Nokia must also plan for leadership and management. Only qualified employees should be promoted to leadership and management positions. This will ensure that Nokia has competent leadership and thus increase the company’s productivity. It is important to increase employee performance so as to increase the overall performance of Nokia. Nokia’s goals offer the reference to performance. Nokia should clearly state its objectives and the progress to the goals must be monitored regularly. Nokia should have a feedback system that tells the employees hoe close or how far they are from Nokia’s objectives. So as to be able to meet this objectives employee performance is critical. The first step to performance management is the statement of Nokia’s performance goals. Nokia must have clearly stated and defined goals. The employees should be made aware of these goals. The next step would be coming up with a performance plan. The company must routinely monitor and track this plan. Nokia should evaluate performance and reward where due. The performance plans of Nokia should be open to development. They should allow for improvement. Conclusion: So as to be able to achieve an organizations goals and objectives it’s important for Nokia to embrace effective intercession. Organization development intercessions are aimed at increasing the performance and output of Nokia. So as to be successful organization development intercessions should affect the whole organization and should go down to individual level. The intercessions should be sponsored by the head of the company and should be supported by Nokia’s staff. Intercessions that should be implemented in this case should involve respect for employees and the administration, having a working administration in Nokia, having trust and open channels of communication between the administration and the employees. The intercessions must be able to support open confrontation of problems that are facing Nokia. Major stakeholders in Nokia must also participate actively in the intercessions. This will somehow give the intercessions a bit of weight and seriousness. A look into the current situation at Nokia

Performance improvement

Performance improvement. I’m studying for my Health & Medical class and don’t understand how to answer this. Can you help me study?

CAHIIM Standard Assessed:
Subdomain VI.C. Work Design and Process Improvement
Construct performance management measures (Blooms 6)
Subdomain VI.I. Project Management
Apply project management techniques to ensure efficient workflow and appropriate outcomes (Blooms 3)
Introduction: College Community Hospital (CCH) is a 200 bed facility offering adult medical, surgical, orthopedic and psychiatric care. The hospital provides a full range of diagnostic and therapeutic services, including CT and MRI scanning and an eight bed intensive care unit. The 200 beds are distributed over six inpatient floors:
3A Acute Medicine
3B Diagnostic Medicine
3C Intensive Care
4A Acute Psychiatry
4B Orthopedics
4C General Surgery
One year ago, faced with decreased patient and staff satisfaction and rising costs, the management of CCH adopted a Total Quality Management strategy. They formed a Quality Council and chartered several performance improvement projects. Over a nine month period, projects were successfully completed in Dietary, Nursing, Psychiatry, Materials Management, Pharmacy, Health Information, and Outpatient Surgery, they are now ready to begin a second round of projects.
One major source of dissatisfaction for physician and nursing staff has been slow turnaround time (TAT) for laboratory tests. The lab performs about 3000 blood tests per week, the most common being CBC (complete blood count), serum electrolytes (sodium, potassium, chloride and CO2), BUN, a kidney function test, and blood sugar.
Given the high level of complaints about slow lab test turnaround time, the Assistant Administrator asked the Quality Council to initiate a Performance Improvement project team to tackle the problem of improving the number of tests completed within the hospital standard. The Quality Council agreed, chartered a team, and asked the Assistant Administrator to act as Team Leader.
The Assistant Administrator was familiar with Total Quality Management concepts and recruited a team, including the Transport Supervisor, who had recently attended a class in PI Methods and Tools. When all the recruiting was done, the team members were:
Lotta Paper, Assistant Administrator – Team Leader
Tom Trotter, Transport Supervisor – Quality Advisor
Beth Harrast, Floor Secretary, 3A
Harry Hiteck, Day Supervisor, Lab
Sam Drawit, Day Phlebotomist
Steve Spinner, Evening Lab Tech
Cathy Filer, Health Information Management
Problems with scheduling the team meetings made in impossible to include a representative from the lab night shift.
Now, it’s time for the first team meeting. Use your imagination and “pretend” you are Cathy Filer and you are attending this meeting! Notice the personalities and behavior of each of the different team players.
———–CURTAIN UP——————–
Lotta: First, I want to thank you all for volunteering for this team. I think we have…..
Sam: (interrupting) I wouldn’t exactly say we all volunteered. In fact, I’d say I was drafted.
Lotta: Well, I suppose some of you were picked. I asked the managers for people who really know what goes on in this process. So, you’re the experts. And I asked Cathy Filer to join us because she may be able to help us to use the EHR system more effectively to help with this improvement opportunity.
Cathy: I hope I can help!
Lotta: Let me describe the problem. We’re getting too many complaints about long turnaround times for lab tests – I mean from the time the physicians decide blood work is needed until the time the results are available to them. Harry helped me pull some data together that will give us a picture of how big the problem is. Everyone take a look at your handout.
Harry: This bar chart shows the percent of tests that got done within the standard for the past year. The average is about 84%.
Beth: What are the standards, anyway? No one ever told me there were standards. I thought everything was stat, stat, stat! I know I spend a lot of time calling down to see when results are going to be available.
Sam: Maybe that’s because we’re not making the standards all that often, whatever they are.
Tom: Let me explain these standards. When the doc’s fill out the request, they indicate whether it is STAT, Urgent or Routine. There are different turnaround time standards for each priority. STATs are 2 hours, Urgents are 6 hours and it’s 24 hours for Routines. The times are from when the test is ordered to when the results are available to the doc.
Steve: Well, whatever the standard is, I know the problem isn’t the time we take to actually do the test. We’ve been measuring our turnaround time within the lab for more than a year now.
Harry: Steve’s right. We did have some problems in the lab a couple of years ago. We had some pretty ancient equipment. But, we were able to replace most of that last year.
Cathy: Well, that is great to know. Since we already know that the turnaround time for actually doing the test, and I am assuming we can show data to back that up, then the team can focus our time on other parts of the process.
Sam: I don’t know why we need a team to solve this one. It’s pretty obvious to me that you guys may be able to do the tests quickly, but you leave specimens sitting in your receiving window for long times. You probably measure your own turnaround time from when you take the specimen from the box, not when it gets there.
Steve: That’s not true. If you want to blame somebody, just last week, I noticed that the messenger service left results in our out box for more than an hour before picking them up.
Harry. That’s right. I think there are just a few “bad apples” around here, including in the lab. I’m looking into that now. I’ll find them……I have my ways.
Beth: (to Tom) Tom, we’re not supposed to be going right to what we thing the solutions are, are we? Or finding ways to blame other people?
Tom: (with a sigh) Beth’s right. What we have to do is see if we can find out what’s wrong with this process. We have to get out of the habit of thinking it’s always someone doing something wrong. So, the first thing we have to do is to make a flow chart showing how this process works. Then, we’ll think about what could be causing the problem of long turnaround times. We’ll have to test our theories and collect data and make sure we find the root cause. Until we do all that, we won’t have much of a chance of solving the problem for good.
Steve: Boy, that sure sounds like a lot of work.
Lotta: That’s why we’re here. We’ll learn a lot and have some fun, too. But, we’d better keep an eye on the ground rules we put together. That will keep us focused on the problems, rather than on blaming others.
Tom: OK, let’s get to the first step – flowcharting this beast. You folks tell me the steps in the process and I’ll write them on these poster size Post-Its and stick them on the wall. Then when we think we have all the steps we’ll move the Post-its around and put them in the right order.
Lotta: Sounds good. So, where does this process begin? What’s the starting point of our flow chart?
Beth: Well, here’s the doc, making his rounds or checking a patient. He decides that some kind of test is needed and writes the request….sometimes the nurse writes the order and has the Doc co-sign it…..and whether it’s STAT, Urgent or Routine is written right on the order.
Cathy: How does he write the request? On a paper request sheet? Are we using the Order Entry option in the EHR?
Beth: No, they write it on a request slip.
Cathy: That is good to note.
Steve: You know, I think the doc’s overdo it on the Urgents. I bet that plenty of the Urgents could really be Routines. Maybe they’re in a big hurry to get out of here, so they make it an Urgent.
Harry: Well, 24 hours is a long time to wait for a Routine. Maybe the doc is making rounds in the afternoon and would like to have test results back for the next morning.
Beth: Sure, that happens. But, that’s not really unreasonable is it? Maybe the standards should be tighter.
Harry: For pity sakes, we’re not meeting the standards we have now. I think the standards are set by the Patient Care Committee. They’re all docs and you know they’ll just want to tighten them up if we bring this to their attention.
Beth: Maybe so….but, I think we should look at the standards. I wonder what that standards are at River Valley Medical Center.
Tom: Hold on, hold on. We’re supposed to be flowcharting now. These are good thoughts, so let’s write them down in our idea log and make sure they get included with our minutes so we don’t forget them. Let’s get on with this process.
Lotta: Well, the requests go to you, Beth, don’t they?
Beth: Right. I stamp them with the patient’s name and medical record number. Then I put them in the floor out box for lab pickup.
Steve. The Routines go into the box, but you call us on the STATs and Urgents.
Beth: That’s right.
Sam: Then the lab notifies me and I go up, pick up the request and do the draw. That’s assuming the patient is there.
Lotta: What do you mean “assuming the patient is there?”
Sam. Just that. Sometimes I go up and there’s an empty bed. Maybe I was given the wrong room numbers, or maybe the patient is visiting Radiology or PT, or whatever. There’s nothing like having a STAT order and you can’t find the patient.
Lotta: So, what do you do then?
Beth: Usually, he comes over and harasses me – like I’m not busy enough already.
Tom: OK, let’s put that on our chart as a problem. If it happens fairly often, it could be part of the turnaround time problem. But, let’s say the patient is there. You do the draw, right?
Sam: Right. Then I take the specimen down to the lab and put it in the in box. (Under his breath)…..Where it grows old.
Steve: OK Sam, I heard that.
Tom (intervening) Everyone did. Let’s keep one eye on the ground rules until we get used to working as a team.
Harry. The lab people are always checking the in box and, when there’s a specimen, we take it, set up the equipment and do the test.
Steve: We put the results on the form and put it in the out box. The messenger picks up the results when they come by on their rounds, and takes them back to the floor.
Beth: When I get them , I put them with the chart and flag it. Usually, if it’s a STAT, I make sure the doc knows the results are there.
Cathy: OK, that sounds like the whole process, except when do the results get put into the patient EHR?
Beth: We don’t. The results get sent down at discharge with the rest of the paper chart and I think they get scanned. I’ve seen scanned result slips before.
Cathy: OK, another thing for me to think about.
Lotta: OK, let’s get to work flowcharting this process.
——————-CURTAIN DOWN———————–
Assignment Instructions:
You will create a Team Charter for this case scenario. Use the information in your Lesson to guide you through the process of creating the charter and use the information and people in this project packet to complete the charter. Your charter must include:
Team Name
Problem Statement
Goal Statement
List of Benchmark time standards
Team Members
Proposed start and end date
Benefits of project
Your problem statement should be customer focused, performance related, and stated in measurable terms. It should not imply a solution or a cause! Here is an example:
“The current process for delivery, maintenance, storage and purchase of pump controllers is fragmented and inefficient. The result is wasted staff time, lack of available functioning equipment, inappropriate use of space and frustration on the part of the customers.”
Your Goal Statement should also be stated in measurable terms. The statement should show a clear target for improvement. For example:
“Pump controllers will be available in proper working order within 10 minutes of request from the floor 95% of the time, beginning in November, 1992.
This goal statement offers 3 points of measurement for success. 1.) There is a minute goal, 2.) There is a goal for how often, and 3.) There is a timeline for reaching the goal.

Performance improvement

Research paper… I need a topic first, then we’ll move along

help me with my homework Research paper… I need a topic first, then we’ll move along. I need an explanation for this Writing question to help me study.

ASSIGNMENT REQUIREMENTS: Each student will submit a research paper (6-8 pages of actual content) that answers the following questions:
In your opinion, and supported by substantial research,

What policy (or policies) or issue (or issues) has had the greatest impact on American higher education? Why?
How can such policy (or policies) or issue (or issues) be improved upon?

IDENTIFICATION OF TOPIC: Please send an email with your proposed topic of study.
In the email, please include a brief description of the topic and discuss why it is of interest to those in the field of higher education. Do not begin your research until you receive permission to study this topic.
FORMAT OF ASSIGNMENT: Your writing should produce a 6-8 page paper (actual content). Your paper must include the following sections:

Title page
Introduction (Explain why this topic is important to study.)
Literature Review (an explanation of what you learned about the topic)
Your suggestions for a solution to the problem

Please prepare a double-spaced document using New Times Roman size 12 font. DO NOT submit your paper in a PDF document. Please submit your paper in doc or docx format. You must cite at least 8 research articles (professional journals, publications, etc., in APA style). Other sources may be used as well. All sources should be current – within the last 5-7 years of the publication date.
If you use Internet sources, such an article from an online journal, please make certain to include the web address for the source in the appropriate citation on the reference page of your paper. Use the APA Manual for proper in-text and reference citation format. References are cited on a separate page at the end of the paper.
It is mandatory that your assignment be clear, understandable and well-written. Use good sentence structure, proper word usage, and correct grammar, punctuation, and spelling.

Research paper… I need a topic first, then we’ll move along

Complete 500 word Science Essay (SHANNA)

Complete 500 word Science Essay (SHANNA). I’m working on a Science question and need guidance to help me study.

Key Features of Living Things
Properties of Life
Chapter 1 of the textbook highlights three key features of living things. First, explain these three features. Then, from the list below, choose TWO items that you consider to be alive and TWO others that you do not consider to be alive. Apply the properties of living organisms, found in the textbook, to justify your classification for each of the items you selected.
Choose From:

Copy machine
Sand dollar

Your completed assignment should be a minimum of 500 words in length.
Complete 500 word Science Essay (SHANNA)


Terrorism. Paper details Please copy and paste each question then answer each question in detail with no less than 50 words per question. Each answer should have an in text citation and a reference listed in APA format 1. In your supported view why do terrorist groups ranging from Isis to Palestinian based terrorist groups utilize suicide bombing 2. Discuss some of the counterterrorist tactics utilized by Israel. In doing this which in your supported view has been the most effective in ensuring security for Israel and specifically why?Terrorism

Essay Writing at Online Custom Essay

5.0 rating based on 10,001 ratings

Rated 4.9/5
10001 review

Review This Service