Lastly I will discuss whether or not the organizational culture has helped with the change. 1. ) Describe the culture of Best Buy. Organizational culture is a system of shared meaning and beliefs held by organizational members that determine, in large degree, how employees act. As described on Best Buy’s website, their culture consists of a fast-paced, high-energy, team-oriented work environment. They strive to understand the needs of their customers, and challenge, engage and develop every employee’s unique talents against the unwavering pursuit of customer satisfaction.
Best Buy promote and reward business performance and results, successful engagement of employees, and behavior consistent with the company’s values, which include: Having Fun While Being the Best; Learning From Challenge and Change; Showing Respect, Humility and Integrity; and Unleashing the Power of their People. Best Buy also recognizes its responsibilities to the community and the personal lives of its employees, and seeks to support employees’ commitment to their lives outside of work (“What is best”). 2. ) Discuss the approach to organizational change that the ROWE program illustrates.
Organizational change occurs when an organization restructures resources to increase the ability to create value and improve effectiveness. Best Buy as an organization had to make some changes due to the unhappy employees and high turnover rates. Many employees were not allowed to clock out until issues were resolved. As a result of this, Best Buy created the ROWE program which stands for “results-only work environment. ” This program allowed Best Buy employees more flexibility and judged performance on output as oppose to hours worked.
In a ROWE, each person is free to do whatever they want, whenever they want, as long as the work gets done. Over worked employees are now allowed to take the time needed whether it is to spend time with family or get some much need rest in order to create a health work life balance. There are no set schedules or mandatory meetings and as long as you meet your deadlines and the job gets done, it is okay to work at your leisure. The ROWE program has been a success dropping voluntary turnover, increasing productivity, and improving employee satisfaction. . ) Discuss the resistance, both organization and individual, that the ROWE program had to overcome. ROWE was only implemented in certain departments because not everyone was on board with the project. Some mangers believed certain employees needed more supervision then others and would find it difficult to work in such an environment. When Thompson proposed extending flexibility to hourly workers, the managers resisted, arguing that “there are certain people that need to be managed differently than other people.
When Best Buy first transitioned to this new program, they had to take baby steps because many felt that they could not do it or still felt they had to let someone know what they had going on. The company eventually overcame the doubts by creating an online calendar where everyone entered exactly where they were at any given time. After a few weeks the employees became comfortable with the process and stopped using the calendar. 4. ) Discuss the sources of stress that are apparent in the case. Stress if very apparent in this case, but is quickly relieved after the implementation of ROWE.
Before ROWE was created many employees worked long hours and had little time for family. “The company’s ethos has always glorified long hours and sacrifice (Hellriegel/Slocum, 2011) and as a result some women were accepting the reduced pay and status of a part-time position but doing the same work because it was the only way to get the flexibility they needed. The number of people in the U. S. who say they are overworked has been rising, from 28% of Americans in 2001 to 44% last year, according to the Families and Work Institute (Hellriegel/Slocum, 2011).
The ROWE program has been able to provide a more flexible schedule for majority of the company employees and enable them to maintain a healthy work life balance. 5. ) Discuss whether or not the organizational culture has helped with the change.
Healthcare and technology
Healthcare and technology.
ASSIGNMENT 1 “The Report”
Consider that you are a Healthcare Informaticist. You have been asked to evaluate the current internal
workflow and make a recommendation regarding the workflow, communications, protocol and
architecture required in order to select a new healthcare information system for a hospital, clinical
department or other provider entity.
The project will be a paper 5 pages MAX. APA FORMAT. References should be easily accessible online, NO BOOKS or LOCKED journals.
1. Describe the “real” or hypothetical work environment, provider objectives and current
information systems configuration, as well as any unmet needs or issues.
2. Workflow Requirements. List or otherwise characterize the key workflows, protocols,
communications, etc., requirements to be met by the new or upgraded health information
system. Consider using SBAR
3. Architecture Alternatives. Describe and evaluate at least 3 workflow alternatives. Indicate pros,
cons and unresolved issues for each alternative. Give special attention to the effects of each
alternative on “human factor”, care pathways and protocols.
4. Provisional Recommendation based on analysis in #3. Given the admittedly incomplete
information available to you, what would you recommend as next steps? Options include doing
nothing, upgrading the current system, performing more analysis and modeling etc. Be specific
and indicate your rationales for each recommendation.
Much of the information required for this assignment is available from the Web and industry journals
(e.g., Modern Healthcare, Healthcare Informatics, Hospitals & Health Networks, etc) and your course
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