Employee Morale and Rapport Whereas certain benefits of cross-trained professional workforces (such as cost savings and operational efficiency and redundancy) were specific motivations for implementing such practices, the concept has also been associated with several additional benefits to organizations that were not widely anticipated in advance. For example, cross-trained employees demonstrate improved morale and report feeling more appreciate by their employing organizations (Maggard & Globerson, 1986)
More importantly, the regular use of cross-trained staff substantially mitigates the negative impact of absenteeism, largely by providing operational redundancy; it reduces the high expense of employee turnover by improving employee morale; and it even tends to increase performance, which also confers obvious economic benefits to the organization (George & Jones, 2008). Operational Efficiency and Redundancy In typical business organizations, one of the most significant sources of delay is the degree to which various individual components and business units must rely on one another to produce a final finished product (Robbins & Judge, 2009)
This is simply a function of the fact that their employees are more involved in the business of the organization than employees whose involvement is limited to the narrow responsibilities of only one traditional job function (Gunn, 2000). Performance Improvement Perhaps the single most important benefit to cross-training employees is the degree to which that process increases their work performance (Russell-Whalling, 2008)
Foreign and domestic investors also recognize the importance of start-ups in Japan. In 2000, Softbank, a highly successful Japanese firm, launched a 150 billion yen venture capital fund for Internet start-ups (Spindle, 2000)
The Wall Street Journal reports on substantial foreign investments in Japanese start-ups." Future In terms of Japan's economic and small business future outlook consider the following statements in relation to opportunities that exist in SME field related to both the environment and nursing (Holub, 2001): In the environmental-related sector, the domestic market is expected to grow to 38 trillion yen with 1
" Second, the challenge of infusing a higher level of accountability to specific projects and minimizing the resistance to change will take significant effort on the part of the CIO and her team of senior managers and vice presidents. Infusing ownership for specific projects is critical for any shared set of objectives to be accomplished (Aguirre, Calderone, Jones, 2004)
The difficulty of implementing change can often cause organizations to abandon their plans to change. People within an organization must be motivated to change but they often resist change (Bateman, 2007)
Employees may question their ability to implement change or make the decisions necessary to make a difference in the change process. In addition to leaders becoming committed to their change plans, they must also establish a communication action plan, which opens the channels of communication and can stifle adversarial relationships that may lead to the choke points (Cabot & Steiner, 2006)
For the long-term success of TMS, the IS Department needed to urgently resolve the problems that resistance to change, complacency and lack of leadership were causing to fester in their organization. Companies who desire long-term success must be infused a high degree of process ownership to overcome resistance to change, complacency, and embrace accountability (Caperelli, 1996)
ISO uses a flexible schedule system that allows most employees to establish their own working hours within "core hour" windows, such as requiring full-time employees to begin shifts by 9:30 and end shifts no earlier than 3:30 (ISO, 2007). This system is becoming somewhat standard in many corporations because it improves employees' quality of life while ensuring that the entire workforce is on premises together for six out of every eight hour shifts between the most productive hours of 9:30 AM - 3:30 PM (Kinicki & Williams, 2005)
As a result of the findings of HHS-OIG-OAS audits, the office issues formal reports detailing recommendations ranging from the return of federal funds to extensive reorganization of business practices affecting the health and welfare of HHS program beneficiaries. The Inspector General's Act of 1978 gives the weight of federal law to the recommendations issued by the OIG, with criminal prosecution and sanctions authorized for failure to comply with its directives (Nowalinski, 2001)
Information about country cultures and business practices is readily available on the Internet. Hofsted's cultural dimensions would be a good place to start (Hofstede, 1997)
Recommendations Although every manager wants to feel that they can trust their employees, it is reality that this is not always the case. Chinese business culture makes a likelihood of corporate espionage and money-laundering more likely that if the business were located in Europe or the United States where these practices are socially unacceptable (Hooker, 2009)
Which is more important to achieve change, readiness to change or the capability to change? Support your answer. In some respects, readiness for change is functionally impossible without the capacity for change (George & Jones, 2008)
Business Management -- Structure and Change Which organization is more horizontal in structure, the functional or divisional organization? Which do you feel works better? Support your answer. Generally, the divisional organization is more horizontal than divisional organizations (Robbins & Judge, 2009)
Business Management -- Equal Pay for Equal Work The concept of equal pay for equal work originated in connection with the equal rights movement of the 1960s, particularly in relation to the employment situation faced by women in the American workforce (Goldfield, Abbot, Argersinger, et al
, 2009). Equal Rights Employment Legislation In principle, modern federal and state employment laws require employers to compensate employees equally for equal pay (Noe, Hollenbeck, Gerhart, et al
. Two Appropriate Human Resource Evaluation Methods Two appropriate human resource evaluation methods that are applicable to the organization are (1) the proportion of new hires that remain in the organization's employ for at least five years, and (2) rate at which junior employees earn promotion to higher positions including management positions (Noe, Hollenbeck, & Gerhart, 2009; Robbins & Judge, 2009)
Before signing of a final agreement, it is ideal to integrate the services of an attorney with experience on the medial practitioner acts or contracts. There are various elements or factors essential in the development of the contracts for the advanced practice nurses (Adcock, 1995)
This indicates that ethics affect an individual socially, politically, economically, and legally. Some of the critical ethical issues affecting advanced practice nurses include autonomy, beneficence, justice, and non-maleficence (Bartter 2001)