Gender Communication Essay Example for Free

Gender Communication Essay The concept of gender is often poorly differentiated with sex, at times even being utilized synonymously with sex. The terminology gender commonly appears within both popular and academic discourses regarding social event dynamics. However, regardless of the form in which the term appears, authors seldom specify what they imply by the terminology. It is widely assumed that readers and listeners already comprehend the connotation and hence explanation is ruled out as being unnecessary. The sex/gender disparity embodies some feminists’ attempts at breaking the link between the organic sex category and the social gender category. As per this social molding viewpoint, gender refers to the customary sense which ultimately becomes dependently linked to the body. When gender becomes understood to be culturally molded, it becomes likely to evade the essentialist notion which suggests that gender emanates for the organic body (Clancy, 2004). However, despite the fact that the disparity between culturally molded gender responsibilities and ahistorical organic sexes attacks the idea that females’ organic configuration make up their social fate, it encounters some difficult dissociation of culturally-derived genders out of sexed bodies. Women and men exhibit dissimilar but similarly valid communication styles. The speaking modes displayed by both women and men have gender differentials. Essentialism belief holds that, since biological disparities between men and women exist, men and women are obviously dissimilar with regard to personality and character. Strict organic essentialism proposes that ones gender construction is not influenced by nurture. Essentialists assume men to be aggressive, strong, violent, logical, brave, lustful, independent and disciplined. Conversely, women are viewed as being passive, weak, cowardly, gentle, emotional, having no sexual appeal, having no stamina and self-control plus extremely invested in their associations with other persons. Aristotle suggested that men are more courageous, virtuous and noble as compared to women. The 1900s saw philosophers like John Locke and Emmanuel Kant argue that the social separation of female and male gender is reasonable owing to the innate disparities between female and male bodies. Scientist in the 1900s studied studies on female and male bodies and proposed that since male craniums were bigger in comparison to female craniums and feminine pelvises proved bigger than masculine pelvises, males are more suited for business, politics and general community life, whereas females whose little craniums supposedly signified lesser intellect, were most suitable to child bearing and home tending (http://www. humboldt. edu/~mpw1/gender_theory/perspectives4. shtml). The ramifications of essentialist gender perspectives are extensive. Conventional gender responsibilities are somewhat based upon some fundamental organic determinism; a viewpoint that views biology as being destiny. Consequently, females have had the principal responsibility of housework and parenting, with men being the wage earners. Even presently, males outnumber females in government and business and women and girls are not as powerfully urged to practice occupations in science, technology and math as are men and boys. Essentialists hold that gender is the same as sex, or that the two concepts are naturally-derived (God-given) and indivisible. Gender and observable sex indicators, such as, vagina and penis are inseparable. This theory holds that merely two gender types exist from birth and they are not altered throughout life. No continuum exists between these two genders since any appearances or behaviors not coherent with such suppositions are considered as being perverse. Essentialism holds that females are dissimilar with men owing to their anatomy, particularly their minor sex traits, hormones plus reproductive structures. Gender disparities in verbal capability and visuo-spatial, aggression plus other actions, as well as other mental and physical characteristics are attributed to pubertal or prenatal hormone contact. Essentialist stances may exist within developmental psychobiological, sociological, neuropsychological and ethological work. Magnetic Resonance Image (MRI) female and male brain picture Disparities or other mental aspects, for instance, are at times regarded as mirroring inborn disparities. Gender disparities in spatial, verbal and Mathematical capabilities are usually regarded as being organically based (http://www. humboldt. edu/~mpw1/gender_theory/perspectives4. shtml). Constructivists hold that gender as well as sex are derived from social relations and do not exist without social contact. It admits social influences upon persons’ gender. It assumes that manhood or womanhood implies endorsing some general function unique to an individual’s sex. Personal uniqueness, sexual inclination, as well as modes of socially interacting is determined by some set of individual constructs. This implies that gender and sex do not have natural foundations because nature itself is essentially socially defined. The constructivist quality of Gender and sex is rendered invisible through typical social life dynamics and this makes the two notions seem natural as opposed to artificial (Gergen, 2007). Persons construct fresh knowledge, through assimilation and accommodation processes, out of the experiences they undergo. Assimilation involves integrating fresh experiences into previously existent frameworks with no alteration of such frameworks. Such events could happen when person’s experiences reflect their inner world representations; however, they may as well happen whenever alteration of some defective understanding happens, for instance persons may fail to detect events, could misinterpret others input, or could conclude that some occurrence is offer some unimportant information regarding the world. On the contrary, whenever persons’ experiences disagree with their inner representations, they could alter their viewpoints of such experiences with a view to conforming to their inner representations. Accommodation involves restructuring ones intellectual outside world interpretation to suit fresh experiences (Glasser, Smith, 2008). It is the means though which learning emanates from failure. When persons act based on the anticipation that the world functions in some specific way only for such expectations to be violated, such individuals usually fail. However, through accommodating such fresh experience as well as restructuring their model regarding the functioning of the world, persons learn through experiencing disappointment or the failure of others. . Constructivists suggest that gender representations systematize an individual’s personality uniqueness, social awareness and interpersonal actions. The notion of classifying as either female or male is the vital initial action in the classification of human beings following birth, and owing to contemporary technological advances, even some months prior to birth. Sexual inclination; whether bisexual, homosexual or heterosexual, at puberty it too viewed as a vital gender representation element that is vital to interpersonal actions and societal lives (Rosser, 2003). Men interact with the world as persons within hierarchical communal order whereby they are either placed down or up. Conversations in Such worlds comprise of negotiations whereby persons attempt to attain and uphold the dominant position when they can, as well as shield themselves from the attempts of others to shove them about and drag them down. Life, in such circumstances comprises of some contest or efforts to uphold autonomy and evade failure. Women approach the world as individual within some system of linkages. Ni such a world, dialogues comprise of consultations for intimacy whereby persons attempt to look for and offer support and confirmation, as well as to arrive at a consensus. Persons attempt to shield themselves from the attempts of others to drive them farther. Therefore, life consists of some community and efforts to uphold intimacy as well as evade segregation. Despite the fact that hierarchies exists in such world too, such hierarchies are associated more with friendship as opposed to accomplishment and power (http://openlearn. open. ac. uk/mod/resource/view. php? id=166569). Females too are inclined towards attaining status as well as evading failure, however, such objectives do not occupy all of their time, and women seem to seek for such goals while disguised as maintaining connection. Men too are inclined to attaining participation as well as evading segregation, however, they do not focus on such objectives; they seem to seek for them while disguised ads opposing them. Thus, Women and men seek entirely different entities during communication, and they as well functions as per varied rules. Men’s self-worth originates form the capacity to attain outcomes; whereas women’s self-esteem originates form her sensations as well as the fineness of their relationships. Therefore, women fair better in personal contact and communication; communication has primary significance (Armstrong, 2006). For womenfolk, relationships take precedence over technology and work. Individual expression, particularly regarding their emotions, is extremely crucial. Sharing of personal emotions has greater significance than attaining goals as well as success. Interpersonal contact and talk grants tremendous satisfaction. References Armstrong, A. (2006). Foucault and feminism. Retrieved on 25th May 2009 from http://www. iep. utm. edu/f/foucfem. htm. Clancy. (August 7th 2004). Essentialism: draft of 3W encyclopedia entry. Culturecat. Retrieved on May 25, 2009 from http://culturecat. net/node/486. Gergen, M. (2007). Positioning in general relations: from constructivism to constructionism. Retrieved on May 25, 2009 form http://74. 125. 95. 132/search? q=cache:rvPREfxYUt8J:www. taosinstitute. net/Websites/taos/Images/ResourcesManuscripts/manu_gergen_01. doc+constructivist/constructivism+views/approaches+on+gendercd=8hl=enct=clnk. Glasser, H. M Smith III, J. P (June 30th 2008). On the vague meaning of â€Å"gender† in education research: the problem, its source, and recommendations for practice. http://74. 125. 95. 132/search? q=cache:KNx-Y-ZIM_EJ:aera. net/uploadedFiles/Publications/Journals/Educational_Researcher/3706/09EDR08-343. pdf+Compare+%26+contrast/ANALYZE+the+essentialist+view+%26+the+constructivist+views+on+gendercd=3hl=enct=clnk. Humbolt edu. Perspective used to look at gender. Retrieved on May 25, 2009

Escaping the Fog of Pride and Prejudice :: Pride Prejudice Essays

Escaping the Fog of Pride and Prejudice The words of the title of Jane Austen's novel, Pride and Prejudice, shroud the main characters, Elizabeth and Darcy in a fog. The plot of the novel focuses on how Elizabeth and Darcy escape the fog and find each other. Both characters must individually recognize their faults and purge them. At the beginning of the novel, it seems as if the two will never be able to escape the thick fog. The scene at the Netherfield ball makes the marriage of Elizabeth and Darcy much more climactic because the pride and prejudice of both increases greatly during the night. The Netherfield ball is the first time Darcy and Elizabeth dance. When Darcy asks Elizabeth she is so surprised and confused that she says yes to a man who she is determined to hate. At the Meryton ball she had quickly made a sketch of Darcy's character. Compared to Jane who "never [sees] a fault in any body" (11), she doesn't believe only the best in everyone. She is usually right about people. From simply hearing Mr. Collins' letter, she asks if he is a sensible man, which he proves not to be. She is precisely perceptive of everyone except Wikham and Darcy. At the Meryton ball, Darcy is very reserved. He refuses to dance with Elizabeth when Bingley asks him to, saying that Elizabeth is not handsome enough to tempt him. Elizabeth's pride is hurt and she characterizes Darcy as disagreeable and proud. When Elizabeth first meets Wikham, she is blinded by her prejudice of Darcy as she accepts everything harmful Wikham has to say of Darcy. The plot of the rest of the book revolves around Elizabeth discovering the true nature of both Darcy and Wikham. At the Netherfield ball, it seems this will never happen. From the beginning of the night, when Elizabeth discovers Wikham didn't attend the ball in order to avoid Darcy she "was resolved against any sort of conversation with him" (60). Her hate of Darcy is sharpened, yet when he asks her to dance, she accepts in her confusement. There is an awkwardness between the two as they start to dance.

Organizational Design Behavior

If the organizational structure is meant to reflect it's situation, the Limora Hospital and the Community Health Centre's (LCHC) structures do not do this. The current structure does not reflect the complexity, dynamics, or the environment. There appears to be little consideration given to parameters of design. Organizational design is used to maneuver a series of criterion that determine the division of labor and coordination. The Limora Hospital and the LCHC have weaknesses in their design concerning the decision making system, the lateral connections between the superstructure, the format of the subunits and the individual job positions. These are integral parts of the structure and seem to be a weakness at both facilities. I would describe the structure of the LCHC as almost non-existent. Although the case study doesn't provide a lot of information about the actual parts of the for Limora Hospital or the LCHC, it does appear to be somewhat better at the Hospital then at the LCHC. As an initial step, it would help to combine some areas of the two facilities and better utilize its technostructure, support staff and operating core. The strategic apex is weak with no consistent, committed leadership or administration. There is confusion about the Bishop's power of authority. He appears to have given his power away, yet some employees indicate otherwise. In fact, there doesn't appear to be any real management to apply managerial leadership and direction. This kind of confusion and conflict demoralizes the apex and the middle line entirely. A common vision, mission, and active interest in the future must be demonstrated by the Executives if they are to flow down into the core of the organization. This is lacking and is sorely felt by Dr. Macdonald who cannot pass down anything more than he is capable of, or more, than he is receiving from his superiors. There is a small technostructure in high demand, a large support staff, and an operating core that is clearly not well managed. Most evident is the lack of linkages between management and the operating core. Although not as evident are the weak linkages between the core and the supporting staff. A limited horizontal decentralization might work where the strategic apex shares some power with the technostruture that standardizes everyone's work and some of these linkages. A well organized management team and employee links to them are necessary. A strong theoretical point is made in The Classical School of organizational theory by Henry Fayol, a French industrialist. He, and other theorists like Urwick, Gulick, Mooney and Reiley, emphasized the universality of the management function in all kinds of different organizations. Fayol's theory worked from the board of directors and chief executives down through the organization. He stressed the importance of planning, organizing, coordinating and controlling the administration of an organization from the top down. The weakness in Limora Hospital and the LCHC can be found in the management of the Apex and he middle line, and the operating core. No serious attention has been given to these areas so they can achieve the leadership and administrative control they need. The parts of the organization do not support the coordinating mechanisms required, and neglect to meet the needs of either facility. They should reflect the configuration for a professional organization that relies on the trained professionals who have a high level of control over their work. It is safe to assume that the Doctors and nurses have all been trained and have standardized their professional skills before working at the either facility. Coordination is achieved by the virtue of doctors and nurses having learned what to expect from one another. So they do have this basic mechanism of coordination. What is lacking, is the necessary organizational glue to hold it together. Perhaps the standardization of norms as another coordinating mechanism. The nurses don't seem to be able to coordinate their activities based on their common goal of caring for the sick and standardizing norms would be helpful. There has been an attempt at coordination by Dr. Macdonald, but the organization has been without strong consistent control for too long. Although there doesn't appear to be a middle line, Dr. Macdonald has been left to promote coordination and proper design on his own. His leadership attempt is valiant but he needs the help of qualified middle line managers. The missing parameters of design are Behaviour formalization, Training, and Unit grouping. Behaviour formalization would provide work processes and job descriptions to reduce confusion about what work people should be doing and how they should be doing it. On the surface, one may question whether a group of professionals need stringent rules and regulations.Although these professionals know the essence of their roles, and have a lot of control over what they do, they lack a framework within which to work and make decisions. Behaviour formalization could outline the framework within which they can take control and, identify the boundary where they need the assistance and cooperation of others. Also very important, is to identify the communication linkages to others inside and outside this framework. This would eliminate much confusion, instill confidence into the operating core, and bring cooperation among managers and workers. It seems to me that when you are dealing with the life, death, and the health of others, the last thing you want is dissension and confusion among those who are caring for you. Aside from the professional skills applied by the doctors and nurses, the simplest procedures in administration of core workers could be a disastrous for the patient. As an example, how is a specific report completed, when is it completed, who are the critical receivers of the report, when must they receive it, and what must be included in it, all involve linkages and cooperation among professionals, staff and management. If these are broken in some way or done incorrectly, outside of the prescribed framework, they can impact a life. Chester Bernard's book, The Functions of Executives, from the human relations school of thought, emphasized the need for clarity and cooperation among managers and workers to further the interests of everyone. Bernard said that organizations by their very nature are cooperative systems and cannot survive otherwise. He listed three forces to achieve this cooperation; executive leadership, subordinate acceptance of organizational goals, and the power of informal work groups. Clearly in a hospital there is room for strict rules and processes outlined by the leaders, but because there are also large areas of independent decision making, you must have a cooperation and a balance of both. Training, another parameter of design, can teach the professionals what the standards, processes, and procedures are, and clearly define the level of performance for each. The Limora Hospital must had some training on the hospitals procedures but when the nurses came over to work at the LCHC, they complained that they were not oriented to these properly. Training at LCHC is lacking in this area. The essence of the work done by the professionals is no different in either the Limora Hospital or the LCHC. What is different is the purpose for each facility and the level of output. One is a hospital that cares for the people who are already ill, and the LCHC is a community program that focuses on preventative health to try to keep people from ending up in the hospital. The hospital doctors and nurses would likely be prescriptive in their care for very ill patients over a shorter period. The LCHC would also prescribe but would likely be more descriptive in their care over longer periods of time in the community. Teaching these fundamentally different objectives to everyone, and what work is wrapped around them, would facilitate a clear direction for exactly what the jobs are in each facility. The Scientific Management theory advocates a systematic approach to job design, performance, and training. Not necessarily all of the theory components are applicable the systematic approach to training does apply to a health organization. There is a systematic way of applying medical tests to ensure there are no mistakes. Speed and efficiency are critical. There may be a departure from this theory as it relates to division of work and task specialization, but the scientific selection of training remains useful to our health care situation. Adam Winslow Taylor and Henry Gantt emphasized the need for systematic training of workers. Taylor particularly advocated that the role of management was to know their employees and to train them to do well. If this was done, it would produce maximum efficiency. Finally, both the LCHC and the hospital are dependent on the same resources. They both need analysts such as accounting and personnel, they both use the same nurses and doctors in their operating core, and both need the use of land rovers in their work. Conflicts have surfaced because the organizational structure does not leverage these like needs well. For example: Clear and accurate financial accounting for both areas They both need highly qualified doctors and nurses Their primary and supporting staff need similar training They are dependent on each other but the structure does not promote interdependency They both require processes and procedures to perform their jobs well Unit grouping would be the design parameter most required to help facilitate the mutual needs of each unit. Grouping these under the same supervision would encourage cooperation and help to promote a more efficient and cooperative working environment. Once the needs of each area are clear, you need to establish liaison positions, or roles that can coordinate the work of two units. These liaison positions are missing in the hospital and LCHC structure. Task forces are also missing. Task forces can plan meetings, bring the members of each unit together, and integrate mangers to coordinate what is important to the units. These initiatives would eliminate competition for the best nurses and doctors, and provide a fair an accurate financial accounting for both facilities. It is difficult to tell how much impact the support staff for either the Limora hospital, or the LCHC have on the operating core and the quality of care. I'm sure the support staff could also be optimized by unit groupings. Unlike the scientific management theory that did not provide a theory of general organizational design, the classical school of organizational theory did. Henry Fayol, from this theory, suggested that all jobs should be regrouped on some common basis to achieve coordination or unity of direction. Henry Fayol also saw the importance of working from the board of directors down into the organization, different from the scientific management school of thought which worked from the bottom up. Both are useful for our purposes. This regrouping theory and focus on the top levels of the organization are very applicable to the Limora Hospital and the LCHC. There are also some situational factors such as age, size, technical systems, power, and environment that need consideration. Understanding the impact of situational factors can help identify the weaknesses in the structure and how to improve them. For example, the hospital and the LCHC are only 10 years old and there are only 280 beds. This means they are relatively young and small and that their behaviours aren't yet formalized. The fact is there is a lack of organizational maturity. As the organization ages and grows in size, the behaviours will become formalized and the more homogeneous. Because the environment in a hospital is complex and decisions cannot be made by one person, one might decentralize the structure and push the decision making down. However, with the problems at the Limora Hospital and the LCHC, it would be wise to centralize some of its structure temporarily. Taking this action in the right areas would eliminate the current hostile environment. As the organization matures, selective vertical and horizontal decentralization can be applied where the power over different decisions is spread over different parts of the organization more readily. Finally we have the operating core, the key part of the organization that is composed of professionals. Although the basic coordinating mechanism of standardization of skills exists, standardization of processes, and outputs are weak. These together with the lack of leadership, have politicized the organization and the people are in conflict. Consequently, the structure of Limora Hospital and LCHC has become a professional bureaucracy, not uncommon in Hospitals. A view of Professionals is that they are attached to the organization, but still have extensive autonomy and freedom. This gives them the best of both worlds. From an organizational perspective, however, this environment is very difficult to control and measure. The hospital and the LCHC need to discover then prescribe, when and how the attachment to the organization is essential, and when autonomy is necessary. As stated earlier, as the organization matures, professionals will perfect their own skills and repeat what works for the overall success of their jobs. For right now, framework and guidance are required. Guidance, communication and leadership would maximize the professional's output, efficiency and morale. Another item that may be an issue for the hospital and the LCHC is professional incompetence in its core operations. Although incompetence is not indicated in the case study, it may be an undiscovered issue because it is difficult to identify it in a professional organization that has lots of autonomy. Hence one measure of control is to ensure you hire competent professionals, and you continue to upgrade and train them. The standardization of skills and norms will help, but does not address incompetence. In summary, the weakness in the organizational structure of the Limora Hospital and the LCHC are challenging, but fixable. It is important to step back and look at what parameters of control or freedom a health care organization requires. It seems a portion of a hospital operations needs a very stringent scientific approach to its organization, yet another portion demands that the professional skilled people to have the authority and power to assert their knowledge independently. Theoretically, I would apply Max Weber's Bureaucracy theory as an approach. This structure would ensure that there are clear lines of power, orderly procedures and rules that would remove any randomness and unpredictability from the hospital system. The interactions are based on standards Vs the personal feelings of peers and managers. It would add fairness and equity of evaluation. It is a rational and formal-structural response to organizational problems. The immaturity must be aided by making some structural changes. The superstructure appears to need the least amount of work. There is an existing Apex (which needs some focus), a middle line (which needs to grow), a small technostructure (which should be combined for both facilities to use), and an ill managed operating core. I hesitate to say too much about the support staff. Unfortunately, the case does not provide enough information about this unit for comment.. I must assume there is a support staff functioning at the hospital since they could not possibly continue without the support of a support staff. Most of the organizational changes need to be done in the essential design parameters of the subunits. Standardization of skills has already been achieved and the remaining would include: Behaviour formalization to help standardize work processes and procedures Training to teach the standards and procedures and achieve standardization Unit groupings to group jobs under one supervision for maximum efficiency and cooperation The structural changes will also facilitate more effective communications, enhance the ability of the leaders to lead, and increase intrinsic and extrinsic motivation. The complexities of organizational structure and organizational behaviour are huge. Because of these complexities, generally one theory, one behavioural model, or one method of structure does not always meet all the needs of the organization. There is no doubt, however, that guiding principles and basic fundamental models work and would work for Limora Hospital and the LCHC. What are the effects on motivation, leadership and communication because of the weaknesses identified in your answer to Question #1 at the Limora Communication Health Centre? The weakness in the organizational structure at LCHC hampers leadership, communication, and motivation. In reverse, the lack of leadership, communication and motivation have impacted the organizational structure. The definition of each of these explains the importance of their interrelationship to one another. Leadership is based on the ability to influence others to achieve organizational goals. Formal leaders hold a high rank in the hierarchy and informal leaders are recognized for outstanding skills and abilities. Managing is sometimes mistaken for leadership. The difference is that a manager brings order to the employees, and a leader makes useful changes in the organization. Communication is the process of two or more people exchanging information. The sender is the initiator of the message and the receiver is the one that the message is direct to. Effective communication is achieved when the message from the sender is received as it was intended. Motivation can be understood as a force within us that is triggered by various needs. This force then drives us to satisfy an unsatisfied need. There are basically two different categories of motivation. One is intrinsic and the other extrinsic motivation. Intrinsic motivation comes from inside ourselves and extrinsic from outside ourselves. All three of these are lacking at the LCHC. Some of them are highly impacted by the weaknesses in the organizational structure, and some are lacking in the individuals' as skills. Motivation, leadership and communication are dependent on one another and cannot function very well in an organization on their own. Leadership generally deals with the complexities of humans and human behaviour. There are many approaches to leadership, each with theories and models. The Traits theories would look at leaders and explore their traits or characteristics. Behavioural leadership theories centre around the behaviours demonstrated by effective leaders. Lastly, the contingency approach puts forward the notion that â€Å"it depends† on both behaviour and traits. Situations can effect what traits and behviours are most useful.. The most suitable leadership approach for the LCHC would be the contingency approach since it offers ways to look at behaviour and traits. It also lends itself to approaches for leading tasks and people. There are task issues and relationship issues at LCHC that need leadership. Paul Hersey and Ken Blanchard's situation leadership model offers different behaviours suited to either a task situation or a relationship situation. Some of the leadership weakness at LCHC are: The lines of authority for the division of labor between the apex and the middle line are not clear. This makes leadership difficult. The Bishop is not motivated to take on this leadership, or he does not have the leadership expertise to lead. It is the Bishop that should set forth the proper leadership characteristics, and develop the triggers that will motivate his organization. There seems to be no communication from him about the mission, strategy, or goals of either facility. If this is missing at the top, it cascades down throughout the organization very quickly. It is evident that the professionals in the operating core are confused, and don't have clear goals to follow. These goals would help pull all of them in the same direction. The middle line, where Dr. Macdonald is managing, needs qualified managers. When there are no qualified managers, and management systems are in chaos, leadership is compromised for the strongest of leaders. The above points in the structural weaknesses involve task and volatile relationships issues. The application of the Hersey Blanchard model of leadership will help both the task and relationship concerns. . Regarding communications, the LCHC does not adequately provide the network for good communications among all its employees. Unit groupings are weak and management does not seem to have a lot of integrity in their communications. Its important to have a place that can determine what communications vehicle should be used to gain the highest impact for any given message. Rich communication demands face to face interaction, next is the telephone, and the poorest is via memo or letter. There are no liaison positions in place at the LCHC. These positions could determine communication vehicles, disseminate information and improve upward, downward and horizontal communications. A very large part of good communications is also about listening and knowing how to communicate. Communication involves giving and receiving feedback. These skills are generally part of a good training program. The LCHC does not have a good training program in place that could help them increase harmony, efficiency and mutual understanding. When good communications are in place, feedback is at an optimum, therefore, managers and employees could actively participate in formal and informal evaluations processes. If the managers and employees are involved in the evaluation process, they are most apt to be fair and equitable in their assessment of each other. The employees at LCHC are not motivated. The lack of motivation is a direct result of the lack of leadership and effective communications. It can also be linked to the organization of the subunits. Grouping different jobs under common supervision can pull them together to achieve similar goals thus triggering motivation.. Employees also need, and are more likely driven by intrinsic motivators. These can come from reaching personal career goals, making enough money to buy a new house, or simply feeling good when a patient gets well as a direct result of their care. Putting a Human Resources management in place could provide rewards programs in the form of money, recognition, and promotion. These are all triggers for employees to set themselves goals to reach these rewards. Locke's goal setting theory says setting clear, challenging, realistic and acceptable goals raises performance. Goals invoke motivations since our thoughts and actions are directed by our goals. It is much easier for the LCHC employees to set their personal work related goals if they have been given short term departmental goals or milestones and long term organizational goals. Each department would work in a cooperative setting to reach these goals. When employees don't see or feel a sense of purpose, there is often conflict, competition, and behaviour is based on the fear of not knowing where they are headed. Consequently, this leads to low morale and demotivated employees. The LCHC should consistently communicate the rewards and results of effort and hard work. This will encourage employees to expect a reward for their work. Vroom's expectancy theory supports this idea. He says that if you put effort in, you will get a positive outcome. Individuals will look at a given situation in this way†¦.increased effort will lead to good performance, good performance will lead to certain outcomes, and then†¦ are the outcomes worthwhile. If they are, the effort will be put forth. In summary, leadership, communication, and motivation are a must for an organization's success. If the structure is aligned to support all three, there is increased productivity, high level of efficiency and high morale among the employees.

Im-It Analysis - 1420 Words

RUNNING HEAD: IM/IT Analysis IM/IT Analysis Barbara C. Hagerman Dr. Chad Moretz Health Information Systems July 29, 2012 1. Discuss the five (5) major components of information management/information technology (IM/IT) governance with a focus on how they will collectively improve the quality of health care. IM/IT governance helps the organization make business decisions more accurately and in a timelier manner (Glandon, Smaltz, Slovensky, 2008). In order to complete this, five general guidelines were created. They are as follows: Develop a consistent IT strategy, Align IT Planning with Organizational Planning, Develop IT Infrastructure, Architecture and Policies, Set IT Project†¦show more content†¦Decisions will need to be made as to which hardware configuration is going to be used as well as which network communication, where the centralized location of the facility will be and what software will support the network. Policies will need to be developed to ensure the safe operation throughout the organization. One such policy is data standardization. In data standardization, data is pres ented in the standard way, such as dates. All systems working in the organization would share the same data, all via dates. Data compatibility is extremely important and some National standards organizations are working on uniform ways to represent all health care-related data. Medicare/Medicaid standards continue to dominate in this arena to date. The Health Insurance Portability and Accountability Act (HIPAA) have established mandatory guidelines regarding electronic data and have created a standard that all organizations must follow. The uniformity of hardware and software is also extremely important. There must be a compatibility and ease of maintenance throughout the system. There would need to be ongoing reviews to control inappropriate use, such as people installing copied software. Another component of IM/IT governance would be to set IT project priorities and oversee investments. This remains a vital role in the success of the IM/IT operations, so it is important t he IM/IT staff are trained and have theShow MoreRelatedAnalysis Of IM Movin On709 Words   |  3 PagesParticularly, Snow’s â€Å"melodic country vocals,† unique diction and a distinctive guitar playing have had an impact that altered perceptions of the sound of country music and held meaning historically. I’m Movin’ On is a piece of music that had specific meaning during the time of the Korean War. During the war the song â€Å"aired on the Armed Services Radio Network.† The song was then reworded by a soldier when it was â€Å"thought that the song was sung by black soldiers of the 24th Infantry Regiment,Read MoreAnalysis Of Brother IM Dying By Edwidge Danticat1461 Words   |  6 PagesI would try to guess his thoughts and moods from the dotting of his i’s and the crossing of his t’s† (Danticat p.23) We as human beings, have the ability to read each other’s voice, facial expressions, and body language to understa nd the complete analysis of one’s feelings. We truly see this the most when Uncle Joseph loses his voice. Danticat uses her Uncles loss of voice, to show us how different and hard it can be to not have a voice at all. When Danticat was 9 years old, her uncle was diagnosedRead MoreSynaptic Corporation : A Case Study Of Risk1455 Words   |  6 Pagespractices to address the adverse impacts. 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Discussion will include the knowledge underpinning practice and the evidence baseRead MoreEvaluation Of A Clinical Skills Essay1417 Words   |  6 Pageshow I have achieved the necessary level of competence in my nurse training programme. The reflective model I have chosen to use is Gibbs model (Gibbs 1988). Gibbs model of reflection incorporates the following: description, feelings, evaluation, analysis, conclusion and an action plan (Gibbs 1988). The model will be applied to the essay to facilitate critical thought, relating theory to practice where the model allows. Discussion will include the knowledge underpinning practice and the evidence baseRead MoreMobile Technology : Columbus Ohio Memorial Hospital1055 Words   |  5 Pagesthrough a software application that provides instant messaging (IM). This instant messaging device is in real-time called â€Å"IM Your Doc. This application is known for its rapid speed and is efficient when communicating. According to IM Your Doc (2015), the application provides a fast-speed texting wrapped, that meets HIPPA compliance, which have greatly improve the health care of the patients, and support the provider’s needs. The â€Å"IM Your Doc† application was designed by providers who were awareRead MoreT he Coal Of Coal And Coal Essay972 Words   |  4 Pagesdifferent physical appearances indicate various pressure conditions after the burial. My main objectives of the project are 1. Analysis of physical and chemical properties of coal from different stratigraphic horizons of Permian Barakar formation, West Bokaro basin. It includes proximate, ultimate and petrographic analysis of the collected samples. Proximate and Ultimate analysis give us the idea of chemical composition of coal and also indicate the possible quality of coal. With these result we canRead MoreThe Capitalist Argument For Renewing The Export Import Bank700 Words   |  3 Pagesthe Export-Import Bank’s charter for at least 3years. Five year has been most general lengthen period. That’s what Congress has to do, and that’s what the administrations should ask for this time. How the article relates to this class/economic analysis We covered the Nontariff Barriers and the Political Economy of Protectionism on Chapter6 in the class. â€Å"Dumping is a one of example with the Nontariff barriers to trade which is the effects of barriers to trade other than the tariff.†:salvatore.Read MoreThe Importance Of Asian Cultures In The Community781 Words   |  4 Pagespoints in a situation. They do need instruction either; furthermore, we have some extremely creative individuals, who Joey, my son and, let them generate until they have accomplished their objectives. One resident has a style similar to Claude Monet. The Im and Lee (2014) study was a glimpse into how Asian cultures treat their elderly, and it relates to the Regent Care Center since there is no dignity for the elderly in being left alone in a nursing home, which happened frequently the Regent care centerRead MoreFuture Plan For Future Plans Essay961 Words   |  4 Pagesmentioned below. 9. a) Integration across IMs Meet would like to provide a platform to converse across platforms. One possibility is that with a Meet ID, a user can integrate any of the other IMs and get a parallel list of contacts for communication with that IM. It would require agreement with those IMs. Another possibility is that with the Meet user ID itself, it can add both Meet user Ids and other IM’s user IDs. This would also require agreement with the other IM but needs to address other concerns