Together these metrics will help the firm understand where the project stands and how has it really impacted the performance of both the firm as a whole and the employees as part of its system. The firm is a major manufacturer of cosmetic products. It can measure its brand equity by comparing it with other brands in the same category. Higher sales on their own are important but when compared to rival's growth, they make more sense and can be explained more easily to senior management.
The impact of this performance improvement project

The impact can be assessed from the benefits that would accrue to the firm. Greater impact will be felt in employee efficiency and productivity. More coordinated research will bring about better results in all areas including marketing and sales.

Strategies and approaches could be used to "sell" the project to Management

The management may not understand the whole metrics thing.…...

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References

Senge, Peter, The Fifth Discipline NY: Currency/Doubleday, 1990

Kofman, Fred and Peter M. Senge "Communities of Commitment: The Heart of Learning Organizations." Organization Dynamics.

Daniel Aronson, Introduction to Systems Thinking, 14th September 2005]http://www.thinking.net/Systems_Thinking/Intro_to_ST/intro_to_st.html[Accessed

21). Non-training and development-related actions should be required (Schraeder & Jordan, 2011, p. 6) and should include MMPI testing specifically for XX and generally for all RNs. Employee-development actions will include employee seminars and workshops around developing greater awareness, compassion and acceptance of personal accountability. Based on XX's very low score, I anticipate XX's only slight improvement due to imposed consequences for failing to learn proper policy and procedure; however, those gains will be only slight and probably insufficient (Schraeder & Jordan, 2011, p. 9). Given the hospital's very low score and static categorization, its ability to implement the development action plan will probably be signficantly hampered by the hospital's static approach to health care (Silverman, Pogson, & Cober, 2005, pp. 143-4). The collective effect of XX's well-deserved "unaware" categorization and the hospital's "static" categorization will probably result in small, inadequate changes on XX's part over a long period…...

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Works Cited

Brocato, R. (2003). Coaching for improvement: An essential role for team leaders and managers. Journal for Quality and Participation, 26(1), 17-22. Retrieved August 11, 2013, from the TUI Library.

Schraeder, M., & Jordan, M. (2011). Managing performance: A practical perspective on managing employee performance. Journal for Quality and Participation, 34(2), 4-10. Retrieved August 11, 2013, from the TUI Library.

Silverman, S.B., Pogson, C.E., & Cober, A.B. (2005). When employees at work don't get it: A model for enhancing individual employee change in response to performance feedback. Academy of Management Executive (1993-2005), 135-147. Retrieved August 11, 2013, from the TUI Library.

Narrow focus performance improvement area. This area focus chosen organization develop a QI plan. esearch methodologies integrating QI strategies performance measurements. esearch information technology applications components QI management.
Organizational QI plan

The Scottsdale Memorial Hospital seeks to reduce the waste of food within its operations and also to increase the health and satisfaction of its patients through the provision of more nutritional and tastier foods. In this effort, they have devised four specific goals, namely the completion of an internal study to assess current consumption and waste, the creation of a new menu (with the aid of a specialist chef), the delivery of the new menus to the patients and the completion of a new study for the new menu and the adjacent waste. The expectation is for the waste of food to be decreased after the implementation of the second menu.

The data necessary to complete this effort would be gathered with…...

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References:

Hughes, R.G. (2008). Tools and strategies for quality improvement and patient safety. NCBI.   / accessed on December 17, 2012http://www.ncbi.nlm.nih.gov/books/NBK2682 

Kumar, S. (2004). Web-based tools aid quality improvement projects. PSQH.   accessed on December 17, 2012http://www.psqh.com/julsep04/kumar.html 

Ortiz, E., Clancy, C.M. (2003). Use of information technology to improve the quality of health care in the United States. Health Serv Res.   / accessed on December 17, 2012http://www.ncbi.nlm.nih.gov/pmc/articles/PMC1360897 

(2010). Advantages and disadvantages of Six Sigma. Six Sigma.   accessed on December 17, 2012http://www.sixsigma.in/advantages-and-disadvantages-of-six-sigma.html 

The author did not limit his study to researchers who supported one side of an argument but included both, those for and against any idea, bringing more understanding to the reader.
The article is further strengthened by the fact that the author identifies the side where she belongs in an argument that had contradictory statements from other authors. For instance, when she discusses objectivism and constructivism she presents both ideas but states that she is for constructivism. She also brings more understanding of the methods of learning by stating how helpful they are and the limitations associated with them and how to make the methods more effectively including practical examples in every case. In fact, she concludes by suggesting that the integration of two or all of the methods is the best practice.

Discussion of the strengths

Inclusion and proper utilization of different resources was a very positive step the author took…...

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Reference

Yi, J. (2005). Effective ways to foster learning, Performance Improvement, 44(1).

This should also be performed by the department managers and by shift supervisors. The company should also discuss with cashiers advancement opportunities. If they know that by doing their job well, by meeting the quality standards imposed by the company, by improving customer service, helping reduce theft, and maintain cleanliness at normal levels, they could be advanced to higher positions, they might find this stimulating and might improve their behavior. However, the company should also make it clear that behavior that does not sustain the requirements of StopNShopNow cannot be tolerated.
The cashiers' situation is not the only area that must be improved. It seems that the motivational strategy within the entire company must be improved. A great way of motivating important employees that have potential is represented by investing in training programs. If the company sends some of its employees to such training programs, they would consider that the…...

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Reference list:

1. Douglas McGregor (2010). Accel Team. Retrieved February 26, 2011 from http://www.accel-team.com/human_relations/hrels_03_mcgregor.html.

Performance
Given the need to improve organizational productivity through increasing employee performance, develop a performance management program that focuses on linking the organizations strategic objective with the individual effort outlining the benefits of improved performance, the consequences for lack of performance as well as the employee and managerial training that will be needed for implementation.

Purpose of the performance management program (PMP)

The purpose of the PMP is to align the motives of the employee with that of the organization so that the employee is encouraged to work for the good of the organization. Objectives are formulated that are in line with those of the employee, a system of rewards and consequences are established that attract the employee, and a system of monitoring and work appraisal, formalized together with employee, is established.

a. Strategic

The PMP is strategic so that the organization's goals are clearly aligned with that of the individual and both are moving…...

Performance Management through the Lens of Keys v. Humana (2012)
Kathryn Keys, former employee of Humana Incorporated, filed a claim of racial discrimination under the Civil ights Acts of 1964 and 1991 (Keys v. Humana, 2012). The U.S. District Court for the Western District of Kentucky sided with the defendant, Humana Inc., in January 2010 and dismissed the case on the grounds that the facts were insufficient to support a claim of racial discrimination under the McDonnell Douglass framework. The McDonnell Douglas framework requires the plaintiff to show that they are a member of a protected class, were qualified to hold the job in question, were treated differently than others not belonging to a protected class or were replaced by an unprotected person, and were harmed by an employment decision. Specifically, the lower court found that Keys failed to show that Caucasian employees who were not fired were indeed performing the…...

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References

Human Inc. (2012). Well-being starts with us. 2010 & 2011 Corporate Social Responsibility Report. Retrieved 26 Feb. 2014 from  http://apps.humana.com/marketing/documents.asp?file=1853059 .

Keys v. Humana Inc., No. 11-5472 F.6th (Fed. Cir. 2012).

Littler Learning Group. (2009). Performance management and corrective action: A resource guide for managers & supervisors. Retrieved 25 Feb. 2014 from  http://www.csus.edu/hr/docs/professional/perfmgmtandcorrectiveaction050109.pdf .

Van Bogaert, D.A. (n.d.). New legal battlegrounds for performance evaluations. Retrieved 25 Feb. 2014 from  http://myweb.lmu.edu/dbogaert/newlegalbattlegroundspedvb.pdf .

All of these are admittedly challenging problems and the key to lasting change is that employees must first identify and internalize the need and desire for change for these strategies to succeed.
eferences

Yuen H. Chan, obert . Taylor, Scott Markham. "The ole of Subordinates' Trust in a Social Exchange-driven Psychological Empowerment Process. " Journal of Managerial Issues 20.4 (2008): 444-467,421-422. ABI/INFOM Global. ProQuest, 1 Mar. 2009

Fulkerson, John ., and andall S. Schuler.. "Managing worldwide diversity at Pepsi-Cola International." Diversity in the workplace: Human resources initiatives. 248-276. New York, NY U.S.: Guilford Press, 1992. PsycINFO. EBSCO. [2 Mar. 2009

Ann Gilley, Jerry W. Gilley, Heather S. McMillan. "Organizational change: Motivation, communication, and leadership effectiveness. " Performance Improvement Quarterly 21.4 (2009): 75. ABI/INFOM Global. ProQuest. 1 Mar. 2009

Edward Martin. "Employers boost perks to build workforce loyalty. " the Business Journal 22 Sep. 1997: 30. ABI/INFOM Dateline. ProQuest. 2 Mar. 2009

Amanda Nottage.. "Pepsi's challenge.…...

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References

Yuen H. Chan, Robert R. Taylor, Scott Markham. "The Role of Subordinates' Trust in a Social Exchange-driven Psychological Empowerment Process. " Journal of Managerial Issues 20.4 (2008): 444-467,421-422. ABI/INFORM Global. ProQuest, 1 Mar. 2009

Fulkerson, John R., and Randall S. Schuler.. "Managing worldwide diversity at Pepsi-Cola International." Diversity in the workplace: Human resources initiatives. 248-276. New York, NY U.S.: Guilford Press, 1992. PsycINFO. EBSCO. [2 Mar. 2009

Ann Gilley, Jerry W. Gilley, Heather S. McMillan. "Organizational change: Motivation, communication, and leadership effectiveness. " Performance Improvement Quarterly 21.4 (2009): 75. ABI/INFORM Global. ProQuest. 1 Mar. 2009

Edward Martin. "Employers boost perks to build workforce loyalty. " the Business Journal 22 Sep. 1997: 30. ABI/INFORM Dateline. ProQuest. 2 Mar. 2009

Performance Management: Implementing an Effective Performance Management System
Why Performance Management?

Performance management is the organized method that companies use to monitor the results of work activities, to measure and evaluate the performance of the employees, and to ensure that goals are met in an effective and efficient manner. According to Pulakos (2009), performance management is a key process that ensures that work gets done; and it is used by different organizations to communicate expectations and drive behavior towards achievement of important goals. For instance, ABC Company has offices in more than 50 countries across the globe and it employs over 40,000 employees from various cultural backgrounds, and it also deals with a diverse range of customers. It therefore needs to develop a performance management system that fosters an inclusive environment and channels different employees' talents and capabilities towards achievement of the organization's goals.

It is important to implement an effective performance system…...

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References

Pulakos, E.D. (2009). Performance management: A new approach for driving business results. West Sussex, United Kingdom: John Wiley & Sons Ltd.-Blackwell Publishing.

Stone, R, D. (2009). Achieving Results with a Performance-Centered Design Framework. Performance Improvement Vol. 48(5) 37-44. Retrieved from http://search.proquest.com.proxy-campuslibrary.rockies.edu/docview/237234715/AD71C5FFAAEA427APQ/1?accountid=39364

Contrary to popular belief, improved performance by employees in a particular organization is not always linked to incentives; in today's dynamic business environment, it is crucial for human resource managers to balance the needs of individuals with those of the organization. One critical component that leads to good individual as well as organizational performance is the application of an effective performance management process. In fact, companies that invest in good performance management practices generally perform better than those that do not measure and manage their performance (Leeuw and Berg, 2010). According to Cardy and Leonard (2011), performance management can be defined as the integrated and strategic approach used by human resource managers to deliver successful results by improving the performance of all the individuals in the organization. It ensures that the goals of an organization are achieved in an efficient and effective manner, while at the same time maintaining good…...

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References

Cardy, R & Leonard, B. (2011). Performance Management: Concepts, Skills and Exercises. (2nd Ed.) New York, NY: Routledge

Leeuw, S & Berg, J.P. (2010) Improving operational performance by influencing shopfloor behavior via performance management practices. Journal of Operations Management Vol. (29)1 224-335. Retrieved 9 April 2015 from  http://www.isihome.ir/freearticle/ISIHome.ir-21006.pdf 

Riccio, S. (2014) Hudson College Scenario C: Performance Management. Society for Human Resource Management. Retrieved 10 April 2015 FOM https://www.shrm.org/Education/hreducation/Documents/Riccio_Hudson%20College_Scenario%20C_Student%20Workbook_FINAL.pdf

Stone, R.N. (2009) Achieving Results with a Performance-Centered Design Framework. Performance Improvement Vol. (48)5 37-44. Retrieved 10 April 2015 from http://search.proquest.com.proxy-campuslibrary.rockies.edu/docview/237234715/4155FCBF55844623PQ/1?accountid=39364

However, as Murphy (2008) notes, these original scores, and the weightings, are given by biased humans who may have another agenda than simply giving the most accurate appraisal possible. In addition, there is also the question about whether a truly accurate (when negative) appraisal is the best course of action due to the possible negative consequences.
Management by Objectives (MBO)

Sudarsan (2009) surmises that, in the past, researchers have concluded that there are primarily three approaches to performance appraisals. The first approach -- the results focused approach -- is centered on determining whether a specific job has been performed or not. If these performance targets are met or exceeded, the employee is rewarded. The second approach -- the behavioral approach -- focuses on employee behavior. The actual output of the employee is ignored, but instead the methods the employee is using is evaluated. This approach has the benefit of being able…...

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References

Addison, J. & Belfield, C. (Sept 2008). The determinants of performance appraisal systems. British Journal of Industrial Relations, 46(3). Retrieved November 15, 2009, from Business Source Complete.

Addison and Belfield compare the findings of Brown and Heywood's analysis of the Australia Workplace Industrial Relations Survey with their findings in Britain, using the Workplace Employment Relations Survey. Of particular interest for this paper was the conclusion from both studies that tenured employees are not strongly motivated by performance appraisals. This shows the ineffectiveness of appraisals, no matter what system is used, for those employees with tenure.

Banu, C. & Umamaheswari, P. (Jul 2009). A study on 360 degree performance appraisal systems in Reliance Life Insurance, Udumalpet. ICFAI Journal of Management Research, 8(7). Retrieved November 15, 2009, from Business Source Complete.

Banu and Umamaheswari research the use of the 360-degree performance appraisal system on a life insurance company. It was found that this appraisal system was helpful in identifying training needs, in addition to evaluating the performance of employees. It was also found to be useful in determining rewards and incentives, as well as promotions. However, the authors failed to acknowledge the challenges inherent in this system, as found be other researchers.

Aggarwal (2013), the critical incident method of performance appraisal was first formalized by Fitts and Jones as early as 1947. The first purpose of the technique was to classify pilot error experiences with the reading and interpretation of instruments within aircraft. Although referring to "critical incidents" as "errors," the authors served as the harbingers of this method of performance appraisal in the workplace. John Flanagan was the first to refer to the method as the "Critical Incident Technique," defining it as a description of events associated with special significance in order to describe human behavior in various circumstances. For the workplace, this means that an employer or a team of analysts would monitor employee behavior in various circumstances or during specified events. This can then be used to determine the effectiveness or quality of employee performance.
According to Marrelli (2005), one of the main rationales for the critical incident method…...

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References

Aggarwal, A. (2013, Feb.). Techniques of Performance Appraisal -- A Review. International Journal of Engineering and Advanced Technology, 2(3). Retrieved from: www.researchgate.net

Marrelli, A.F. (2005). Critical Incidents. Performance Improvement. 44(10). Retrieved from: http://www.ispi.org/pdf/suggestedreading/articlesix_criticalincidents.pdf

Employee Selection
To firms of any size, the selection of qualified and able employees is a huge thing. Indeed, selecting the wrong employee can cause major issues and is simply expensive even in the best of circumstances as hiring and training new people just adds to the expenses and such that come up. As such, firms and organizations need to know precisely what they are looking for and how to find it. Just one organization that has had massive struggles in this regard, up to and including the leadership, would be the Veteran Affairs Administration. Even with a recent change of leadership, they are still having issues from top to bottom. While the Veteran Affairs Administration has had some gaffes and issues when it comes to hiring and selection, the core processes they have in place are actually very solid.

Analysis

The introduction to this report mentions the Veterans Affairs Administration. When it…...

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References

Carpenter & Dunung, Chapter 1 "Effective Selection and Placement Strategies" pages 639 to 648

in Challenges and Opportunities in International Business (v. 1.0)

 http://2012books.lardbucket.org/pdfs/challenges-and-opportunities-in-international -

business.pdf

Improvement of Human esource Management in a espiratory Care Center
When individuals play as a team they tend to achieve greater clinical and organizational outcomes in a healthcare institution like the respiratory care center. Clinical and financial improvements have been reported in cases where there has been teamwork between the healthcare team. Whenever there is an organizational breakdown, the departments in any organization can conspire to sabotage each other and this hampers the progress of any care giving institution (Hoff 2004).

Overall patient care is achieved whenever there is total cooperation and teamwork between the workers, this is because each worker works with only one sole aim and that is to meet the needs of the patient. In such a case the main goal is to achieve an improved respiratory care. Teamwork exist in two levels in any respiratory care center, the first instance is when there is cooperation between the patients…...

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References

Baker, D.P. (2005). "Medical Team Training Programs in Respiratory Care." In Advances in Patient Safety: From Research to Implementation (Vols. 3).

Gagnon, D.1 (1998) National Consultation on Health Services and Policy Issues: Summary Report. Ottawa: American Health Services Research Foundation.

Hoff, T.L. (2004) "Quality provision of respiratory care." Medical Research and Review 98(1): Vol 3.

(Jabal Omar Development Corporation 2010)
Kuwait

Since 2008, the real estate market in Kuwait has been continually declining. The reason why is because the economy was largely depending upon oil revenues. However, in 2010 the sector began witnessing an increase in prices. This is because of the Kuwaiti government was aggressively promoting the tourism industry. As developers are expecting a strong increase in foreign direct investment, due to the governments push to expand the sector. As a result, holiday and residential areas in Kuwait are continuing to boom. (Finkelstein)

In the housing industry, there are large numbers of shortages that are affecting prices. What has been happening is the residential sector has been facing restrictions over the last several years, surrounding building permits. As the government was slow to endorse them, which created a rush on new areas that were approved for development. At the same time, the government has placed various…...

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Bibliography

Alexandria Real Estate, 2010.

Egypt Property, 2010, Select Property. Available from: [19 Mar. 2011].

Egypt Real Estate Attracts Interest From Foreign Investors, 2010, New Investors. Available from: [19 Mar. 2011]

Jabal Omar Development Corporation, 2010

Key Responsibilities of a Radiology Administrator in a Healthcare Setting

1. Strategic Planning and Management

Develop and implement short-term and long-term plans to enhance radiology services and align with healthcare organization's strategic direction.
Conduct market research, analyze trends, and identify opportunities for growth and improvement.
Establish and monitor performance metrics to assess radiology service quality and efficiency.

2. Fiscal Management and Budgeting

Oversee all financial aspects of the radiology department, including budget planning, expense monitoring, and revenue generation.
Ensure compliance with financial regulations and accounting standards.
Identify and implement cost-saving measures without compromising patient care.

3. Human Resources Management

Hire, train, and evaluate....

Microcombustion techniques have emerged as promising methods for enhancing the efficiency of thermoelectric generators (TEGs) due to their ability to provide high heat fluxes and temperature gradients. Recent literature reviews have highlighted the significant impact of these techniques on TEG performance.
One of the key advantages of microcombustion is the ability to achieve high surface-to-volume ratios, which leads to improved heat transfer and thermal efficiency. By utilizing microchannels or porous media, microcombustion systems can create large surface areas for heat exchange, resulting in enhanced temperature gradients across the TEG device. This improved thermal efficiency translates directly to higher electrical power output.
Moreover,....

Functional Level Strategy

A functional level strategy outlines how a particular department or function within an organization will contribute to the overall strategic objectives. It focuses on optimizing the performance of specific operational areas, such as marketing, finance, operations, human resources, and technology. Functional level strategies are developed in alignment with the broader business strategy and provide a roadmap for achieving desired outcomes in each functional area.

Objectives of Functional Level Strategy

Align with Business Strategy: Ensure that each functional strategy supports and contributes to the organization's overall strategic goals.
Optimize Resource Allocation: Efficiently allocate resources within the function to maximize productivity....

Computing in memory (CiM) is a novel approach in computer architecture that aims to minimize the bottleneck between the processing unit and memory by performing computations directly within the memory units themselves. This concept has gained significant attention in recent years as a potential solution to the growing demand for higher performance and energy efficiency in computing systems.
One of the key advantages of CiM is its ability to reduce the need for data movement between the processing unit and memory, which can significantly improve system performance and energy efficiency. By performing computations in memory, data can be processed in-place, eliminating....