Assembling Charts

Properly assemble inpatient. Assembly of medical records are done in * Chronological order according to â€Å"filing order of the medical record. † * Assemble forms according to the order given in this policy * Charts are identified with typewritten white labels with: 1) Patient Name 2) Electronic Health Record Number (MRN) Order of Chart Assemble 1. Face sheet * Patient Information and Guarantor 2. Consent Forms * Signed Yearly Consent Form * Medicare Consent Forms * Counseling Form * BC Consent 3. Lab Reports Pathology Reports * Laboratory Reports 4. Prenatal (Only Pregnant Patients) 5. Hospital DC * All hospital discharges including ER visits 6. Cardiac * Echocardiography results * 12-Lead EKGs * Stress Test Results * Cardiac catherization results * Venous & / or Arterial Duplex results * All other heart related 7. Procedures * Biopsy * Op reports (colonoscopy, cholecystectomy, CABG, etc) * All procedures * Home Health Orders 8. Correspondence * Letters from consulting phys icians 9. Medical History (Old Records) 0. Miscellaneous I got to watch Mrs. Cathy as she reviewed charts for deficiencies. If any deficiencies are noted a note is put on the chart and the chart is returned to the physician to have all documentation correct or signed. At 11 o’clock we had a staff meeting where all the staff, even those that work from home comes in and we reviewed VEH growth, scores, and what the department needs to be doing in the up coming weeks. After lunch we started reviewing CD’s that have been created from past paper charts.The paper charts have been put on CD to help conserve space, and create a more secure source for saving ad storing past medical histories. 1. X-Rays * All X-Rays * Mammogram * CT Scans, MRIs * Ultrasound * Nuclear Medicine test results * IVPs * DEXA scans * Thyroid scans 2. Referrals * All documentation for referral of patients to outside providers 3. Communication * Orange Telephone Message / Intake Sheets * Any Provider to p atient communication including: i. Letters of Missed appointments / no shows i. Letters of Patient Termination 4. HIPAA * Al Consents – Treatment, Release of Information & Authorization 5. Patient Info / Billing * Patient demographics * CAP information * Insurance information including copies of insurance cards It is important that all documentation such as spelling of the names, addresses of the parents, and full names of the parent are correct the final submitted document. It is a costly mistake for the parents to have to change this information later after submission.This is where HIPAA polices come into effect and help healthcare personal to maintain administrative, physical and technical safeguards in protect confidentiality and prevent unauthorized access to health information. It was interesting to learn that any if a mother is not married, and the father is not present when signing the application for a birth certificate that he must pay to add his name after the birt h certificate has been filed with the NC Birth Certificate Registry. Ms. Boyd has 4 days to submit Birth and Death Certificates to the Edgecombe County Health DepartmentAfter numerous trips to verify that all the information was correct on the birth certificates, Ms. Boyd took the time to go over all department policies and procedures for the Release of Information. It is the Health Information’s professional’s responsibility to make sure that private information is not release into the wrong hands. Failure to do so affects department’s credibility in performance and security of information. Guidelines for ROI Reviews the Authorization form to ensure: Specific records are requested (general statements such as â€Å"all mental health Information† or â€Å"all medical records† are not HIPAA compliant) †¢ Clearly specific reason for the released record †¢ Expiration date †¢ Youth has initialed and signed †¢ Parent/guardian has init ialed and signed †¢ Witness has signed Reviews request to make sure there is no clinical contraindication Releases information Authorization form and a copy of the response filed in the health record Health Information Tech maintains a log of all requests that contains: †¢ Date and time request was received Date and time request was reviewed by †¢ Disposition of the request †¢ Copy of Authorization form (also must be filed in health record) Documents a communication progress note that includes: †¢ Name of person requesting the record & relationship to youth †¢ If youth co? signed the request †¢ Purpose of the request, as stated on the Authorization form †¢ What records were released? †¢ If clinician was present when the records were reviewed by the Requestor

Human Resource Development Essay

HRD is any process or activity that either initially or over the longer term has the potential to develop adults work based knowledge, expertise, productivity and satisfaction, whether for personal or group team gains or for the benefit of an organization community , nation ultimately the whole community†. HRD beliefs:- 1- People can do better and do wonders. 2- Involve them, trust them and treat them as resource or assets. 3- Fours on strengths of people and help them overcome their weakness. 4- Integrate individual’s needs & aspiration to organization Objectives of HRD:- 1- Develop high motivation level – To strengthen superior-subordinate relationship 3- To develop a sense of team spirit, team work & inter team collaboration. 4- To develop the original health, culture & climate. 5- To generate systematic info about HR 6- To increase the capabilities of an organization to recruit, select, retain and motivate talented employees. 7- To develop construc tive mind in employees. 8- To generate info about HR for manpower planning, placement, successive planning and like. Author – Meera Sharma SCOPE: The field of HRD or Human Resource Development encompasses several aspects of enabling and empowering human resources in organization. Whereas earlier HRD was denoted as managing people in organizations with emphasis on payroll, training and other functions that were designed to keep employees happy, the current line of management thought focuses on empowering and enabling them to become employees capable of fulfilling their aspirations and actualizing their potential. This shift in the way human resources are treated has come about due to the prevailing notion that human resources are sources of competitive advantage and not merely employees fulfilling their job responsibilities. The point here is that the current paradigm in HRD treats employees as value creators and assets based on the RBV or the Resource Based View of the firm that has emerged in the SHRM (Strategic Human Resource Management) field. The field of HRD spans several functions across the organization starting with employee recruitment and training, appraisals and payroll and extending to the recreational and motivational aspects of employee development. The main functions of HRD are:- 1. Training and development Training and development is aimed at improving or changing the knowledge skills and attitudes of the employees. While training involves providing the knowledge and skills required for doing a particular job to the employees, developmental activities focus on preparing the employees for future job responsibilities by increasing the capabilities of an employee which also helps him perform his present job in a better way. These activities start when an employee joins an organization in the form of orientation and skills training. After the employee becomes proficient, the HR activities focus on the development of the employee through methods like coaching and counseling. 2 Organization development OD is the process of increasing the effectiveness of an organization along with the well being of its members with the help of planned interventions that use the concepts of behavioral science. Both micro and macro changes are implemented to achieve organization development. While the macro changes are intended to improve the overall effectiveness of the organization the micro changes are aimed at individuals of small groups. Employee involvement programmes requiring fundamental changes in work expectation, reporting, procedures and reward systems are aimed at improving the effectiveness of the organization. The human resource development professional involved in the organization development intervention acts as an agent of change. He often consults and advising the line manager in strategies that can be adopted to implement the required changes and sometimes becomes directly involve in implementing these strategies. 3. Career development It is a continuous process in which an individual progresses through different stages of career each having a relatively unique set of issues and tasks. Career development comprises of two distinct processes. Career Planning and career management. Whereas career planning involves activities to be performed by the employee, often with the help of counselor and others, to assess his capabilities and skills in order to frame realistic career plan. Career management involves the necessary steps that need to be taken to achieve that plan. Career management generally focus more on the steps that an organization that can take to foster the career development of the employees.

Informational interview report Research Paper Example | Topics and Well Written Essays - 2250 words

Informational interview report - Research Paper Example This situation would require employees to have outstanding communication ability and flexibility during work. For this reason, I am convinced that a restaurant’s general manager has much to offer. One can learn much about customer service in terms of dealing with different situations. Second, unlike hotels which have multiple departments such as housekeeping, food and beverage, front desk etc., restaurants only focus on serving customers best food experience. Restaurants do not have to think about how to keep customers loyal to their rooms, but only need to make sure the money customers spend on a meal match the value and experience. Therefore, this specialized field can provide one with a closer view of customer service. Third, since I had experience of interning at food and beverage department at a hotel, I want to learn more about this area. During my internship, I earned basic experience of serving, communicating, dealing with customers, and I also saw how my manager and s upervisor manage the whole team. So I think by interviewing a general manager of a more successful restaurant in America, I could add to my knowledge on how to manage a team directly from the manager. Lastly, my family has been involved in customer service business for about 15 years; therefore, customer service runs in the family informing my interest in the business coupled with a desire to learn more of management within this field. As Mr. Zaslavsky mentioned during the interview, he not only manages the teams, but has also to check with customers and staff on a daily basis. I think communication and managing are both my strengths, so a general manager’s position in my preferred profession would provide me with a good learning chance. Industry Introduction Restaurant industry The restaurant industry is part of the wider hospitality industry though it has the largest flow of customers as they basically walk in and out during meal times. The basic undertaking of a restaurant is to prepare and serve food and drinks to individuals who come in for these services. In most cases, meal taking is an in-house affair though there are cases where the same can be taken out or some establishments can offer food delivery services. The industry is quite fragmented with perhaps the only commonality being menus and the general set ups. However, even these can be differentiated to build a unique identity which helps in retaining and attracting customers. There is also a question of services and food; though there are definite meals offered in different restaurants some restaurants also result to foreign or exotic meals to widen their reach. Such offerings and the growth of restaurant based live television shows has upped competition and the industry is perhaps most competitive at present than it has ever been. DC restaurant industry The DC restaurant industry is one of the most mature of the restaurant industry across the United States. Being a metropolitan district th e diversity of people and the need to develop a niche has informed creativity and organization levels not witnessed in many regions within the industry. The fact that DC has a blanket organization, Restaurant Association Metropolitan Washington, which looks after the affairs of the restaurant operators and owners, also suggests the maturity of the industry in this part of the country.

Online Companies Essay Example | Topics and Well Written Essays - 1750 words

Online Companies - Essay Example Coupled with the developments in technology, specifically the internet and aviation, and the liberalization of international commerce, globalization is now becoming a reality to many people. One of the most efficient ways to become involve in globalization is through going online, a method that has proved popular and effective for companies of varying sizes and interests. The primary goal of becoming online is to be able to establish presences, gain access or exposure to markets and to survey or gather information regarding prospective markets. Some companies also opt to go online because their competitors do so. Among countries that have joined the World Trade Organization (WTO), a particular development for companies going online is to be able to take advantage of the liberalization of off-shore investments that they can now attract (Tubbs and Schulz, 2006). Establishing presence online attracts attention to the brand and the products regardless of where the company is operating. Being online is a statement of a company's adaptation of technology and competency to follow trends (Murphy, 2006). The efforts can be accomplished independently by the company or by participation in third party hosting. Third party hosting can involve being listed in directories, through page links or by participating in industry profile data basing or participation in online groups and message boards. The core of the objective is to create interest for the brand and product. Gain access or exposure to markets implies that the approach targets consumers. However, this objective may or may not involve actual selling to the target markets and the core of the objective lies in informing potential markets of the product. Access to markets can also include expanding supply and distribution chains. Being online means that another company can find you as a much as you can find suppliers and costumers for one's products. This can also be achieve independently or not however, there are distinct advantage in maintaining independent methods in accessing markets since this can also be a sources of market information and a means of providing support which may not available if one utilizes third party sites (Bly, 2004). Gathering information can be made more efficient online, profile of visitors of the site can give a company an idea who is interested in their products. Most companies online provide registered user privileges in accessing their sites to be able to collect information form users and track usage. This information can be used to develop markets approaches and competitive competencies directly from individuals who already have expressed interest in the brand or product as well as provide channels for marketing and promotion efforts (Perner, 2004). For companies who are trying to find new markets, these information can provide vital information for approaches to the market so that efforts can be streamlined and be cost-effective. Online Companies For the purpose of this paper, there kinds of business that are online will be studied. One of the companies to be studies is Tesco, a large retailing supermarket company based in the UK who has recently adopted online business operation to complement its existing ones. Next is Muji, a

Review Questions Week 10 Essay Example | Topics and Well Written Essays - 500 words

Review Questions Week 10 - Essay Example In that regard, they are trained on how to take risks and innovations. Code of ethics are significant to the organization because through them people in the organization create socially responsible behavior within the organization. Similarly, people within the organization enhance openness. On the same note, code of ethics emphasizes integrity within the organization. All these are possible because code of ethics creates an ethical environment where people observe binding factors that come in the form of mission and shared goals. In return, the organization has an effective leadership. Every leader has a duty to ensure that the organization has a code of ethics and the same is adhered to all the time. High power distance refers to situations in which, the leaders and the followers do not usually interact as equals while in low power distance cultures, leaders and followers occasionally interact as equals. There are potential problems in situations where the leader comes from a high power distance culture and the followers from a low power distance culture. The problem could arise due to lack of contact, given that the followers would be willing to make contact with the leader who, on the other hand would not be willing to interact with them. Lack of interaction and difference in approaches could have an impact on the organization. Authentic leadership is the ability to make good decisions and communicate effectively with the rest of the team. Secondly, authentic leadership involves real commitment to the organization’s goals and also committed to ensuring that the followers are equally motivated with an aim of ensuring achieving organization goals. Thirdly, they possess courage and strong character while discharging their duties in the organization. Fourthly, an authentic leader work hard to avoid failure because that would lead to distrust from the others. The essence of this

Questions Essay Example | Topics and Well Written Essays - 250 words - 16

Questions - Essay Example This minimizes the risks involved when attending to a patient. Information systems in nursing also have researched medical practices approved by international bodies that help nurse come up with decisions when attending to patients. In my organization, the management has incorporated the use of CPOE that has been significant in ensuring that patient doctor confidentiality is maintained (Hebda & Czar, 2009). As a nurse this is important to my service as I am required to keep intact the relationship between me and my patients. Information security is a factor many medical organizations strive to achieve. However, current and former employees pose the biggest threat in achieving information security. Many employees in an organization have access to the information the organization has in form of medical records and patient information. After termination of working contracts, some former employees may relay this confidential information to other parties. The most important information is patient personal information and medical records (Hebda & Czar, 2009). Every medical organization is charged with the responsibility of ensuring information regarding their patients’ remains a private affair. To curb this shortcoming, organizations should formulate contracts that bind employees to confidentiality even after termination of their working contracts (Spagnoletti & Resca, 2008). Hefty penalties should be imposed to employees who breach these terms even after their working contracts have been

Huge and digital strategy-case Essay Example | Topics and Well Written Essays - 1750 words

Huge and digital strategy-case - Essay Example Retainer relationships can maintain these specific preferences of HUGE. 2. Long-term profits through long-term relations. Retainer relationships can result to long-term profits because clients can eventually see HUGE as a strategic partner for their overall growth. HUGE can reap greater revenues, if it becomes integral to their client’s strategic directions. Furthermore, long-term client relations can soon become a core competence. If these companies also grow, such as geographically and/or through offering new products and services, HUGE’s business will also grow with them. Their clients’ successes become intertwined with HUGE’s, thereby providing limitless opportunities for national and global growth. 3. Advancement of general view of the business as transformational and strategic. If HUGE is embedded into other companies in long-term retaining relations, companies might realize that digital marketing is not merely a reinforcement of traditional marketin g efforts, but a superior marketing edge. Shapiro and his staff assert that: â€Å"†¦everything will be digital† (Casadesus-Masanell and Karvounis 7). ... 010 to 2016 2010 2013 2016 Social Media 988 2,760 4,995 E-Mail 1,328 1,875 2,468 Mobile 885 4,238 8,237 Display 9,347 16,085 27,600 Search 16,308 24,613 33,319 Source: Casadesus-Masanell and Karvounis (14) Disadvantages. 1. Demand for capabilities that are not part of HUGE’s core competencies. Despite the advantages of retainer relationships, HUGE does not have existing capabilities that long-term relations entail. For instance, retainer means engaging in traditional digital marketing activities, such as display advertising and search marketing. HUGE does not have the competencies yet for these marketing channels. 2. Not related to market expansion. Retainer relationships may extend revenues per client, but it does not automatically bring in new clients. It does not allow HUGE to tap new markets or to exploit existing ones. 3. Not supportive of business model. HUGE wants to be the one-stop digital marketing firm. If it caters to the same clients, it is not growing that much at all, unless the same market grows. HUGE is not opening itself to prevailing market demand for search and display marketing, in particular, which is a mounting marketing field opportunity. Geographic Expansion Advantages. 1. Taps new markets with the same transformative needs. HUGE can tap foreign markets that have similar transformative needs. It does not have to veer far away from its business practices because it can find large, challenging projects in other countries. Some of the potential locations are Japan, UK, Norway, and Denmark. These nations have high numbers of citizens who have bought something online and a large percentage of firms with websites (Casadesus-Masanell and Karvounis 19). 2. Expands markets in a geographical way. Geographic expansion can result to market expansion.

Philosophy Paper Essay Example | Topics and Well Written Essays - 1000 words

Philosophy Paper - Essay Example The logical question that one might ask with relation to the drug laws relates to two primary premises. The first of which is concentric up on the question of what document or law allows the state to determine what substances should and should not be termed legal. The second premise is concentric upon the level of freedom and personal responsibility should be championed over the ability of the state to restrict certain substances. This brief essay will discuss these premises and attempt to draw an overall level of inference from them as a means of adequately answering prompt 3 that has been enumerated on above. The first premise of such an argument necessarily is concentric upon the fact that there is no legal basis for the government/state to restrict an individual with regards to the substance that he or she chooses to engage. ... ns can and cannot be engaged upon, it is the ultimate responsibility of the user to ensure that their actions do not break any other laws nor endanger the lives of any of their fellow citizens. As a causal mechanism to help understand this premise one need only to consider the current litany of rules that help to define the use of alcohol within our current society. Alcohol itself is heavily licensed, restricted for sale to minors and probationers, and further governed by a stringent level of laws that seek to define the way in which individuals within society can imbibe of it and in so doing revoke their rights to operate machinery or engage in other forms of nominally responsible activities which could endanger the lives of their fellow citizens. Those that do not agree with such a premise would argue that due to the fact that drugs are inherently destructive to the person’s overall health, it is the responsibility of the state to regulate such substances and outlaw them as a means to protect the health of society. Unfortunately, such an argument is a very slippery slope as it encourages a form of judicial activism with very few constraints. As a wider and wider swath of society becomes active in encouraging key food groups to be outlawed, soda sizes to be decreased, and a litany of other actions, it is easy to see that the level to which personal responsibility I championed is steadily decreasing; whereas the level to which the law is relied upon to enforce a sense of morality upon the populace is seemingly ever increasing. The slippery slope argument that has been referenced with relation to unhealthful food is more than just a means to illicit a response from the reader. Municipalities and governments around the world are beginning to mandate what foods their

Falcon-Star Software Essay Example for Free

Falcon-Star Software Essay Falcon-Star Software is newly established Software Company which came into existence in 1994. It has offices in both Washington and Canada. The company is based on providing web based solutions to its customers worldwide. It aims to fulfill all our customers’ software based and customized application based needs. Our mission is to provide quality service to our customers who need our help for their businesses at reasonable rates and provide them the best solutions that will solve their problems for a extensive period of time. At the moment we have two offices to develop our software, our main competitors are also situated close to us and also across the globe, therefore we have to be much focused and plan our strategies accordingly else we can run out of business. Our company is divided into three main departments of information systems group, provisioning services Group, and manager of customer Service. Each department has its own set of directors under whom each of the heads of the departments and managers will be functioning. Since our organization is new we don’t have too many departments that is why each person will be doing multiple roles at the same time. You will be answerable to the CEO who will be there to over look your work and help you with your decisions. (Robbins Judge, 2005) Since we are in the initial stages of our business therefore we all need to work as one team and plan things ahead so that we can reduce the mishaps that can occur in future. As the manger of our departments I expect you all to be very clear of the mission of this company and based on that you define and identify your goals. This would include strategic planning and staff planning. Your senior managers are going to establish the over all objectives for the company and its your job to turn them into tactical objectives and make your less seniors workers understand them. (Fleming, 2005) Leadership is an important part of becoming a successful manager. It is your ability to lead other people so that they look up to you, trust you and therefore give in their best. It is your responsibility to take care of your sub ordinates who will be helping you with your work. Motivation is an important part of leadership. You need to keep your employees intact with the goal of the company. Make them understand their importance to this company. Employees are one of the greatest assets of a company and we don’t want to lose this asset. (Employee Engagement – A Concept Clean Up) As a manager you are responsible to look into all the matters that are under your control. In order to make things works in a systematic way you will have do organize your team of workers, time and resources in the most efficient manner. It is not about giving instructions only. You need the right kind of people to work under you and delegate responsibility to them . There should be clear division of work. And each department is accountable for its outcome but they all should work for one common vision. Well planned and organized work is a sign of good management and that is what we want our managers to be like at Falcon-Star Software. It is your duty to measure the performance of your department and your employees by comparing it against the targets that you had set for your self and if there are any shortcoming you need to over come that by taking appropriate corrective actions. This will help you in not repeating the same mistake again and learn more from the past experience. As it is said by Hertzberg that giving feed back is very important if things are going the way you wanted them to be. (Echols, 2005) Apart from them you are responsible for coordination between your different activities. The goals of each department should be the same. Try to avoid situations which would end up wasting resources, money and effort. Our aim is to give our customers the best developed software to fulfill their requirement. Communicate with your staff and encourage them. Failure to keep satisfied employees can adversely affect the business. Different managers have different ways of approaching problems. You can choose your own ways of doing work as long as it’s giving us result. You should understand your role and what we want from you at work. You have to plan, organize, control, communicate, and lead the organization and its employees. Our focus is our customers. We together have to work as a team so that our goal is met and we are able to compete with our competitors successfully. For that we require efforts from every individual however, the role of a manager in a company is versatile. They give fuel to the organization. Its now on your ability and work and commitment and how you undertake pressure. (Echols, 2005) Works Cited †¢ Fleming, John H. (November 2005). Where Employee Engagement Happens. Harvard Business Review †¢ Stephen P. Robbins and Timothy A. Judge (2005). Organizational Behavior, Twelfth edition: Pearsons Publishers †¢ Employee Engagement – A Concept Clean Up. bsiconsulting, Retrieved June 26, 2008, from http://bsiconsulting. com. au/pdfs/Engagement%20Clean%20Up%2003. pdf

The Iconoclastic Controversy Essay Example for Free

The Iconoclastic Controversy Essay The paper is devoted to the study of the Iconoclastic Controversy that had a profound effect on the development of church and theology in 8-9th century AD. For the better understanding of the problem, the notion of icons is explained with their seeming simplicity and spiritual meaning. Then, the definition of iconoclasm is given and the substance of the controversy is described. The paper reviews a brief historical development of the issue and examines two iconoclastic periods, of 730-787 and 814-843, with their respective characteristics and results. The study also reviews the major argumentation of both sides of the conflict, the iconoclasts and the iconodules. Having viewed the historical development and the positions of the opponents, the paper analyzes the outcomes of the iconoclastic controversy that are dual: on the one side, the use of icons is restored and theologically justified, and on the other side, the question is not resolved completely and allows further disputes within the Western church.

The Rationale Approach In HR Planning

The Rationale Approach In HR Planning Like any other form of planning, Human Resource Planning (HRP) is a rationale approach to the effective recruitment, retention and deployment of people with in an organisation, including, where necessary arrangement for dismissing staff, (G.A. Cole, 2004). HRP is therefore concerned with the flow of people through and sometimes out of the organisation. Normally it is a requirement for every organisation to plan ahead and make some assessment of their present employee situation, so as to ensure that an appropriate range of skills is available for the entire department within the organisation. Human Resource Planning is essentially concerned with analysing the existing human resource situation, assessing the external labour market and forecasting the supply situation, forecasting future demands for people and establishing and implementing human resource plan, (G.A. Cole, 2004). The organisations goals for securing the workforce whether for short or long-term includes recruitment and selection, training and development, promotion, redeployment and career planning, pay and productivity, motivation and appraisal, retirements and redundancy, all depends on a sound human resource planning process. Considering all the above organisations goals, Human Resource Planning has contributed a lot in helping Care UK to achieve its goals. Care UK is the leading independent provider of health and social care in UK. Its deals in Residential care services, Homecare services, Mental health services, Learning disability services, GP practices, NHS walk-in centres NHS CATS and NHS treatment centres. It has its head office at Connaught House, 850 The Crescent Colchester Business Park, Colchester Essex, CO4 9QB. In consideration to the Care UK recruitment and selection planning, the organisation has adapted both the internal and external recruitment and selection planning process for the managers and health care workers respectively. To maximise its internal capability and run its current 59 nursing or care homes, the organisation want to recruit more managers internally by offering a clear career path that will attract excellent candidates and keep these who have already joined us, said Carol Cunningham Care UK project manager. Candidates applying for home managers have to go through a rigorous selection process that involves recommendation by a senior manager or regional directors, aptitude and personality test and a structured interview with the project manager and operational manager to be selected. The Care UK recruitment policy is structured to ensure that all staff will be fairly employed, while meeting the criteria and standards set by Care UK and in accordance with appropriate legislation, (www. Care uk.com). As a recruitment process, Care UK do advertise their vacancies in the organisations website, national and local newspapers, job centre and internet. The organisation does strive to ensure that applicants are kept informed of their progress through the recruitment procedure and candidates are selected on the basis of their ability to perform the job required. Care UK operates an equal opportunity during its recruitment process where applicants are given equal opportunity regardless of their race, sex, religion and age. Basing on the sector of which the organisation operates, much emphasis has been put on the recruitment and selection process as it is a requirement that the right candidates are given jobs. As a result a sound recruitment and selection planning is needed to attract the right candidates for the jobs. As a legal requirement, all the applicants who are applying for positions of healthcare or domiciliary care assistants are subjected to a number of checks before they are selected. These checks includes, enhanced Criminal Records Bureau (CRB) disclosure, right to work, occupational health check and verifiable reference check including full employment history. Only the candidates with a satisfactory outcome of the above checks are selected interviewed and offered the opportunity to trained and work with the organisation. As a form of legal requirement, employees that are selected and offered job by the organisation are provided with a written particulars for employment which stipulate clearly the title of the job the employee is employed, scale or rate of remuneration or the method of calculating remuneration, intervals at which remuneration is paid, holiday pay, sick pay pensions arrangement, grieverance procedures applicable and length of notice to be given on either side. A written employment contract is then handed to the successful candidates that have been employed by the organisation. Having followed the Care UK recruitment and selection planning, the organisation has strict and tough policies when conducting its recruitment and selection process due to the nature of the sector in which it operates. The organisation does follow the right procedures by engaging in both internal and external recruitment process when vacancies do arise within the organisation and advertising the vacancies through all the avenues which makes it not discriminatory to the people interested for the available jobs within the organisation. Only the right candidates are offered the jobs merits while considering the legal requirements. The organisation through its recruitment and selection process puts all the legal requirements of employment like Criminal Record Checks, equal opportunity, Health and safety at work Act, 1974, Human Right Act, 1996, National Minimum wage Act, 1998, Human Right Act, 1998 and Employment Right Act, 1998 to mention but a few. Care UK has a sound training and development policy do to the nature of the sector in which the organisation is in. The organisation spends a lot of resource in the provision of training and development of staffs to ensure not only a regular supply of skills to employees but also as a way of improving on the employees standard of work. As an organisation, Care UK also sees an important role for training and development in the provision of skills and improvement of employee motivation. Since the organisation policy is based not only with the recruitment of people with experience but also individuals who willing and capable of working, it is paramount that the training and development of staffs is strongly looked at and also because the sector is too much regulated with new equipments brought in so frequently couple with new regulations, employees need to have thorough training and development policy well put in place. At Care UK, new employees for the post of healthcare assistants und ergo a three days intensive induction training to introduce them to the field of healthcare and the challenges they will faced ahead during the course of their working with the organisation, (www.care uk.org). After the induction training, specialised trainings are brought in and this is done through identifying training needs required by the employees and annual training updates are compulsory for all staff. Healthcare assistants are encouraged to undertake further qualifications and whenever possible, are provided with the opportunities to extend their studies through National Vocational Qualification, i.e. (NVQ2 and NVQ3). Those who are aspiring for the post of managers are carefully selected against rigorous selection framework and are subject to induction processes and are expected to continue to develop professionally, supported by the organisations performance and personal development planning processes. Having looked at the training and development policy of Care UK, it is of a high interest to develop a plan for professional development and training of the employees of the organisation. Before doing this, a clear distinction should be made between development and training. Development is a course of action designed to enable the individual to realise his or her potential for growth in the organisation while Training is concerned with the acquisition of a body of knowledge and skills which can be applied directly to work of a particular type, (Penny Hackett, 1994). As a well known fact, a well-trained employee will have the confidence and the competence to produce better quality service and now turning to Care UK as an organisation, the first step to develop a plan for development and training for employees is to identify the individual training needs. Healthcare assistances are faced with a challenge of working with some complicated equipments and treating of patients which require s proper training. By analysing the training needs, this will help to assess the employees competence and identify what is required to perform the tasks. The second step would be to design a training programme for the organisation. For Care UK, training programmes should be both on-job training and off-job training as demonstrations on how to use equipments and coaching of trainee requires on-job training while presentations, interactive video, lectures and computer base training is more a off-job training. The third step is to identify the training courses that will help the employees to gain confidence and have the competence to perform the tasks. This will includes both the in-house training courses (tailor-made courses to suit the objective of the trainees like moving and handling techniques), external courses like shadowing of new healthcare trainees, and qualification courses like National Vocational Qualifications (NVQs), (Penny Hackett, 1994). So turning to Care UK, employee s trainings should be structured to meet the objective of the organisation which focus on developing the employees to meet their potentials of facing challenging situations at work and giving them the opportunity to extend their studies through National Vocational Qualifications (NVQs). Care UK as an organisation has a sound way of motivating the employees. This is done through training and promotion of employees. By training and promoting the staffs they feel they are part of the organisation. This can be evidenced through training of home managers scheme adapted by Care UK. After their training they are always promoted to senior management positions and also healthcare assistants are trained before they are allowed to start work. This also improves on their confidence and creates in them that the organisation rely want them and they are part of the organisation. Staffs are also encouraged to take external courses like National Vocational Qualifications payable by the organisation. All these makes the employees feel motivated to work for the organisation. This feeling of belonging to the organisation makes employees motivated as Abraham Maslow explained in his motivation theory. Employees are also rewarded for their hard work and this is done through pay and reorga nisation where each month the organisation announce an employee of the month and gifts and present are then given to the nominated employee. By recognising the good work done by the employee like this make them motivated to work hard and also encouraged other employee to work harder as they do also want to be nominated for the employee of the month. The organisations do strive hard to mach the pay of the employees to other employees in different organisation in the industry and all the employees are paid over the national minimum wage. This as well makes the employees not seek employment elsewhere as they feel better of at the organisation. At Care UK employees are supervised and given proper guidance as to how to do their work. Through proper supervision, employees feel more confidants when performing their tasks and motivated to work for the organisation. These things like good pay, high quality supervision, fringe benefits like gifts and presents are the hygiene factors to motiva tion as Herzberg pointed out in his motivation theory. Through high level of team building at Care UK where employee are trained to work in a team through double up calls, healthcare staffs are fully motivated as they feel safe when carrying out their duties. By encouraging team work within the organisation the employees feel they are part of the group hence working towards fulfilling the goals of the organisation. Team work plays a bigger role in motivating employees as they tend to learn more from each other. AS most employees at Care UK have a different value goals that they all want to achieve, as some want to be home managers, employees are rewarded differently basing on their individual needs. Employees are properly selected and trained basing on their value goals and as they see achieving their goals as is with the organisation, they will be motivated to increase their effort in achieving goals. Like employees who want to be home care managers will work hard with the expectat ion that they will one day be home care managers in the organisation as trainings are always provided to them. This feeling of expecting some reward in the future do motivate employees to work hard as mention by Vroom in 1964 in his Expectancy theory of motivation. Care UK also do organise end of year party for their staffs which brings a sense of togetherness at the organisation as employees do get to know their fellow workers. This kind of togetherness at the organisation helps to motivate employees to work towards the goal of the organisation. At Care UK appraisal of staffs are done after every six month where employees are asked individually by their line managers what they feel about the organisation, any area of concern that they feel should be improved, how they feel about their working conditions, any concern with other staff member. Through this appraisal exercise, employees are free to hear all their concern and where necessary proper steps are taken to improve the organis ation and facilitate the employees in performing their duties. At Care UK, the organisation is structured from top to bottom i.e. hierarchical arrangement where one level of jobs is subject to control by the next higher level. This kind of management is bureaucratic in nature and more authoritative in nature. The employees at the bottom of the hierarchy do not influence the decision making in the organisation a lot. Decisions are made from top to bottom. Because of the bureaucratic nature, the organisation enables the authority of officials to be subject to published rules and principles. Thus authority is legitimate, not arbitrary, (G.A Cole, 2004). In the organisation, information is passed from the top management to the healthcare staffs at the bottom. Little do the bottom healthcare staffs at the bottom influence the decision being made at the organisation. The top managers formulate all the rules and regulations to be followed by the bottom staffs, there is a clear separation of officials from the ownership of the organisation though the ap pointment to offices are made on the grounds of technical competence. This management style can be identified by Max Weber and the idea of Bureaucracy. Max Weber in his management school of thought do try to explain the kind of management style that Care UK has adapted. The management style is would recommend for Care UK would be more of a democratic nature where employees are given a bigger say in making decisions as it is through their hard work and commitments that has made the organisation where it is today. The employees work on the ground interacting with the clients and they are the eye of the organisation. If the are given a quit proportion to make decisions on haw to run the organisation it would improve on the image of the organisation and they would feel more part of the organisation. Since human resource planning is concern with the flow of people though and some times out of the organisation, Care UK has adapted a strong policy towards its human resource planning. This can be seen through the organisation recruitment and selection planning policy, training and development of its employees, promotion of the staff to new and top levels, redeployment and career planning processes, pay and motivation policy, appraisal of staffs. All these depend on a sound commitment of the organisation towards human resource planning. Care UK also has an effective recruitment and selection planning policy which comply with the national care standards and national laws of the country like criminal record checks, right to work in the country, equal opportunity, health and safety at work Act, national minimum wage Act to mention but a few. All this is done by the organisation throw its strong human resource planning.

Sparta :: essays research papers

In the 7th Century BC a new era of warfare strategy evolved. Before this new strategy, foot soldiers (known as hoplites) engaged in battle in the form of one mob for each army which on the command of their generals runs at each other and proceeds to hack blindly at the enemy with little to no direction other then to kill the enemy in front of them. This proved to be very messy and the tide of battle depended mostly on emotion and size of an army. In the name of strategy and organization, the phalanx was developed. A phalanx is simply defined as a line formation with its width significantly larger then its depth. The depth of the phalanx is a variable which some suggest was decided by the army itself rather then by the leaders of the army. The smallest depth appears to have been that of one man deep. However this was a unique occurrence which is widely believed to be fictitious. The largest depth is that of 120 men deep which was fielded at one time by the Macedonians. On average, the depth of the phalanx appears to be about eight men deep. During the time of Alexander the Great, the phalanx was believed to be eight men deep, but some argue that it evolved into a sixteen man deep phalanx. The Spartans purposely varied the depth of their phalanx so to confuse the enemy about the number of soldiers fielded. The phalanx proved to be a very valuable weapon for the military at that time. Armies which did not adapt to the phalanx formation were quickly slaughtered. The use of the phalanx allowed the Greeks to win the Persian Wars. ------------------------------------------------------------------------ Many historians believe that the development of the phalanx led directly to social changes occurring throughout Greece during the time of the phalanx's implementation. The phalanx formation allowed men to participate in the military who otherwise could not have because a much smaller investment in weapons and armor was needed to participate in the phalanx. The combined increase in the number of those participating in the army and the increase in importance of the common foot soldier lead to the common man being increasingly treated better by the ruling classes. Eventually this may have led to the invention of democracy. The most noticeable difference between ancient Greek and modern warfare is the amount of "intelligence" information. Today our military maneuvers are almost exclusively reliant on information we get from satellites, scouts, or spies in the opposition. The ancient Greeks totally ignored this area of military strategy. Countless tales of armies meeting each other by chance or armies passing within miles of each other

Adolphus Huxleys Hyperion to a Satyr :: Adolphus Huxley Hyperion Satyr Essays

Adolphus Huxley's "Hyperion to a Satyr" Throughout the ages, there have been many ways to identify a person's social standing. Possessions such as homes, cars, and others, help to establish a person's place insociety. There are other ways also. Education, and a person's speech patternsare other ways to do this. But in "Hyperion to a Satyr," Adolphus Huxleypresents his view that hygiene also played an integral part. Clearly, thisdoesn't hold as true in these times, but perhaps in an earlier era thiswas an accurate measurement of wealth. But what role did hygiene play tosegregate peoplethroughout history? This question will be analyzed byapplying the meaningof metaphors used by Huxley. This article contains Huxley's views on many controversial subjects and their relationship todirt. But the most prominent comparison was between the social classesand the level of hygiene associated with each one. Mr. Huxley goes on toillustrate this difference with a variety of metaphors. He talks abouthow this view changed throughout history, and how great people tried toinfluence social changewith implementation of their plans for widespreadequality in cleanliness. This paper willbegin analyzing the relationship between social classdistinctio n and hygiene using the metaphoric analysis method. Thiswill be done by first analyzing Huxley's piece as a whole, by analyzingboth text and metaphors. Hopefully this will reveal his true meaning ofthe piece. Next will be the identification of various metaphors that pertainto the research question. Then the metaphors will be broken down into thetenors and vehicles. After that, they will be analyzed and sorted by meaning.By doing this, hopefully the research question will be better explained,and the relationship between cleanliness and upper class will be clarified. Huxley's " Hyperion to a Satyr" is a piece that discusses the class separation system and how the concept of cleanliness and uncleanliness has helped to increase thegap between the different social classes. Huxley feels that, because therichwere able to afford the luxuries of living "clean" lives and the poorcouldnot, that this helped to further separate the classes. He uses manymetaphorsto prove this point and expound on the relationship between socialclassesand hygiene. Now, to understand Huxley’s view on the research question, we need to isolate the different metaphors used: bathing was a badgeof class distinction, the gulf between rulers and ruled, from the peakof their superior... cleanliness, they were creatures of an entirely differentspecies, it was only the blessed pigs, and a tithe of their populationto untouchability.

John Higgins Essay

The Central Issue: Why did Prescott think that his executive assistant, John Higgins, lost his effectiveness in representing the U.S parent company, while also having a strong identification with the Japanese culture? Why is Prescott having conflict dealing with Higgins about the issue? Recommended Course of Action: Prescott and Higgins should come to some kind of mutual understanding with each other as soon as possible Basis of Recommendation: Prescott and Higgins attitudes towards implementing the U.S personnel policies in the Japanese operation were both different. Prescott and Higgins should come to a mutual understanding, which would be important for the organization in resolving the conflicts between the two, to ensure the operations are running smoothly. The situation for both companies were to work together to increase the international market segment of Weaver, but before all of that, Prescott spend over 25 years in weaver, which he served in other countries and has a better experience than Higgins in handling international issues. Prescott sees Higgins activities are not for benefiting for the organization but rather for personal objectives. Higgins should not forget that he’s representing the U.S parent company in Japan and not his deep interest with japan itself. Therefore, Prescott being so high up in the corporation, he should really have an understanding of how to manage conflict and manage change in a corporation. Reasonable Alternatives: 1) Prescott should fire Higgins. This is rejected because that would not solve any kind of problem. Firing Higgins would make the company one less employee shorter overseas, plus would not help Prescott nor Higgins with any leadership skills that need to be worked on. 2) Prescott should relocate Higgins. This is rejected because that would result in more problems occurring. Higgins knows that there is issues going on and for him to be moved out of his culture that he has deeply spent time studying and growing with, would cause him more ineffectiveness in the company. If Higgins doesn’t want to move, he might want to resign which wouldn’t solve their first problem or help Prescott with his problem of fixing the issue for next time. 3) Prescott should just leave the issue, until it gets worse. This is rejected because this would make things worse. It will cause the company a deeper hole then they already are in with issues. Talking to one another about their problems is the whole reason of doing business together, if not then why work together. Letting things go will not help Prescott become a better manager and also won’t help Higgins in the feedback category. Coming to an understanding would help both out with what is going wrong instead of leaving the issue. Significant Factors: 1) Vision 2) Leadership Ability 3) Business Goals 4) Relationship 5) Positivity Discussion: Vision: One main issue I know why Prescott is having trouble dealing with Higgins attitudes towards his effectiveness of the U.S parent company is Vision. First off, the vision of the joint venture seems to only be viewed and felt by the head management and not a unit. For example, Prescott has his very own vision in looking at the company from the U.S standards and business side of things and Higgins has a way of looking at the company in the Japanese way. Both these visions are two different visions and a company cannot be successful in this matter. The reason behind this is Higgins having personal activities with the japan culture itself that when it comes down to the business part of things, he will think like a native of the country rather than a native of the U.S parent business. Another example of Vision can be used towards the employees. If the employees of the japan branch are not meeting the vision of the top management, then the business will not go hand in hand and will slow the process of the company down, may be the reason why Prescott thinks Higgins is losing effectiveness because his vision of his employees are lower standards than the top management. Once every employee is on page and is working towards one vision, the company can fulfil any method or goal they can. Leadership Ability: Leadership in any company is one of the most important things to becoming successful. As a boss or even part of the management team, having leadership is one that takes pride in what he or she does and leads their employees to success anytime they can. In this situation about Prescott and Higgins, leadership needs to take stand for both of them. In the case, they explained that Prescott seen a change in Higgins work ethic towards the Japanese employees and U.S parent company. Some reasons for this were him becoming really in depth with the Japanese culture and even being really social at work rather than making decisions. The case also stated that he would attend marriages of coworkers, which meant he was super close and had a relationship with them. Leadership plays a huge role in this with Higgins separating work form his personal life. Leadership in this situation would be to not make friends that will neglect you from your everyday work but still able to hold a relationship with them. For Prescott, his leadership should be shown in a better way as of dealing with the situation of Higgins. Prescott needs to have good leadership to confront Higgins and go over a understanding about what needs to be done on the job and what personal activities should be separate from work and what not. Prescott needs to  identify the actual reasons behind their conflict and remove them to have a smooth system. Business Goals: Adding on to the last topic of Leadership, Business Goals can fit right after that. After coming to a certain agreement, Prescott and Higgins should provide each other with certain business goals they have of their own, along with an appropriate model from their teams to follow as well. Having goals can be the motivation factor of Higgins and Prescott to achieve what they want in their employees and push each other to reach them. There is many examples that can be used here, but some minor ones are: show up on time every day, wear the right dress wear and also avoid as much personal talk and issues outside of work so that way the company can perform more. Having these goals for yourselves, yet alone your employees can surely reflect their work. The reasoning behind this is that Higgins is adapted to the Japanese culture so much, instead of finding personal issues with the culture, use it to engage with the Japanese population at the work place to get them to follow the right rules and ways to adapt what it is he is doing. If they see someone like Higgins who has a lot of Japanese culture in him, they will feel more comfortable to relate to him, rather than draw away. Relationship: Relationship in this situation is probably key. Relationship usually can mean any type of communication or activity to engage with one another. In this situation it’s about Prescott and Higgins. I feel that Prescott and Higgins need to have a good relationship with each other so that way when issues arise, they can be comfortable talking about it rather than assuming what each other is doing. For example, Prescott feels that Higgins is drawn away from the U.S Parent company and teaming up with the Japanese because he has spent more time engaging himself in the Japanese culture that it only feels right to work with them. This pushes back on having a vision and staying with it. Since he has the Japanese culture in him he wants the have a vision of a Japanese’s native, which isn’t going well with Prescott. So having that relationship to actually have a meeting and talk to Higgins on what it is that Prescott is worried about can help the company in the long run. Posi tivity: Last but not least, Positivity. Positivity can be used in a way for Prescott. If his behavior as a boss is perceived as negative by his employees, that could mean the employees would not listen to him or any other boss of this matter. Under the organization structure that they use with employees being in other countries and not face to face, tone of the voice and compliments could be helpful in motivation or just coaching of the employees. I recommend that Prescott can use some positive feedback towards his employees and also using realistic thinking process when dealing with Higgins in the future. If you think negative of a worker, for example Higgins, the discussion can lead to more things arising that you feel negative towards rather than having a positive mindset. All in all, I fell these five factors can surely help out what it is that Higgins is doing and it could also help out Prescott in the thinking and leadership process of the understanding that him and Higgins need to hav e in order to have a smooth operations system.

Migration into the United States Essay

Migration is synonymous with human movement from one place to another in search for better living conditions. Migration into the United States is not a new concept as the country owes its historical origin to individuals migrating to America from other parts of the world driven by various reasons. Some came searching for land to be used in agricultural production, others came in search for education and employment opportunities, others come in search for freedom, whereas others came running away from adversaries within their countries of origin. These are just but a few of the reasons leading to high rates of immigration to the United States. Being a historical concept, immigration issues have remained part of the unique forces that continue to shape the United States and this trend is far from over. This paper shall in brief, examine the concept of immigration in the United States and evaluate the current trends in regard to the issue. Immigration, a historical Concept: Migration in the United States can be traced back in the 16th century when immigrants from European countries including Britain, France, Netherlands, and Germany came to the Americas. These immigrants were generally referred to as ‘settlers’ looking for farm land to boost the fairly impoverished status. These were the individuals who were unable to cope up with the demands of their modernized economies. During this time, a substantial number of individuals came to the United States as indentured servants (Huspek, p 161). Such individuals could then enter into contracts with their employers in order to gain entry into the â€Å"new world†. The indentured servants had to endure spells of hardships and later given a piece of land which allowed them to work as free yeoman farmers (Huspek, p 163). The immigration trends changed during the 19th century when there was massive movement of people to the United States. Immigration to the United States has continued to increase as time goes by and the government estimates that there are millions of individuals who come to the United States each year. Of these millions, some usually enter the United States as illegal immigrants whereas others follow the legal procedural requirements (Bracey, p 116). Legal immigrants: Legal immigrants are defined in law as those individuals who gain admission to permanently reside in the United States in line with the legal requirements. They are often referred to as ‘green-card holders’. According to the Department of Homeland Security Office of Immigration Statistics (OIS), these are â€Å"aliens who are granted lawful permanent residence (LPR), aliens admitted for lawful permanent residence, immigrants admitted, and admissions† (Batalova, para 6). According to the law, there are three categories of legal immigrants which include family reunion, employment sponsorship, and humanitarian based as the case of refugees and asylum seekers. One can attain the United States citizenship in two ways which includes arriving as new legal permanent residents or by adjusting the previous status upon gaining entrance to the US so as to become a permanent resident. During the year 2008, there were more than 1. 1 million immigrants being admitted to the US. Legal immigrants can also gain access to the US through the green card lottery established by the Immigration Act of 1990 allowing for immigrant entry from those nations with poor rates of immigration to the US (Batalova, para 9). The graph below reflects the number of immigrants that have been coming to the US from the year 1986 to 2008: Immigrants Admitted to the United States (in thousands): Total and by Type, 1986 to 2008 Source: Jeanne Batalova Illegal Immigrants: These are defined as the alien population which is not part of the legal residents of the United States. These are individuals who enter the United States without being inspected or they were temporarily admitted but their period of stay has since expired. The United States is home for an estimated eleven million illegal immigrants which has caused a major concern to the political class and the public policy analysts (LeMay, p 1). There has been a dramatic rise in the number of illegal immigration into the US since the 70s and this has been attributed to the termination of the Bracero Policy in mid 60s. The Bracero Policy was referred to as the guest-worker program that allowed the American companies to employ Mexicans temporarily for nine months every year in order to address the labor shortages during the 1940s. This program ended in 1964 to pave way to the Immigration Act of 1965 (LeMay, p 4). This program set forth the beginning of a trend that has been persistent for years as much of the illegal immigrants are from Mexico or rather uses the Mexican border with the US to gain entry to the United States (Bracey, p 118). Conclusion: Migration is a phenomenon that shall continue to impact on human population everywhere in the world. Though migration might be disastrous to the economy especially if left uncontrolled, it is inhumane to lock out people who would want to exploit their potential elsewhere in a legally defined manner. Every year starting from the 16th century to the present, many individuals have continued to find their way into the United States as immigrants. These individuals comes with a different culture that later becomes assimilated to American way of life creating the diversity that is the major strength of the United States. Immigration is therefore a plausible phenomenon in the United States that is supposed to be guided and encouraged by law as it contributes to making America what it is today. Legal immigration is a welcome move that is destined to continue enriching the American culture making it unique on the international arena. Work Cited: Batalova, Jeanne. Spotlight on Legal Immigration to the United States. 2009. Retrieved on 11th May 2010 from; http://www. migrationinformation. org/Feature/display. cfm? id=730. Bracey, Gerald, W. The Research Impact of Immigration. Phi Delta Kappan, Vol. 80. 1999. pp 115-125. Huspek, Michael. Production of State, Capital, and Citizenry: The Case of Operation Gatekeeper. Social Justice, Vol. 28. 2001. pp 160-165 LeMay, Michael, C. Illegal immigration: a reference handbook. 2007. Santa Barbara, Calif. : ABC-CLIO.

Community Health Needs Assessment Tools Health And Social Care Essay

The research demand to bring forth qualitative and quantitative informations sing a peculiar community wellness demand is straight proportionate to the impact that the peculiar wellness demand has on the community and sometimes even the mortality/morbidity generated by the peculiar wellness job. In this respect, in this current appraisal we review the wellness demands of coal excavation workers in West Virginia, USA to place jeopardies and hazard factors refering to their wellness, by virtuousness of their designated profession. Community wellness demands appraisal is a strict undertaking that serves the population under survey by clarifying the current demands, reflecting the state of affairs which is frequently non balanced between wellness suppliers, insurance strategies, wellness disposal and/or community leaders. It besides serves at placing peculiar demands that are overlooked by health care functionaries that are either fresh or debatable by clarifying perceived and expressed wellness and well-being demands. In other words, it can be a utile means to picture the selected community ‘s skyline in regard to wellness demands, health care deficits and aetiology, all utile countries for the facilitation of better public wellness direction. In order to execute an accurate community wellness demands appraisal, research should be grounded on an up to day of the month background survey of the selected population ‘s demographics and nose count ( socioeconomic, work force and other ) informations, where available. Furthermore, peculiar wellness factors should be taken into history by pull offing information presently disseminated through health care functionaries ( such as mortality, disease prevalence, hazard factors analysis ) . This research would besides profit from an on-site reappraisal of environmental and work related conditions, if possible. The most utile and widely used instrument to carry on a community wellness demands appraisal and subsequent analysis is by agencies of a structured questionnaire based study that will use cross sectional and population specific points targeted at the current wellness demand. Furthermore, the instrument should be designed with attending to environment and province specific conditions, such as ordinances and Torahs, insurance coverage and even so, local traditions and unwritten codifications of behavior. For the above grounds, in this essay we will carry on a reappraisal of available information on the community of Coal Mining Workers in West Virginia, USA. After the acquisition and analysis of the pertaining informations, we will show a structured study instrument, taking to place wellness demands with regard to bing wellness jobs and patient satisfaction. BACKGROUND-RESEARCH We searched a broad array of online databases and administrations supplying demographic and other information for the population in inquiry. We besides conducted a MEDLINE hunt, to pull the image of already identified wellness demands and/or needs appraisals already conducted in this population. Search footings employed were â€Å" coal workers † , â€Å" west Virginia † , â€Å" wellness demands † , â€Å" pneumonoconiosis ‘ , â€Å" interstitial lung disease † , â€Å" occupational jeopardy † entirely or in combination. West Virginia is a province in the Middle atlantic subdivision of the USA, capital Charleston. The province is ill-famed for its mountain composing and important coal excavation industries. The mineral and coal resources in the country are huge, and West Virginia has been considered to hold fuelled a great portion of the industrial revolution of the developed universe. Furthermore, coal excavation and related work constituted major portion of the employment activities of the province, while still in the twenty-first century, it is believed that mining safety and environmental concerns are amongst the most ambitious issues confronting the province. In 2009, West Virginia was inhabited by 1,819,777 people. 5.6 % of West Virginia ‘s population were reported as under 5, 22.3 % under 18, and 15.3 % were 65 or older. Females made up about 51.4 % of the population ( United States Census Bureau, 2010 ) . Furthermore, harmonizing to US Census Bureau Data, West Virginia is the 3rd lowest in per capita income province. It besides ranks last at average family income. Virginia ‘s grownup population with a unmarried man ‘s grade is the lowest in the U.S. At 17.3 % . The chief economic system is coal, and the province is the lead in coal production, 2nd merely to Wyoming.From the West Virginia Office of Miners ‘ Health, Safety and Training we find that the West Virginia Coal Industry provides about 30,000 direct occupations in WV, including mineworkers, mine contractors, coal readying works employees and mine supply companies. In peculiar 20,715 are registered as employees in the 188 active coal mines in WV, while an extra 4,842 work as an independent contractor. From the same beginning we read that for 2009, fatal accidents were 3, non fatal accidents 1,164 and the accident frequence was estimated to be A 2.79 % . Involved in accidents are chiefly high electromotive force equipment, and countries in and around river burden outs. But apart from human deaths, a major wellness job for VW coal excavation workers is pneumonoconiosis, or ‘black lung ‘ . The CDC has implemented a safety and wellness chapter sing occupational Respiratory Disease Surveillance, and particularly for coal mineworkers, the Enhanced Coal Workers ‘ Health Surveillance Program ( ECWHSP ) . The ECWHSP includes studies that include specifically designed standardized wellness questionnaires, work histories, spirometry testing, radiographic scrutinies, and aggregation of other relevant wellness information, which are gathered in a specially designed nomadic scrutiny unit by trained forces on site.Results of the ECWHSP 2009 study on mine workers in West Virginia are shown on table 1: Finding Examined Rate Entire Engagement 1,884 20 % 9,593 pneumonoconiosis ( & gt ; =1/0 or PMF ) . 93 5 % 1,884 pneumonoconiosis ( & gt ; =2/1 or PMF ) . 43 2 % PMF 24 1 % advanced pneumonoconiosis 35 2 % hold a chronic cough. 624 34 % conveying up emotionlessnesss from their thorax. 690 38 % hold chest sounds of wheezing. 613 34 % hold had an onslaught of wheezing 738 41 % hold experienced dyspnoea on degree 741 41 % hold experienced dyspnoea on a hill 1,119 62 % hold chest stringency 672 37 % hold chronic bronchitis. 142 8 % hold emphysema. 79 4 % hold had pneumonia 337 19 % hold asthma 132 7 % hold TB. 4 0 % ne'er smoked. 954 53 % former tobacco users 455 25 % current tobacco users 393 22 % Although under a batch of debate, coal and in general volatiles ( dust ) have been proven by sufficient evident as causes of respiratory harm. In item, in coal mineworkers a important association between the degree of FEV1 and dust was found, even after accommodation for age, build and smoke ( Cowie,1999 ; Soutar 1989 ) . Some more interesting figures arise from the State Health Facts web site, shown in Table 2: Measured index WEST VIRGINIA USA Age-Adjusted Invasive Cancer Incidence Rate per 100,000 Population, 2005 484.2 458.4 Births of Low Birth weight as a Percentage of All Births, 2006 9.7 8.3 Number of Deaths per 100,000 Population, 2007 951.7 760.31 Life Expectancy at Birth ( in old ages ) , 2005 75.3 78.0 Percentage of Adults Who Have Ever Been Told by a Doctor that They Have Diabetess, 2008 11,9 8,2 Number of Deaths Due to Diseases of the Heart per 100,000 Population, 2006 236,9 200,2 Asthma prevalence among grownups 9.0 8,2 Percentage of Adult Population Aged 21-64 Old ages Who Reported a Disability, 2007 22,4 12,8 The above figures need to be assessed in cautiousness sing the high prevalence of â€Å" business of coal worker † in West Virginia. Apart from the evident pathophysiology of dust come ining the lungs and rendering them inveterate inflammatory, with marks of fibrosis and atelectasia or other interstitial pneumonic disease or pneumonoconiasis, wellness demands of coal excavation workers are extended to a assortment of diseases that are non as normally identifiable at the first expression. Although current testing methods and occupational policies do be for these workers, they tend to be centred on respiratory diseases. Coal Mining nevertheless, is a demanding, clip devouring manual labor that is frequently clamant and causes a assortment of clinical manifestations. As such we can see lower dorsum hurting, physical restrictions ( Galagher,2005 ) cervical spinal column degenerative alterations, vibration-hazard related organic structure alterations, sudden coronary decease ( Kopytina et al, 1993 ) , skin lesions ( Begraca et al, 1991 ) and mental wellness alterations ( Lagunov,1991 ) . Furthermore, the coal excavation community frequently has unmet demands on the degree of healthcare entree and use, that different stakeholders are normally incognizant. In a survey by Smith et al,2005 a community wellness demands appraisal was the agencies to the proviso of a community nurse and a alteration in healthcare proviso among former mineworkers in Kent. Having reviewed the major constituents of community wellness demands appraisal for mine workers in West Virginia and holding conducted the appropriate background reappraisal, we propose the undermentioned questionnaire as a tool to carry oning an effectual and fruitful rating of sensed and existent wellness demands, in a community of mine workers. This tool comprises of a wellness demands assessment portion, where the replies are left unfastened and positions are encouraged for propositions in order to ease the analysis of expected wellness and engagement to wellness concerns. The 2nd portion is a standardised demographics and wellness questionnaire that is used widely in this signifier, with minor changes in measuring the perceived wellness and demographic information of the survey population in inquiry. Emphasis is given on other diseases that might impact the coal excavation community ( participants are requested to number five-5 major wellness concerns ) and on sensed degree of attending and attention this community is having or should be having harmonizing to its demands. A inquiry sing their sibling ‘s wellness is put in the terminal to clarify concerns that are besides documented in the literature sing out of site taint with dust by coal workers that bring their occupational jeopardy in the household place or by scattering in neighborly countries ( Pless-Mulloli et Al, 2001 ) . Questionnaire: We are carry oning a reappraisal of the Health Needs within the WV coal excavation community. Along with statistical informations and analysis we are besides interested in your point of views. Instruction manuals Part One: Health Problems There are several factors that influence or find whether the people in your coal mineworker ‘s community are healthy. From the undermentioned list, delight rank from 1-5 ( 1 being the highest precedence ) what you think are the top five wellness and disablement issues impacting your community? Health Issue Your Ranking ( 1-5 ) Asthma / Respiratory Disease / Pneumoconiasis Cancer Cardiovascular Disease Depression / Psychiatric Disorders Diabetess Disability Drug and Alcohol usage Nutrition Fleshiness Oral Health Physical Injury ( including force and accidents ) Self injury / Suicide Sexual Health Smoking Other ( delight stipulate below ) What do you believe is needed to turn to the top three precedence issues identified above and what difference will this do? Issue 1: Issue 2: Issue 3: What is needed? What is needed? What is needed? What difference will this do? What difference will this do? What difference will this do? How much influence do you believe the following have as to whether people in your coal excavation community are healthy? Please mark each factor with an Ten, ranking â€Å" influence † from 1-5 following with an Ten Influence ( 1 is most, 5 is least ) Factors 1 2 3 4 5 Cost of services Ease of entree to wellness services Education Employment Family support Housing Income Social Isolation Conveyance Community support Insurance position Other ( delight stipulate below ) Your inside informations Please supply us with some information about yourself. This will help us with the analysis of the questionnaire consequences. Please mark the following that applies to you with an Ten Name ( optional ) Cultural Group American German decent Latino Other Gender Male Female Age Range Children ( aged 0 – 14 ) Adults ( aged 25 – 64 ) Youth ( aged 15 – 24 ) Older Peoples ( aged 65+ ) Where make you populate? metropolitan country county How many old ages have you worked in the coal excavation sector? ( figure of old ages ) Make you see your ego healthy? Yes No What is your chief concern? How frequently do you see a physician? List one preventative diagnostic trial that you had the old 6 months: ( colorectal showing, pap trial, ECG, CXR, ultrasonogram etc ) : Does your employer offer wellness promotion/wellness plans? Yes No Type of wellness insurance ( province ) : In the undermentioned subdivision, select which answer describes you. *Note that N/A stands for non applicableAAlways Sometimes Never N/A You wear a place belt: You wear a helmet when siting a bike, Rollerblading or skateboarding: You drive the posted velocity bound: You eat at least 5 helpings of fruits and veggies each twenty-four hours: You eat fast nutrient more than one time a hebdomad: You exercise at a moderate gait at least 30 proceedingss per twenty-four hours, 5 yearss per hebdomad: You consume more than 3 alcoholic drinks per twenty-four hours ( female ) or more than 5 per twenty-four hours ( male ) : You smoke coffin nails: You chew baccy: You are exposed to secondhand fume in your place or at work: You use illegal drugs ( marihuana, cocaine, Methedrine, etc. ) : You perform self-exams for malignant neoplastic disease ( chest or testicular ) : You wash your custodies with soap and H2O after utilizing the public toilet: You undergo physiotherapy for lower dorsum hurting You apply sunscreen earlier planned clip outside: You get a grippe shooting each twelvemonth: You pattern safe sex ( rubber or other barrier method, etc. ) : You take vitamin pills or addendums day-to-day: You spend money on chancing more than one time a month: You attend spiritual services on a regular basis: You volunteer in your community ( church, schools, civic organisations, etc. ) : You donate money to community based organisations ( churches, non net income organisations, etc. ) : You get adequate sleep each dark ( 7-9 hours ) : You feel stressed out: You feel happy about your life: You feel lonely: You worry about losing your occupation: You feel safe in your community: You are afraid for your kids ‘s wellness You feel that the authorities is apt for your wellness You feel that the authorities is apt for your kids ‘s wellness

Manage Risk Essay

Assessment activity 1: Review organisational processes, procedures and requirements for undertaking risk management 1. Create your own definitions for the following terms: a) Risk: A probability or threat of damage, injury, liability, loss, or any other negative occurrence that is caused by external or internal vulnerabilities, and that may be avoided through preemptive action. b) Risk management: The identification, analysis, assessment, control, and avoidance, minimization, or elimination of unacceptable risks. c) Risk appetite: The amount a business is willing to place at risk in the pursuit of its objectives d) Risk capacity: The amount a business is capable of loosing before it endangers its own sustainability 2. Comment on the following saying in relation to the risk management policies and practices of an organisation: â€Å" Organisations that fail to plan, plan to fail† If an organization does not have a risk plan is likely that any risk occurring with negative consequences occur organization. If the organization has a risk prevention plan is very likely that the risk does not occur and the organization and its workers could produce kno w how to deal with the negative consequences of that risk to minimize that consequences. Assessment activity 2: Determine scope for risk management process Case study Advantages: It will be holistic. Disadvantages: It will require extensive resources to conduct it properly, especially if the scope of the risk management is large and covers a wide range of activities across the divisions; very large number of policies and procedures; and is taking into account differences in each state, territory, country. The scope of a risk management strategy is entirely reflective of the organisation, its activities and risk profile. It can also be indicative of the following: past history, knowledge and experience of risk management  held by senior management, available resources, external environmental factors. Assessment activity 3: Identify internal and external stakeholders and their issues Why is it advantageous to consider stakeholders’ issues throughout the risk management process design? Stakeholders can contribute ideas, energy, skills, identifying risks and take steps to effectively manage them. Stakeholders can play an influential role in the direction and performance of t he organisation. Assessment activity 4: Review political, economic, social, legal, technological and policy context Consider your own organisation’s risk profile and comment on the influence/impact each of the following factors has on it: – Political: Through legislative and regulatory changes, political unrest, corruption and contractual issues. – Economic: Through economic booming / downturn, interest rate. – Social: Through aging population, migration, societal trends. – Legal: Through legislation changes, guidelines, code of practice. – Technological: Through new technology, consumer behaviour. – Policy: Through activities of the business and the associated risks. Assessment activity 5: Review strengths and weaknesses of existing arrangements 1. Conduct a SWOT analysis for the current risk management practices of an organisation with which you are familiar. SWOT analysis Name of organisation: GRAEL (trucking company) Brief description of core function of the organisation: Strengths: Large installations, staff with enough experience, young fleet vehicles, good prices and delivery times, national coverage. Weaknesses: High staff cost, low technological level, small business size. Opportunities: Short delivery times, satisfied costumer, implementation of more efficient technologies, opening new markets. Threats: New competitors, strict rules, lower prices in the market, little capacity of investment. I think this analysis is quite adequate and accurate because goals of this company is to grow in the freight market and satisfying the customer with meeting deadlines and the decreasing cost. if the business knows what his weaknesses and threats can be set to convert these shares in just the opposite, that is, opportunities and strengths. Assessment activity 6: Document critical success factors, goals or objectives for area included in scope 1. Case study: Nautilus Boat Hire The business has to establish specific and achievable goals because otherwise the risk management team and the individuals in it will have no direction, nothing to aim for. Goals provide a focus and purpose for action. In this case we have to turn weaknesses into strengths and threats into opportunities and all this has to be specific, tangible and measurable. Examples of how managing risk that Nautilus Boat Hire could adopt: – Provide of life jacket to all crew of the boat. – Provide of guide service in every trip. – Restructure the boats to make their use easier. Buy boats with easier use. – Distributed to each passenger a pamphlet advising the use of protective sun cream and even offering to purchase such product also sell bottles of water. – Advertise of possible noise pollution. All this actions could help our business to grow, manage risk, and achieve goals. Assessment activity 7: Obtain support for risk management activities 1. Getting people on board and keeping them engaged is a key part of managing risk. Explain, in our own words, the importance of getting support for risk management plans and processes. In a business is very important getting support for risk management plans and processes because if people do not understand the consequences of not managing risk, they are likely to view the process as more administration that takes them away from performing their core duties. 2. Create your own checklist for the qualities of a risk management champion. – Commitment and belief that managing risk is a good thing to do. – An ability to confidently speak about risk and its management. – Credibility within the business, team, department. Assessment activity 14: Evaluate and prioritise risk for treatment 1. Using the severity and likelihood matrix that you created for Nautilus Boat Hire, list the risks in priority order and give reasons for your rankings. 1 º. People who are not strong swimmers, especially children, drowning. Reasons: Negative impact on the business and the customer. May cause the closure. 2 º. Clients making a lot of noise when moored and residents complaining. Reason: Negative impact on the business. May cause the closure for noise pollution. 3 º. Houseboat clients getting lost and/or stuck on sandbanks. Reason: Negative impact on the business. Bad image for the business. 4 º. Clients finding the houseboat very difficult to control in high winds resulting in damage to the houseboat and/or land structures. Reason: Negative impact on the business. A part of the bad image for the business may be a fee arrangement of these houseboats. 5 º. Clients being sunburned and dehydrated on hot, sunny d ays. Reason: Risk is likely high to occur but with a low index of business impact. 2. Discuss some of the problems that you might encounter when trying to determine priority of risks. The problem is when you determine that there are several risks with the same degree of probability of occurrence and with the same degree of severity when it occurs. In this case the problem that we find is which risk we have to manage first. Assessment activity 15: Determine and select most appropriate options for treating risks 1. In your own words, describe what the ALARP principle means and give an example of it in practice. When controls are applied to a risk, it might be lowered to a level that is considered tolerable. If the staff of a chemical company uses the appropriate protective clothing, the risk of physical damage occurs by the use of chemicals will be less than if you do not use the protective clothing. 2. Give examples of risk that could be managed by each of the following treatment strategie s a. Avoid the risk: Choose not to borrow money to finance a project: Expand the facilities of the company. If I cannot finance  the expansion project cannot be carried out. b. Reduce the risk: Install warning signs to alert people of a possible risk: A construction company that is building a building has to signal alerts the dangers of possible risks. c. Share the risk: Contract multiple suppliers for each product: A company dedicated to the manufacture of given product has to have different suppliers to ensure that you can make this product even if some of the provider fails to supply the raw material. d. Retain the risk: Agree that the small risk of a client defaulting on payment in worth taking to obtain a new line of business that can then be used to prospect for other clients: The risk is very small so it doesn’t influence in the new line of business. 3. Describe a situation from your own experience where you applied a control to a risk. Explain the nature of the risk, which type of control that you chose to use, what you actually did and how successful it was. When moving heavy furniture you must use appropriate such as a forklift mechanisms and you have to put the most appropriate posture for lifting heavy furniture to avoid damaging the back. You need to wear a protective boots to prevent falling objects cause injury. Assessment activity 16: Develop an action plan for implementing risk treatment 1. Use the template below, create an example action plan to show how you would implement 2 risk management strategies of your choosing. Assessment activity 17: Communicate risk management processes to relevant parties Case study. Explain who the action plan, and its associated details, needs to be communicated to and when and how this could be best achieved. The action plan must be communicated to all parties who will have a responsibility for actioning or overseeing them. It has to communicate what must or must not be done, who should be doing it, by when and what the consequences are of failing to do it. Abacus Accounting has to communicate  risk management strategies to the staff involved in that business. It has to explain all protocols and procedures contain in the plan. The best way to achieve it, is using two way rather than a one way communication process, â€Å"Feedback†. Communication methods: Face to face discussions, written procedures manual, email, training. Assessment activity 18: Ensure all documentation is in order and appropriately stored. In the space below, list the policies, associated p rocedures and person/s responsible for completing the record-keeping that your organisation has in place for risk management. Assessment activity 19: Implement and monitor action plan 1. Discuss why it is important to monitor an action plan once it has moved into its implementation phase. Should be undertaken with the overall objective of continually improving the organisation’s performance through effective risk management. The monitoring regime should be considered as a key part of the plan development phase. Monitoring allows for any variance against the intended goals to be quickly identified and rectified. 2. Using the review scope and frequency triangle, give at least 2 examples of activities that could be performed at each level Regular checking / continuous monitoring: Proper use of machinery, Compliance schedule by workers Line management / Review: Review the economic performance, Review compliance with internal regulations Audit: Check the quality system, Review the risk plan 3. At what point is it best to consider the monitoring aspect of a risk management plan and what factors should be included? Monitoring allows for  any variance against the intended goals to be quickly identified and rectified. Monitoring factors that should be included: – What date do you need to collect? – How will you ensure that the data is valid and reliable? – How will you know if you are moving towards the goal set? – How will you know when the goal has been reached? – How frequently will you assess the plan? Assessment activity 20: Discuss the following statement: â€Å"Audits conducted by external companies are just another academic exercise designed to create employment for consultants†. I am not agree with this statement because I think that external Audits are necessary sometimes to audit some companies because it is a external company to your company so it is impartial. Choose an external auditor endeavour to find one who: – specialises in your organisation’s industry – is appropriately qualified and experienced – demonstrates the ability to quickly build rapport with workers – is impartial, thorough and investigative Assessment tools 2 (AT2) 1. What is the purpose of the standard AS/NZS ISO 31000:2009 Risk Management? In that standard Risk is defined as â€Å"The effect of uncertainty on objectives†. Risks affecting organizations can have consequences in terms of economic performance and professional reputation, as well as environmental, safety and societal outcomes. Therefore, managing risk effectively helps organizations to perform well in an environment full of uncertainty. AS/NZS ISO 31000:2009 Risk Management provides principles, framework and a process for managing risk. 2. There are a number of Key provisions of relevant legislation and regulations from all levels of government that may affect aspects of business operations. Why is it necessary to have a working knowledge of the legislation involved in business? What is duty of care? A business will face issues if you do not abide by the law. It’s important to have a working knowledge of the legislation involved with your business so that with every move your business makes, you can ensure that you are complying with the laws of the  land. The primary responsibility lies with the person who is conducting the business and is also the responsibility of all staff of the company to know the laws that are involved in the business. 3. What is risk management? Why must risk management procedures be followed? Risk management is a process that enable board of directors, managers, staff and shareholders to have a reasonable degree of confidence that business goals will be achieved within an acceptable level of risk. Risk management is an effort to reduce risk. Risk management activities identify whether there are any risk controls in place, and if so, whether they are adequate. Risk management policies set out, for employees, the instructions and operating procedures that must be followed. 4. What are the advantages and disadvantages of carrying out a risk assessment for a whole organisation and its overall operations? On what basis/scope might risk assessments be carried out if they are not carried out for an entire organisations? The advantages of conducting risk assessment for the whole business is that it will be holistic and parts of the business are less likely to be overlooked. It will allow a uniform risk management plan whose sections all work in relation to others and it can be communicated to employees in the same manner and at the same time. Scope of a business’s risk assessment might include: specific projects, specific business units or areas, specific business functions, the external environment, the internal environm ent. 5. Employees with disability have the same rights as other employees to a safe and healthy workplace and they also have the right to workplace modifications or adjustments that ensure their safety. What Acts affords these rights to disabled workers ? What types of adjustments might be required? The Disability Discrimination Act (ADD) 1992 gives disabled workers the right to workplace adjustment. Adjustments might include: Wheelchair ramps, access to safety information I the required format, extra wide exit doors, the provision of special personal protection equipment, the provision of special equipment, changes or modifications to policies and procedures, ergonomic adjustments to work stations, adjusting work schedules. 6. Businesses can take out a variety of insurances that will indemnify them and/or their employees, customers, members of the public in the case of an accident or other adverse occurrence. What types of insurance can they take out? What companies offers  insurance for businesses? Types of insurance: Business insurance, fire insurance, kidnap and ransom insurance, worker’s compensation insurance, life insurance, Directo’s and officer’s insurance, industrial special risk insurance, public liability insurance, motor vehicle fleet insurance, compulsory third party insurance, professional indemnity insurance, key person insurance. Example of companies offering insurance: Allianz, AMP, QBE, GIO, RACV, MLC, AAMI, SGIO, Zurich, Vero, Rural and General. Assessment tool 3 (AT3): Project Part 1- Plan for enterprise risk management: With my project I will develop the study and application of a risk policy for a company that is dedicated to fashion market by own local fashion stores. Before the development of the risk policy I have to make clear what the mission and vision of our business. Mission: to be a leader in the market, offering quality, good service and plenty of outlets offering care and quality of life for people. Vision: To be the retailer that offers the best quality and variety of services and products for sale to customers, generate added value to people with our products. Why do we have to approach risk management? – We anticipate events that may be unexpected or uncontrolled, such as people stop buying any product we sell because the market has entered a new fashion label. – Analysis of business opportunities, or as to open new sales channels, to improve products or to improve our facilities. – Improved performance outcomes due to effective planning, if we know that there are risks to our business address them on time and know we will always have an effective response to address them. – Optimal efficiency and economy. Know how the money is spent and when to spend, eg making a risk analysis can allow me know if I should invest in a particular area or not, or in a particular product or not. – Improved relationship with stakeholders, because all stakeholders must understand the business risks. – If all future events that may occur are provided of course the director or team conducting the study of risk will have a good reputation both inside and outside t he business Through the system of risk management we know how our company is willing to spend to achieve the objectives and how are willing to  lose if it does not address future risks. The scope for risk management will make for this business includes both an internal area of operation of the company as well as an external scope thereof. Internal because I will analyze what are the risks that can find me in my business. External, because I will try to study what are the external factors that may affect my business. For example, an internal factor is the reform and adaptation of shops to allow access for the handicapped. An external factor would be as such can influence the economy in buying fashionable clothes. Therefore when establishing our risk management should take into account the following circumstances: – Political: depending on whether there will be a government or other legislation and other issues that may affect me in varying degrees relating to such licensing to open outlets. – Economic: Depending on how the economy is or the area where I’m shops sell more or less. – Social: Depending on social trends when it comes to fashion I’ll have to adapt the models to these new trends. – Legal : I have to adapt my business to existing legislation. – Technological: I’ll have to adapt production of garments production technologies and even the addition of new tissues. – Policy: Activities of the business and the associated risks. To manage the risk facing a business it is important to identify all of the stakeholders and issues. What are internal and external stakeholder in our business? Internal stakeholder: It would all the staff with which our company, shareholders, management, administrative department, financial department, buying department, marketing department, design department, production and logistics, and all the staff working in stores in different cities where we are set. External stakeholder: Any person who makes the purchase in one of our stores can consider stakeholder. Supplier could be considered as external stakeholder. The government can be considered as a stakeholder in the way laws on trade. Part 2: Identify the risks: Identify the risks through a SWOT diagram Strengths | Weaknesses | – Quality and designed at very reasonable prices. – Strong financial system. Solid and profitable company.- Vertical integration: control over the entire production chain.- Production of garments to be sold. Very little stock. High turnover of product.- Quick delivery to shops.- Variety of models.-  Strong presence in each city.- Stores in the best locations in the city.- Good after sale system. | – Very little advertising system.- Employee wages low- Stores have a poor image abroad.- Stores are not adapted for disabled input.- Clothes sewing defects.- High cost of maintenance shops. | Opportunities | Threats | – Growth of cities due to immigration.- Creating outlets: selling clothes from other seasons at lower prices.- Growing interest in personal image.- Globalized world: others markets.- New technologies. | – Other companies have similar products with good quality and good prices.- Increased competition in the sector.- Demanding customer: People do not like to dress like others.- Other businesses have online shops.-Climatic diversity: different climates that make manufacturing clothes according to the weather, is very wide. | This SWOT analysis follows that our company can be found on the following risks: 1. Not having a good advertising system do not reach people our deals so many people do not know the products we have. The only way to know that we can offer it’s entering one of our stores. 2. Salary of employees is low so they are not motivated. Not being motivated not only contribute ideas and really made a mechanical sales job but do not persuade the buyer to ma ke a purchase top. 3. Image abroad offering shops is very poor and the decor is not very good. On the other hand, the lighting is bad and there are clothes in the windows are not all that should be visible. Another problem is that the prices are in clothing exposed in the window and is not seen very divicil identify which price corresponds with each garment. 4. Virtually all of our stores are not adapted to the input of people with disabilities â€Å"Wheelchair†. The problem here is that we find the latest legislation on this issue gives us a period of two years to adapt to every store possible input disabled. 5. Many of the items have defects resulting from poor workmanship. This involves not a major economic expenditure for the company because you have to add the price of the withdrawal of the garment all transportation costs. 6. The high cost of maintenance of the stores is another risk that we are as it is a very negative factor financially to the income statement. 7. Increased competition. Other companies are appearing on the market with very similar to our products at very competitive prices so our sales could lower. 8. We do not have Online  Shop. We don’t have online shop and currently that sales are increasing. 9. We manufacture garments for all seasons so our manufacturing models are many and this leads us to the problem of strong economic investment we have to do to purchase machinery to manufacture all that wide range of models. All these risks have deduced the SWOT analysis we have made to our business and lessons learned in the past, data and statistics that we have on our business. If we want a more detailed analysis of all risks that may affect our business, we might go to an outside consultant as these people are prepared and have specialized knowledge and appropriate tools to identify what are the risks that may affect our business. Tools and techniques that it could be used in the audit process: – Fishbone diagrams – Process mapping – Force field analysis – Checklists – Scenario analysis – Markov chains 1. Not having a good advertising system do not reach people our deals so many people do not know the products we have. Minimal impact. Our business is built on the basis of an almost nonexistent outside advertising so this is a risk but almost irrelevant. If we want to expand the business or increase  sales if you should do some advertising campaign and should consider the most appropriate way of doing this campaign. 2. Salary of employees is low so they are not motivated. Moderate Impact. We study the possibility of increasing the wages of workers in our company to try to increase the productivity of these workers. Although productivity and wages are two issues that need not be proportionate if it is true that a worker is more encouraged to work with a slightly higher salary than another worker performing that function this but a minimum wage. Slightly increasing wages and participation could increase sales because the seller would find more willing to sell and deliver the product s and therefore more likely the buyer would buy. 3. Image abroad offering shops is very poor and the decor is not very good. Minor impact. Although I have an external image in not very good trades I think his impact is less when talking about risks to our business as it is not very expensive to redecorate all the windows to make them more attractive to our customers. A different question is the issue of bad lighting since the change the entire lighting system stores would be costly for the business but could make a sequence and always depending on the importance regarding the location and quantity of sales shops. 4. Virtually all of our stores are not adapted to the input of people with disabilities â€Å"Wheelchair†. Disastrous / catastrophic. If we do not adapt to the existing legislation on trade our stores may be closed by the competent authorities. As our business would cease to exist. I think this risk is a priority when looking for a solution. 5. Many of the items have defects resulting from poor workmanship. Severe impact. When carrying a defective garment market the basic cost of the garment triples so this risk we must approach it as a must urgently increase the benefit of our business to carry out the whole process of reforms that we are talking about and that our shareholders are demanding us to increase business benefits. This can solve it with a higher quality control. The quality control mechanism must be present in all of our business processes, that is, from the design of the garment to the customer buys it, through manufacturing, logistics, customer service †¦Ã¢â‚¬ ¦ . 6. The high cost of maintenance of the stores. Severe impact. Negative impact on the income statement. We should make the necessary reforms in stores to ensure that the cost of maintaining them is less for the benefit of the business is greater. Depending on the degree of need for the reform of local  we could also think of relocating these stores. We should conduct a market study of the area where the store to see if it is the right place or if instead Store could relocate elsewhere something less expensive is located. 7. Increased competition. Minor impact. The increase in our competition is a fact that can not be denied. We are still having good sales in our business and we were not too concerned that other companies entering our market but the probability of this happening is quite high and although initially the impact is small can lead to over time this impact becomes high due to the loss of competitiveness. We must establish appropriate in our company to always be ahead of p ossible companies that want to enter our niche market mechanisms. 8. We do not have Online Shop. Moderate impact. Not having a online sale mechanism first time does not mean a loss of sales in our business but precisely for the opposite if we establish this system of Internet sales our sales increase. Perform this process would not be very expensive for our business and could bring great benefits because we could reduce very significantly the costs, especially the costs of maintenance shops and staff costs. 9. We manufacture garments for all seasons. Moderate impact. We have adapted the production chain to see how we can reduce costs in manufacturing garments. But this we can do it in a leisurely way without making a large financial outlay. Likewise we can stop making certain models that are the least sold and are left less benefit. Communication with all relevant parties. To communicate with all relevant parties in the process of reforms resulting from all risks I have described, would do it two ways: 1. Internally in our company through briefings to all staff employed in our company by exposing what are the changes that are going to make an attempt on one hand the people brainstorm such change and on the other side that all staff have knowledge of such changes. I think it would be a good way to create a positive feedback. Also would have to send the entire management team and the financial team with a report of all findings of the risk because ultimately they are the ones who have the power of decision on the feasibility of these reforms. We should also make a report to shareholders equipment at all times know what steps you are following the company. 2. An external way our company would be good to communicate throughout the process  of change to all our potential clients in order to publicize the company how it works and what the goals are the same. We could do some kind of advertising campaign. On the other hand we must notify the competent bodies our stores comply with current regulations. Finally I would say that our plan of risks and their treatment should always be in line with the goals of our business, as well as the mission and vision of it.