Implementing Qualitative Approaches -Sheila Essay

Implementing Qualitative Approaches -Sheila - Essay Example The number of preventable deaths that occur in our health institutions every year has been on the increase. One of the major reason as to why this has been the case is lack of the necessary data that these health professionals need. The health officers in some situations are forced to wait for long to get the medical reports of a patient who might be in a critical condition. In the long run the patient might lose his life due to late treatment or lack of treatment totally (Berg, Occasions for Information Technologies in Medical Work, 2012). In some rare cases the medical organizations have access to the Electronic Health Record which enables them get information about patients quickly. The problem that this study seeks to solve is the inaccessibility of the electronic health records by most healthcare officers due to the slow adaption of these organizations to the electronic system. There are more medical risks due to this reason. Reports tabled by the Institute of Medicine show that close to 98,000 US citizens lose their lives annually due to errors caused by inaccessibility of full patient medical information. Most medical facilities in the United States use the manual system of recording and keeping data of their patients. The data in this case is kept on paper posing a lot of challenges to the professionals when they seek to ensure reliability of their services (Berg, Implementing Information Systems in Health Care Organizations: Myths and challenges, 2012). For example, close to a hundred thousand citizens die in the United States yearly due lack of quick access to patients’ medical records. One reason why the health organizations are slow to shift to this method is the high cost anticipated to this electronic health record method. The high costs of running an EHR (Electronic Health Record) system hinder small medical service providers from adopting the system. Despite these organizations

People mangment Essay Example | Topics and Well Written Essays - 2500 words

People mangment - Essay Example As such, contemporary organisations have provided the arena wherein growth and success of the firm is tied up with the growth and participation of the employees for the success of the organization (Li, Guohui & Eppler 2008; Wolfgang & Brewster, 2005). However, it is not only contemporary organizations that have undergone changes. The nature of the contemporary workforce has also been modified (Jinzhao, 2007). Globalization is not only about removal of economic barriers among nations and movements of capital, investments and goods, but it also pertains to the more free movement of people across nations reducing the significance of physical borders as barriers (Fischer, 2003; Suarez-Orozco & Qin-Hilliard, 2004). In this regard, the nature of the contemporary workforce has been revolutionized from a homogenous workforce to a heterogeneous, diverse workforce (Maxwell, McDougal & Blair, 2001). The idea of a heterogeneous work force means â€Å"differences in attitudes, and behaviors of e mployees relative to gender, race, age, ethnicity, physical ability, and other relevant characteristics† (Jinzhao, 2007, p. 60). ... This reality pervades all organizations regardless of their nature. In the light of this change in the nature of the contemporary workforce, the concepts of diversity and equality will be discussed vis-a-vis the reality of women in the workplace. As such, this research will address the following questions: what are diversity and equality policies? Do they work? Finally, do they open possibilities and opportunities for women? DIVERSITY AND EQUALITY POLICIES: A CONCEPTUAL LOOK Diversity in the workforce is initially perceived as a response toward the increasing diversity of the consumers in the market (Agocs & Burr, 1996). From there, it has been observed that capitalizing on existing differences among the employees provides benefits to the organization. Diversity in the workforce fosters and encourages creativity, innovativeness, diverse views and approaches to a particular problem, opens alternative perspectives and taps diverse talents from varying backgrounds to harness the organiz ations problem-solving and decision-making skills. For these reasons, scholars are in agreement that managing diversity is a challenge organizations must be willing to undertake because using the pot of diversity opens creativity and innovativeness for the organization (Agocs & Burr, 1996; Jinzhao, 2007; Bartz et al,1990; Maxwell et al, 2001). Moreover, it has been claimed that diversity should not be limited only to the physical and observable differences existing among employees. Intangible differences such as background, values, religious orientation, beliefs and the like are as important as physical and tangible differences like age, sex, disabilities, color of the skin, accent of speech and other similar qualities, since, if all these differences are harness,