Write a 8 pages paper on comparison of the key management and leadership aspects of organisations in the private sector, public sector and not for profit.

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Write a 8 pages paper on comparison of the key management and leadership aspects of organisations in the private sector, public sector and not for profit. Several experiments on ways to improve performances of organizations in terms of synchronization and productivity were conducted, and consequently paved the way for several approaches to management. The behavioral approach to management is a turning point to organizational relations. Modifications in the way managers deal with subordinates are given emphasis. As proposed by Maxwell, successful business is not all about efficient management of resources or development of work skills in response to the growing demands of the industry. Its core foundation is good relationship and thus cultivated by trust and respect from people – customers, employees, and partners, among others (2004). Growth will be next to impossible if concentration is entirely drawn to the inanimate factors. In his work “Top Performance”, Zig Ziglar points out that “you won’t be an effective leader or manager unless you gain the willing cooperation of others. Cooperation is not getting others to do what you want, but getting others to want to do what you want. The aforementioned principle, however, may not apply to all forms of organizations. Although it proves beneficial that the personal needs of the members are given due consideration, there are instances in which it will do more harm than good. Military organizations, as we all know, implement procedures that are significantly distinct from those privately established. They strictly follow a hierarchy of command, and respect to authority is of utmost weight—a culture that has prevailed over the centuries. Men in the military receive the same standard privileges as other employees do—wages, leaves, medical coverage, etc. Their function, nevertheless, is not called a profession but accountability. For this reason, the proposal to incorporate behavioral approach to military organizations may not be feasible. 2.0 Behavioral Approach “The behavioral approach to management has 2 branches: the human relations approach and the behavioral science approach” (Bromiley 2005). In the first approach, managers understand the underlying reasons behind the behavior of their subordinates along with the “psychological and social factors that influence them” (Bromiley 2005). Advocates of this approach attempt to demonstrate how the process and functions of management are affected by differences in individual behavior and the impact of groups in the work environment. The second approach to management use motivation, leadership, communication, group dynamics, and participative management to achieve organizational goals (Clark 2009). This approach helps secure better employee performance and the willing pursuit of organizational goals. The human relations approach to management was introduced in the 1930s in response to the mechanistic view of organizations and the pessimistic position of human nature suggested by the classical approach (Cooke n.d.). The classical approach meant that people were perceived as machines and efficiency was the sole criteria for success (Walker 2002). On the contrary, human relations approach suggests that people are emotional rather than economic rational beings. that, organizations are cooperative social systems, and are composed of informal structures, rules, and norms as wells as formal practices and procedures (Cooke n.d.

Write 2 pages thesis on the topic germanys new export: jobs training.

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Write 2 pages thesis on the topic germanys new export: jobs training. Case 7 – Germany’s New Export: Jobs Training Executive Summary Germany’s New Export: Jobs Training With the unemployment rate in America still hovering near 10%, it is easy to forget that many industries are actually suffering from a prolonged labor shortage. Not all jobs are created equal, and not every worker is qualified for every available position. While America has long been considered a manufacturing powerhouse, they have lost some ground recently to their European and Japanese counterparts who are incorporating high degrees of technology in their manufacturing processes. Germany itself has been seems as a leader in many robotics and skilled technician positions, and it has shown in their increased productivity and profitability. These jobs, however, are left unfilled in America because there are simply not enough workers available to fill them. Estimates are that 600,000 highly skilled manufacturing jobs remain open across the United States, in spite of the high unemployment rate (Fuhrmans, 2012). Naturally, it would benefit society to get these individuals back to work, but it would also benefit manufacturing companies if they could find a way to train people and fill these positions as well. That is where Germany has entered in. In recent years, America has grown increasingly receptive to having German companies train and provide apprenticeships to American workers in an effort to improve their own manufacturing processes. This has become important as the country takes steps to move beyond the recent economic crisis and get individuals back to work. Job training is proving itself important in the new global economy. It has also been shown to be beneficial to create cooperative programs between local government and industry professionals in order to train new workers in the industrial sector. Critique Germany’s New Export: Jobs Training The days are gone when American executives can refuse to learn from other countries and their way of implementing job training programs. While the country remains the strongest and productive economy in the world, other nations have quickly caught up to, and in some respects passed, America in terms of manufacturing process. As such, it is important that leaders in industry in the United States be willing to learn from companies in other countries and, in many cases, implement their strategies and methodologies. Germany is one such example, but there are others as well. Japan and America, for example, have long been considered similar in their drive for perfection and profitability. There are quite a few Japanese factories in America now, and we have long been learning for the leadership and management style. Germany now has entered the scene in terms of providing highly skilled workers, training in the utilization of modern technological equipment, allowing them to increase their productivity and output many fold. Owing to this reality, it is certainly plausible to see the need for American companies to reach out and accept the support of other companies in this increasingly global and economically connected community that we find ourself in today. This issue becomes particularly important given the reality that the unemployment remains so high in America. With so many open positions in the manufacturing, many of them well paying jobs, the country needs to be doing a better job of retraining individuals in the use of technology, providing a highly skill workforce in the future. To do this, they need the ingenuity of other companies where such systems and methodologies are already in place, and German companies certainly appear to fit the bill. In addition, it is important to shift the mindset of young people that factory work is beneath them. The reality is that many jobs in this sector require highly skilled, trained and experienced people, and they are well compensated for that. In the end, however, our culture has moved people away from industry in recent years, causing this recent gap in the labor force that certainly needs to be corrected moving forward. Many German companies use the apprentice system of training new works, and it has been paying dividends. Fuhrmans (2012) states that, “In Germany, nearly two-thirds of the country’s workers are trained through partnerships among companies, technical schools and trade guilds. Last Year, German companies took on and trained nearly 600,000 paid apprentices” (p. 1). While this concept is certainly not new, it has fully been utilized in the United States. Apprentices learn on the job, providing valuable skills to the company right away, while affording them the opportunity to perfect their trade from current experts in the field. This type of on-the-job training is invaluable and is certainly an avenue that American manufacturing companies should purse moving forward. References Fuhrmans, V. (2012). Germany’s new export: Jobs training. The Wall Street Journal, (14 June 2012), 1-3.

reating a thesis and an outline on United States History from 1865. Prepare this assignment according to the guidelines found in the APA Style Guide. An abstract is required.

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I need help creating a thesis and an outline on United States History from 1865. Prepare this assignment according to the guidelines found in the APA Style Guide. An abstract is required. 1865 marked the death of slavery and birth of racism in US which appalled as decades passed by while the 20th century highlighted the diplomatic side of US. Slavery in US was officially banned after 1865, yet that was the time of birth of racism in US.

African Americans, Asian Americans and Chinese were some of the minorities in US between 1865 and 1929. White Americans formed the majority of US. 1865 and onwards was the era when US opened the gates to immigration and people started to pour into US from all parts of the world. That was also the time when slavery was considerably abolished from US after a long struggle of the states and US had been proven indivisible. Nevertheless, the abolition of slavery gave birth to racism because not all Americans were pleased to see the past slaves acquire the right to vote and fill positions in the government. This raised new challenges not only for the African Americans, but also for all other migrants that were in a minority in the US.

After the slavery was legally abolished and the rich culture of America was eradicated, African Americans felt uncomfortable while using their right to vote. Although they had physically been released from the chains of slavery, yet they required decades of psychological therapy to break free of the hold of the trauma of slavery. However, things changed for the better as time passed. Many of them introduced the black codes with puts constraints on their freedom. By 1870, a lot of African Americans were allowed entry into politics and the Congress. But a vast majority of the white Southerners was not in the favor of reconstruction. The culmination of the Reconstruction Period in 1877 sanctioned a new constitution. In spite of the guarantees made by the new constitution, African-Americans and the immigrants had the status of second-class citizens in US. With limited civil rights, they made subordinates to the white Americans that were in majority. Racism was omnipresent in schools, offices, hospitals, recreational spots and public stations. As the 19th century approached its end, racism in US reached its apogee. Strict segregation in public places, sports, theaters, transportation and cemeteries was supported by law. A vast majority of the African Americans had been denied the right to vote as a result of their inability to pay the poll taxes, which had been primarily enforced to keep them from participating in the policy. African Americans were subject to violence by the mobs and they were put into forced labor in jails if they were made complaint against. Although law had declared them free, yet the majority of African Americans had hardly managed to escape slavery. Start of the 20th century brought industrial revolution to the US. In fact, things had started to change in favor of technological advancement right from the last two decades of the 19th century. Industrialization also made more room for the workers. The American Federation of Labor was established in 1882. Workers were dissatisfied with the low wages and long working hours till the end of the 19th century. Immigrants made a significant proportion of the industrial workforce. Almost 25 million immigrants had settled in different cities of America between 1865 and 1910. Although immigrants were offered lower wages than the native Americans and they had to worker more than them, yet the living conditions in America were better than those in their homelands.

Write a 1 page paper on project management for healthcare. Running Head: Project management for Healthcare and Its Potential Risks. Project Management for Healthcare. College Subject

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Write a 1 page paper on project management for healthcare. Running Head: Project management for Healthcare and Its Potential Risks. Project Management for Healthcare. College Subject

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Management a project in healthcare or any other field can be accompanied with a number of challenges or risks which may devastate the project’s success if not well managed. The risks may come from every part or any stage of the project. risks may come from IT/systems, people, regulatory environment or even nature. It is therefore to anticipate risks and plan mitigation measures in the case the unfortunate eventuality. The risks associated with IT are some of the most important risks and should be minimized at all costs, but risks can come from other areas.

IT risks may involve computer viruses, hacking, phishing or completed system crashes. In healthcare these have very high risk levels as they may result in loss of important electronic records for the organization and patients thus wreaking havoc to the whole system. IT risks may also involve the project information being accessed by others who may want to use it. The financial element of project management can also be a potential risk to healthcare projects. if for some reason the organization does not have enough finances for the project then it may be brought to a complete halt. Liability issues are also common in healthcare involving management of patients and their information and thus project managers must put into consideration. Risks coming directly from the project may include doing something for the first time, changes in crucial requirements, poor estimation of resources and lack of clarity in definition of responsibilities. There may also be external risks in the forms of natural catastrophes, and regulations e.g. on manufacturers of medical instruments and pharmaceutical companies. People risks include lack of proper controls, poor relations, lack of leadership, organizational designs being poor, lack of conflict management programs in place and people lacking proper skills to communicate.

In conclusion therefore project management for healthcare is not an easy task. so many events some unexpected may pose risks which may make it very hard to successfully run a project. Risks range from IT, issues, financial resources, the environment, people issues and natural events. It is therefore to anticipate challenges upfront when running with projects and plan some mitigation plans in order to ensure the project is a success.

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