Max Weber’s Bureaucracy Essay

Good afternoon ladies and gentleman. This afternoon I would like to talk a little about Max Weber’s Bureaucracy. But first, let me tell you an article I read in the newspaper issued a couple of months ago. On January 21, 2013, Orlan Calayag was sworn in as the new National Food Authority administrator after Angelito Banayo resigned from his seat because of being accused of corruption and rice smuggling. Anyway, let’s get back to the point. Calayag is a dual citizen caregiver who used to reside in America. When PNoy appointed Calayag as the new administrator of the department, the most common reaction was: â€Å"Who? † According to Food authority’s Charter, or Presidential Decree 6, all administrators and deputy administrators of the agency shall be â€Å"natural-born citizens of the Philippines, not less than 35 years of age, with proven honesty and integrity and of recognized managerial competence. † And even though Republic Act 9225 exists, a person who assumes any government position should renounce his foreign citizenship first. This brought a lot of questions and objections. Calayag never became a government official until this January, never renounced his dual citizenship or does his previous work experience indicate â€Å"recognized managerial competence. † This scenario leads us to the so called KKK which brings us to Max Weber’s idea of Bureaucracy. I would like to emphasize three characteristics of bureaucracy. First, Division of labor and work specialization is used to align employees with their tasks. With this said, Calayag and President Aquino defies the ‘work specialization’ point because Calayag doesn’t specialize anything that may be related to the tasks and works of an NFA administrator. Next would be Weber’s, Managers should maintain an impersonal relationship with employees to promote fair and equal treatment of all employees so that unbiased decisions can be made. How could this actually exist or happen between PNoy and Calayag when in the first place, PNoy appointed Calayag because he is his friend? And finally, competence, not personality, is the basis for job appointment. Calayag finished a degree in Business Administration major in Business Marketing and his CV states that indeed he was a â€Å"Patient Services Specialist† or a caregiver. There is also the fact that Calayag can’t seem to find a permanent job – hopping from one job to another ending up connected to 6 different companies in a span of 8 years. So in the end, my dear listeners, this becomes another case of ‘kabarkada’ appointment made by the President.

Burundi Music Essay

Every individual is inherently unique from one another because of many factors. Their individual uniqueness could be in terms of their personality, beliefs, lifestyle and others. Nevertheless, despite these differences, individuals still feel a sense of belongingness because they find themselves part of a certain group that shares things that are common among them. The concept of culture plays an important role in establishing ties among individuals of a particular group, community, or even a nation. This is due to the fact that culture mirrors the way of life of the people. It symbolizes the heritage of a group of people, which could be seen through the art of music as well as the instruments that they use in order to produce their unique sounds. In relation to this, the country of Burundi also has their unique flair for music that describes the very culture that these people have. The country of Burundi or officially known as the Republic of Burundi is among the smallest and most densely populated territories in African continent. Burundi is a small landlocked country in Central Africa wherein it is surrounded by other countries including Tanzania, the Democratic Republic of Congo, and Rwanda. The country is also situated just south of the equator. Bujumbura is the capital of the country. This city has a population of about 600,000 that is located at the western Burundi’s Great Rift Valley on the shores of Lake Tanganyika (Africa Travelling, 2000). The population of the country is originally composed of the Twa Pygmies of the forests, which was later joined by the Hutu agriculturists. After the 14th century, the Tutsis who were characterized as war-like and reared long-horn cattle. As time passes by, the Tutsis were able to dominate the society of the country and have established feudal obligations between the farmers and cattle owners. The authority of the Tutsis created more conflict when Germany and Belgium gained possession of the territory and acquired leadership indirectly through the Tutsis. For the span of several centuries, the Tutsi Royalty held the seat of power in the country wherein they provided organized leadership as well as a rich dynastic culture. However, after the Second World War majority of the Hutus insisted that they should be given greater participation in the affairs of the country. Because of this, the royal family failed to show their ability to rule as they cannot properly handle the demands of the Hutus. The downfall of the royal family paved the way for the country to be under the central authority of the military and police (Travel Documents Systems, 2009). Most scholars who studied the Burundian culture found out that the royal court has a huge influence in the country’s culture. Their cultural heritage is centered on music and dance that gave reverence to the virtues of kingship. They also held numerous festivals wherein the drummers of Burundi had the most captivating presence. The dances and elaborate ceremonies are usually performed with royal drums. Drumming is regarded as a vital aspect of the Burundian culture. For more than forty years, the world renowned Royal Drummers of Burundi are recognized for their traditional drumming styles. They used native drums such as: â€Å"amashako†, â€Å"ibishikiso†, and â€Å"ikiranya†. The performances of this percussion ensemble are usually part of ceremonies like births, funerals, and the coronations of their Kings, which they called as â€Å"mwami† The â€Å"karyenda† drums that the band also uses, are sacred in Burundi. These drums symbolize the mwami and regeneration as well as fertility. The drums use by the Royal Drummers of Burundi came from hollowed tree trunks and covered by animal skin. There are also other drums that are used like the â€Å"Inkiranya† that serves as the central drum and the Amashako which is responsible in giving a continuous beat as well as the Ibishikiso that follows the rhythm of the Inkiranya (Maps of World, 2009). The performance of the Royal Drummers also stands for the music heritage of its people. The way in which they play these various drums has been the same for centuries because the techniques and traditions have been passed on from generation to generation. Members of the ensemble take turns in playing the drums and dancing throughout the performance. The drummers start the show by balancing the heavy drums on their heads, at the same time singing and playing. There are also some extra members that hold ornamental shields and spears. Their purpose is to lead the procession with their dance (Maps of World, 2009). The unique and long-standing musical heritage of Burundi is not only seen in drumming but also in their songs. Burundian gives utmost importance to the family, which is why during their gatherings they have the â€Å"imuyino† songs. Imuyino songs have a short refrain and a strong beat, which usually include improvised verses when sung. On the other hand, another type song, the â€Å"indirimbo† is more passive as compared with the imuyino. The indirimbo is sung by a single singer or a small group. Distinction in the gender roles in their society is also reflected in their music. Men sing the â€Å"kwishongora†, which is a rhythmic song that is characterized with shouts and trills. Women sing the â€Å"bilito†, which is a more sentimental music (Stanford, 2007). Their music shows men as more authoritative and responsible with decision-making while women are more emotional and has the duty of child rearing. Burundian music is also known for its â€Å"whispered singing. † This is sung at a low pitch in order for the accompaniment of the instruments to be heard more. The instruments used in singing are the â€Å"inanga†, a hollow wooden bowl with six to eight strings stretched over it; the â€Å"idono†, a one string fiddle; the â€Å"ikihusehama†, a clarinet-like woodwind; and the â€Å"ikimbe†, a linguaphone (Stanford, 2007). The cultural heritage of Burundi is indeed exceptional due to the fact that it is rooted in their history and it mirrors their values and way of life. Nevertheless, the arts and humanities of the country especially its music and dance have not been given due attention in order for it to flourish more. The current situation of the country that is often plagued with internal conflict among its various tribes, as well as some disagreements with its neighbor countries made life very difficult in Burundi. Arts and humanities have been taken for granted because of more pressing issues like the security and welfare of the Burundian citizens. References Africa Travelling. (2000). Bujumbura – Culture. Retrieved February 10, 2009, from http://www. africatravelling. net/burundi/bujumbura/bujumbura_culture. htm. Maps of World. (2009). Royal Drummers of Burundi. Retrieved February 10, 2009, from http://www. mapsofworld. com/burundi/culture/royal-drummers. html. Stanford, E. (2007). Culture of Burundi. Retrieved February 10, 2009, from http://www. everyculture. com/Bo-Co/Burundi. html. Travel Document Systems. (2009). Burundi Africa: Culture. Retrieved February 10, 2009, from http://www. traveldocs. com/bi/culture. htm.

British Airways have a wonderful Employer Brand

British Airways have a wonderful Employer Brand 1. Introduction of British Airways: British Airways have a wonderful Employer Brand and are one of those companies that virtually everyone wants to work for. Consequently, the difference that we bring is around the intelligence of candidate screening and filtering – helping candidates know if a particular job is appropriate for them, right from the start. And enabling the recruitment team to spot the best people and fast track them through interview to offer, for a rapid contribution to the business. British Airways is the UK’s largest international scheduled airline, flying to over 550 destinations at convenient times, to the best-located airports. Whether customers are in the air or on the ground, British Airways takes pride in providing a full service experience. The British Airways Group consists of British Airways PLC and a number of subsidiary companies including in particular British Airways Holidays Limited and British Airways Travel Shops Limited In an incredi bly tough trading environment we have to focus hard on pulling ourselves through the immediate crisis, while prepare the business for the better economic times. Our aim to fill the drive and competition of the Olympic spirit into the way we work and perform as a team, and it puts our customers at the heart of our culture. The structure of the world’s leading global premium airline focuses on the improving operational performance and financially fit. To achieve the strategic goals we need to measure our HR performance across the business and to make our managers accountable for delivery of our targets. In order to become the leading global premium airline, we need to look at the way we work as well as what we are doing as a business. Reuters reported one source as stating that under the plan ‘British Airways would have a 100% economic interest in a subsidiary that is KLM which will have some ingenious bits and pieces in the way it is structured to satisfy Dutch corporate governance rules and the aero-political implications of foreign ownership.’ Furthermore, BA would own only 49% of voting shares, with the remaining 51% held by Dutch investors and financial institutions brought in as ‘friendly’ shareholders who would hold an ‘A’ share equivalent that had no real economic value. BA meanwhile would own a ‘B’ share which would have no nominal value or voting rights, but which would capture some 99% of the economic interest. It is not certain yet whether the proposed structure would satisfy the requirements of certain bilateral treaties that have ‘ownership and control’ clauses. United Airways, a US carrier, has said that the USA might be willing to waive any objection to KLM ceasing to be Dutch and still maintain its position under a bilateral agreement with the Netherlands if Britain agreed to open the British trans-Atlantic aviation market, according to Reuters. 2. Strategy & Objectives: Pro vide a human capital management (â€Å"HCM†) solution for the recruitment process that mirrors the full service experience enjoyed by passengers. A more sophisticated, cost effective HCM solution to reduce the time attract and retain new employees and improve the candidate experience. Support opportunities at a number of levels – from school leavers to experienced professionals, with positions ranging from engineers to customer services.

Culture briefing for a US based company selling bicycles Essay

Culture briefing for a US based company selling bicycles - Essay Example These divisions include the pre-colonial era, colonial era, and the post-colonial era. Kenya is widely known to comprise forty two tribes each with a distinct mother tongue language. Historically, each and every tribe has its own distinct history in terms of relocations and resettlements, development, communication and relations with other tribes, customs, traditions, as well as in trade and industry. On the basis of resettlements, Kenya’s population is groups into Bantus, Nilotes, and Cushites. Cushites include Somali and Borana among others. Some examples of the Nilotes include Nandi, Pokot, and the Luos. Examples of Bantus include Kikuyu, Embu, Meru, and Kambas. During the pre-colonial era, most individuals in Kenya depended on crops and animals. In 1985, Kenya was colonized by Britain. The country got its independence in 1963 (Hornsby, 2013). Geography According to Hornsby (2013), Kenya is a unique country with an extensive shoreline, a large proportion covered by vegetati on, beautiful mountains, arid region, lakes, as well as home to the Great Rift Valley. The Indian Ocean touches Kenya towards the south east direction. The country has a total of five countries as its neighbors. These countries include Uganda, Tanzania, Somalia, Sudan, and Ethiopia. Available sources assert that the country comprises of five climatic regions. These include the Coast, the Rift Valley, Semi-desert, desert, and the lake region. Only twenty percent of the country is considered appropriate for both crop growing and animal keeping. A whooping seventy percent of the country is either desert or semi desert. Political system Since independence, the country has upheld and preserved a centralized form of government. It is important to point out that this centralized form of government brought with it individualistic leaders such as Jomo Kenyatta and Daniel Arap Moi. These rulers were above the law during their tenures as presidents. The current president is the fourth since in dependence. The country adapted a multi-party system in 1992. This saw the emergence of new parties unlike the time of Jomo Kenya and partly during Moi’s era whereby the country had only one political party, Kanu (Hornsby, 2013). Currently, Kenya is divided into forty seven counties each being represented by a governor and a senator. Economic perspective Economically speaking, Kenya is a developing nation. Consequently, this country can be termed as a capitalist nation in terms of the economy. It depends on a large proportion with the international markets for trade and commerce. The country gets most of its revenue through the importation of cash crops such as coffee and tea. Tourism is also well structured and coordinated in Kenya and is a source of foreign exchange. Tourist throng the country’s wildlife reserves, game parks, as well at the coastal region for its favorable and warm climate (Hornsby, 2013). Traditions and customs Kenya comprises of forty two tribes ea ch practicing its own customs and traditions. For instance, Kambas undergo various rites of passage. They undergo initiation to become adult members of the community as early as the age of twelve. Young men are given the responsibility of upholding, preserving, as well as preservation of the community. The final stage among the Kambas is becoming an elder. The Maasai on the other hand are known for keeping animals and making ornaments. There are

Starbucks Analyse Marketing Activities and Performance Essay - 3

Starbucks Analyse Marketing Activities and Performance - Essay Example That is converted to additional value in the company and hence increased profits. Employees are treated as Starbuck partners, normally referred to as Baristas through use of favorable management theories. However, except for the senior managers, the company does not employ full-time meaning they do not accord full benefits for employees (Kumar, 65). This is good for the company since it does not have to pay for pensions, which are additional costs to a company. That is favorable use of operations management since Starbucks only pays for the productive hours worked, and with minimal supervision The operations management applied by Starbucks is implemented by baristas, employees, as well as the managers. The ‘bean stock’ option was got from the story of Jack and the bean stock, which grew to the sky. The latter makes the difference between the operations management used by Starbucks and the rest of its competitors. According to the ‘bean stock’ management option, all employees are considered valuable to the company, on the same degree as shareholders. Hence, Starbucks Company operates as one big family without a big deviation between senior and junior employees. The ‘bean stock’ option employed by Starbucks plays a significant role in defining a chain of activities that ensures external customers are accorded the value they deserve. Following the use of ‘bean stock’ the performance and attitude of Starbuck employees has improved. It has immensely improved operations management with improved employee relations and customer satisfaction (Bedbury, 24). Employees are able to work with minimal supervision for optimum productivity as the company maximizes its profit margins For Starbuck’s managers, conceptual skills are important for innovation and new ideas on running their unique management practices. The company’s initial store manager, Howard Schultz used conceptual skills to

Improving the Interface of Empirical Modelling Tools Dissertation

Improving the Interface of Empirical Modelling Tools - Dissertation Example Related Work Throughout the Empirical Modelling research several tools have been developed to provide a definitive notation environment for developing models. Each of them serves different purpose, but most are based on the EDEN language. The most well known tool used in EM research is tkeden; many models have been built using tkeden. It is a definitive system that can manage definitions based on the EDEN language and is implemented with tk/tcl. Tkeden has had massive contributions throughout EM research and led to many variations based on EDEN. Abstract Definitive Machine Meurig Beynon, Mike Slade and Edward Yung designed the Abstract Definitive Machine (ADM) in 1988. It is designed as a computational model that is based upon definitive representations of state. ADM is a tool for animating the LSD specifications to represent concurrent action by parallel redefinition and reflects context dependence of agent actions by the use of scripts. Cadence Cadence is an environment that is based on the DOSTE interpreter. Candence IDE, the Warwick Games Design (WGD) library and EDEN are examples of modules that can communicate with DOSTE. DOSTE itself is conceived as a special kind of operating system, and has been deployed in this way [3]. In Cadence, DOSTE captures current state via a combinatorial graph: a family of nodes connected by directed edges. There are also labels nodes in the graph. The DOSTE state is constantly being updated, so the structure of the graph is subject to change.

Formal Organizations and Bureaucracy Essay Example | Topics and Well Written Essays - 500 words

Formal Organizations and Bureaucracy - Essay Example Though some of the managers there were recruited from other firms, the majority of them started out as representatives or sales persons in a lower ranking position. The philosophy of the firm was that it would always seek persons from within the organization to fill the empty slots at higher ranks before looking outside for possible employees. This offered motivation to many of the workers in the organization, and therefore, many CSR's worked very hard at their positions and went the extra mile of attempting to become excellent sales representatives as well, in order that the promised rewards would follow. One drawback of this bureaucratic institution that had a particular effect on me was the alienation that inevitably attended an organization of such immense size and structure. Every single minute of the day was planned out for me as an employee. Breaks were scheduled, as were lunch times; and electronic systems and constant overhead monitoring made sure that no deviations from the stringent patterns were possible. Although rewards were merely possible, punishment was a certainty.

Critical Creative Geographies Essay Example | Topics and Well Written Essays - 1500 words

Critical Creative Geographies - Essay Example In the beginning there were shops built onto residential houses, and then came the small cafes, the caravan cafes followed these, afterwards there were the Victorian style windows, and then the early plate glass shop windows, the British then adopted canvas awnings, cast iron awnings, ornate shops detailing and the ladies’ underwear shops. Each presiding type of shop gave more space for window-shopping. Hence, more complicated types of arts for the same. Currently the architecture used in window shopping is far much complicated with use of colours, shapes, themes to suit certain occasions, and ornaments. The technology used in such designs is unimaginable. This has been modified to give shoppers and on lookers the best layout for the products. (Hollein, M 2002, 21). It shows how the human race is eager to venture into new methods of living, what were the fantasies of the past have been made true by the critical mind the current man. Visual merchandising is a way of producing t hree-dimensional displays of products to make it more appealing to the eye. This is always done to attract the customers and improve on the sales of products in retail shops. The mind creates that it has a three-dimension view of a structure. The art of visual merchandising dates back to the nineteenth century, when the major products establishments changed their business from wholesale to retail. There was need to attract more customers since the establishments were now opened to a wider range of consumers, big business establishments like Marshal Field and CO. Designed their new stores in more attractive ways to give the customers a good impression to the eye. With the changing time, most of the design was moved from not being just on the outside but also in the interior of business premises to become part of the interior decorations. As this extended too, in many regions of the world the use of big windows for display of goods faded. The demand for window displays triggered some artists to design other methods of window designs in the twentieth century, hence the beginning of a series of developments and additions in the window display sector. In visual merchandising, many methods are used in order to meet the required standards of advertising a certain product, these include, the lightings, colours, the smell, and information on the product. This is made possible by the use of modern technology to bring about digital displays of the different colour schemes to match the products. The technology equips business establishments that want to use the modern windows display methods with abilities to give the same order of display of their products in different establishments, this is done digitally by the use of a device called a planogram. At the end, the windows displays should be able to show the prize, quality and content of the product. Certain themes are included in the display to match different occasions. Like one would display a flaky or snow background to enhance the view of clothes worn during winter season. When someone looks at this picture, in his mind he is given the imagination that the climate inside the window display

Book discussion Coursework Example | Topics and Well Written Essays - 1250 words

Book discussion - Coursework Example Another one was the theme of accountability. This theme has been able to express itself in different parts of the book. In the Bulls Eye organization, there were a number of managers, including John and Barb, who head different departments. Their boss, Nancy had some occasional meetings with them so as to review on their departments’ performances. Every manager was made accountable for the results his or her department was yielding to the organization. During some weekends, John has to report to his office so as to correct the bad job that was done by his team. All this is because he is the one made accountable for the results. There is the theme of togetherness that has clearly come out in the book. In the book, the author has nearly mentioned Ubuntu on a number of pages. Simon says, â€Å"It doesn’t make any difference if it was my work or someone else work. We are all into this as a department. I want to help, it is Ubuntu† (pg. 19). This is after the department lead by John, Simon is a member, had failed in meeting their levels of expected results of the organization. The theme has shown that indeed to have success in a group, then you must have collaboration and team work. Most of the story took place in the USA, particularly in Chicago. This is evident in the book when the author says, â€Å"Twenty miles outside of Chicago, at a small†¦Ã¢â‚¬  (pg. 12). In this particular text, the author was describing the coffee shop where Alexandra and Steve went to take some coffee. Major part of the story in this book, especially chapter one takes place at the premises or offices of BullsEye organization. The majority of the characters in this story is having their origins in the USA, in fact, they are all citizens of The United States. We only have Simon, who was born in South Africa during the Apartheid system though he is an

Legal Risks of Nurses Essay Example | Topics and Well Written Essays - 750 words

Legal Risks of Nurses - Essay Example After the death of Mr. Ard, Mrs. Ard presented a case in the court of law against East Jefferson General Hospital. The Ard v. East Jefferson General hospital case comprised of critical information and a well detailed account of events. The case involves Mr. Ard, a patient in the East Jefferson, his wife Mrs. Ard and the Jefferson hospital. Mr. Ard fell sick and was taken to the Jefferson hospital for quick recovery and appropriate medical care. After a five-vessel coronary surgery, the medical experts transferred Mr. Ard to the intensive care unit due to his long stay in the hospital’s recovery room. Later after two days, he had a respiratory failure, and he was taken to the critical care unit. On May 20, 1984, nurses and physicians did not respond in time when Mrs. Ard called for medical assistance from the medical experts after realizing that Mr. Ard was struggling to breath. They later responded after about an hour and 15 minutes time when the patient had ceased breathing and called a code. The assigned nurse also failed to take swallowing assessment on the patient. The patient failed to regain his consciousness and died from cardiac arrest and respiratory failure after two days. After his death, Mrs. Ard presented a case in the court of law against the East Jefferson General hospital for their failure to give proper attention to his sick husband. The district court accepted the case against the hospital and provided a ruling. However, the hospital appealed the case (Pozgar, 2012) According to the testimony of Mrs. Ard, his husband began experiencing a shortage of breath and a feeling of nauseous. After she had rang the bell for assistance from the hospital nurses or physicians, there was a no respond for a period of one hour fifteen minutes. This period or no response caused a great harm to Mr. Ard’s health. Secondly, Krebs revealed that the nurse responsible for

Lasting Legacies Essay Example for Free

Lasting Legacies Essay The impact of Confucianism in East Asia continues to mold and shape individuals’ actions so they can lead better lives that will have a positive effect on society. This can be achieved once the individual reaches a better understanding about their mutual obligations – that a proper society is revolved around give and take. It is the individuals who keep the lasting legacies of Confucianism through their patterns of knowledge and belief by understanding how the world actually works. The lasting legacies of Asian political thought and practice are also seen through moral reasoning and moral values, political thought and action, the economy and the self. Patterns of knowledge and belief are critical in explaining ontological independence, rationality as balance, sacred reasoning, and human nature. Ontological interdependence illustrates how events are linked with other events and people with other people. Everything that exists is interdependent and nothing is separate. In general, it means the theory of reality. The concept of yang and yin shows interdependence because they are forces in the cosmos that only gain reality through interdependence. Although there are misconceptions that yin and yang contradict each other, but instead, they are complimentary. Complementarity, then, implies mutuality and reciprocity, â€Å"therefore exerting some constraints on the degree of hierarchy† (Yee, 316). Anything that is real can only be understood through its interdependence. Nothing can develop or exist alone, such as the government and society. This idea can pose a challenge because it is dealt with accountability. An example of this is accountability in governance and how it should act in order to properly lead a society knowing that their decisions will have an impact on their people because every event and action are linked to each other. In terms of institutions, accountability describes a relationship between accountable and accounting parties so that â€Å"accountable† parties are accountable to accounting parties (Mo, 57). Political theorists have thought that good government is one that is kept under control and that accountability indicates the degree to which power is domesticated or subject to the rule of law (Mo, 57). This idea remains as the basic framework of the lasting legacies of Asian political thought and action. Another contributing idea that contributes to how people understand how the world actually works is through rationality as balance. According to East Asian philosophy, human beings are rational and that rationality involves balance. Being rational means having the ability to balance interests and time as well as finding balance between others and ourselves. Knowing how to balance between our own interests to the interests of others. Balance is a characteristic that is extremely important in a political leader. They need to know the balance in short term and long term needs of society. They also need to know how to balance the interests of self and others because they will fail if they don’t think of self and others. It is the key to have the ability to make public policy. Balancing of interest places high value on harmony and cooperation. Furthermore, sacred reasoning also helps to explain the patterns of knowledge and belief. It has been understood in East Asian terms of synergism and interpenetrating boundaries. This means that we combine different religious ideas to be powerful. Synergism means interaction, and the East Asian tradition has been a tradition trying to reconcile doctrines even if it may b e illogical to do so. Interpenetrating boundaries can also be observed in East Asia because one will find that people who are deeply religious tend to move from one religion to another and this would not be a violation of principles. The boundaries of different religions are fluid. An example of this would be combining ideas of Taoism, Confucianism, and Buddhism. The goal is not to reject one idea or another but to integrate the ideas together in order to get a better understanding of how others view the world. In East Asian tradition, one does not just simply reject an idea, but to tolerate it and incorporate into their tradition. This is simply the idea of interpenetrating boundaries because setting boundaries is to set one’s own limits. Human nature is also an aspect that helps humans to understand the patterns of knowledge and belief. According to East Asian traditions, they believe that human nature is not fixed at birth but a potential that could be developed. Our human nature is only a tende ncy, at best; we are improvable so it cannot be taken for granted. Humans are improvable through self-cultivation. Self-cultivation consists of will and sincerity. Humans must have to have the will and sincerity to improve themselves. Without sincerity, one will simply fail. This poses a political debate that if humans are cultivated and rational, then what should the role of government be in unlocking human nature. Whether government should be strong in its role or weak in terms of allowing its citizens to control and organize their own lives. It is inarguable that only a government with proper order can facilitate the development of human beings into self-cultivation. To be human, one must start with the personal cultivation of one’s own character, and then be in harmony with others by extending one’s virtue to others (de Bary, 179). Lasting legacies of East Asian thought and action continue with moral reasoning and moral values. It is about mutual obligations, which is the idea of give and take. Mutual obligation is the root for moral life. In terms of moral values, it can be seen through justice, harmony, ecological family, and a good life. Justice as reciprocity is the belief that justice is about proper share, which results in equality. Justice doesn’t emphasize equality first. It concentrates on proper shares, which means giving people what they out to get, and reciprocity, which is not just doing something for somebody else, but also about paying of proper shares. There is the idea of shared costs and benefits and it is something that people use in judging government to judge whether it is just or unjust. In terms of harmony, East Asia argues that conflict should be minimized. They believe that optimizing differences should be a moral root in everyday life and that conflict is unproductive. Harmony is the balancing of differences and it also comes from abiding by natural laws. Scholars have emphasized that Heaven did not create harmony but only provided the conditions for humans to be in harmony â€Å"and that a harmonious relationship between humans and their environment is conducive to their well-being† (de Bary, 177). The ecological family is emphasized as the ecology and it is which all civilization value. Family is the core foundation of any institution and it is also where values and morality develop. It is well known that Confucianism places a â€Å"great deal of importance on the institution of the family† (Chaibong 341). Family is a source of happiness and the formation of human being from education to politics. It is the basis of everything. The ecological family is the root of humanization and education. It is not fixed at birth but a tendency. It means the basis of education is in the family itself as they learn how to deal with other people. I t has a role that is unusual because if the family is where human beings are shaped first, it is more than a unit of happiness and marriage. The role of mothers is extremely vital in shaping humanization because the teachings start with them. The ecological family also helps to shape humans through self-cultivation because people depend on their capabilities that begin first in the family. They discover what they can or cannot do. Self-cultivation is involved in the family because it teaches humans how to be respectful and follow obligations. The ecological family also teaches self-fulfillment that leads to happiness. It is happiness that humans get their whole lives because they have a sense that they have contributed to something bigger and better than themselves. It is happiness that is genuine and not counterfeit. Leadership also starts in the family. People who become leaders outside of the family are people who know how to lead in the family themselves. Families cannot survive without leadership. From the Confucian point of view, it is not authoritative to have a family leader. The family is always talked as the root of leadership. If an individual is a good leader within the family, they are likely to be a good leader outside of the family. Aside from the ecological family, living a good and flourishing life is an illustration of moral values. Human beings must know the separation of right and wrong, and understand the differences between material and moral in order to lead a flourishing life. Material and moral aspects can be achieved when there is proper order. The more proper order a government has, the more conducive it has to helping its citizens to build their lives. A flourishing order balances material and moral life. Human beings often lose sight of this and often emphasize on material. Political thought and action also helps to understand the lasting of legacies of East Asia in terms of proper order, politics as methodology and management, leadership and hierarchy, and ritual. Proper order is striking a balance between government and civil action. The role of government is to create a certain conditions so that the popular people can live without constant insecurity. Confucian scholars say that politics and government is an extension of the family and personal ethics, and political conflicts must be dealt with according to the same principles used in a family context. Scholars also say that a state is nothing other than an â€Å"enlarged form of family and the relations between the ruler and the subjects, and those between those who govern and those who are governed are equivalent to the relations between parents and children† (de Bary, 184). Given that government should play the role of the family, they should act in ways to provide proper order even though ordinary people are seen as rational beings. East Asians will respond that good politics should be primary. Politics is also about methodology and management. This aspect is about creating a good life. The essentials of managing affairs is a principle for Confucian learning that requires one to â€Å"stand square on what is right, do not scheme for what is profitable; clarify the way, do not calculate the honours† (de Bary, 212). In this context, politics is necessary and it is there for the benefit of the citizens. It is there to overlook and organize society so that citizens can live a good life. Politics is about methodology because it helps to understand how politics is a reflection of Confucian learning and it explains the complicated relation between the Confucian Way and Chinese practices. In terms of leadership and hierarchy, it is said that hierarchy i s reciprocal, just, and beneficent. A proper order society requires some level of leadership and hierarchy. Hierarchy exists in all institutions and it is the government’s job to make it good. Hierarchy is not something that can be destroyed or be escaped. To create a beneficent hierarchy, the government bases the rules on reciprocity. A ruler benefits his citizens through a policy and the citizen pays respects to the ruler. Reciprocity is dimed negatively in East Asia. What a ruler should do is not calculate what he does for others so that they can do for him. Instead, he shouldn’t do to others what he doesn’t want others to do to him. Confucius emphasizes do not do to others what you do not want done to you. Another characteristic of political thought and action is ritual. The Confucian traditions recognize that human emotions need to be directed into life-sustaining channels and life ornamenting expression (de Bary, 344). Whoever controls ritual has the real political key towards political power . An attempt to destroy ritual is unacceptable and is extremely frowned down upon. According to the Confucian root, ritual is a part of life and it is intrinsic. Ritual isn’t something that is hardwired but it is something that can be learned. It is part of culture and tradition. Ritual is something that displays both sameness and differences. It shows how differences fit together. Some characteristics that show the conceptions of ritual are seen through collective action and it is rule bound. It is rule bound because rituals have rules, it is not simply just made up. It has a beginning, middle, and an end. A good ritual shows what we share as human beings. An example of ritual is seen through marriage and that there must be mutual respect in order for the marriage to be held together. Some components of ritual are seen through the text, which is either written or oral. It can also be seen through institution context like in the family or religious groups. Another component of ritual is performance, and the audiences are the performers. The types of ritual are symbolic, causal, and cognitive. A symbolic ritual symbolizes something beyond the ritual act such as flag ceremonies or religious ceremonies. Causal rituals are rituals that cause outcomes and trial jury. Cognitive rituals according to the East Asian tradition is the learning by doing and by doing, changes are made. There are different life rituals that relate to the cognitive rituals. These life cycle rituals involve birth, marriage, death, ancestral sacrifice, politic rituals, and social season rituals such as New Years. Encompassing all these ideas, ritual is then see as the â€Å"complex term detonating the basic principles of the universe which underlie all the laws, codes and rules of the natural and human world† (de Bary, 191). The lasting legacies of East Asian thought and action are seen in the economy. The economy ties in virtuous achievement, ethic of savings a nd investment, education ethic, team-production ethic. For virtuous achievement, one must choose to achieve for self and others and they choose to achieve because it’s an obligation. Hard work goes beyond the satisfaction of ends. In terms of education ethic, it is seen both inside and outside the family. It opens up opportunity and self-cultivation. It inspires people to succeed and do service or help families and be fully good human beings. In team-production ethic, people work together to achieve a goal. Ethic is seen as norms and as values in action. These four ethics have a profound effect such as trade leisure for work, and solve problems through teamwork. The economy is extremely important and it is vital that there are ethics involved in order for the economy to prosper. It is said that economic considerations play an important part in political conflict because poverty leads to discontent and discontent leads to contention and conflict (de Bary, 185). Therefore, there are approaches to ways to prevent economic backwardnes s. The self and the lasting legacies of Confucian thought lies within individuality and self-cultivation, and service ethic. These aspects show the limits of globalization. It continues to be limited because it makes humans aware of how they differ, which is an attempt to reassert tradition. Individualism is a Confucian idea that humans are â€Å"individuated† as a complex of constitutive roles and functions associated with their obligations to the various groupings to which they belong (Ames and Hall, 135). Individuality is inarguably the consequence of the transactions that determine eon’s personal focus. An individual is defined as being not a thing, â€Å"but an event, describable in the language of uniqueness, integrity, social activity, relationally, and qualitative achievement† (Ames and Hall, 141). These characteristics of individuality and self-cultivation as well as service are the lasting legacies of Confucian thought. The lasting legacies of East Asian thought and action continues to have a huge impact not only in East Asia, but around the world. These lasting legacies are seen through the patterns of knowledge and self, moral reasoning and moral values, political thought and action, the economy, and the self. These legacies help humans to have a better understanding of how the world actually works. It explains that our actions are linked with each other and that we have mutual obligations. It explains that proper order is balance between government and civil action and that good politics should be primary. Confucianism and East Asian traditions continue to have a huge impact in modern civilization. Bibliography Bell, Daniel, and Chae-bong Ham. Confucianism for the Modern World. Cambridge, UK: Cambridge UP, 2003. Print. De, Bary William Theodore, and Irene Bloom. Sources of Chinese Tradition. 2nd ed. Vol. 1. New York: Columbia UP, 1999. Print. Magagna, Victor. Conceptions of Human Nature† Price Theater, La Jolla. 01 Oct. 2012. Lecture. Magagna, Victor. Family Forest or Ecological Family† Price Theater, La Jolla. 03 Oct. 2012. Lecture. Magagna, Victor. Proper Order? What Is Proper Order? Price Theater, La Jolla. 05 Oct. 2012. Lecture. Magagna, Victor. Paradoxes of Rationality† Price Theater, La Jolla. 12 Oct. 2012. Lecture. Magagna, Victor. Confucian Government in Action† Price Theater, La Jolla. 15 Oct. 2012. Lecture. Magagna, Victor. Self Cultivation† Price Theater, La Jolla. 26 Oct. 2012. Lecture. Magagna, Victor. Ritual: Components† Price Theater, La Jolla. 07 Nov. 2012. Lecture. Magagna, Victor. Lasting Legacies† Price Theater, La Jolla. 12 Dec. 2012. Lecture. Yao, Xinzhong. An Introduction to Confucianism. New York: Cambridge UP, 2000. Print.

General motors company

General motors company The overwhelming topic of this paper is without a doubt internationalisation; this process can be described as, the gradual increase in international market involvement a firm engages in within a framework of business and economic factors. Within this document I will describe the different theories and models surrounding internationalisation as a process, and how they can be applied to MNEs. The literature will provide a direct link to the actual processes the chosen company has gone through in order to internationalise. The chosen theories and models will be picked depending on their direct similarity and emphasis they hold, in comparison to the business methods that have allowed the company to expand to the level it is at today. A Bit About General Motors Company The United States (U.S) MNE General Motors Company (GM). Is one of the worlds largest automakers, tracing its roots back to 1908. With its global headquarters in Detroit, GM employs 235,000 people in every major region of the world and does business in some 140 countries. GM and its strategic partners produce cars and trucks in 34 countries, and sell and service these vehicles through the following brands: Buick, Cadillac, Chevrolet, GMC, Golden, Oldsmobile, Pontiac, Saturn, Opel Vauxhall and Saab. In 2006 it sold over 9 million cars and trucks globally in 5 continents with a global market share of 13.5 %. Outlined below, are the main theories that I have found explain and express the best, the pattern and path my chosen firm has followed in order to well and truly be considered a MNE. Dunnings Eclectic paradigm which sets out to explain that foreign direct investment as a theory can be unified as long as the firms applying it consider the ownership, location and internalisation of the process that will produce substantial benefits if applied accordingly. This is also the case if the extent, the form and pattern of international production is founded on the juxtaposition of the ownership to specific advantages that a firms posses when contemplating foreign production. This is reflected in GMs move to manufacture most of its China-market vehicles locally, through its Shanghai GM joint venture. The eclectic paradigm has always recognized the importance of the locational advantages of countries as a key determinant of the foreign production of MNEs (Dunning, J.H., 1998. Location and the multinational enterprise: a neglected factor. Journal of International Business Studies 29 1, pp. 45-66. Full Text via CrossRef | View Record in Scopus | Cited By in Scopus (223)Dunnin g, 1998). This is reflected by the locational advantages that the area posses but it also offers GM a market seeking investment prospect. There are also plans to create a research facility in Shanghai for $250m to develop hybrid cars and alternative energy vehicles. Therefore GM follows a path suggested by Dunning to gain advantage in terms of competitiveness and cost by ownership in foreign market and aims to expand based on the initial success it has encountered. Initially, too, the eclectic paradigm primarily addressed static and efficiency related issues (Dunning, 1977), but more recently has given attention to the dynamic competitiveness and locational strategy of firms, and particularly the path dependency of the upgrading of their core competencies (Dunning). The Network Approach emphasises the industry as a system of networks, each firm within a network has relationships with customers, suppliers and other actors within their overall business circle. These relations are important competitive advantages which the network model also suggests the firm needs to take into account and evaluate. But not only its own position in the market in relation to its customers, but also the environment of that market in relation to others such as competitors, new entrants etc†¦ In order to study the internationalisation of a firm we need to understand the context in which it operates, such as, environmental conditions and the firms relationships (Madsen Servais, 1997). GM and Fiat formed a strategic alliance, with GM owning a 20% share in Fiat and Fiat SpA receiving 5.1% of GMs shares in exchange. Production and ownership have both been improved when a recent alliance took place under the form of two joint ventures (owned 50% by Fiat and 50% by GM) . The first will conduct purchasing activities, while the second will produce engines and gear equipment which is mainly aimed at cutting expenses. Hence GM has followed the network model to some degree as their joint venture come in terms of relations with Fiat. By collaborating they have reduced the cost and the innovation has resulted in new production techniques. Which gave both of them some degree of competitiveness as they have gained purchasing power as well as reduced cost in terms of purchasing from the suppliers. Firm-specific location advantages and high complementarities make the use of strategic alliances or joint ventures beneficial, whereas country-specific advantages point, in the case of market failure, towards inter-industry trade or wholly owned subsidiary (Moon 1997) Porters Competitive Advantage is the ability gained through attributes and resources to perform at a higher level than others in the same industry or market (Christensen and Fahey 1984, Kay 1994, Porter 1980). By producing goods of a higher standard whilst still using the resources attributed to the location, this results in a superior performance in that sector and yields a higher profit at no extra cost, ensuring survival and a prominent placing within the market. This is perfectly demonstrated by GM in their production of alternative-technology vehicles that include: hybrid vehicles, all electric vehicles and hydrogen vehicles. All of the models mentioned target a premium price in the automobile market and due to the adaptability and the manipulation of already acquired resources and facilities, the profitability even in a market that has many competitors will override the associated costs of production. This process was based on an already successful business strategy that has be en tried, altered and integrated by the company in the past on similar types of innovative projects. A firms capabilities are a complex pattern of relationships between staff and resources that over time accumulate creating an in house knowledge database that is accessible on multiple levels and makes objectives such as innovation and market superiority a key element that maintains the firm at a high level within its market. Anything that can be moved or sourced from a distance is no longer a competitive advantage† (Porter, M. E. (1998). Location, clusters and the new microeconomies of competition. Journal of Business Economics (in press)..Porter, 1998p. 29). Uppsala Model is the theory that a company gradually expands its operations within its domestic market, firstly gaining knowledge and practical information before deciding on wherever to enlarge their initial operations a little further. These activities will in turn influence market knowledge and market commitment at later stages (Johanson Vahlne, 1977, in Johanson Associates, 1994). Knowledge is the key ingredient to internationalisation in this case, either objective knowledge that can be thought or experiential knowledge that can only be learnt through personal experience. After this acquired the expansion process will continue, overlapping into a foreign market preferably of a close geographic location with also similar cultural understanding. Before again, repeating the process until the optimal market placement for the firm is achieved. This particular internationalisation theory is probably the best suited theory for explaining the internationalisation process that resulted in the creation of General Motors Europe, that was created in 1908 only three years after the companys creation. Early starters can, if they are willing, directly enter large markets not necessarily neighbouring markets but markets culturally close to the home market (Hollensen, 2001). This leap frog effect, going from country to country either setting up joint ventures and strategic partnerships before moving onto more serious operations such as the acquisitions of Vauxhall and Opel in the space of nine years. Today they operate 11 production and assembly facilities in 8 countries, and employ around 64,500 people. Why I Chose GM As A Company To Demonstrate Internationalization For me GM was a perfect candidate to fulfil this assignment not only because it is situated within an industry that is represent well and truly on a global level but also due to the nature of the automobile industry and the pattern and high level of collaboration that takes place within it. There is also a historic background to the company, spanning over a century of knowledge in automobile producing that is rooted back in the industrial manufacturing sector for automobiles in the U.S Detroit Michigan. The brand recognition is still very strong in the U.S representing one of the big American corporations that has lasted for the good part of a century, which represents the spirit of capitalism that the country adores. This also obviously happens to be the main market that they have relentlessly continued to supply resulting in it being their prime customer. The rich history behind GM can be understood by the large amount of collaborations it has gone through over time. Internationalisation Within The Industry The American automobile industry is the biggest in the world in terms of number of cars manufactured and sold. The U.S. automobile market is saturated with the global car manufacturing companies however; the majority of the market share is occupied by domestic and Japanese companies. The outcome of this is a drop in the level of consumption as there are too many entrants competing in the same industry. Because of this decrease in consumption, the automobile industry leaders have been offering attractive incentives and lower prices leading to a loss in profitability. The world-class automakers are gradually expanding into foreign markets, as new emerging markets in China, South East Asia and South America are showing signs of sustainable economic growth. GM overseas operations were a method of diversifying themselves against the risks and uncertainties in their domestic market life cycle, by setting up new operations abroad multinationals can diminish adverse economic downturns. Most MNEs also follow a pattern that has often been laid out in front of them by competitors or similar sized companies that have adopted or mimicked behaviour that has been tested and proven to be success, if the right measures are taken when adopting it. For instance, it has been argued that organizations tend to imitate actions that have been taken by large numbers of organizations, because such practices are legitimized or their success is taken for granted (Fligstein; Haunschild; Haveman; Kraatz; Lewitt). This can also have an adverse affect on an MNE when entering a new market, leaving them less cautious and with a diminished aspiration towards growth, knowing that the chances of that market already being saturated and that the first come first served knowledge is already guaranteed not to be in their possession. This often happens when the specific market they enter does not suit their domain of expertise and experience, resulting in them investing much faster and with a lesser de gree of uncertainty that they would have usually applied. What Processes Lead To The Internationalization Of GM? GM has been involved in a range of global ventures aimed at extending their penetration and shares in the carmakers market and also increased its share of the sales. GM uses exports, acquisitions, joint ventures and strategic alliances to enter foreign markets based on business considerations. GM has also expanded its capabilities in manufacturing through technological competences. This was achieved by forming subsidiaries, strategic alliances and joint ventures with other automobile companies in different parts of the world. According to (GM Press Release, 2006), the company has been involved in a range of global ventures throughout its history, each of which has aimed at extending its market penetration. Partnering enables GM to rapidly expand its technical fields and brings that knowledge in-house transferring it to multiple levels within the business, even extending it sometimes to corporate issues. Through the various stages of internationalisation, GM was able to enlarge its distribution and provide access to essential materials. Additionally, the company developed and improved its operations, facilities and processes all of which have provided access to new technologies and a rich database of knowledge and new capabilities. GMs move to internationalise was mainly to reduce costs, attract a larger market and the creation of strategic alliances. The company strategically allied with Fiat in 2000 by acquiring 20 percent of Fiats equity to establish a joint procurement venture. With a split of 50 percent of the capital each, giving them a concentrated purchasing power of about $32 billion per annum, this alliance has the capacity to strengthen their bargaining power as well as reducing the supplier management cost. GM also moved production overseas, as the number of internal competitors grew too high in most of the emerging country home markets. GM needed to find a new incentive to manage a new market while remaining at low cost. A Typical MNEs Move Towards Internationalisation GM is a good example of an MNE which underwent internationalization whilst maintaining its position as one of the leading carmakers. It has also followed the theories laid out about internationalisation such as the typical way a company proceeds to penetrate and enter a foreign market. Firstly the firm will look at the options available and analyse what will be best suited for them considering the high degree of uncertainty and risk associated with entering an unknown market. One such option available to it is licensing, but it has to be assessed in a precautious way, due to the fact that they might be risking firm specific advantages by engaging in premature licensing agreements, this is also the least preferred of all three options due to the fact that there is a risk of knowledge dissipation. The only instance when licensing will be considered as a viable option is if the revenue generated from the licensee exceeds the cost of policing it. But also, if they do choose go for an ear ly licensing agreement it may be because their firms specific advantage is hard to duplicate or they have a tight control over the licensee, meaning that they would find it very hard and potentially dangerous to resell any kind of sensitive material to any potential competitor or a third party of any kind. The second option is the possibility that the MNE might only be willing to export at first if the demand of the local market is not high enough for them to want to engage in foreign direct investment and set up an overseas subsidiary, or they may also consider this as a possibly a bit longer down the line depending on the potential growth generated from initial sale patterns and the profitability a larger scale operation would yield. The exporting option also depends on the trade agreements, tariff barriers, taxes, transportation costs and quotas between the two countries involved which sub sequentially determine if the operation will be profitable or maybe another option should b e considered. GM Case Studies Below are two strong examples of how internationaisation has been reproduced by GM in two separate continents. The first is the case of General Motors do Brasil, which is GMs third largest operation outside of the U.S after being recently overtaken by China. In the beginning, the activities were in the assembly of vehicles imported from the United States. After five years, GMB officially opened its first plant in 1930 in Sà £o Paulo. Here we can see that exporting lead to the full scale creation of a production facility which was so successful a second one was opened 28 years later, thus resulting in Brasil being the main exporter of GM automobiles in the whole of South America. Breaking out of their domestic market and becoming an exporter themselves in a very short space of time and for such a large operation really does provide evidence that internationalisation does not spread from one point outwards with only one epicentre at its core but rather creates and distributes smaller nodes that in time expand themselves and repeat the process so on, just as how it is described in the network a pproach. Once the firm has passed the cultural barriers and had its first experience of foreign operations, it is generally willing to conquer one market after another (Carlson, 1966. S. Carlson , Acta Universitatis Upsaliensis, International business research, Uppsala (1966).CarlCCarlson, 1966). The second example is when the Cadillac brand was introduced to China in 2004, starting with imports from the U.S, which then lead to the Chevrolet making its first appearance on the Chinese market one year later. They were then able to move production operations to their Shanghai GM plant which opened as a joint venture with SAIC in 1997, initially created for the Buick brand that is especially strong in China. In this case exporting was clearly used as a testing method for foreign products penetrating the Chinese domestic market, market-specific knowledge and general knowledge are important for a firms internationalization (Johanson and Vahlne, 1977). This also clearly outlines the typical way a company like GM would proceed in its internationalisation process, firstly by exporting a product that clearly had success amongst the local population which lead to the joint venture being formed and being able to produce the product on location for the domestic market. In 2007 the sales v olume for the Buick brand over took the sales in their original market the U.S, selling approximately 330, 000 making up 35% of the total automobile sales in the whole of China. The advantages that market opened up for them are truly extraordinary, when the Chinese started to manufacture smaller engines for their domestically made Buicks, the U.S saw the profitability and started importing them for a different model in their own market thus reducing the costs on both sites which really proves to be the sign of a mutual beneficial venture for both of them. Conclusion Internationalisation goes hand in hand with globalisation and they are both forever expanding concepts that due to their nature will continue to push from market to market to country to country feeding off the capitalist lifestyle we live under. The businesses that start to see internationalisation on the horizon will become smaller and more local as time goes by as all areas of business and trading will be linked some way or another. The number of small to medium enterprises will diminish and will start to become part of a wider group of companies belonging to a conglomerate which will in turn be associated with a number of other conglomerates. Internationalisation is fast becoming the process a company follows if it encounters any kind of success and is norm amongst businesses that expand their horizons.

Reliability and Validity of Personal Interviews

Reliability and Validity of Personal Interviews Reliability and Validity of Personal Interviews as a Selection Technique In the Introduction define or identify the general topic, issue, or area of concern, thus providing an appropriate context for reviewing the literature. In order to provide an appropriate context for this reviewing literature, it is necessary identify which is the framework of personal interviews as a selection technique,   and what is the definitions for this XXX tool, as well as the concepts of reliability an validity. En el à ¡mbito de la Psicologà ­a de las Organizaciones y mà ¡s concretamente en seleccià ³n de personal uno de los instrumentos que rara vez està ¡ ausente en cualquier proceso selectivo es la denominada `entrevista de seleccià ³n de personal ´, haciendo con ello referencia a la rela ià ³n de dià ¡logo que se establece entre do o mà ¡s personas, con la finalidad de obtener informacià ³n y evaluar las cualidades del candidato a un puesto de trabajo (Dipboye, 1992). De las distintas herramientas utilizadas en el proceso de seleccià ³n, la entrevista de trabajo aparece como la mà ¡s empleada (Muchinsky, 1986; Levy-Leboyer, 1990), muy por encima, con diferencia, del resto (referencias, tests, centros de evaluacià ³n, datos biogrà ¡ficos, grafologà ­a). La entrevista de trabajo es la fase definitiva, dentro de cualquier proceso de bà ºsqueda de empleo o de cambio de trabajo. Todos los pasos anteriores como la toma de informacià ³n, preparacià ³n, envà ­o, de la carta de presentacià ³n y seguimiento de currà ­culo, han estado dirigidos a conseguir una entrevista de seleccià ³n con la empresa. Es el momento del contacto personal, donde de una forma individual y directa, el entrevistado tiene la ocasià ³n de convencer al entrevistador de que à ©l es la persona idà ³nea para el puesto. Nos jugamos mucho en poco tiempo. In the field of Personnel selection is a process used by organizations (companies, institutions, organs of public administration, etc.) decide which of the aspirants for a particular position is the most appropriate. In other words, personnel selection is a decision-making process about the suitability of the candidates for vacant positions. The instruments that can be employed in the selection process are extremely numerous, and include: application forms, curriculum vitae, employment records, interviews, cognitive skills tests, psychomotor skills tests, personality tests and questionnaires, simulations (group dynamics, in-basket tests, business games, etc.), work-sample tests, references, and so on. Various processes are used to identify the most promising candidates; generally more than one process is used. Most organisations ask for a rà ©sumà © or job application from all candidates. A selected group of candidates is then invited to attend an interview, a system of tests, or an assessment centre, or some combination of these. En el à ¡mbito de la Psicologà ­a de las Organizaciones y mà ¡s concretamente en seleccià ³n de personal uno de los instrumentos que rara vez està ¡ ausente en cualquier proceso selectivo es la denominada `entrevista de seleccià ³n de personal ´,haciendo con ello referencia a la rela ià ³n de dià ¡logo que se establece entre do o mà ¡s personas, con la finalidad de obtener informacià ³n y evaluar las cualidades del candidato a un puesto de trabajo (Dipboye, 1992). En este sentido, resulta paradà ³jico que, mientras los datos acumulados a travà ©s de diferentes investigaciones, tanto cuantitativas como cualitativas, ponà ­an de manifiesto que las propiedades psicomà ©tricas de la Entrevista de Seleccià ³n resultan dà ©biles, mostrando bajos coeficientes de fiabilidad, asà ­ como una validez de criterio muy reducida (Wagner, 1949; Mayfield, 1964; Ulrich y Trumbo, 1965; Wright, 1969; Schmitt, 1976; Arvey y Campion, 1982; Reilly y Chao, 1982; Hunter y Hunter, 1984), constituà ­a uno de los recursos de seleccià ³n mà ¡s utilizados tanto en Europa como en Amà ©rica. Las razones que explican el uso intensivo de esta herramienta, a pesar de su debilidad psicomà ©trica, probablemente se deban a un efecto de validez aparente subyacente (Goodale, 1982). Sin embargo, a partir de la dà ©cada de 1980 comienzan a aparecer nuevos modelos de entrevistas de seleccià ³n, cuyas caracterà ­sticas en tà ©rminos de estructura y contenido son de naturaleza claramente distinta. Las investigaciones realizadas para determinar las propiedades psicomà ©tricas arrojan unos valores similares a los tests cognitivos en cuanto a fiabilidad y valores mà ¡s que aceptables en cuanto a validez (Anderson, 1992; Campion, Palmer y Campion, 1997; Harris, 1989; Huffcutt y Arthur, 1994; McDaniel, Whetzel, Schmidt y Maurer, 1994; Salgado y Moscoso, 1995; Wiesner y Cronshaw, 1988). De acuerdo con estas investigaciones, elincremento de tamaà ±o de los coeficientes psicomà ©tricos, estarà ­a relacionado por una parte, con el aumento del grado de estructuracià ³n de las preguntas y, por otra parte,con la incorporacià ³n de contenidos relativos a la exploracià ³n o bà ºsqueda de conductas relevantes para el desempeà ±o del puesto. point out overall trends in what has been published about the topic; or conflicts in theory, methodology, evidence, and conclusions; or gaps in research and scholarship; or a single problem or new perspective of immediate interest. establish the writers reason (point of view) for reviewing the literature; explain the criteria to be used in analysing and comparing literature and the organisation of the review (sequence); and, when necessary, state why certain literature is or is not included (scope). En el à ¡mbito de la Psicologà ­a de las Organizaciones y mà ¡s concretamente en seleccià ³n de personal uno de los instrumentos que rara vez està ¡ ausente en cualquier proceso selectivo es la denominada `entrevista de seleccià ³n de personal, haciendo con ello referencia a la relacià ³n de dià ¡logo que se establece entre dos o mà ¡s personas, con la finalidad de obtener informacià ³n y evaluar las cualidades del candidato a un puesto de trabajo (Dipboye, 1992). 1. Various processes are used to identify the most promising candidates; generally more than one process is used. Most organisations ask for a rà ©sumà © or job application from all candidates. A selected group of candidates is then invited to attend an interview, a system of tests, or an assessment centre, or some combination of these. One of the best ways of identifying whether someone is going to be an effective member of staff is to work with them for a period. Thus, inviting university students to work during their vacations enables you to assess them thoroughly in the working environment, or you can make an offer to a contractor who has impressed you with their work. But for most hiring, it is necessary to assess candidates by more artificial methods. There are two criteria which selection techniques need to meet if they are to be useful in predicting performance: Validity: Does a factor which is used in selection-for example, educational level or experience-actually predict job performance? Reliability: Does a selection technique produce consistent results? For example, a test in which the same person obtained the same score on a number of occasions would be considered more reliable than a test on which the same person obtained different scores on different occasions. Unfortunately, there is usually a trade-off between validity and reliability. It is simple to devise a test of high reliability which has little predictive value; and tests of the factors which do predict job performance are often subjective and thus unreliable. However, it is much better to have a valid test of limited reliability than a reliable test of little validity-at least a valid test tells us something. For example, it is easy to test if someone can do calculus, or can understand a set of technical terms. It is not easy to devise a reliable test which shows that a candidate can do innovative design, or persuade customers, or deal with difficult people, yet these kinds of ability are much more important in most jobs than highly specific knowledge which can be learned in a short time. 2. Personel selection ersonnel selection is a process through which organizations (companies, institutions, organs of public administration, etc.) decide which of the aspirants for a particular position is the most appropriate. In other words, personnel selection is a decision-making process about the suitability of the candidates for vacant positions. The instruments that can be employed in the selection process are extremely numerous, and include: application forms, curriculum vitae, employment records, interviews, cognitive skills tests, psychomotor skills tests, personality tests and questionnaires, simulations (group dynamics, in-basket tests, business games, etc.), work-sample tests, references, and so on. The particular instruments employed ultimately depend on the selection approach or model used by the organization in question. INSTRUMENTS USED IN PERSONNEL SELECTION Regardless of whether the selection model used is the traditional one or the strategic one, the appositeness of the recruitment decision will depend on the validity of the instruments used for making that decision. Hence, it is appropriate to review the latest data on the validity of the tools used, or with potential for use, by professionals involved in recruitment. At present, the most widely used method for reaching a conclusion on the validity of an instrument is meta-analysis, a quantitative technique of integration of research results (Hunter Schmidt, 2004). Today we have access to meta-analyses carried out to determine the validity and utility of nearly all the instruments employed in personnel selection (see Salgado, Viswesvaran Ones, 2001 and Schmidt Hunter, 1998, for a fuller review). b) Interview The interview is without doubt the most widely used instrument for personnel selection, both in Spain and in all the other countries for which such information is available. The conclusion of numerous studies is that practically 100% of those recruited for a position must get through at least one interview during the personnel selection process (Salgado et al., 2001). For this reason it is clear that the interview merits special consideration among the set of instruments used for personnel selection. Over the last 70 years there have been periodical reviews of research on the validity of the personnel selection interview. Up to 1987 there had been 7 large-scale reviews of the literature, all of them concluding that the interview was characterized by low reliability, that is, first, that two different interviewers scarcely coincided in their appreciations of an applicant, and second, that their validity was low or even zero, and that they contributed nothing to the prediction of performance obtained through other instruments, such as cognitive ability tests. This raised a significant paradox: easily the most widely used instrument for predicting candidates job performance was an instrument incapable of predicting it. How, then, could the widespread use of the interview be explained? Possible responses to this question include: (1) The interview is an easy instrument to use. Practically anyone can, apparently, use it without the need for any particular qualification; (2) It is a highly versatile instrument, since it can be applied to any position, organization or situation; (3) It is the best means of getting to know candidates personally; (4) It permits candidates to explain personally their merits in relation to the post; (5) It allows the applicant to be provided with personalized information about the organization; (6) It is relatively cheap by comparison with other selection instruments; and (7) It is more acceptable to both managers and applicants than other instruments potentially involved in selection processes. Such explanations, while sufficient for maintaining the interview among the selection instruments to be considered, do not constitute an argument for its use as a tool for making recruitment decisions. Even so, recent research has shown that, with certain characteristics and in certain conditions, the selection interview boasts reliability and validity, increases the validity of batteries of selection instruments and has appreciable economic advantages(Salgado Moscoso, 2005). It is the format (degree of structuring) of the interview that seems to most influence its lack of validity, and to remedy this situation several alternatives have been proposed, which would fall into the general category of structured behavioural interview (see Salgado Moscoso, 2005 for a fuller treatment of this type of interview). The main defining characteristics of structured behavioural interviews, as against conventional interviews, would be: (1) the questions making up the interview are developed based on jobs analysis, employing the Critical Incidents technique; (2) they involve questions whose content refers exclusively to behaviours in the relevant post; (3) each candidate is asked all the questions prepared; (4) the interview process is repeated with all the interviewees; (5) applicants responses are assessed by means of behavioural observation scales or rating scales with behavioural anchoring, also developed through jobs analysis (EVAS; see Salgado Moscoso, 2005, for a description of these scales). Moscoso(2000), reviewing the predictive validity of the personnel selection interview, was able to show that, compared to the case of other types, the structured behavioural interview presents a validity similar to that of the best instruments employed in personnel selection (e.g., cognitive ability tests), and even superior to that of some (such as personality measures or assessment centres). Recent studies carried out in Spain (Saez, 2007; Salgado, Gorriti Moscoso, 2007) have shown the validity of structured interviews applied in panel form to be .63, which indeed situates them among the best instruments for personnel selection. In recent years some studies have also been conducted with the aim of clarifying what the selection interview actually measures. For example, Salgado and Moscoso (2002) carried out a metaanalysis in which they classified interviews according to their degree of structuring: low-structure interviews (which would correspond to conventional interviews) and high-structure interviews (structured behavioural interviews). Their results showed that the two types of interview are related to different variables. Thus, conventional or low-structure interviews appear to be basically measuring general mental ability and personality characteristics, that is, when interviewers carry out this type of interview they focus on intrinsic factors of the candidate. However, highly structured or structured behavioural interviews principally measure knowledge about the job and work experience. Thus, such interviews concentrate on finding out whether the candidate would perform well in the job 1. AMETA The employment interview is a tenaciously popular but controversial selection method. In particular, reviewers of the interviewing literature repeatedly question the predictive validity of the employment interview (Arvey Campion, 1982; Mayfield, 1964; Milne, 1967; Reilly Chao, 1982; Rodger, 1952; Rowe, 1981; Schmitt, 1976; Ulrich Trumbo, 1965; Wagner, 1949; Webster, 1982; Wright, 1969). These reviewers of the interviewing literature have, however, aggregated interview validity coefficients in a subjective fashion, referred to as a narrative review by Hunter, Schmidt Jackson (1982), rather than utilizing an empirical approach. Specifically, these reviews do not adjust interview validity coefficients for differing sample sizes in each of the studies nor do they adjust for statistical artifacts such as sampling error, measurement error and restriction or range. As a result, conclusions drawn about the validity of interviews from narrative reviews may be misleading. Hunter et al. ( 1982) have advocated the use of meta-analytic techniques as a method of aggregating a number of validity studies while accounting for the abovementioned statistical artifacts. The purpose of this paper is to resolve some longstanding controversies in the interviewing literature by first presenting a model of the employment interview as a predictor of employment outcomes and then testing this model by subjecting a very large dataset of interview validity coefficients to meta-analytic procedures. In the Body group research studies and other types of literature (reviews, theoretical articles, case studies, etc.) according to common denominators such as qualitative versus quantitative approaches, conclusions of authors, specific purpose or objective, chronology, etc. summarise individual studies or articles with as much or as little detail as each merits according to its comparative importance in the literature, remembering that space (length) denotes significance. provide the reader with strong umbrella sentences at beginnings of paragraphs, signposts throughout, and brief so what summary sentences at intermediate points in the review to aid in understanding comparisons and analyses. In the Conclusion summarise major contributions of significant studies and articles to the body of knowledge under review, maintaining the focus established in the introduction. evaluate the current state of the art for the body of knowledge reviewed, pointing out major methodological flaws or gaps in research, inconsistencies in theory and findings, and areas or issues pertinent to future study. conclude by providing some insight into the relationship between the central topic of the literature review and a larger area of study such as a discipline, a scientific endeavour, or a profession. http://www.papelesdelpsicologo.es/english/1534.pdf PERSONNEL SELECTION IN INDUSTRY AND PUBLIC ADMINISTRATION: FROM THE TRADITIONAL VIEW TO THE STRATEGIC VIEW b) Interview The interview is without doubt the most widely used instrument for personnel selection, both in Spain and in all the other countries for which such information is available. The conclusion of numerous studies is that practically 100% of those recruited for a position must get through at least one interview during the personnel selection process (Salgado et al., 2001). For this reason it is clear that the interview merits special consideration among the set of instruments used for personnel selection. Over the last 70 years there have been periodical reviews of research on the validity of the personnel selection interview. Up to 1987 there had been 7 large-scale reviews of the literature, all of them concluding that the interview was characterized by low reliability, that is, first, that two different interviewers scarcely coincided in their appreciations of an applicant, and second, that their validity was low or even zero, and that they contributed nothing to the prediction of perfo rmance obtained through other instruments, such as cognitive ability tests. This raised a significant paradox: easily the most widely used instrument for predicting candidates job performance was an instrument incapable of predicting it. How, then, could the widespread use of the interview be explained? Possible responses to this question include: (1) The interview is an easy instrument to use. Practically anyone can, apparently, use it without the need for any particular qualification; (2) It is a highly versatile instrument, since it can be applied to any position, organization or situation; (3) It is the best means of getting to know candidates personally; (4) It permits candidates to explain personally their merits in relation to the post; (5) It allows the MULTIPLE PREDICTION OF JOB PERFORMANCE BASED ON THE BEST INSTRUMENTS AND VARIABLES Once the validity of the different personnel selection instruments (variables) and methods is known, we can establish the maximum degree of prediction that can be achieved through the NEW CHALLENGES FOR PERSONNEL SELECTION IN SPAIN Having established the predictive capacity of personnel selection procedures, it is worth considering the challenges to be met in the coming years. In our view, research on personnel selection in Spain will have to provide responses in relation to three crucial aspects: (a) the possible effects of indirect discrimination in selection procedures; (b) the economic utility of the procedures, and (c) legal modifications in the public administration context and their consequences for selection. Let us briefly consider these three challenges facing selection. GENERAL CONCLUSION In recent years, both in Spain and the rest of Europe, substantial progress in research on personnel selection has been made, and many of the limitations that previously affected this area have been addressed. Today, professionals involved in personnel selection have at their disposal a vast arsenal of instruments and access to a large body of research that enables them to establish the validity of these instruments, thus allowing them to choose the most suitable ones in accordance with their specific needs. As a consequence of such progress, the work of these professionals has been strongly endorsed, and their role in organizations has become increasingly acknowledged and appreciated http://www.le.ac.uk/oerresources/psychology/psa/unit5/page_03.htm Entrevista de trabajo http://es.wikipedia.org/wiki/Entrevista_de_trabajo De las distintas herramientas utilizadas en el proceso de seleccià ³n, la entrevista de trabajo aparece como la mà ¡s empleada (Muchinsky, 1986; Levy-Leboyer, 1990), muy por encima, con diferencia, del resto (referencias, tests, centros de evaluacià ³n, datos biogrà ¡ficos, grafologà ­a). La entrevista de trabajo es la fase definitiva, dentro de cualquier proceso de bà ºsqueda de empleo o de cambio de trabajo. Todos los pasos anteriores como la toma de informacià ³n, preparacià ³n, envà ­o, de la carta de presentacià ³n y seguimiento de currà ­culo, han estado dirigidos a conseguir una entrevista de seleccià ³n con la empresa. Es el momento del contacto personal, donde de una forma individual y directa, el entrevistado tiene la ocasià ³n de convencer al entrevistador de que à ©l es la persona idà ³nea para el puesto. Nos jugamos mucho en poco tiempo. Las caracterà ­sticas definidoras de la entrevista de seleccià ³n son que: a) se realiza a partir de un anà ¡lisis de puestos, b) es uniforme para todos los candidatos, c) los entrevistadores poseen un alto grado de formacià ³n especà ­fica y d) la decisià ³n de contratacià ³n se realiza despuà ©s de haber desarrollado todas las entrevistas (Campion, Palmer y Campion, 1997). Tipos de entrevista [editar] Individual: està ¡ndar o formalizada, informal, de choque o tensià ³n. Tambià ©n puede ser para verificar alguna cosa en concreto de las que figuran en el curriculum; por ejemplo: para saber si es cierto que el candidato habla inglà ©s. Si se trata de un puesto importante puede haber, là ³gicamente, varias entrevistas individuales. Colectiva: varios entrevistadores. En este tipo de entrevista es bastante frecuente que haya un psicà ³logo de empresa. Para ambas: puede ser directiva, no directiva o mixta (la mà ¡s comà ºn). Ventajas e inconvenientes [editar] La buena utilizacià ³n de la entrevista confiere a esta grandes ventajas tales como la posibilidad de indagar en aspectos no medibles ni observables por otras tà ©cnicas, o conocer personalmente al candidato. Posee, ademà ¡s, una gran flexibilidad en cuanto al tiempo que se puede dedicar y al nà ºmero de personas que se pueden entrevistar por dà ­a, asà ­ como la gran cantidad de informacià ³n que se puede recoger (Hough y Osdwald, 2000). Pero presenta tambià ©n diversos inconvenientes, sobre todo los relativos al alto coste que supone el tiempo necesario para su preparacià ³n, realizacià ³n y anà ¡lisis de la informacià ³n (al igual que la mayorà ­a de las tà ©cnicas cualitativas, pero sobre todo a la falta de preparacià ³n y formacià ³n en su utilizacià ³n debido a su aparente facilidad, de manera que muchos empresarios o directivos se sienten capacitados para preguntar a los candidatos. La realidad, sin embargo, es que la tà ©cnica de entrevista es difà ­cil y compleja, requirià ©ndose una gran capacitacià ³n y experiencia en su manejo (Bretones y Rodrà ­guez, 2008). Junto con estos inconvenientes, debemos seà ±alar, ademà ¡s, su bajo nivel de generalizacià ³n con respecto a otras pruebas de recogida de informacià ³n (Hunter y Hunter, 1984, Harris, 1989) sobre el comportamiento futuro de los candidatos (mà ¡s baja que las pruebas profesionales, tests cognitivos, centros de evaluacià ³n o las referencias, por ejemplo). De hecho, en los distintos estudios psicomà ©tricos realizados en su aplicacià ³n en los procesos de seleccià ³n de personal, se muestran coeficientes de fiabilidad y validez moderados. Una de las estrategias para superar tales carencias en cuanto a su validez serà ­a formular las preguntas a modo de incidentes crà ­ticos ocurridos al candidato en otras experiencias anteriores (cuà ©ntenos una experiencia concreta sobre cà ³mo resolvià ³ un problema con un empleado, por ejemplo), bajo el supuesto de que las conductas pasadas pueden predecir conductas futuras. http://proquest.umi.com.ezproxy.library.uq.edu.au/pqdweb?TS=1270715376SST=4sid=1moreOptState=CLOSEDSSM=CSQ=%28%28LSU%28%7BINTERVIEWS%7D%29+OR+LSU%28%7BINTERVIEW%7D%29%29+AND+LSU%28%7BVALIDITY%7D%29%29clientId=20806SSI=7RQT=305 http://www.questia.com/googleScholar.qst;jsessionid=L9ycFmx07DrRchbg8X4PJ9c6qyCJ8pWmPkRm2hW1yLtybbhmbk6j!450074560!-234547230?docId=5000120818 The employment interview: guaranteed improvement in reliability. Validity: Does a factor which is used in selection-for example, educational level or experience-actually predict job performance? Reliability: Does a selection technique produce consistent results? For example, References TOPIC: Reliability and Validity of Personal Interviews as a Selection Technique Research raises doubts about the VALIDITY and RELIABILITY of personal interviews as a selection technique INTRO DUCTION BACKGROUND Entrevista de Seleccià ³n http://www.aiteco.com/entrevis.htm#p4 La entrevista es, probablemente, el mà ©todo mà ¡s utilizado en la seleccià ³n de personal, al tiempo que es el elemento que, con frecuencia, tiene mà ¡s peso a la hora de tomar una decisià ³n respecto a la admisià ³n o no admisià ³n del candidato. A pesar de la profusià ³n de su uso,es uno de los instrumentos menos conocidos y peor utilizados de la seleccià ³n de personal. Por otra parte, las personas que la ponen en prà ¡ctica no tienen, frecuentemente, los conocimientos y destrezas necesarios para adoptar juicios à ºtiles respecto al candidato, ni utilizan una metodologà ­a que le permita obtener buenos resultados. La entrevista no ha demostrado, en general, poseer mucha validez, no obstante pensamos que debe seguir utilizà ¡ndose ya que, ademà ¡s de su funcià ³n selectiva, tiene otras de importancia tales como verificar la informacià ³n dada anteriormente por el candidato, presentar la organizacià ³n a à ©ste, establecer con el candidato una relacià ³n personal y dar a à ©ste la oportunidad de resolver algunas dudas respecto a su futuro trabajo. Por otra parte, la tà ©cnica de la entrevista de seleccià ³n puede ser realmente mejorada. En este sentido, numerosos estudios apuntan al formato a utilizar para incrementar la fiabilidad y validez de la misma. Hay que tener tambià ©n en cuenta que, normalmente, no debe de utilizarse como à ºnico elemento de evaluacià ³n, sino que debe acompaà ±arse con otros mà ©todos que completen la informacià ³n. Various processes are used to identify the most promising candidates; generally more than one process is used. Most organisations ask for a rà ©sumà © or job application from all candidates. A selected group of candidates is then invited to attend an interview, a system of tests, or an assessment centre, or some combination of these. There are two criteria which selection techniques need to meet if they are to be useful in predicting performance: Validity: Does a factor which is used in selection-for example, educational level or experience-actually predict job performance? Reliability: Does a selection technique produce consistent results? For example, a test in which the same person obtained the same score on a number of occasions would be considered more reliable than a test on which the same person obtained different scores on different occasions. POSITIVE ASPECTS XXXX NEGATIVE ASPECTS http://www.akronshrm.org/pdfs/Faking%20Interview.pdf   Faking interview.A Model of Faking Likelihood in the Employment Interview Structured interviews provide less opportunity for intentional distortion; however, some components of structure may actually increase faking. Finally, job candidates distort their responses in job desirable ways. The past research on IM in interviews has identified different tactics that job candidates may use to impress the interviewers. Job candidates may use IM tactics to present themselves in the best possible way without being dishonest or untruthful. For example, they may use self-promotion tactics to describe their existing job related credentials. Alternatively, job candidates might simply fake interview questions in order to provide the best answer. Moreover, many researchers suggest that people are surprisingly effective at convincingly faking their emotional expressions, attitudes, and even personality characteristics (DePaulo, 1992) and perceivers usually are unable to detect such faking (Barrick Mount, 1996; Furnham, 1986; McFarland Ryan, 2000; Sackett Harris, 1984; Sackett Wanek, 1996; Toris DePaulo, 1984). It could be argued that deceptive IM or faking represents a real threat to the validity of the interview. implies that deceptive IM does not add a constant to the scores of all applicants, but instead the relative standing of applicants and thus the predictive validity of the interview could be affected. On the other hand, some candidates might exaggerate a great deal about their responsibilities, skills, workrelated experiences during an interview. Faking in the Interview Impression management refers to the intentional distortion of responses to create a favorable impression and is distinguished from self-deception

Electronic Health Records Essay -- Hospital medical errors

A. What is the issue? An Electronic Health Record is a computerized form of a patient’s medical chart. These records allow information to be readily available to authorized providers during a patient’s encounter with the healthcare system. These systems do not only contain medical histories, current medications and insurance information, they also track patients’ diagnoses, treatment plans, immunization dates, allergies, radiology images and lab tests/results (source). The fundamental aspect of EHRs is that they are able to share a patient’s information quickly across service lines and even between different healthcare organizations. Information is at the fingertips of lab techs, primary care physicians, pharmacies, clinics, etc. The goal of EHR implementation is to drastically decrease the amount of preventable medical errors that occur each year. Hospital medical errors are the third leading cause of death in America. In 2008, 400,000 people died resulting in a loss of $17.1 billion dollars (MacDonald, 2013). Such medical errors include misdiagnosis, unnecessary treatment, medication mistakes, uncoordinated care, infections, missed warning signs and early discharge. According to Leana Wen, M.D., these are the top 10 medical errors that can kill you in a hospital (Wen, 2013). With these staggering statistics, it is hard to believe that America’s healthcare system is among the top when compared to other developed countries. That is because it is not. The US is ranked 46 out of 50 when it comes to countries with the most efficient healthcare and ranked 25 out of 50 for countries with the highest life expectancy (â€Å"Most Efficient Health,† 2013). With these low quality outcomes and a push towards EHR adoption, one must ask, will ... ...ian-order-entry-cpoe Summary of the hipaa privacy rule. ((2014, 01 01)2014, 01 01). Retrieved from http://www.hhs.gov/ocr/privacy/hipaa/understanding/summary/ Lynn, J. ((2013, 08 05)2013, 08 05). Don’t let a business associate compromise your hipaa compliance. Retrieved from http://www.emrandhipaa.com/tag/hipaa-violations/ Merrill, M. ((2011, 10 24)2011, 10 24). Study finds docs have ‘inadequate’ her training. Retrieved from http://www.healthcareitnews.com/news/study-finds-docs-have-inadequate-ehr-training Wen, L. ((2013, 04 26)2013, 04 26). 10 medical errors that can kill you in the hospital. Retrieved from http://www.psychologytoday.com/blog/the-doctor-is- listening/201303/10-medical-errors-can-kill-you-in-the-hospital Medicsdocassistant ehr - ehr software. ((n.d.)). Retrieved from http://ehr- software.findthebest.com/l/7/MedicsDocAssistant-EHR Electronic Health Records Essay -- Hospital medical errors A. What is the issue? An Electronic Health Record is a computerized form of a patient’s medical chart. These records allow information to be readily available to authorized providers during a patient’s encounter with the healthcare system. These systems do not only contain medical histories, current medications and insurance information, they also track patients’ diagnoses, treatment plans, immunization dates, allergies, radiology images and lab tests/results (source). The fundamental aspect of EHRs is that they are able to share a patient’s information quickly across service lines and even between different healthcare organizations. Information is at the fingertips of lab techs, primary care physicians, pharmacies, clinics, etc. The goal of EHR implementation is to drastically decrease the amount of preventable medical errors that occur each year. Hospital medical errors are the third leading cause of death in America. In 2008, 400,000 people died resulting in a loss of $17.1 billion dollars (MacDonald, 2013). Such medical errors include misdiagnosis, unnecessary treatment, medication mistakes, uncoordinated care, infections, missed warning signs and early discharge. According to Leana Wen, M.D., these are the top 10 medical errors that can kill you in a hospital (Wen, 2013). With these staggering statistics, it is hard to believe that America’s healthcare system is among the top when compared to other developed countries. That is because it is not. The US is ranked 46 out of 50 when it comes to countries with the most efficient healthcare and ranked 25 out of 50 for countries with the highest life expectancy (â€Å"Most Efficient Health,† 2013). With these low quality outcomes and a push towards EHR adoption, one must ask, will ... ...ian-order-entry-cpoe Summary of the hipaa privacy rule. ((2014, 01 01)2014, 01 01). Retrieved from http://www.hhs.gov/ocr/privacy/hipaa/understanding/summary/ Lynn, J. ((2013, 08 05)2013, 08 05). Don’t let a business associate compromise your hipaa compliance. Retrieved from http://www.emrandhipaa.com/tag/hipaa-violations/ Merrill, M. ((2011, 10 24)2011, 10 24). Study finds docs have ‘inadequate’ her training. Retrieved from http://www.healthcareitnews.com/news/study-finds-docs-have-inadequate-ehr-training Wen, L. ((2013, 04 26)2013, 04 26). 10 medical errors that can kill you in the hospital. Retrieved from http://www.psychologytoday.com/blog/the-doctor-is- listening/201303/10-medical-errors-can-kill-you-in-the-hospital Medicsdocassistant ehr - ehr software. ((n.d.)). Retrieved from http://ehr- software.findthebest.com/l/7/MedicsDocAssistant-EHR