Multinational Retail Chain Business

Question: Describe about the Essay for Multinational Retail Chain Busines. Answer: Introduction Marks Spencer (MS) is a multinational retail chain business founded in 1884. Over the years the business house has survived dramatic changes and has been able to retain its position as one of the leading brands in the global market. Born in United Kingdom (UK), MS runs as many as 1382 stores globally out of which 914 outlets run in UK. The company caters products like clothing, home dcor, gifts, and food. Nonetheless, the world goes gaga over the companys food and clothing due to its valued quality, innovative designs and premium pricing rates. There are 83,069 numbers of lives employed worldwide under the business unit. Marks Spencers food business is alone accountable for providing 58 % of the entire turnover while the other 42 % of the turnover is contributed by the clothing and home dcor products (Campbell and Rahman, 2010). Inside the Organisation and Current Information A particular business enterprise functions in two environments- the internal and external. The business unit holds control over the internal environment as the factors related can be controlled by the organization. The factors upon which the internal environment of Marks Spencer depends are the quality of products and services catered, corporate social responsibility and ethical considerations, employees, structure of the management committee, the companys liabilities and the expenditures, set of policies, corporate culture, skill management, role management aspects, customer service and others. Among these there are factors that are strengths and weaknesses, which the business organisation deals with from time to time (Balmer, 2006). Nonetheless, Marks Spencer has its own set of strengths and weaknesses which are as followed: Strengths The company focuses on catering innovative quality products to its consumers which makes the company a favourite amongst its customers. Be it the food, apparel or home furniture, the consumers are satiated with the premium quality, innovation and labour that MS puts (Hallbauer, 2008). Marks Spencer possess a strong corporate social responsibility (CSR) reputation as according to the Plan A (2015) Report of the company, it is noted that MS performs carbon neutral operations (Bevan, 2007). The organisational structure of MS is somewhat flat which renders it unique characteristics of taking prompt decisions in demanding situations. Too much authoritative layers of the employees have been shed which has allowed the remaining workers to be more accountable than before thereby working in groups (Harris, 2008) Marks Spencer always strives towards providing a class customer service to its targeted consumers. Staying at par with the tech savvy world, the company offers so many functional links and sites for its consumers, who can always shop online, give feedback, query regarding any products, find the store, earn loyalty points and rewards, and voice their complaints online, refunds of money, use M S banks and others (Chang and Lee, 2007). The employees are the assets to the organisation because not only the company trains its employees but also look after their needs through the implementation of training sessions, competitive remuneration, bonus schemes and work flexibilities (Campbell and Rahman, 2010). Weaknesses Though marks Spencer employs innovation and quality on its line of clothing, but the company is observed to be suffering a great blow in case of its clothing business. The summer and spring collections exhibit a poor demand from its targeted consumers (Ruddick, 2015). There is a loss in the market share of MS thereby causing lack of competitiveness in pricing affairs. The companys clothing prices compared to that of other brands like Next and Debenhams are almost 20% higher which has been a prime reason for market share shrinkage (Bevan, 2007). BBC reported during 2013, the general merchandise sales shrunk to a 3.8 % though the company boomed in food business. Especially the 11 % market share that is occupied by the woman clothing line of MS is noted as one of the weakest spots according to the financial analysts (BBC News, 2013). The companys research and development team is also put to question as it exhibits that MS did not conduct effective market research prior to entering the foreign countries. For example, the venture encountered with DAlliards did not prove fruitful as an international business activity resulting in sale of DAlliards (1996) (Parry and Hansen, 2007). MS faced hurdles in the business due to their selection of partners. The company allied with diverse partners in different locations due to which the business house went through several shut down of stores phase. For example, during 1999, the agreement with Portuguese franchisee was discontinued (Hallbauer, 2008). Performance It is noted that the performance of a particular organisation depends on certain factors such as organisational structure, corporate culture, leadership qualities, corporate governance and others. MS also shows similar trends and thus these factors will be discussed briefly (BBC News, 2013) Good/ Bad performance Marks Spencer is still acknowledged as one of the leading brands in UK as the company makes a commitment to deliver sustainable value towards their related stakeholders. Both the annual reports of 2000 and 2001 display the overall performance is disappointing. The equity ratio return as well as the per share earnings of the financial year 2000-2001 was almost zero due to very less profit ( 1.3m) made by the company. Moreover, the sales in the general merchandise segment (women clothing, men clothing, children wear, home products, and lingerie and beauty products) of the company depicted a fall and thus the operating profit also exhibited a fall in the above mentioned year. It was further speculated that the selling price minimised by 2.5 % also was one of the reasons for the fall in sales (Campbell, 2000). Nonetheless, the annual reports (2000) showed the company earned better profits in their international business segment except for the continental Europe segment. Marks Spencer deals with the financial services like offering the account cards, personal loans, pensions and others. The sales transactions of the charge card as noted got reduced from 26 % to 22 % in the year (2000). Further the company proclaimed a steep cut in the dividends during may, 2000 which was a blow to the shareholders. Luc Vandevelde, the then executive chairman pleaded to the shareholders to hold on to their grounds without losing faith upon the company as it was a transitional phase since the traditional retail company was about to transform into a multi channel retail business enterprise (Buckler, 1996). Leadership and Senior managers When it comes to incorporating leadership strategies, the company possess a fine line of officers and executives who are harnessed with leadership skills, qualities and remarkable experiences. Michael Marks and Tom Spencer gave birth to this organization. Marks started selling products and items on a small stall in Leeds, London. Gradually within 6 years, it became a company which run 36 outlets all over the nation. However, during the period of 2nd World War, many of the stores got highly damaged due to air raids. Marks son Simon Marks gave his place to Israel Sieff, his brother-in-law. Later in 1972, Marcus Sieff was appointed as the chairman during 1972. However, after 12 years, Derek Rayner was appointed as the chairman who did not belong to the Marks family tree (Gereffi, 1996). It was Rayner who introduced the charge card and also came along the profits with the inception of the charge card concept. Richard Greenbury was the new CEO of the company in 1991 while Reyner retired. Nonetheless, Greenbury was not able to give profits and exhibited sluggish performance and thus was replaced by Peter Salesbury. However, the poor performance persisted which resulted in 700 job cuts as well as closure of as many as 38 Canadian outlets. Due to such sluggish and underrated performance, the company faced with a sudden takeover bid from the Arcadia group headed by Philip Green. At this stage, the company appointed its new CEO, Belgian Luc Vandevelde. Under the leadership of new CEO, the company launched recovery plan that concentrated on shedding off its international operations (Spitzeck and Hnasen, 2010). However this decision affected the traditional values of the old board members like David Sieff, Ralph Robins, and Michael Perry who resigned immediately in 2001. Leadership wise, Marks Spencer previously possessed an authoritative leadership till 1970s as the members of the Marks family held the authoritative positions. Thus, the company started hiring its senior officials from outside thereby changing its authoritative approach to a transformational approach. It is speculated over the two decades, that the company has switched over to consultative leadership style which employs the consultation aspect before forming any decisions (Campbell, 2000). Corporate Culture Previously Marks Spencer used to follow the tall and the power culture which actually did not blend very well with the new innovative strategies incorporated by the company. The company focuses providing quality services to the consumers. The company at the beginning inculcated the original culture that is taken from the companys founders and forefathers. Formerly, culture comprised aspects like fast turnover rates, putting in hard labour and being honest. Thus Marks Spencer also focused on these typical attributes which are often considered as paternalistic in nature and fits well in family businesses. However, the outcome of this sort of corporate culture exhibits that one cannot attain the top unless and until the individual is from the family. However, it was speculated that after the World War II episode, especially during 1960s the corporate culture and structure of the company went through drastic transformation which focused on aspects like capital mobility, acquisitions as well as mergers. Hence, the stereotyped and conventional corporate methodology shattered into fragments thereby making ways for new transformational strategies (Buckler, 1996). Corporate Governance There have always been debates and discussions going around while it came to Marks Spencers corporate governance. It was speculated that Sir Rick Greenbury who was once worshipped as the leader of MS inserted certain recommendations pertaining to the salary structure of the directors in the report that was brought out by Sir Adrian Cadbury during 1992. Nonetheless, due to his authoritative governance, the company faced a sharp blow. These debates and hot discussions in the corporate governance used to occur because of the authoritarian and arbitrary salary packages drawn by the directors of the company. For example, the salaries drawn by Sir Stuart Rose as well as his fellow colleagues drew lots of negative attention and controversy. Moreover, Stuart Rose insistently held both the designations of Chairman as well as the chief executive that indicated offend to corporate governance code followed by the company (Gereffi, 1996). This kind of strategy pertaining to corporate governance did not support the business enterprise that made ways for transformational strategies by bringing in new ideas, concepts and hiring efficient managers (Korac-Kakabadse et al. 2001). Conclusion Thus to conclude, Marks Spencer which is undoubtedly considered as one of the leading brands in UK as well as in the global market focuses on building and shaping a strong and effective internal environment so that the business enterprise in challenging situations always remain ready to combat with the external forces. References Armstrong, A. (2016). New Marks Spencer boss Steve Rowe shakes up management. [online] The Telegraph. Available at: https://www.telegraph.co.uk/business/2016/05/12/new-marks--spencer-boss-steve-rowe-shakes-up-management/ [Accessed 26 Jun. 2016]. Balmer, J.M. (2006). Corporate brand cultures and communities.Brand culture, pp.34-49. BBC News. (2013). Marks and Spencer food sales offset clothing weakness - BBC News. [online] Available at: https://www.bbc.com/news/business-22104228 [Accessed 26 Jun. 2016]. Bevan, J. (2007).The Rise and Fall of Marks Spencer: And how it Rose Again. Profile Books Limited. Buckler, B. (1996). A learning process model to achieve continuous improvement and innovation.The Learning Organization,3(3), pp.31-39. Campbell, D., Rahman, M.R.A. (2010). A longitudinal examination of intellectual capital reporting in Marks Spencer annual reports, 19782008.The British Accounting Review,42(1), pp.56-70. Campbell, D.J. (2000). March. Legitimacy theory or managerial reality construction? Corporate social disclosure in Marks and Spencer Plc corporate reports, 19691997. InAccounting Forum(Vol. 24, No. 1, pp. 80-100). Blackwell Publishers Ltd. Chang, S.C., Lee, M.S. (2007). A study on relationship among leadership, organizational culture, the .0.operation of learning organization and employees' job satisfaction.The learning organization,14(2), pp.155-185. Gereffi, G. (1996). Global commodity chains: new forms of coordination and control among nations and firms in international industries.Competition Change,1(4), pp.427-439. Korac-Kakabadse, N., Kakabadse, A.K. Kouzmin, A. (2001). Board governance and company performance: any correlations?.Corporate Governance: The international journal of business in society,1(1), pp.24-30. Ruddick, G. (2015). Marks Spencer 'suffers clothing setback'. [online] Telegraph.co.uk. Available at: https://www.telegraph.co.uk/finance/newsbysector/epic/mks/11718182/Marks-and-Spencer-suffers-clothing-setback.html [Accessed 25 Jun. 2016]. Spitzeck, H., Hansen, E.G. (2010). Stakeholder governance: How stakeholders influence corporate decision making.Corporate Governance: The international journal of business in society,10(4), pp.378-391.

Performance Improvement Plan Dynamic †Free Samples For Students

Question: Analysis Performance Improvement Plan Dynamic? Answer: Introduction The healthcare industry is a very dynamic and interesting industry. There are lot of stakeholders in this industry and an active participation of different stakeholders is required to have effective health care management system in place. One of the key objectives of health care management system is support the healthy community (Janamian Upham, 2016). A healthy community is one in which all members are able to live their lives freely and without extenuating health issues that interfere with quality of life. Healthy communities are clean, the members are respectful towards each other, and community members all take part in keeping the community nice. Part of keeping a community nice is not leaving certain groups out of the community and not aiding those in need. In recent times, the stakeholders have realized the benefits of using technology and Information System to manage health care needs. Health Management Information Systems (HMIS) are one of the six building blocks essential f or health system strengthening. HMIS is a data collection system specifically designed to support planning, management, and decision-making in health facilities and organizations (Janamian Upham, 2016). Building upon a sound understanding of contributing factors that lead to health degradation, Healthy People 2020 strive to create environments that combat and reverse health problems such as tobacco use, obesity and physical inactivity. As these are the major contributors to morbidity and mortality in Australia, a concerted effort needs to be made to reverse them. This paper would discuss the role of leadership in developing a performance improvement plan in the area of HMIS. The specific health related practice that would be discussed in this paper would be the use of Information Technology or Health Care Management System by health care organizations to increase the educational and awareness level of health care community (Maddern Courtney, 2006). The paper would focus on large hospitals and health care institutions in Australia, as the use of HMIS is high for large organizations as compared to small hospitals. Analysis Authors argued that many challenges need to be overcome in order to address the ground level problems and the effective use of technology. Local, state and federal government need to agree in the laws that regulate the use of Information System in health care. There are various areas in healthcare that requires or that demands the support of effective leadership at top. The initial research suggests that servant leadership is the style that is most effectively connected with the effective leadership in health care industry (Siriwardena, 2006). The role of leadership, change management plan, and various other part of this report can be discussed as: Role of leadership in HMIS (Healthcare Management Information System) To attain the complete benefits of healthcare management system, all the stakeholders in the organization should have a common understanding of the drivers and benefits of HMIS. It is critical that different stakeholders should not have their own perception about HMIS. The key role of leaders is to understand the expectations of different stakeholders and to ensure that all the stakeholders are on same page. It is critical that the leaders and public health professionals should focus on providing education to people about the risk of unhealthy habits (Sullivan, 2013). Also, it is imperative to provide guidance and support to programs such as free smoking environments and cessation programs. Leaders should model and set regulations that encourage healthy habits. For example, talk to the manager of a company to create a free smoking area, build a gym onsite for all the employees, and conduct free healthy cooking classes. Education leaders should incorporate a stronger focus on health e ducation and childhood obesity. Issues of health disparity and factors that contribute to them are immense and oftentimes hard to overcome. A solid and growing understanding of how these disparities become present is the beginning of abating them. Through a strong focus on how these issues occur there then can be action which allows for effort to overcome them (Son Chuck, 2011). It is evident that the implementation or optimization of any HMIS needs big change in the organization. Therefore, it is crucial that the health organization has god the strong leadership that can steer the change in the organization (Sullivan, 2013). The types of leadership that can bring the change successfully for the performance improvement plan for HMIS implementation can be discussed as: Leadership types to bring the change There are various leadership types and styles that leaders can follow. Authors argued that transformational leadership style and servant leadership style are the best leadership styles that would be best to manage the change of this sort (Sullivan, 2013). These two leadership styles and their impact on change of HMIS implementation and optimization can be discussed as: Transformational leadership style The transformational leadership style would be one of the most suited style in this scenario as the focus of the leaders is to transform the business from current state to desired state. The effective and efficient implementation of HMIS would need transforming the current way of operations (Marquis Huston, 2015). With the transformational leadership style, leaders follow on the end state and end objective. To implement the performance improvement plan, the leaders must have a vision in place. Servant leadership style The advocate of servant leadership style believes that the leaders should lead from front and they should first follow. The servant leadership style focuses on doing the things rather than getting the things (Son Chuck, 2011). It is important that leaders should be committed to take the organization forward by bringing the changes in the healthcare information management system. It is crucial that leaders must be willing to serve others. Steps required or implementation plan It is suggested that the organization should use the Kotter change management model to bring the change in the organization. The logical diagram of Kotter change management model can be shown as: As shown in the above diagram, the leaders must first create an urgency to implement the change. These phases of Kotter change management model to implement the change of HMIS can be discussed as: Phase 1: Create Urgency This is the first phase of change management plan. In this phase, the leaders must communicate the drivers of change to different stakeholders. In this phase, the leaders must understand the vision associated with the change and the same should be explained to the internal and external stakeholders (Sullivan, 2013). Phase 2: Form a powerful coalition The implementation of any big change may have the resistance from internal or external stakeholders. This is the phase in which leaders must form strong partnership or coalition with different stakeholders group. This partnership could be fruitful only when the stakeholders are convinced about the drivers of change. Phase 3: Create a vision In this phase, the leaders must create the vision of the change to different stakeholders. It is important that an end-state should be associated with the change and it is the role of leaders to create this end state to different stakeholders. Phase 4: Communicate the vision In this phase, the leaders must communicate the vision of the change to different stakeholders. It is important that an end-state should be associated with the change and it is the role of leaders to communicate this end state to different stakeholders. The leaders would be able to gather the support of stakeholders only when this vision is communicated to different stakeholders (Kotter Schlesinger, 2008). Phase 5: Empower Action This is the phase in which the leaders would decide the change agents and the empowerment should be given to the change agents. The empowerment of change agents or the employee empowerment is necessary to have effective implementation of change in place. Phase 6: Create quick wins To take maximum benefits of the change, leaders must first focus on low hanging fruits. It is the responsibility of leaders to create the avenues of quick wins. The possibility of quick wins not only generates the confidence in the team but it also keeps the momentum going. Phase 7: Build on the change This is the phase in which the change is matured in the organization. In this phase, the focus is to derive the benefits from the change. In this phase the leaders must work together with employees to understand various intricacies and risks involved in the change management process. Phase 8: Make it stick Once the change is implemented, it is important that the organization can get the continuous value from the change. It can happen only when the leaders could keep the things moving with the change (Kotter Schlesinger, 2008). The impact of workplace culture It would be correct to say that the change management would work best only when the organization that wish to implement HMIS has got the supporting culture. This is one of the reasons that leaders must communicate the reasons or the drivers of change to all the employees of the organization. For any sort of change in the area of technology, it is important that the organization should have an agile culture in place (Grol Bosch, 2007). The people in the organization should be willing to change and they must not apprehend the change. It is the responsibility of leaders to ensure that people support the change. The culture of the organizations should be supportive where the employees can reach out to leaders to clarify any doubts. It is recommended that the leaders should be available to interact with the people and employees at different levels. It would create a feeling of self-belongingness among the employees and would ensure that the change could be implemented in a successful man ner. Barriers/ Challenges and facilitators in change process It is so challenging to get a more multi-faceted, multi-disciplinary approach to addressing public health outcomes because there are so many barriers making it so hard. First of all, multi-disciplinary approach needs a policy change and it is difficult in a first place to know which policy will be more effective. Then, more data are needed in order to achieve a multi-disciplinary approach when wanting policy change. Finally, people need to understand more the importance of social determinants in order to successfully have everyone involved in this. It is the role of public health professionals to achieve more public awareness so that people understand the importance of social determinants (Hindle Braithwaite, 2006). The specific challenges and facilitators in the change process can be discussed as: Challenges As discussed above, one of the key challenges in this performance improvement plan would be change management. In order to implement this performance improvement plan, leaders would have to manage a big change in the organization. There is always a possibility that the existing employees in the organization may not want to switch to technology and Information Systems. Resistance to change is one of the biggest problems in healthcare. Many people who are use to doing things the same way that they've done for many years are typically the one's that resist the most (Baars Evers, 2010). That makes it difficult for everyone as a whole, because if there is division among the group, then there is a potential for a compromise in patient safety. Resistance can cause harm, because the reason why change takes place is to improve the overall system. Another key challenge would be cultural challenges and the failure to understand the ground level issues. Within nursing many experienced nursing leaders understand nursing in general but may not appreciate the subtleties of perioperative nursing or some other sub specialty. So what seems like a simple solution to the leader may seem simplistic to the nurses. Challenges certainly change circumstantially (Westphal, 2005). A strategy that is proceeding well this week may suddenly falter next week because of a change in the circumstance. Again, the change may not be readily apparent to the leaders but may be palpable at the line level. Facilitators The four functions of management (planning, organizing, leading and controlling) can be leveraged to assist organizations in implementing successful innovations and change management by: Demonstrate value creation: This step can be related to the planning function of management which is the key function because it involves the process of determining ahead of timewhat needs to be accomplished, when, by whom, how, and at what cost. Planning can contribute greatly to success as well as productivity. Planning also is about determining any organizations goals and objectives Generate business model options- This step can be related it to the organizing function of management because it involves establishing structures and systems through which the organization objectives will be defined and coordinated. This is where management can strive to create that unique product or creating a culture thats unique only to the organization, which stands out and sets that organization apart in its uniqueness. Prioritize the risks: This step can be looked at as the leading function of management. Leadership can identify variables that are likely to have the most success, which leads in cultural alignment, and best-practice management processes, which can effectively transform the organization (Scott Mannion, 2003). Reduce risk through business experiments: This step provides a window of validation so it can be related to the controlling function of management where the leadership teams or management can leverage to create a meaningful, manageable, and sustainable strategy for fulfilling an innovative vision. Benchmarking best practices It would be correct to say that benchmarking is a powerful tool for organizations to keep themselves updated. In Australia and in other parts of the world, there are various examples of successful implementation of HMIS (Healthcare Management Information Systems). The organization that wishes to bring the performance improvement plan and change in the field of HMIS can use benchmarking to learn from the successful implementation of other players in the health care industry. Isouard Messum (2006) lays out how important it is to actually manage transitions rather than to just dream them up and tell people to change. One way to deal with resistance is to show people that the change is truly necessary and to allow them to help get themselves through the loss of the old and on to the acceptance of the new normal. With the use of benchmarking, the organization would be able to learn the industry best standards. Strategies for motivating and engaging stakeholders It would be correct to say that nurses would be a key stakeholders and it is never easy to keep nurses motivated. Nursing is primarily concerned with throughput and resource management while the doctors and PAs are concerned with quality and not missing any problems which might lead to patient harm and legal issues (Jones Redman, 2000). Meanwhile ancillary services such as Lab and Housekeeping have smaller windows of concern over the piece of the puzzle that they deal with. All of the concerns are legitimate and must be given some weight. If rooms are dirty and lab tests are not reported in a timely way then the concerns of both the nurses and doctors are not going to be met. This challenge is solved by Information Systems and relationships, understanding, conversation, and standard work processes (Isouard Messum, 2006). Relationships help because they break down the us-versus-them walls that people tend to have. It is easy to see ones own priorities but often difficult to understa nd competing priorities of others. As people relate they begin to understand and appreciate the considerations that others use when looking at problems. Conversations enhance this understanding and open vistas to collaboration and consensus. It is suggested that leaders should use Maslow need hierarchy model to keep nurses motivated. The Maslow model can be shown as: The leaders should start with the basic need of employees and then should move forward to address the higher level needs (Mickan Boyce, 2006). It is also important to mention that different set of employees in the organization can have different motivation level. The efforts should be made by leaders to manage the motivation need of different set of employees differently. Conclusion The above paper discusses the performance improvement plan in the area of implementation of healthcare management information system for large organizations or hospitals in health care system in Australia. With the above discussion it can be said that the implementation of HMIS would certainly bring large changes in the organization and it is important that the organizations and leaders should be willing to drive the changes in the organization. The paper discusses the Kotter change management model that should be used to bring the change in the organization. It is important that the leaders must understand the motivation level of different stakeholders before making any decision References Baars, I.J., Evers, S.M., Arntz, A. van Merode, G.G. (2010). Performance measurement in mental health care: present situation and future possibilities. International Journal of Health Planning Management, 25, (3), 198-214 Grol, R., Bosch, M.C., Hulscher, M.E., Eccles. M.P. Wensing, M. (2007). Planning and studying improvement in patient care: The use of theoretical perspectives. The Milbank Quarterly, 85, (1), 93138 Hindle, D., Braithwaite, J., Travaglia, J. Iedema, R. (2006). Patient safety: a comparative analysis of eight inquiries in six countries. Sydney: University of New South Wales. Isouard, G., Messum, D., Briggs, D., McAlpin, S. Hanson, S. Improving Organisational Performance. In Harris M.G. Associates. (2006). Managing Health Services: Concepts and Practices. Sydney: Mosby Elsevier. pp. 349 380. Janamian, T., Upham, S.J., Crossland, L. Jackson, C.L. (2016). Quality tools and resources to support organisational improvementintegral to high quality primary care: a systematic review of published and grey literature. Medical Journal of Australia. 204(7) 22-28 Retrieved on 27/01/17 from https://www.mja.com.au/sites/default/files/issues/204_07/10.5694mja16.00113_Appendix%204.pdf Jones, K.R. Redman, R.W. (2000). Organizational culture and work redesign: Experiences in three organizations. Journal of Nursing Administration, 30, (12), 604-610 Kotter, J.P. Schlesinger, L.A. (2008). Choosing strategies for change. Harvard Business Review, July-Aug 2008, 130-139 Maddern, J., Courtney, M., Montgomery, J., Nash, R. Strategy and organisational design in health care. In M.G.Harris Associates (2006). Managing health services: Concepts and practices. Sydney: Mosby Elsevier. pp. 270-280. Marquis, B.L. Huston, C.J. (2015). Organizational structure. In Leadership roles and management functions in nursing: Theory and application (8th ed.pp.260-283). Mickan S.M. Boyce, R. Organisational change and adaption in health care. In M.G. Harris Associates (2006). Managing health services: Concepts and practices. Sydney: Mosby Elsevier. pp 67-78 Scott, T., Mannion, R., Davis, H. Marshall, M. (2003). Implementing culture change in health care: theory and practice. International Journal for Quality in Health Care, 15, (2), 111-118 Son, C., Chuck, T., Childers, T., Usiak, S. Dowling, M., Andiel, C., Backer, R., Eagan, J. Sepkowitz, K. (2011). Practically speaking: Rethinking hand hygiene improvement programs in health care settings. American Journal of Infection Control, 39:716-724. Siriwardena, A. N. (2006). Releasing the potential of health services: translating clinical leadership into healthcare quality improvement. Quality in Primary Care, 14(3), 125-128. Sullivan, E.J (2013). Effective leadership and management in nursing (8 th ed.) Upper Saddle River, New Jersey: Prentice-Hall. Westphal, J.A. ( 2005). Resilient organizations. Matrix model and service line management. Journal of Nursing Administration 35(9), 414-419

How to Write a Conclusion for an Argument Essay

The argumentative essay is like a position paper.   In it, you build a position based on fact, supported by evidence, and argued rationally and logically toward a clear and cohesive endpoint.   And since you’re trying to make an effective argument, the end of your essay is often the most important part.   How to end the argumentative essay?   The best way is to save your best punch for last.   Conclude your paper with a wallop that will knock the socks off your reader and leave him convinced that there is just no other way to look at the issue you’re presenting.   Consider your ending the one-two combination that lays your reader out flat. How to End the Argumentative Essay In order to end the argumentative essay effectively, you have to start effectively.   That means you have to identify the purpose of your essayâ€"i.e., state your thesis.   Why?   Your conclusion will link back to your thesis in a meaningful why:   you’ll re-state it in concise terms and provide a grander perspective by bolstering that thesis with a blow-by-blow recap of all the hits you make in your essay. You also need to know the strongest points of your argument and the weakest points so that you can arrange them effectively (both in your essay proper and in your conclusion).   Here’s a tip:   Start your essay in reverse order in terms of the strength of your argument:   in other words, begin with your weakest argument first and save the best argument for last. That may be counter-intuitive since you want to give your reader a good reason right off the bat.   So an alternate approach could be to arrange your arguments this way:   moderately effective argument first, weakest argument second, greatest argument third.   This way you’re able to give your reader something good at the beginning and something great at the end. Constructing the Conclusion Once you’ve delivered all three of your arguments, you’ll want to make your conclusion.   These are like the concluding remarks the boxer gives once the match is over.   All the reporters have gathered, the cameras are focused, the recorders are running, and the boxer sits at the microphone ready to comment on the fight and explain what he did and how he did it. The boxer will go back and jog everyone’s memory by walking the audience through the fight, step by step.   First round, second round, third roundâ€"what happened, who threw what, how did he respond?   The boxer relives itâ€"albeit brieflyâ€"and sums up the fight with precision and insight. That’s how your conclusion should work too.   In the conclusion, you’re summarizing your argument but also bringing the finer points into the foreground where they can be examined closely, tersely, and definitively.   You’re the boxer, the essay is your fight, and the conclusion is where you sit before the press and talk about what you’ve just done. If you’ve saved the best argument for last you’ll be in a great position to build up to that argument in your conclusion just like you did in your paper.

Writing Argument Essays in 6th Grade - Facts To Get You Started

Writing Argument Essays in 6th Grade - Facts To Get You StartedArgument essays cover a wide variety of topics, all of which are interesting and require intelligent writing skills. Sometimes the most persuasive arguments will be buried beneath the normal argumentative rules that every good essay will have to follow. In these instances, your argument will require a different type of skill and command that will allow you to win over the judges of the competitive, high school debate program. Here are some tips for writing an argument essay topic that is both convincing and entertaining.First of all, you need to remember that the structure of any traditional essay is not necessarily necessary in a debate essay. In fact, it is often more common for an argument to cover a broad range of topics rather than a particular argument within the essay. You may also use a variety of formats and styles of argument to present your point, which will make your essay more interesting and not as repetitiv e as you might think.Interest in the topic is one of the first steps in this process. Make sure that your argument is engaging to the reader so that they care about what happens to the protagonist. Make your opinion clear and your point clear before presenting any facts or proof, which will help keep your reader interested in the entire topic.Show your strong opinions, as well as your weaknesses, so that the reader knows what to expect when the argument comes to a head. These things will come up during the course of the essay and will help to enhance the quality of your argument. These things should be addressed, as well as the way that the author presents their own arguments.Arguments should always be explained, as well as the logic behind it. Of course, this requires a higher level of argument, but is much easier to do if you have all of the right information. Use the essay to make it into a lively debate between two parties.Make sure that you present strong points while at the sa me time appearing to be persuasive. By carefully analyzing the facts and circumstances surrounding the topic, you can be certain that your arguments will be understood and that they will be persuasive enough to convince the judges.There is a definite approach that should be followed when writing an argument essay topic. Using both strict rules and strict guidelines can ensure that the essay is clear and easy to understand. The problem with some of the classic arguments that are often used in high school debate programs is that they will be too complicated for readers to understand, making them far too difficult to win over the judges.Your essay should have a point that is obvious and simple, as well as a concise conclusion. It should also be constructed so that it is interesting and entertaining, and not just conventional, which is something that is learned through experience as well as from professional oriented teachers.

Topics For A Research Paper On Hurricanes

Topics For A Research Paper On HurricanesFor topics for a research paper on hurricanes, you may want to find an expert who can give you a brief history of the recent storm that has hit your area. There are lots of people online who have been researching this topic in order to determine how to build the best hurricane preparedness.In your research on the topic of hurricanes, you will find many different sites on the Internet which may offer free information about the topic and the hurricane research study. Most of the information is helpful and will help you make some connections in order to get the information needed for your own research paper. In addition, you may also find professional researchers who can provide you with all the needed information you need to have.Researching topics for a research paper on hurricanes should include knowing what type of hurricane you are looking at and the type of climate you live in. For example, some of the research questions that have been answ ered will be different depending on the location of the hurricane. You may have to search a little bit more in order to determine what the answer would be.Many of the topics for a research paper on hurricanes will come from weather websites. In these websites, you will find many images and even videos of hurricanes hitting the area. These websites can be very helpful and will give you ideas as to what the area needs to do in order to prepare for this type of weather.Once you know what type of research topics to research, you will want to learn the basics of hurricane preparedness. This can be done by visiting your local library and picking up a book on the subject. In addition, there are many books available online that will give you all the details you need to know.After you know all the topics for a research paper on hurricanes, you will want to spend some time learning the basics of hurricane preparedness. If you are not familiar with this type of preparation, then you may want t o consider contacting the National Hurricane Center or your local fire station. In addition, you may want to contact the Salvation Army to see if they could offer any help in preparing your home.Once you know all the topics for a research paper on hurricanes, you will want to plan what type of hurricane research study you will conduct. You will want to have at least three different studies. You can either compare areas which have different types of storm situations in order to make a comparison chart or you can have three different categories.Once you have completed a hurricane research study, you will want to compare all of the data and determine the different aspects of the study. This will help you in deciding what types of items you need to purchase. There are plenty of hurricane preparedness supplies available, but you will want to focus on the items that are most important to have.

Essay Topics For the Victorian Era

Essay Topics For the Victorian EraIf you are looking for essay topics for 19th century Britain, the term essay is not what you need. The nineteenth century was a time of exploration and discovery, and that's the nature of a topic on which people want to put their thoughts down. Essay topics are mostly wordsmithing where writers are looking for quotations, quotes, verses and stories. For this reason essay topics are generally long, perhaps three or four hundred words, and they're usually easy to understand, and even though some are very difficult to write it will be interesting to read.One thing to remember is that essay topics in the nineteenth century were much different from the essay topics of today. Back then most essays were one page long, with no end, and sometimes with a self-contained paper that were all about one paragraph. Today's essay topics are much longer, many more paragraphs, and they don't end.Writing was an art and an important thing in many ways. Even before there were universities many students took creative writing courses, and these courses would often include a considerable amount of writing about writing. The nineteenth century also saw the birth of the short story as a form of writing, and essays were often essays in the sense that they discussed things that were happening, current events, and everything in between. This makes for a very short but interesting essay topic.To write a meaningful essay, which is what you will need to do in order to be successful, you have to take an idea, or an idea related to the essay topic and work backwards from that point. Your theme is going to be the main thing you are going to need to concentrate on, and if you try to think of it before you start writing, then it's going to be much easier to write the essay topic that you have written in your mind. Think about your topic before you start writing.In the early part of the nineteenth century, when many colleges students had heard stories about how to s ucceed in life, they were determined to make something of themselves. They started to look for opportunities to help others in the community, and so they found out how to write their own resume. Many college students who started writing essays became great writers who became highly respected in their field, and then many others followed suit.Writing an essay about a subject like geography, will require quite a bit of research to complete, but it's something that you can do and something that is never going to go out of style. You can, however, look for some old history, and there are lots of books to help you learn about this part of history, and this is another topic that can be handled by any student of history. You will see some interesting things happen in this area of history that you won't see anywhere else. But this doesn't mean that you should disregard these topics, because they will come up again as the twentieth century progresses.There will be many situations where you w ill be learning something, whether it is something that you learn in class, or just something that happens in your life. It might be something that relates to something you are currently doing, or it might not be related to anything. However, whatever it is, you are going to find that it will be useful for your student's progress. This is what they need to hear about, and this is what they need to use for their future success.

What Is Encomienda System Essay Example

What Is Encomienda System Paper The encomienda system was a trusteeship labor system employed by the Spanish crown during the Spanish colonization of the Americas and the Philippines in order to consolidate their conquests. Conquistadors were granted trusteeship over the indigenous people they conquered, in an expansion of familiar medieval feudal institutions, notably the commendation ceremony, which had been established in New Castile during the Reconquista. The encomiendo system differed from the developed form of feudalism in that it did not entail any direct land tenure by the encomendero; Indian lands were to remain in their possession, a right that was formally protected by the Crown of Castile because at the beginning of the Conquest most of the rights of administration in the new lands went to the Castilian Queen. These were laws that the Crown attempted to impose in all of the Spanish colonies in the Americas and in the Philippines. The maximum size of an encomienda was three hundred Indians, though it rarely reached near to that number. The encomenderos had the authorization to tax the people under their care and to summon them for labor, but they were not given juridical authority. In return, the encomenderos were expected to maintain order through an established military and to provide teachings in Catholicism. The little respect that the Europeans had for the Amerindians, however, helped corrupt the system rather quickly. We will write a custom essay sample on What Is Encomienda System specifically for you for only $16.38 $13.9/page Order now We will write a custom essay sample on What Is Encomienda System specifically for you FOR ONLY $16.38 $13.9/page Hire Writer We will write a custom essay sample on What Is Encomienda System specifically for you FOR ONLY $16.38 $13.9/page Hire Writer So, what was supposed to assist in the evangelization of the Natives and in the creation of a stable society became a blatant tool of oppression. The Crown established the encomienda system in Hispaniola in May 1493. And while it reserved the right of revoking an encomienda from the hands of an unjust encomendero, it rarely did. In the papal bull Inter caetera (1493, the Borgia Pope Alexander VI had granted the western newly found lands to the Castilian Crown, on the condition that it evangelize these new lands. By this he allocated everything discovered by Columbus to the Crown of Castile, on the condition that the monarchs set about propagating the Christian faith there, and provided the lands concerned†¦Because the ultimate title of the Amerindians land lay with the Castilian Crown, the system in the New World differed in that it did not entail any direct land tenure by the encomendero. Amerindian lands were to remain in their possession, a right that was formally protected by the Crown of Castiles initial title. [5]. These were laws that the Crown attempted to impose in all of the Spanish colonies in the Americas and in the Philippines.