Dr Paul B Rothman Research Paper

Johns Hopkins Medicine is synonymous with medical innovation, education and patient centered care. These attributes are important for deriving both long-term and short-term goals. At Johns Hopkins Medicine, the strategy is based on six different priorities (people, biomedical

Some of the qualities that leaders need to be successful in a cultural difference environment are technology savvy, building partnership and alliance. Leaders need to know how to build accountability into their systems with regard to their managers taking responsibility for creating a diverse and inclusive work environment. A successful leader should know how identify when cultural difference is needed. When client is diverse, it means that diversity is needed in our workforce so that we can learn and know more about the clients so we can make employees more effectives addressing client’s needs. Building partnership and alliance with other companies to look for prospect hires, leaders should have the character to know people and identify their culture differences, values, belief to create mutual independence.

The study of culture has been in carried out for decades by many researchers under multicultural settings. VanderPal (2014) regards culture as mental software given its collective programming which brings a difference between groups of people. According to Mellahi, et al. (2013), the challenge of globalization is the bringing together of varied religions, ethics and values and as such understanding becomes difficult. Abyad (2011) also asserts that effective leadership in the global arena demands for a global mindset which is a group of skills that enable leaders to influence groups, individuals and firms with varied backgrounds of culture. There is a need for learning and adaptation to diverse cultures by leaders intending to achieve success in global businesses.

Leaders who are well versed in the foregoing leader-follower communication concepts will also be successful in global and in cross-cultural environments (Rentfrow, 2007). For example, when leaders: (1) model willingness to engage others; (2) are sensitive to differences/diversity; (3) promote the establishment relationships beyond their immediate environment; and (4) eliminate organizational barriers, these principles are universal and

I have known Mr. Hayden for six years on academic, professional, and personal levels. As you review his resume you will note strong academic accomplishments. As a professional you will learn Thomas is articulate, collaborates well with peers, physicians, other disciplines. The healthcare field is looking for individuals who maintain high standards in patient satisfaction, researchers who can implement evidence-based practices, continuity of care, reliability, and trust. On a personal level, you will find an individual who embodies loyalty, honesty, and integrity.

He was the Director of the Psychosomatic Medicine Fellowship at Long Island Jewish Medical Center and North Shore University Hospital from 2008-2014. He was a Chief Resident for two years at The Zucker Hillside Hospital of the Long Island Jewish Medical Center. He then went to Columbia University Medical Center for a Fellowship in Psychosomatic

D. Anderson allowed to me to get a glimpse of my future. Waking up 6 hours before I normally would and spending 12 or more hours in the hospital, I knew this would be my life in just eight years. Despite the exhaustion, it was still the most incredible experience I’ve ever had. When I was shadowing the leukemia oncologist, I met a range of patients from 18 to 98, all of them coming to M. D. Anderson for hope. The in-patients, the ones who had to stay in the hospital, showed me why this job needed people passionate in helping others. Many were in critical care and needed around-the-clock care just to stay alive. The out-patients, the ones who were trying to get cured, proved to me why I wanted this job. After I saw the joy in some patient’s faces when told they were in remission, I was convinced beyond a doubt of my career

Since freshman year, I have been actively involved in my school's Medical Society, a unique organization allowing students with interest in a medical profession to explore the healthcare world. Freshman year exposed me to mammal anatomy with guided cat dissections, while sophomore year allowed me to expand on this knowledge, performing structure-function labs, researching an organ system or medical procedure, and then performing a hands-on lab investigating it. Junior year, I gained a firsthand perspective of the life of a doctor, participating in rotations at Presbyterian Hospital of Dallas. There, I witnessed procedures ranging from a reverse shoulder replacement to routine breathing treatments. This year, I will conduct microbiology and

Global expansion, Global Leadership, Global Trends, are all important topics in this growing business world, it is crucial to be a leader who is effective in the comprehension of cultural variances between their native country and the countries they are interesting in working with. Businesses know that it is important to have a leader who has the ability to work in diverse work environments (Murmu, 2014, p67). Furthermore, adding to the need of leaders who can identify, understand and correctly address different issues that can arise when doing business globally, such as, culture, religious conviction, and society within each country they wish to conduct business in. The avoidance of making the error of operating under the assumption that all

I recently graduated from Tulane University School of Medicine (TUSOM) with my Masters of Biomedical Science in Biochemistry and Molecular Biology. The curriculum consisted of four medical school courses (Medical Microbiology, Medical Immunology, Cellular Biochemistry, and Metabolic Biochemistry) in addition to other rigorous coursework. I had the opportunity to regularly attend grand rounds alongside medical students, residents, and physicians. In the process, I had the chance to learn about emerging medical topics, recent advancements in established fields, and some of the problems encountered during the delivery of health care. Furthermore, I discussed these topics in a small group format for the Medical Biochemistry Grand Rounds Externship

In order to form a leadership that keep on with the passage of time, international leaders and managers ought to demonstrate likely competences in cross-cultural cognizance and practice. It is vital they recognize the value of leadership and managerial potentials, and to grow and sustain effective leadership approaches and methods for abiding diversity management (Ulrich and Smallwood, 2012). The conjecture emerges is that successful and effective international leaders and managers holds key to solve the secret of working with diverse workforce and dealing with them for the purpose of organizational development in order to enhance competitiveness.

Leadership is perceived and defined in many ways, but in the end, every concept of leadership is brought back on the focus of people. Followers’ reaction towards a leader decides the effectiveness of his or her specific style of governance. Because of the importance of the subordinate, leaders must treat everyone they manage with dignity and respect. To achieve this feat, the leader must understand the meaning of culture and other aspects which stem from it and social perceptions and biases which lead to schema and ultimately unjust stereotypes. In the leadership textbook Preparing to Lead: Introduction to Leadership and Development written by LCDR Litchford, USN and LT Bryant, USN, it defines culture as “the totality of learned socially transmitted

Inclusive leadership is the practice of leadership that carefully includes the contributions of all stakeholders in the community or organization. The way a leadership mind is structured depend on how he structures his organization. An individual mindset might over shadow their ability to effectively overturn certain decision or behaviors. A leader’s values and characteristics strengthen the organization cultural diversity. Modern leaders use different styles and skills to shape human intuition. Their instinct reflect their ability to understand other’s cognitive ability. As a consultant in a global multicultural company, it will be very challenging to effectively lead an organization without implementing a strategic plan that promote respect, trust, loyal, and integrity. Prewitt, Weil, & McClure (2011) note, “Leadership involves creating a vision of the organizational future, devising a strategy for achieving that vision, and communicating that vision to all members of the organization” (p. 13). Depending on the structure of the organization, the leader’s mindset can and will change to adopt to the cultural diversity of the organization. Leadership, unlike management, is not dependent on position, title or privilege; instead it is an observable, understandable, and learnable set of skills that can be mastered by anyone that is willing to take the time and put forth the effort to learn them (Yukl, 1998). While implementing different strategies to improve the organizational

During his educational career, Dr. Kleinman received his A.B. and M.D. from Stanford University, along with his M.A. in Social Anthropology at Harvard University. He acquired an internship at Yale School of Medicine in internal medicine, which is a specialty dealing with the prevention, diagnosis,

In times of rapid globalisation and economic development growth, the environment of business has become more and more complicated as a huge number of firms want to globally expand their businesses. Subsequently, the managerial implications of cross-cultural management is the challenge of this development. As Abbe (2007) states, cross-cultural leadership has developed as a way to understand leaders who work in the global markets. Culture is the “software of mind” that can influence people’s patterns of thinking and behaving.