Medex Case Study

In mid-sized companies such as Q-tel, telecommuting is much more frequently used than work in office. According

Employers allow telecommuting for many reasons, including the ability to recruit better talent, decrease overhead expenses, increase productivity, expand the employee base to include those with disabilities (Anderson, Bricout & West, 2001; Lipin, 2010; Myungjung & So Hee, 2017), and to support

Justification 
The Bay Area is a traffic nightmare. The option to take public transportation, the CalTrain, for example, is a huge benefit and saves time and money. Telecommuting is also a great way to avoid the hassles of traffic and provide a flexible work schedule. Autonomy goes hand in hand with Telecommuting, with allowing people to have a flexible schedule. Also, it fosters a feeling of trust and encourages productivity and creativity.

Employers are beginning to incorporate telemedicine into the benefits package for their employees. Recognizing e-visits are beneficial to the employer, because the employee will not need as much time away from work to have non-emergent health conditions treated. In addition, the service is a cost savings to both the employer and employee. There are some employer groups covering these services at 100 percent for their employees’. E-visits are cheaper than clinic, and office visits.

Telecommuting has been shown to reduce absenteeism, improve retention, and reduce recruitment costs for the organization (Family, pg. 730). Increased employee moral is also a benefit associated with telecommuting (Professional Isolation, pg. 512). Offering this new benefit that is such a satisfier for employees will likely result in reduced turnover within the organization and higher productivity. A study found pubic employees who were satisfied with their telework/telecommuting benefits were less likely to leave their positions (Family pg. 732). With the reduction of office time, an increase in employee productivity is likely due to fewer interruptions from fellow employees (Lessons pg. 10). With telecommuting having benefits to both the employer and employee, this new policy should bring positive results to the

It seems as though my peer's argument is the flexibility of working from home benefits people better. Yes, I feel as though my peer has addressed Opposing Viewpoints. The section of the summary that I need clarity for is her problem. Are you trying to find a way to get work-forces into to telecommuting only? *My problem is finding an effective way to better manage a company’s workforce to increase profitability by implementing alternative flexible work options for their employees. (Johnson, 2017)

Thank you for your post on telehealth. The use of telehealth I agree has the potential to change health care. We are utilizing telehealth at our facility which has record numbers of visit each year with associated parking difficulties that our facilities have been known for. The bulk of the patients that receive services through telehealth are very pleased and are happy because they do not have to deal with the inconveniences that are posed by and dealing with the traffic issues in Houston. Another area of telehealth that is yielding lots of benefits is the use of Telemental health in patients that are dealing with mental health issues. This is an area that has a lot of value and has cut down clinic utilization. Our facility has several clinicians

What benefits have CEMEX and the other global competitors in cement derived from globalization? More broadly, how can cross-border activities add value in an industry as apparently localized as cement?

MediSys Crop. is a privately held US-based medical device manufacture who started a new project, named IntensCare, in 2006. IntensCare aimed to collect data on patients in intensive care units and post it to a database to share. The launch time was scheduled in August 2009. Six months away from the launch date, the project team still faced many issues that seemed they would not launch the project on time. In August 2008, the new present, Art Beaumont, formalized a core team, which was organized by a new parallel system for the IntensCare project. It included six people from six different departments: Karen Baio-Regulatory Affairs; Jack Fogel-Senior Production Manager; Aaron Gerson-R&D; Valerie Merz-Marketing Manager; Dipesh Mukerjee-Software Design; and Bret O’Brien-Product Engineering. Fogel also assigned as a project leader.

I hope you are well and had a great weekend.  At long last I was finally able to get through to the right person at the Alabama VA Medical Center. Here is what I learned:

This case is based on issues concerning incentives for MedTech sales people. MedTech is a drug development company, that places emphasis on research, development, and marketing with the focus on anti-infective drugs. MedTech began when Doug Reynolds left his position as a university research fellow to start a new company. Doug and an associate by the name of Harold were instrumental in developing drugs for clinical trials. However, they had not taken into consideration what would be the next step if they were approved by the FDA (Federal Drug Association). So according to Harold, he said we have to make sure the sales force has the right incentive to see a lot of doctors and generate sales. Our window of opportunity for these drugs is only

as one of the ten most outstanding engineering achievements in the world over the past 50 years,

MediSys is a U.S.-based medical device manufacturer. It has been developing IntensCare project, a new medical system for monitoring patients in intensive care units. This project represents the most ambitious move in the company’s 10-year history. The company had invested large finances in this project and the market eagerly awaits its launch. The product development team consisting of people from several functional areas of the company, has been working on the product for six months but is now facing significant problems with the product design, clinical testing, meeting the production deadlines, and their own group dynamics. The pressure had also increased because of competitors also planning to launch similar products within the year. Several team members are concerned about meeting the team 's goals. The relationship between team members is quite tense and it doesn’t promise much progress.

MedImmune is dedicated to helping patients live better lives through advances in science and medicine. Hundreds of thousands of patients have benefited from their products, which are designed to treat or prevent infectious diseases, cancer and inflammatory diseases (Wikipedia, 2012). Their extensive research and development efforts are focused on these same areas.

A recent survey by The Society for Human Resource Management ranked tuition reimbursement programs and vacation/holiday time as the top two retention initiatives being offered by employers. In addition, instant recognition programs, such as spot bonuses, are being used to reward excellence in performance as it occurs. Such programs give employees immediate gratification for their efforts rather than delaying it until annual reviews. Also, flexible work hours and telecommuting programs that allow employees to better balance their work commitments with their family duties are becoming more common. According to Ceridian Employer Services (2004), "90 percent of companies with more than 5,000 employees allow telecommuting.... And ... 52 percent of large companies use virtual teams." Organizations must continually search for innovative ways to retain their best employees. Fortunately, the costs of these efforts are low in comparison to the high costs of turnover.