Od Interventions Case Study

An organization who strives to adapt with the surrounding environment, internally and externally, has a better chance of surviving in a competitive market than one who does not. To be an effective learning organization the management must be willing to listen to its employees and their customers to grow their brands. When management is open with their employees through all levels of the organization, the employees will be more willing to speak their minds. Once employees speak up with innovative ideas, leadership must show they are listening by giving feedback or integrating those ideas into their operations. Human relations allow this type of interaction between leaders and workers to take

According to Michael Fullan (2016) in his book, The New Meaning of Educational Change, successful organizations that demonstrate change followed principled concepts of change. The reason for their success if that there is tangible proof of alignment in keeping components of actions. Fullan (2016) stated that successful change incorporates five factors. In this essay, three of the five factors will be discussed and an example of an organization using components of the change be revealed. Often when organization shave to go through the process of change it means either they have gone through change to repair broken areas or they are going through change as a reflective exercise before embarking on a larger scope of practice perhaps to expand into new growth within their organization. In either course, the larger concern is that organizations must embrace change and engage in meaningful constructed ways to promote the best growth with the fewest steps to reach accomplishment. A key decision factor to change is whether an organize will change because they adopt a model and see a better way or whether they want to save their resources. Fullan (2016) suggested that the reason for the change is largely to work is because, the organizations, “Define closing the gap as the overarching goal,” “Assume that lack of capacity is the initial problem and then work on it continuously,” and “Stay the course through continuity of good direction by leveraging leadership,” (Fullan, 2016,

Occupational therapists use client-centered and holistic approaches to address the prevention and concerns of obesity. They collaborate with the client to form meaningful and effective interventions to modify daily life habits, roles, and patterns that contribute to obesity (AOTA, 2013). The occupational therapist will also collaborate with the client to design goals and address any occupations that are affected due to obesity (AOTA, 2013). Occupational therapy will aim to increase physical activity, adapt physical activity, and educate children about good nutritional choices (AOTA, 2013). Interventions for obesity may focus on prevention, remediation/restoration, adaptation/compensation, and maintenance programs (AOTA, 2013). Occupational

Need to comprehend… Share the corporate strategy and rational for processes and provide career/role enhancement. Workers get frustrated when things seem senseless. However, they are more motivated when they know their work has a meaningful contribution. Employees are motivated by jobs that challenge them and enable them to grow and learn, and they are demoralized by those that seem to be monotonous or to lead to a dead end. Talented employees who feel trapped often leave their companies to find new challenges elsewhere.

The term integrated interventions refers to specific types of treatment strategies, or specific therapeutic techniques that address interventions of two disorders which is usually combined into one interaction, or single session, and sometimes into multiple sessions. First it must start off with an integrated screening by a substance abuse counselor, and if a co-occurring disorder is identified by a mental health counselor. This would offer the client the proper assessment and process for the best level of care needed. There is also the dual recovery, mutual aid self-help groups and meetings. This is usually an independent, twelve step, and self-help type organization. Helping those with a combined alcohol dependence and an emotional or psychiatric

The attitude extruded by Kathy Kudler and participation she exhibits will trickle down the chain of command to middle management and lower level staff. When direction is given the managers it is important for them to enforce and innovate a new way to ensure that their employees are aware and onboard with the goal and the direction of the organizations. It is usually not the best idea to present the information on the employees suddenly, so providing advance notice and scheduled training schedule to fully implement new programs will make the roll out easier for everyone, customers and staff alike.

Once the recruiting and selection processes of hiring a new employee is complete it is time to begin the next phase of developing a positive organization, employee and customer relationship. Orientation, training and employee education is an ongoing throughout the organization-employee relationship. Lack of adequate orientation process and training can lead an employee to feel unimportant, uncomfortable and unfamiliar within his work environment and raise doubts concerning their abilities, skills and work performance. A good, well-planned orientation and training program can reduce job learning time, improve attendance, and lead to better job performance (Rue, 2004).

organization and inspire, motivate and align their employees to a common goal. They must be sensitive to change management in order to

Department of Education, Innovation is the spark of insight that leads a scientist or inventor to investigate an issue or phenomenon. That insight is usually shaped by an observation of what appears to be true or the creative jolt of a new idea. Innovation is driven by a commitment to excellence and continuous improvement. Innovation is based on curiosity, the willingness to take risks and test assumptions. Innovation is based on three things: questioning and challenging the status quo, recognizing opportunity, and taking advantage when opportunity knocks. We invite you to join us by sharing your journey and the journey of other educators who have challenged the status quo. In the world of education, innovation comes in many forms. There are innovations in the way education systems are organized and managed, innovations in instructional techniques or delivery systems, and innovations in the way nurse educators prepare our future generation of professional

An open educational setting (and especially one that is looking very directly as competition and cost factors) is ideal for such a transformation if the key stakeholders can be brought together in a way that addresses two elements: the internal barriers of their system and a vision for the future. Previous studies such as the work of MacMillan and Carlisle (2007) have shown this to be true, even though their work, which reviewed an earlier effort of Stacy (1993), was conducted in a pre-technology setting. Or at least it was done in a setting where the elements of the initiative and its emergent experiments in change did not focus on these capabilities to make its impact even more successful. The current effort seeks to provide the University of the Sky with its own directives to accept the best of some of what occurred previously and use that foundation for

The change from spontaneous change from providing PC based services to providing mobile based services was also equally wanting to the employees. For one, the employees had to begin working from scratch to address these new needs.

However, I believe the most innovative thing I’ve done is establish a team and model to sustain learning innovation over time.

To include rotating these employees’s in varying positions to minimize employee burnout and stagnation. The responsibility increases would also add to the employee’s feelings of empowerment and job satisfaction. Another important factor I would add would be increased and regular communications throughout the organization. These implemented factors would substantially increase employee loyalty and commitment directly supporting the organizations competitive goals.

As a manager working in a diverse organisation, this learning area will help me to recognise the differences between team members and to effectively manage these differences by encouraging participation in diverse training, establishing benefit programs such bonuses, flexi-time to accommodate the different needs of different employees. It’s important to communicate to staff about goals and objectives, corporate culture and common practice. This can be done by developing employee handbooks with detailed guidelines that can be handed out at orientation days.

To some extent, some elements of personal growth environment were implemented (job rotations) with limited results on loyalty.