The Capacity Of Las Tias

The Company President Gregory S Forest has directed me to conduct a field investigation at the Roanoke Branch. We have reasons to believe that employee morales and productivity are declining daily. I have also heard that there are other problems going on as well. I will be coming May 24, 2012 to have the group meeting and interview employees as a group to further investigate the problems within the company.

For the Organizational Assessment provide for this module I used information and experience provided to me during the course of my

The staff employed in a medical facility depends on many things to keep the quality of patient care in the positive and efficient. Physicians and nursing need the current and most

Human resources have surveyed all employees and asked them to provide feedback on areas where the business can improve.

The following problems or opportunities listed below are organizational problems that the proponents discovered after analyzing the process of not having a system for employee’s payroll:

• I believe there are always room for improvement in one organization there is always a leader to ser one goal to aim for everybody . As a carer in Park house I need to develop my skills and improve my work with the help of other members. like for an example: every year we have so called appraisal interview which is so beneficial to every staff because in such way we will know the areas where we need to develop. Don’t be afraid to ask about yourself regarding work and never hesitate to open up new ideas to co-workers.

* Talk to employees 1 on 1 get to know them see what they feel can be improved, get their input and

Below are ten of the top areas of concern, with Pros and Cons for each of them.

Unfortunately, one problem I noticed was the breakdown in communication between all levels of the team. The pattern of communication I noticed was closed and limited to only a small portion of the team as a whole. With such a large building, this is something that needs to be addressed immediately. Opening the lines of communication within the department will strengthen the relationship each member has with their leader. This builds trust and will improve

Meeting with staff, providing the opportunity to discuss concerns, ascertain motivation and build relationships between management and workers. Collect and analyse performance figures and observe trends, (for example absence levels, retention, production or customer service). Use staff satisfaction surveys to determine the mood of employees. Promptly analyse responses to identify areas requiring action.

After meeting with her Senior Director and determining it was expected for her unit to improve their HCAPS scores, Dawn investigated what the current scored of her unit were. After looking up the unit’s HCAPS scores, she discovered the September of 2014 scores, in the categories of responsiveness of staff, and communications with nurses, were well below the average of like hospitals. She then started the managerial function of organizing by developing a plan to carry out the work needed to raise the unit’s HCAPS scores in these two areas.

They enlisted volunteers to help work on the central problems reported by employees. The team soon began to question the effectiveness and efficiency of standard practices. With the help of all employees, the teams eventually devised a list of 30 suggestion that would greatly improve the working environment.

In the organizational structure of MCSS, there was a lack of communication, which failed to address the increasing problems that resulted in loss of control.

The audit was approached in three stages. Initially the audit critically analysed the mission statements and appraised the same. The next step proceeded by conducting in-depth interviews of two department heads and a subordinate employee to identify the gaps in communication. Also as secondary analysis we monitored the behavioural attributes of the employees. Later in the audit various ‘gaps’ were analysed and suggested recommendations that on implementation can fill these gaps.

The main problems of the organization were that the company set strategies to achieve objectives that weren’t focused in the core business and set without considering how many resources and skills does the company would need to reach them, focusing their efforts in processes or products that didn’t add value to the company and decreasing the profits of the