Staffing Essay

TOPIC 1 INTERNATIONAL STAFFING IN A MALAYSIAN MULTINATIONAL ( PROTON ) MANAGING PEOPLE IN MULTINATIONAL ORGANISATIONS TBS 981 MASTER OF INTERNATIONAL BUSINESS SYDNEY BUSINESS SCHOOL – INTI CAMPUS PREPADED BY: Yeow Sin Kah (4785149) LECTURER: Dr. Peter McLean SUBMISSION DATE: October 19, 2014 Executive Summary This report examines and evaluates various topics concerning the difficulty of international staffing. We aim to provide a holistic guideline and report that can aid and assist

Inadequate Staffing The work environment may exacerbate fatigue in nursing causing them to leave because they cannot provide good care to patients (Purdy, N., Spence, K., Finegan, J., Kerr, M., & Olivera, F., 2010). Gellasch conducted a study (2015) which concluded increased shift lengths put nurses at risk for exacerbating fatigue, causing them to make errors, and forcing them to leave the clinical care setting due to lack of support from colleagues and employers, and inadequate staffing. Chan

dialysis clinics in California to have a mandated minimum staffing requirement. Furthermore, SB 349 (2017), as initially authored by Senator Ricardo Lara, would also require that dialysis clinics to provide patients with forty-five (45) minute transition time, and frequent inspection be done yearly instead of every five to six years (SB 349, 2017). With this regulation in place, patients will be provided with a higher level of care. The mandated staffing ratios would also help promote patient safety. Furthermore

taken to support the positive and negative outcome of nurse to patient ratio. A peered review research study conducted in Taiwan by Liang, T.W. et al. (2012), focused on nursing staffing and the direct nursing care hours and patient mortality. The purpose of this study was to find a “relationship between nurse staffing and patient mortality of acute care hospital under a universal health insurance system and provide explanations for some of the phenomena that are unique in Taiwan” (Liang, Y.W. et

Registered Nurse (RN) staffing in the hospital setting has direct correlation to nurse-to-patient ratio which has become an ongoing area of concern when it comes to patient outcomes. According to the Center for Disease and Prevention (CDC, 2015) more than one million RN’s work in hospitals, which makes nursing the largest hospital workforce (p.1). In 60% of U.S. hospitals, vacancy rates for RNs have increased since 1999; 14% of hospitals now report a severe nurse shortage (i.e., >20% of positions

As a solution, core staffing should consist of at least two registered nurses, an ED physician, and secretary on duty at all times, with a plan for increases based on current census and acuity, nursing time and interventions, length of stay, skill mix and patient care time (Emergency

program managers and executives that are focused on staffing. In this area a common language must be ensured to support hiring practices. The lack of common words and definitions can cause serious communication concerns between program managers and suppliers of benchmarking workforce programs across organizations. In order to help prevent these issues, lexicon suggests a set of “working definitions to be use by program managers (American Staffing Association 2015, para.1). Some of these terms are

2. Polycentric Approach. A polycentric staffing policy uses host- country nationals to manage local subsidiaries and helps local motivation and morale. a. Advantages of the Polycentric Approach. A polycentric approach is used

that minimum, specific, guaranteed nurse staffing will produce better patient outcomes and alleviate nurse workloads and increase job satisfaction” (Smith, 2010, para. 14). While Senator Boxer is reported not to have enough sponsors for the new bill, the author concludes that passing the legislation will play a critical role in transforming the services offered by registered nurses in the United States (Smith, 2010). Second article that talks about safe staffing levels and mandatory nurse-patient ratios

Winch-It to adopt ‘Sales subsidiary structure’. I judged that it was the most appropriate stages to dive in among the four stages of internationalization considering the company’s situation and attitude. In the staffing context, I recommend Winch-It to take the ethnocentric approach in the staffing context and the balance sheet approach in international compensation. Finally, in international performance management, I listed several issues need to be concerned and suggested adopt not ‘TCN role conception’