by Herman Bailey | Feb 24, 2023 | Essays |
Finding authentic academic resources online in the health field is often challenging. However, searching highly reputable online academic databases like JSTOR makes it easier to find peer-reviewed/ scholarly articles that are believed to contain valid information. Peer reviewed articles are articles that have been scrutinized before publication by several experts from the same field to ensure the quality of the information provided as stated by Miller (2006). Therefore, I found the article, Leadership and Management Principles for Outcomes-Oriented Organizations by Goonan & Stoltz, in the JOSTOR database. The journal is peer reviewed since it is indicated in the article’s description.
Goonan & Stoltz (2004) looks into essentials of health care delivery and management that contributes to its success. The article focuses on the application of highly effective organizations’ traits such as appropriate managerial strategies, reasonable acknowledged organizational policies, adoption of opportunities and changes, and appropriate risk management to the healthcare sector. It further touches on elements that contribute to the success of healthcare organizations such as appropriate planning, budgeting and health care service evaluation. The article echoes Coben, Steiner, Barrett, Merrill & Adamson (2006) who attribute enhancement of efficiency, improved service quality, financial outcomes, employees and customer satisfaction as well as capacity to execute and respond to varying circumstances in the healthcare sector to excellent managerial strategies. Besides, the article stresses the need for transparency in decision-making, proper financial management and observation of health laws and ethics regarding employee behavior and patient treatment. It further points out the significance of establishing a proper flexible mechanism in response to healthcare challenges.
Goonan & Stoltz (2004) advances my knowledge about the establishment of proper managerial skills that ensures the success of health organizations. The key to good leadership is being open- minded and receptive to new ideas together with abilities to understand and compromise where necessary as implied by Denning (2011). Hence, it is significant to take into account patients’ feedback concerning their experiences as well as expectations and making an adjustment where possible. Considering employees’ views and suggestions regarding management strategies and key organization’s decisions are vital as well. Prioritizing motivation of the health care workforce by offering them reasonable wages and workload hence a workable timetable is also critical. Giving employees in a company the opportunity to advance their skills and acknowledging individual career achievements aid in enhancing quality care. It is also crucial to encourage a culture of teamwork and view the hospital fraternity as a family dedicated to the provision of proper care as reaffirmed by McMillan & Becker (2006).
Health care administration has not been exploited much in the past and is a bit challenging as stated by Coben et al. (2006). Poor leadership is believed to be the major cause of underperformance in the healthcare sector that has crippled most hospitals in the past. Therefore, proper information like the ones provided in the article and experience in healthcare administration is essential in the transition to the sector from the conventional error reigned by mishaps attributed to mismanagement as advised by Eiriz & Figueiredo (2005).
References
Bromby, M. (2009). Virtual seminars: problem-based learning in healthcare law and ethics.
Coben, J.H., Steiner, C.A., Barrett, M., Merrill, C.T., & Adamson, D. (2006).Completeness of cause of injury coding in healthcare administrative databases in the United States, 2001. Injury Prevention. doi:10.1136/ip.2005.010512
Denning, S. (2011). Successfully implementing radical management at Salesforce.com. Strategy & Leadership. doi:10.1108/10878571111176574
Eiriz, V., & Figueiredo, J.A. (2005). Quality evaluation in health care services based on customer-provider relationships. International Journal of Health Care Quality Assurance. doi:10.1108/09526860510619408
Flarey, D. L. (2002). Law & Ethics for Clinicians. Jona’s Healthcare Law, Ethics and Regulation. Doi:10.1097/00128499-200206000-00003
Goonan, K. J., & Stoltz, P.K. (2004). Leadership and Management Principles for Outcomes-Oriented Organizations. Medical Care. doi:10.1097/01.mlr.0000120782.03031.b4
Grieve, R., Sekhon, J. S., Hu, T., & Bloom, J. R. (2008). Evaluating Health Care Programs by Combining Cost with Quality of Life Measures: A Case Study Comparing Capitation and Fee for Service; Evaluating Health Care Programs by Combing Cost with QOL Measures. Health Services Research. doi:10.1111/j.1475-6773.2008.00834.x
McMillan, M. & Becker, J. (2006). Implementing workforce development in health care: A conceptual framework to guide and evaluate health service reform. Human Resource Development International. doi:10.1080/13678860500522975
Miller, T. (2006). PUBLISHER’S ANNOUNCEMENT: Notice of changes to peer-review policy in Superconductor Science and Technology. Superconductor Science & Technology. doi:10.1088/0953-2048/22/1/010101
Philips, S. G., Carey, L.A., & Biedermann, G. (2001). Attitudes Towards Writing and Writing Assistance in Peer-Reviewed Articles.
With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.
by Herman Bailey | Feb 24, 2023 | Essays |
Introduction to the Case Study
Jamjoom Pharma is a well-established pharmaceutical company in Saudi Arabia. The company started in Jeddah in the year 2000 with less than ten employees. The head office is still located in Jeddah City. Currently, the company has over five hundred employees in different departments of the company such the factory, sales, marketing, and registration. There is also an export team in twenty-one countries. The company has a rapidly growing and successful track record contributing to 4.1 percent in the pharmaceutical market in Saudi Arabia (Jamjoom Pharma 2012).
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Since its inception, Jamjoom Pharma has grown and emerged as one of the leading pharmaceutical company in the Afrasia region. Jamjoom Pharma’s market extend from the Middle East, the whole of Africa and the CIS region just to mention a few. As a company, Jamjoom has dedicated its resources to building a market share in these areas. As a result, the firm has improved its market share and grown, its products have also been widely accepted. This strategy has resulted in the success of the company. With the growing number of employees in the company, Jamjoom Pharma future plan is to be enlisted as a top ten company in the pharmaceutical market in Saudi Arabia. To achieve this goal a supportive corporate function has been established. The Human Resource Department in Jamjoom Pharma was created in 2003 to support the exit-re-entry visa from Saudi Arabia and IQAMA cards to other nationality within the organization since Jamjoom has more than 80 percent of its team who are of non-Saudi nationality.
Definition of HRM
Armstrong defines HRM as a planning process that requires the use of and the combination of logical processes to employee approach. He adds that HRM involve all process of developing a system that will lead to the success of the employees and the company at the same time. In other words, HRM should focus on the well-being of the employees (Armstrong 2009). A second definition of HRM is that it is a unique process of managing employees. Through this kind of managements, the competitive advantage of the of the company is attained. After the attainment of the competitive advantage then is used to make plans for the company. This is only achievable if three aspects are integrated, the structure of the business or company, the cultural aspect of both the employees and the business and the human resource or personnel in the company (Storey ed 1991).
The Objective of HRM within an Organization
In an organization, HRM aims at ensuring that the organization attains its goals and visions. Through maximization of organizational effectiveness and capability, HRM helps the organization achieve its goals by making the best use of the resources available (Armstrong 2009). As Mathias, (2011) explains for organizations to achieve their goals they need to take care of the human capital or the intellectual capital by considering employees as the most precious resource. Through this mechanism, the organization can attain important core competencies. Some of the organizational objectives may include building a competitive advantage by the corporate investing in its people. Armstrong and Baron (2002), People have collective skills, abilities and experiences deploy these interests into the organization by making a significant contribution to the organizational success. This creates and constitutes a resourceful, competitive advantage.
Schuler and Jackson (1987), are of the view that HRM is a system. Through this system, the company or business can understand its employees making it easier to motivate and retain them. Besides, the HRM system is created to ensure that employees creatively survive in the organization helping it achieve its goals.
Scarborough and Elias (2002), explain that HRM consists primarily of human capital. It is this human capital that links organizational practices and its employees. If linked successfully, then the organization or company can successfully achieve its goals. The HRM process should, therefore, contain a clear appraisal system, a career management system, a proper rewarding system for its employees and a proper recruitment system (Armstrong, 2009).
In Jamjoom Pharma, the HR department and team coordinates to produce annual appraisal that is used to discuss with its employees. The content of the appraisals report may include business behavior, teamwork, attitude, innovation, time management and commitment towards customers. Consequently, it may include the measurement of how employees run the business to comply with corporate calibration, development plan agreements, and additional skills the employees need to improve their productivity. For example, in February 2012, there were some complaints regarding salaries in the company. To respond to this complaint the company contacted a third party to run a transparent survey in other pharmaceutical companies to measure the productivity per head in each company. The survey revealed that it was necessary for Jamjoom employees to have a salary increment it was then that the company increased its employee’s salaries.
Companies that are faced with numerous competition and challenges require employees that will strive for the success of the company. For example, employees must be able to handle extra working hours with enthusiasm. All these tasks require an employee with a solid psychological contract to make them work even harder. A psychological contract concerns the perceptions of both parties in the employment relationship as explained by Guest (2007). Additionally, as psychological contract may be a form of silent contract between the employer and employee, for instance requiring the employer to provide the employee with training, good working conditions, work and personal life balance, a bonus, career pathways and compensation if the employee chooses to leave the company in return the employee is expected to give the best efforts at work to increase the company’s profits and growth. This paper will outline two HRM functions, the employment process and performance appraisal systems for Jamjoom Pharma
In Jamjoom Pharma, most employees have a psychological contract but this is dependent on the market feedback. This is a safe approach since it keeps the company on up to date strategies to remain the second or third best choice for the employees influencing employee retention.
TASK 1
Identification of hard and soft approaches in managing people
The concept of HRM is associated with the strategic approach to managing people. The proper approach to managing people should aim at adding value for the organization. According to Legge there are only two approaches to managing people (Legge, 1987). Hard approaches to HRM focus on communication through a tough language. It emphasizes on quantitative, calculative and business strategic aspects of management. The hard approach reduces people to objects and they are assessed in accordance to their skills and attributes that the organization requires (Storey 1987). In this approach employees are seen as cost to the organization as well as factors of the production process. The soft approach on the other hand, is more human focusing on human relations. This approach focuses on treating the employees as the most valued assets of the organization to improve the organizations competitive advantage. Employees are involved in the activities and decision-making of the organization (Legge 1995). This kind of management approach assumes the low employee commitment approach that aims at producing reliable and outstanding performance (Walton 1985). Jamjoom Pharma assumes the soft approach whereby it involves the company employees in the decision making process. For instance, when employees ask for a salary increment the company took a step, conducted a research and eventually increased employees salaries. In addition, in soft HRM the organization focuses on training to develop individual employee skills.
TASK 2
Recruitment and Selection
Recruitment is the process of attracting people promptly, sufficient in numbers and with appropriate qualifications to apply for jobs in a particular organization. Selection, on the other hand, is the process of choosing from a group of applicants the individual best for a particular position and the organization (Mandy, R. W. 2008). Recruitment is a vital process for the corporate need to expand own human capital, the risk of choosing the wrong candidate can cause failure of job and operation entitled for while a right candidate can rise business to a maximum extent. HRM has some responsibilities that include recruitment, selection, monitoring, measuring and appraising their attitude and performance in different ways. The steps in the recruitment process are;
a. Recruitment and Planning
This is the initial step in the process of recruitment. It entails drafting of the vacant positions job specifications, indicating the responsibilities that are major and minor, the qualifications, experience and skills needed, the grade level of pay, starting date, and whether the employment is temporary or permanent. Special conditions should also be included if any is needed (Jamjoom Pharma 2012).
b. Strategy Development
After it is clear how many candidates are required for the vacant position, the next step is to the identification of the best strategy for recruiting the candidates to the organization. Before the strategy is chosen certain considerations must be placed in mind. For example whether to use the company candidates or select from outside; the type of recruitment method to be used, the geographical area to be considered when searching for the candidates; the source of recruitment to be practiced and the consequence of activities to be followed after recruiting candidates into the organization (Jamjoom Pharma).
c. Searching
Here the job seekers are attracted to the organization. Two main sources are used to attract the right candidates, first the internal and external resources. These step may include some form of advertisement that is published in newspapers or company websites. Internal sources could include asking the employees in the company to recommend the right candidates for the job.
d. Screening
This is an integral part of the recruitment process. Sometimes screening is viewed as the starting point of the selection process. The selection process starts only after the candidates have been shortlisted. For example, in a University advertisement that requires filling the post of professors, applications are received in response to the advertisement. The candidates are then screened and shortlisted on their eligibility basis and suitability. It is only then the screened candidates who are invited for seminar presentation and personal interview (Jamjoom Pharma).
Job specification is not important at the screening stage since applications are screened for the qualification, knowledge, skills, abilities, interest and experience mentioned in the job specification. The candidates that do not qualify are then eliminated from the selection process. The techniques used for screening candidates vary depending on the source of supply and method used for recruiting. The preliminary applications, de-selection tests, and screening interviews are common techniques used for screening the candidates.
e. Evaluation and Control
The evaluation and control involve looking at the cost incurred during the selection phase. Some of the costs include the salary of recruiters, administrative expenses, the cost of time spent in preparing job analysis and advertisement, the cost incurred in recruiting unsuitable candidates. Considering these costs, the employer must establish whether it is necessary to recruit candidates into the organization. The method of recruitment is also put to test here. In addition, the necessary controls measures are put in place to cost save in the whole process. After understanding the practices involved in the recruitment process, it is necessary to understand the recruitment process in India.
In Jamjoom Pharma, the method of choosing the appropriate candidate by the line manager or the Human Resource Coordinator is usually electronically done. LinkedIn and recruitment agencies in Egypt are used to screen to select the best candidate.
Legal Aspect of Selection
It is right to argue that Jamjoom Pharma chooses its candidates from Egyptian citizens since it is estimated that 90 percent of healthcare providers are of Egyptian nationality. Since there is a restriction, where only men are allowed to drive in Saudi Arabia most of those selected are male since women are not allowed to enter particular premises.
TASK 3
Employee Performance and Reward
Performance management involves a combination of delivering success in organizations through the improvement of the output of the human resource or people through the development of teams and individual contributors (Armstrong and Baron, 1998). Performance management has been numerous been linked to employee performance and objectives of the organization. Performance managements go together with identification, measuring and development of the organization. The aim of performance management is to enhance the production of high-quality leaders who can successfully face challenges and changes within the organization as a result producing competent results in the organization. Performance management includes several skills such as;
a. Planning
This is an effective way of preparing for the future. A successful organization must have a clear plan for its activities. A planned strategy in only successful if the organizations employees are involved. In the planning process, the goals of the organization are identified, and employees are given a clear path for channeling their efforts to achieve the organizational goals. The regulatory requirements for planning employee’s performance include setting up the standards and elements for any performance appraisal plans.
The elements for measuring performance are supposed to be easy to measure, easy to the understanding of employees, can be clearly verified by the investors, those that incorporate principles of equity and easily achievable by the company. Using critical elements employees are accountable as individuals for the assignments and responsibilities. To ensure attainment of these targets, the plans set should work for both the company and employee and easy to adjust to the changing work requirements and demands. When effectively used these plans are beneficial working documents that can often be discussed (Jamjoom Pharma).
b. Monitoring
Monitoring ensures that every project is followed up until its goals are attained. Through monitoring the performance, plan effectiveness is measured through a feedback mechanism. For monitoring to be effective, it is important to include employees in the monitoring plan. For example, employees can be asked about their reviews on a particular program, and how effective it is for the employee motivation. Monitoring offers an opportunity for the project supervisors to determine how well the employees are finding the working standard in the company. Monitoring can help provide the acceptable working standards in the company and which employees deserve a salary appraisal or a rise up the ladder of employment. At the same time, monitoring can help identify problems in the company projects before it is too late (Jamjoom Pharma).
c. Developing
The HRM should focus on addressing and developing the needs of its employees. The monitoring and planning strategies should be dedicated to building a happier employee lot creating a successful organization in return. Some of the developmental strategies include employee training for the acquisition of skills; skills can also be introduced through practice, for example, the company can introduce new tasks that require particulars skills. Employees can also be encouraged and motivated for higher performance, such as salary increments, recognizing the effort of the employees. The introduction of new technology is also another developmental strategy; this can make employees eager to participate in technological projects. The performance management plan is another chance for the company to identify the needs of its employees (Jamjoom Pharma). At the same time, areas for improving good performance stand out and help in the improvement and recognition of employees who have done well improving their performance even further.
d. Rating
From the time to time, the organizations finds it important to summarize its employee’s performance. This helps in comparing performance over time or across a set of employees. It is important for organizations to identify its best-performing employees or department; this is where rating comes in. Rating is a tool used for evaluating employees or a group of employees against the constant elements in the performance plan (Anon., n.d). Rating as a tool can be used to determine performance appraisals.
There are many techniques used in performance appraisal. One is through appraisal interviews. The primary aim of appraisal interview is to improve the performance of the employee. During the interview, the employee can communicate to the employers, at the same time the employee can communicate to the employer what his or her overall performance appraisal stands. This is also an opportunity for the employee to clarify any misunderstanding regarding the performance appraisal by the employer.
The 360-degree appraisal is a mechanism, which requires the employees and other subordinate staffs to rate each other anonymously. The information received is then included in the person’s performance reviews. In this kind of appraisal, feedback is obtained from employees on how they think about each other performance. The 360-degree appraisal can be used to determine how the employees function as a team.
Competency-based involves understanding the skills and competencies of the employees. The competency of an employee is critical to the achievement of organizational goals. The employees are listed down according to the skills that the organization needs. For example, they may be rated based on their educational qualification. The employees that do not meet the performance threshold scale set, and then their issues are addressed in the Performance development plan. Competency appraisal could be based on the responsibility of each employee. A competency-based appraisal is used to encourage focus hence improved performance among employees. In addition, such a system is used to encourage feedback in the organization.
Other appraisal mechanisms include critical incidents, self-appraisal or narrative reports, rating scales, comparison with objectives. All these mechanisms are used to motivate, understand employees better at the same time encouraging high performance among the employees.
Like any other tasks in the organization, performance appraisals are affected by several challenges. The first and most common is employee resistance to the appraisal method used or general appraisal. Employees are prone to resist process or actions that they think will jeopardize their job security. Appraisal performances mechanisms closely scrutinize employees and employees may view the whole process negatively. At the same time, this may happen if the whole appraisal process is not explained to employees on what it intends to achieve.
Another obstacle to performance appraisal is if only employees are subjected to the system. If the system is likely to explore some form of discrimination among the company employees, then it will create an obstacle to the whole process. In addition, if the senior management of the company is not committed to the appraisal method or the results then these can be an obstacle to consequent appraisal plans.
Lack of a proper appraisal mechanism is essential for appraisal performance process. The process is supposed to be fair to all employees. For example, managers should not be subjected to a different appraisal mechanism from the subordinates. Employees need to be provided with solutions to their problems during the appraisal process, and if the mechanism used does not provide a solution, then they are likely to resist the whole appraisal process.
Jamjoom Pharma has a comprehensive appraisal process. The primary aim of appraisal at Jamjoom Pharma is to give bonuses to employee. After each appraisal period, an increase in salary increase percentage is reflected in employee’s salary. With flexible working HRM working practices, achievement of flexible employee is achieved hence high commitment to their projects. Employees are less fatigued since they have less or flexible working hours. If the HRM practices are not flexible then flexible employee commitment is less likely to be achieved. Consequently, establishment of good working environment is primary for the success of the company. For example, Jamjoom Pharma gives its employees an annual international trip to increase inter-relations and encourage information exchange, and acquisition of new skills. At the same time family gatherings of all employees are held every quarter to show that the company cares about the employees’ welfare by giving their families a unique experience.
Conclusion and Recommendations
The main of this paper is to demonstrate how Jamjoom Pharma embraces different HRM practices to improve its competitive advantage. At the same time the papers looks at identifying the main HRM strategies that Jamjoom Pharma adopts. Jamjoom focuses on soft approach to Human Resource Management such as training of the company employees, and strategic to improve the company’s competitive advantage. The soft approach to employee management focuses more on the welfare of the employees while the hard approach focuses on the achievement of the company’s goals and sees employees as objects to be used to attain this goals.
References.
Armstrong, M & Baron, A 2002, Strategic HRM: The route to improved business performance, CIPD.
Armstrong & Baron, A.2004, Managing performance: Performance Management in Action. London: CIPD London.
Armstrong, M. 2009, Armstrong’s Handbook of Human resources management and practices. 11th edition ed. London: Kogan Page Limited.
Guest, D. 2007, Human Resource Management: Towards a new psychological contract. Oxford: Oxford University Press.
Jamjoom Pharma, 2012. jamjoompharma. [Online]
Available at: http://www.jamjoompharma.com/index.php?option=com_content&view=article&id=114&Itemid=195 [Accessed 5 june 2015].
Jamjoom Pharma, 2010, linkedin. [Online] Available at: https://www.linkedin.com/company/jamjoompharma [Accessed 1 june 2015].
Legge, K. 1995 Human Resource Management: Rhetorics and Realities,
Basingstoke: Macmillan.
Mathis, R. L. &. J. H. J., 2011, Human resources as organizational core competencies. In: human resource managment. Mason,USA: Joseph Sabatino, pp. 4-6.
Mandy, R. W. 2008, Human resource management (10th Ed.). Prentice Hall, NJ: Pearson
Storey(ed), J., 1991, New Perspectives on Human Resource Management. Issue Asia Pacific Journal of Human Resources, September, 29(1), pp. 141-142.
Schuler, R. S. & Jackson, S. E. 1987, Linking competitive strategies with human resource management practices. Academy of Management Executive, Vol.1, No.3, pp. 207-219.
Scarborough, H & Elias, J 2002, Evaluating Human Capital, CIPD, Londo.
Storey, J. 1987 Developments in the management of human resources: an interim
Report. Warwick Papers in Industrial Relations, 17, IRRU, School of Industrial and
Business Studies, University of Warwick (November).
Walton, R. E. 1985 From control to commitment in the workplace. Harvard
Business Review, 63, 2, 77-84.
With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.
by Herman Bailey | Feb 24, 2023 | Essays |
Introduction
Manufactured consent is a film exploring the tenets of Chomsky as stated in his book, manufactured consent: the political economy of mass media. Although the film received high accolades and for a while was considered the best documentary from Canada, there are many who feel that it simply did not communicate the message of Chomsky’s book. Unlike popular belief that the film features ideas by Chomsky where he calls upon mass action and desire to lead some sort of movement, the truth is that the film is all about media criticism. According to Briggs, manufactured consent is all about propaganda designed by the media, propagated by the same media and indoctrinated into the lives of people and citizens as the truth (11). The propaganda is set by market forces, where few conglomerates control and run the economics and politics of the country. The media is often the in between, passing on what this conglomerates feel is the right message such as the ideal candidates in voting patterns. In doing so, the media in turn influences the minds of the citizens.
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Role of Manufactured Consent
The media cannot survive or grow without government and private sources. Most of the stories highlight in the news columns, and given time to air on media including stories in corruption and other scandals arise from the sources within these two major players. The citizens on the hand, only play a role is reacting to such information rather than actually playing a role in the production and spread of this information. At one time or another according to Chomsky, an independent media company may come into play. They may report unvarnished truth, exhibiting both the government and private sectors in disfavor. If this happens, the media house is quietly shunned by sources from each of the sides, and in turn lacks news to report. Viewers and readers opt to watch and read information from other media houses and soon this media house is shut down due to losses and lack of viewership.
Media bias: Chomsky indicates that whereas our focus as citizens is always in the truth that media reports, there are not media houses that exist and succeed without bias. Often information is distorted and edited by the media houses to suit either the private conglomerates or the government. The main focus is to gain favor with the group of their choice and in doing so remain in business making profits. Media bias goes beyond just the stories reported to the media; it also includes sanctions imposed by both governments and corporations. With such sanctions, journalists cannot report all the facts as they have received them; they are required to withhold some information to the citizens who believe they are receiving the entire truth from the media.
Developing Intellectual Self Defense
Chomsky shows that there are two categories of people who are adversely affected by manufactured consent, or whose consent is manufactured by the media. In a country there are the educated people, people who have advanced in terms of intellectual understanding. They are expected to have some knowledge and the ability to gauge the truthfulness of particular facts. However, they are often kept busy with social roles such as employment and the desire for financial gains. In doing so, they are simply controlled by the same institutions controlling the media. On the other hand, there are the majorities who have no education and no understanding at all. These are the ones most adversely affected by manufactured consent. They only follow what they see and hear from the media. When the educated focus on identifying the truth and teaching the masses the truth, media imperialism is broken.
The media is the vehicle used to drive propaganda. For propaganda to take root in a population there must be a spread and indoctrination into illusions. Because of the innate desire of people to enjoy creative pieces, they never seek out the truth instead focusing on the artwork and creativity put in place for the piece. Media houses therefore use illusions to mask the facts, to recode the truth and in doing so indoctrinate the people into what is thought to be true. It is important for people to seek out the truth in the propaganda, ignore the illusions and focus on the facts.
MANUFACTURED CONSENT AND ETHICS
Indoctrination: in the film, it is shown that the focus of media is to take away the freedom of choice and knowledge from the masses. Each individual has an ethical right to get the facts and using these facts develop a personal system of choice. However, the media often misdirects individuals from the truth. They are indoctrinated into watching and focusing on irrelevant information such as football games and fancy stories on unique human beings. The media uses these stories to keep them away from any information that could generate facts that are contrary to what the government and private institutions desire. Indoctrination takes away the ability of the people to make their own choices; choices are already made for them since they lack the right information, the complete set of data and the concrete facts.
Changes in history: Achbar states that manufactured consent does not just influence the present generation, it also alters the access of the right information for future generations (74). Majority of today’s decisions are based on what we consider to be true facts as reported by various media sources. However, the documentation of such facts has already been heavily influenced by the media. The information we possess about our past, maybe far from the truth. This means that the media have the power and the ability to alter our identity which is based on the history we have. We are therefore unable to recognize ourselves fully because we lack even the basic facts, facts not about others or the world around us; but facts about ourselves and our own identity. This robs humanity of identity, giving instead a false identity based on propaganda and illusions and which propagates from generation to generation until the truth is hard or impossible to identify.
Protection of life: the foundation of ethics is built on the protection of the freedom of choice and most importantly the protection of the quality of life. Achbar (199) gives an example of where manufactured consent has lessened the quality of life. According to him, the debate on global warming began decades back; however, the media continually indicates that scientists were wrong and misinformed. Majority of the time, credible scientists were discredited by media, they were portrayed as fumbling fools seeking a thrill and out to scare citizens (Kieran 111). Today, however, the symptoms are clear and global warming disasters have become a reality. In the past, the media took away the ability of the human race to prepare itself and attempt changes that would in turn improve the quality of their future lives. This is just but one example where the quality of life has been influenced by the media manufactured consent. In another scenario, the public could be influenced into voting new policies that individuals that in future would lead to a decreased state of wellbeing influencing their ability o earn a living, engage in production and influence the economy of the country.
Control of resources: each human being has an ethical right to access resources that in turn allow them to continue existing and existing in a quality life. In the past, before the influence of media each human being was granted the same chance as another. Today however, the manufactured consent is used to influence who controls the resources. The individual who controls the resources influences the information that is reported to the public. The influence is basically so that the public does not access information and facts that could in turn influence negatively on the individual’s control of resources. The masses are kept locked up in the world of illusions so that they lack the time and energy to question the ownership of the resources, control of public resources and use of the same resources. Hence, the resources are controlled by a few minorities who in turn influence policies and dissemination of information to their favor. The cycle becomes detrimental to the masses because they have lower chances and in many cases nonexistent opportunities to influence the control and use of resources.
Work Cited
Achbar, Mark. Manufacturing Consent: Noam Chomsky and the Media : the Companion Book to the Award-Winning Film by Peter Wintonick and Mark Achbar. Montréal: New York, 1994
Briggs, Robert. Manufacturing Consent?Melbourne, Victoria: School of Applied Communication, 2005
Kieran, Matthew. Media Ethics. London: Routledge, 2002
With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.
by Herman Bailey | Feb 24, 2023 | Essays |
Coastal Medical Center being an already established referral hospital under proper management has the capability to successfully diversify by building and operating an ambulatory surgical center (ASC). The medical center is resourceful in terms of clients (patients) and experience in healthcare management. Its location in a rapidly growing area of Sun Belt in the United States makes it an ideal choice in cases of emergency as it is closer to the people thus its viability in building an ASC. The hospital’s reputable record performance also makes it more marketable thus an assurance of clients. Although the hospital has heard some poor management strategy in the past, it is evident that with the formation of realist and achievable goals under reformed management, ASC facility would be advantageous.
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Successful establishment of a project requires effective planning with the establishment of practical objects as the guideline as stated by Harrison (2010). Similarly, if I were the CEO of Coastal Medical Center (CMC), I would establish a suitable plan for the ASC. Therefore, I would determine the approximate amount of capital required to establish an ASC after analyzing the research findings concerning requirements of its establishment with a team of financial experts. I would then sort for additional funding from banks considering the hospital has been doing well financial. The rest of the funds, I would get from selling hospital shares to the public depending on the physicians interested in venturing in the hospital. I would also acquire tax subsidy as the projects major idea is to benefit the public as advised by Harrison (2010). Concerning the building, I would convert a section of the hospital to house the facility in order to start the project right away and expand later.
The hospital venturing with physicians is advantageous as they will bring in the required expertise. I would also bring on board dedicated, hardworking talented graduates from reputable healthcare training institutions giving them an opportunity to prove their competence. With time, the facility will strive to train more of its own physicians in order to aid offset the workload and guarantee quality care. As for the facilities supply, equipments and medication inclusive, I would acquire from reliable sources under a strict procurement procedures to ensure quality, reliable products as explicated by Ransom, Joshi, Nash & Ranson (2014).
The business plan for the ASC facility would outline the level of care that would be offered and depends on the available resources including relevant medical equipments and expertise. For instance, care would include diagnosis, consultation, observation, treatment and intervention as stated by Ransom et al (2014). The diseases treated may include diabetics and other chronic diseases.
The facility intends to benefit individuals from the area even those who are financially challenged through a system that would offer free services depending on circumstance and its finical position as recommended by Ransom et al (2014). For, instance in rear cases that offers the physicians an opportunity to learn since the area is dynamic. Otherwise, the extent of free services will solely depend on financial position of the facility and may increase or decrease.
For easier communication within the hospital as well as storage and access of patients’ information, I would contract a reputable IT company to set up the system and if possible employ an IT expert for its operation and maintenance. I would recommend for establishment of a central communication system and proper internet connectivity for the hospital as recommended by Harrison (2010). In regard to economic challenges attributed by and other factors, ensuring flow of clients through advertisement and constant reviewing costs of service provision would aid minimize negative economic impacts.
In order to ensure quality care is being offered, I would pay attention to patient’s feedback as they tend to honestly in giving an account of their expectations as well as experiences thus make amends where possible. I would also address issues of patients’ medical delivery quality protocols by ensuring that national standards regarding treatment of patients are implemented by establishing a disciplinary team to aid in their realization as suggested by Ransom et al (2014).
There are several difficulties that may arise in the healthcare environment that are likely to jeopardize the ASC facility’s goal of providing quality care. I would minimize hurdles caused by employee displeasure by creating a friendly working environment. Motivating the workers by offering them reasonable wages, create a suitable working condition and involving them in policy decision making would be on the agenda as well. I would ensure the staffs are enough to minimize workload as well as avoid overworking of workers. In addition, I would create a culture where team work is invaluable and patients are priority. Fostering trust between the patients and the hospital by ensuring the patients’ privacy is well respected and encourage physicians to build good rapport with their patients is also essential as explained by Harrison (2010).
References
Harrison, J.P. (2010). Essentials of strategic planning in healthcare. Chicago, IL: Health Administration Press.
Ransom, E.R., Joshi, M.S., Nash, D.B., & Ranson, S.B. (2014). The healthcare quality book: Vision strategy, and tools (3rd ed.). Chicago, IL: Health Administration Press.
With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.
by Herman Bailey | Feb 24, 2023 | Essays |
Introduction
The Department of Housing in the Eastern Province is seeking proposals from businesses to offer services in management of houses, slum upgrading and construction of new housing units in the province. Pioneer Construction Company seeks to provide services to the government by building new housing units in the province for better housing to the residents. The housing problem in the province has seen the emergence of slums, mismanagement of houses and poor housing structures in the province. Furthermore, the housing problem in the province has also seen an increase in the rate of crime as criminals transform the slums to be their dens.
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Our successful comparative venture bid to do management of 300 units of low income multifamily homeownership housing, under the ownership of the government. This sets off the management program that is expanded to attract the working families and individuals back to an economic area that is revitalizing. Furthermore, this will continue to rebuild and stabilize the Eastern Province’s economic base (Al-Ankary and Bushra, 2009).
Moreover, the Pioneer Construction Company meet all of the requirements prescribed by the Department of Housing in the Eastern Province, in order to qualify to sign any government contract to manage some properties of the governments (Dasgupta et al, 2006). The company will create a section for housing management structured to create and develop private/public partnerships tailored to satisfy the criteria of the government.
Furthermore, the company will be able to make contracts with the government to manage a section of the 2500 government owned, scattered, inadequately maintained and sub standard housing units within the Eastern Province area we deliver our services. The new section for housing management within the company will also enable the Company, effectively and independently, to manage the buildings that are currently in the Company’s ownership and management.
The plan
Project activities
Establishing a new section for housing management will allow Pioneer Construction Company to expand and improve the Company’s fast paced housing agenda for two years efficiently, responsibly and effectively. The new section for housing will formulate a reliable mechanism, quickly respond, to changing external and internal circumstances of the market, and manage the Company’s action plans of the management through the joint ventures (Common Wealth, 2004).
The Company will use the government’s funds to form a section for housing management that will forge public and private company partnerships to manage the 300 controlled, or government owned low income homeownership units of housing in the Eastern Province. The government’s funds will improve greatly delivery of services, by the competent management to more than 5000 Eastern Province residents in about 150 site buildings that are scattered an estimate of a small town (McLeod et al, 2009).
Budget
| INCOME |
|
EXPENDITURE |
|
| SOURCES |
AMOUNT ($) |
USES |
AMOUNT ($) |
| Revenue |
|
General operating support |
|
| Government grants and contracts |
300,000 |
Salaries and the fringe benefits |
700,000 |
| Banks and foundations |
100,000 |
Insurance and taxes |
600,000 |
| Earned income |
2,000,000 |
consultants |
200,000 |
| Fundraising |
_____ |
In kind expenses |
100,000 |
| Donations |
400,000 |
Supplies and Equipment |
500,000 |
| In kind support |
200,000 |
Savings |
90,000 |
| TOTAL |
3,000,000 |
TOTAL |
3,000,000 |
Programs and accomplishments
Every year, Pioneer Construction Company, does help the residents reclaim their neighborhoods back from decay, crime and drugs. Building by building, the Company has developed averagely 70 affordable units of housing for the past three decades (Oxley, 2004).
The current portfolio of housing management represents the whole ladder of housing, ranging from housing the households that were formerly homeless to ownerships of homes for the low income working families. The Company’s tremendous growth of ten years attests to the proficiency.
In 2009 alone, Pioneer Construction Company completed 30 buildings with 320 apartments, and even started another 160 units in 15 buildings. This is about $50 million for one year in constriction.
The Company built housing for the physically handicapped and the elderly on the former garbage and heroin dens. Today, there are parks with flowering plants and trees, sitting areas and about 120 beautiful housing apartments housing the senior people in dignity and peace.
Plan for measuring the expected results
The Company will measure the housing management project by many housing programs and initiatives for housing management which the Company has developed and implemented for the past three decades, and which have already significantly impacted, the quality housing practice in the Eastern Province, and which rest as a model to the government.
The Company will also submit a report of the project upon completion, funded in part by government, under Department of Housing. The Company will also keep complete, accurate and detailed records of expenditures made under the company’s management, and actively participate in the evaluation of the activities of the projects during the course of the year.
The Company will also provide, upon request, an audited financial statement of the expenditure and income related to the income and expenditure by a qualified public accountant who is self-sufficient as documentation that the money from the government is spent on the provided purposes. Furthermore, evaluation of the Pioneer Construction Company overall effectiveness is measured by satisfaction of the residents, and the level of tenant services that are provided and successful. The tenants serve as shareholders in the company and are closely involved in the management, programs and oversight (Common Wealth, 2004).
Conclusion
The Eastern Province which Pioneer Construction Company serve is a collection of numerous sub communities including a variety of new and old mixed use residential buildings, small and retail manufacturing firms, and many elevator–type public housing that are conventional. Approximately half of the Eastern Province’s land and housing are government owned. Furthermore, the area is a blend of ethnic groups, most of whom have median household of $15,000 and poor (Al-Ankary et al, 2009).
The need for affordable housing is a matter of urgency than what the data of census reveals. This under reporting can be attributed largely to illegal aliens, many public housing residents and language barrier, which makes official reporting of census very difficult.
Pioneer Construction Company is a recognized champion in affordable housing management and development in EasternProvince government, with $2 million budget for operations and management portfolio of 150 buildings of 2500 units. According to Dasgupta et al (2006), the government also has a commitment of privatizing building’s management. The low income housing future in the Eastern Province will be effectively answered through private-public partnerships, with backing and support of the community, and the producing capability and managing the Eastern Province housing of the low income residents.
A contract from the government will provide Pioneer Construction Company the opportunity to form the private-public partnership with the government, effectively, to manage 300 low income Province’s owned home ownership housing units in the Eastern Province. Furthermore, it will continue to improve, preserve and dignify the Eastern Province’s fabric.
With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.
by Herman Bailey | Feb 24, 2023 | Essays |
Abstract
Not many people understand that there is an entire community and culture that surrounds people who are hearing disabled. The culture centers on providing support for a people who often find themselves marginalized and segregated. Even in areas which are built to ensure their success, to provide excellent support for the deaf, they often find themselves segregated and set up. In our modern culture, the deaf are often looked down upon, not because they lack skills, talent or character but mainly because they cannot hear. Whereas they can communicate adequately, the hearing often ignore this capability and look down upon it as if it were some form of inferior communication. Whenever a deaf person achieves something or is able to reach a particular skill, they are applauded. However, they are not applauded for the achievement or the skill they have acquired but rather for overcoming what the hearing consider to be a “handicap” and a difficult one at that. It is this kind of thinking and segregation that has led to numerous protests and appeals from the deaf community and its supporters. Requests for changes in laws and policies of organizations are a frequent occurrence. The most popular and widely analyzed of this is the Deaf President Now protest of March 1988. This paper highlights and analyses the causes of this protest, the issues that escalated from small matters and fuelled protesters at Gallaudet University for days and finally concludes with determining the level of success achieved by the protest. The DPN protest gained so much support from politicians and even influential persons so that it is now equated to civil rights movements.
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Introduction
A lot has been said about the DPN protest in 1988 held at Gallaudet. The protest is often touted for laying the foundation for disabled students in various universities. Ladd indicates that understanding the deaf culture, and the behavior of those with hearing impairment or loss requires a complete analysis of the DPN protest (13). The protest is said to have begun with an announcement by the university that a hearing faculty member had been elected president. For decades, the deaf and hearing impaired within the university had been on the campaign to get a deaf president elected. At the time Gallaudet was considered a unique university boasting of more than 100 faculty members with doctorates and who were also deaf. It stands to reason therefore that the deaf community would take up the mantle of demanding a representative who faced their challenges and had overcome the odds stacked against those with hearing impairment.
It is to be noted that indeed during the selection process, there were only three candidates in the finalists. Of the three two were completely deaf while one was of hearing capacity. Despite the qualifications of the deaf faculty members and the call by deaf students and faculty to make a difference by selecting a deaf president; the university board chose to select the hearing candidate. The selection was based on nothing else other than the fact that she could hear. For this reason, deaf students backed by several former students and some members of faculty began a protest that ended with the shutting down of the university. The protest provides a great insight into the culture of the deaf community.
Background
The deaf community is often considered a minority not just in learning institutions such as Gallaudet University but also in social circles. Their challenges and status of minority stems from linguistic barriers. Because of the challenges that they often face, it is not surprising that they often come together and band together in their own support. This was the case in the university in the years before the protest. The university strongly believed in the ability of the deaf to achieve even more than those with hearing capacity. Gallaudet was the only university investing in the educational needs of those with hearing impairment. But even with this strong belief, there existed signs of discrimination and segregation. The deaf culture is one that is based on ensuring self sufficiency for this simple reason. Looking at history also, one can see how the education of the deaf has come with challenges which may have laid the foundation for this protest. For example as Padden and Humpries with the banning of the use of sign language in teaching deaf children, people of hearing capacity made the assumption that they know best the needs of those who have hearing impairment (56). This was one of the reasons why a deaf president, one who faced the challenges of the students and faculty as well was needed.
One of the core values of the deaf community is that the deaf can do everything that those with hearing ability can do. It is on this core value that the deaf community challenged the university decision. the outgoing president Dr. Merrill himself felt that the time has come for the university board to put action where many words had been spoken; by confirming a deaf president. However it would be decades before his advice was even considered. Following the confirmation of Dr. Lee jerry as president without a formal process of interviews, applications and other formalities; the first association for the deaf that is, University’s President’s Council on Deafness (PCD) was founded. This is the association that eventually organized and led the protest of 1988. In accordance with the culture of the deaf, the association brought together those with hearing impairment to address issues and situations where it was felt the needs of the deaf were being ignored or segregated.
The Demand or Issues Addressed In the Protest
Several demands were put in place during the protest which paralyzed the university. Organizers of the protest printed flyers with their demands and posters that showed the issues to be addressed. Majority of the deaf students became aware of the protest on March 1st when the first rally organized to get a deaf [resident took place. the rally and protest itself took the form of a civil rights movement. The rally was attended by thousands of people including the local community of deaf individuals. As the issues were discussed and highlighted more and more people came to participate and play their part in making the demands. The issues highlighted for the protest included:
Resignation of Elizabeth Zinsser and immediate appointment of a deaf president:
According to the culture of the deaf every deaf person is normal. Holcomb states that for the deaf individual, deafness is nature; it is an everyday part of their lives (26). Their community culture does not express regret at losing their hearing ability but rather encourages individuals to gain everything they can to support their own goals and achieve all that they can. The two candidates in the race for university president had lived by this mantra. They pursued doctorates and got all the qualifications required for them to become president. However, they were disqualified on the basis of their hearing ability only.
This was in complete opposite of the university mantra, supporting the deaf students and faculty to achieve all they can. Furthermore, deaf students and faculty were often facing special challenges which were either considered insignificant or completely ignorant. With the university being dedicated to serving the needs of the deaf community, who better to lead the charge than a deaf president. For the students and faculty, the two finalists had presented a ray of hope to the challenges they faced. It should be nice to have the person making decisions and running the institution; to have undergone the challenges and odds of being deaf. However, this hope was ultimately cut short by the confirmation of a hearing president.
Resignation of Jane Spilman: Jane Spilman held the position of the board of trustees that confirmed Zinsser as president of the university. The deaf community felt that in her own way, she has segregated and maligned the rights of the deaf community. By refusing to appoint a deaf president, she had essentially put forth together with her board that despite the university belief that all deaf people could achieve and do anything, the board of trustees did not actually believe so. The deaf could have qualifications and skills to do anything, but then fall short in the final appointment simply because of their hearing impairment.
During the protest several def individuals age moving and motivational speeches to the deaf. The main theme was that despite their hearing impairment, the deaf child, student and even adult could achieve just as much as the hearing child. Spillman’s resignation was supposed to send a message to the university board. The board had based their decision on simple tradition, where all other boards had elected and confirmed a hearing president. However, in doing so they had shown the worst possible form of segregation not just to the deaf student but also to the deaf faculty members.
Deaf people should constitute a 51% of the board: Christiansen and Barnatt states that it is often imagined that the few deaf members on the board at the time were outvoted by their hearing partners in the selection of the president (67). Some were probably intimidated because they represented the minority vote on the board. In order to ensure that the rights of the deaf community and the challenges faced by the same community are addressed, the representation needed to have the deciding vote on all decisions in the university. It is to be remembered that the university was set up in favor of the deaf students, and therefore this demand to be fully represented and to hold the deciding vote in all matters was not strange.
In fact this issue received complete support from even people in the legislature such as Vice President George Bush. They felt that the university in refusing full and more representation in the board was essentially denying the rights of the deaf in the university. Several organizations and even the main stream media latched onto this issue. Majority felt that the decisions made in the university would be totally reversed with proper representation of the deaf.
No repercussions for protestors: at the beginning on the protest, the university board had issued warnings that all who participated would face one form of repercussions or another. However, as the protest gained momentum, the participators demanded that the university not carry out its threats. The protests were attended and organized by university students and faculty members. It was felt that punishing the participants would indeed be another form of segregation of the deaf community within the campus.
DPN provided a unique ground where for the first time deaf students and faculty members came together with clearly defined goals. Being the only university for deaf and hard hearing students, protestors believed that the time had come for the university to be run by those it was established to serve. DPN presented a cohesive and quite speedy force which the university was not ready to deal with. The protest aimed to remove any barriers that often segregated those that were deaf and hard of hearing from the hearing who were often considered better for their ability to hear only. With the mainstream media picking up on the protest, it became symbol for the rights of the deaf and hard of hearing individuals.
The Impact of DPN Protest
Coleman suggests that the biggest impact of DPN was to those who could hear, the protest reminded them that the deaf people would not accept limitations placed on them (78). Just because an individual is considered deaf does not mean that they cannot do what the hearing person can. Whereas majority spoke and reaffirmed this statement, few actually believed this to be true until the repercussions of the protest were announced. The protest also reminded the deaf individuals that they could achieve as much as they wanted to achieve. Since 1988, the university has graduated many who are deaf and who have chosen what many would have thought to be difficult career paths for the hard of hearing.
The most lauded of all effects was the setting up of various legislations in the weeks following the protest. Senators such as Tom Larkin came out in support of Gallaudet University supporting bills and passing laws that favored the rights of the deaf. Notable among them was the telecommunications accessibility bill, which demanded that all forms of communication be made user friendly for the deaf. The repercussions of the protest therefore went beyond Gallaudet University. The nation itself was made aware of the neglect that had been forced onto the deaf citizens of the country. For more than two centuries nobody had considered the rights of the deaf, until the DPN protest they were considered an insignificant minority.
Finally the protest itself was a success within the university grounds. The board rescinded the confirmation of a hearing president, and in the place of Zinsser appointed Jordan King who was one of the hard of hearing finalists. King was appointed by an act of congress. He served for twenty years as president leading the university to being one of the best and greatest institutions in the nation serving the rights of the deaf. The protest was called off a week after it had begun, with the organizers declaring it a complete success as all their demands were met.
Work Cited
Christiansen, John B, and Sharon N. Barnartt. Deaf President Now!: The 1988 Revolution at Gallaudet University. Washington, D.C: Gallaudet University Press, 1995.
Coleman, Paul J. Asymmetric Bargaining Power: Case Studies of a University Protest and Prison Hunger Strike. , 1995.
Holcomb, Thomas K. Introduction to American Deaf Culture. New York: Oxford University Press, 2013.
Ladd, Paddy. Understanding Deaf Culture: In Search of Deafhood. Clevedon, England: Multilingual Matters, 2003.
Padden, Carol, and Tom Humphries. Inside Deaf Culture. Cambridge, Mass: Harvard University Press, 2005.
With a student-centered approach, I create engaging and informative blog posts that tackle relevant topics for students. My content aims to equip students with the knowledge and tools they need to succeed academically and beyond.
