Consultation Skills In Relation To Nurse Prescribing

Consultation Skills In Relation To Nurse Prescribing Nurse prescribing was translated into reality in the latter part of the 1990s when a cohort of about 1,200 nurses received specialist training in order to allow them to feel confident and competent in the prescription of certain drugs and medications. In the best traditions of scientific endeavour, they were subject to a barrage of audits and studies to see how they actually performed. As in any new project there were inevitable protagonists and detractors and the initial results of the first eight studies were extremely positive. (Legge 1997) the accumulative results of the initial studies showed that nurse prescribing had been proved in terms of safety, efficacy and improved working practices. The reports did not make any comment upon the cost-effectiveness of the prescribing as the cohort studied was too small for statistical analysis. The head of the evaluation team (Prof. Luker 1997) commented that at best, nurse prescribing should be cost neutral why should it be any cheaper? By 2000, the first comparative studies were emerging with sufficient cohort size to give a meaningful evaluation of the scope and efficiency of nurse prescribing. Venning (et al 2000) compared efficiency and cost of a cohort of nurse prescribers with doctors in the same geographical area. The study cohort was over 1,300 patients. This particular study was extensive in its analysis and many of the results are not particularly relevant to the subject of this essay, but the significant outcomes showed that there was no significant difference in health outcome, prescribing patterns or prescribing cost. Nurse prescribing was therefore proving itself to be both an effective and efficient resource for the NHS. (Little et al 1997) Consultation and communication skills Empowerment and education of patients is now well recognised as an important goal but most healthcare professionals. (Richards 1999) it follows that if patients are to be involved then their particular priorities must be ascertained and addressed, usually in the mechanism of the consultation. A frequent finding in many of the studies on the subject is the fact that patients tend to prefer prescribers (nurses or doctors) who listen and also allow them to discuss their problems in an unhurried fashion. (Editor BMJ 2000) This essay is particularly directed to the issue of consultation skills in relation to nurse prescribing. Although we have briefly examined the overall issues of nurse prescribing, the consultation is obviously the core skill required to establish the diagnosis and therefore the appropriate treatment and prescription. Many studies have looked at the influence of communication skills on prescribing and other factors related to the consultation. (Richards 1999) Many authorities (Butler et al 1998) advise that the prime skills associated with the prescribing process are: Adequate exploration of the patients worries Adequate provision of information to the patient regarding the natural processes of the disease being treated The advisability of self-medication in trivial illness The various alarm symptoms that should be notified to indicate that there may be problems with the treatment. (Welschen et al 2004) These various aspects are explored further in a particularly well written and informative book by Platt and Gordon (1999) it reflects on the fact that doctors and nurses are not generally particularly well trained in the art of communication skills. In the words of the author we re not very good at transmitting information, and were no better at picking up the signals that patients try to send. Critically, they make the point that individual prescribers are not particularly good at varying their approach to the different type of patient. Clearly, the better the level of perceived empathy between prescriber and patient, the greater the level of compliance is likely to be. This is likely to be reflected in greater patient satisfaction, greater compliance with instructions generally and improved outcomes and again, in the words of the authors fewer lawsuits This particular book highlights and gives practical advice on all of the common pitfalls of prescriber patient communication. The way that prescribers will often duck issues where they feel uncomfortable or feel that their knowledge is not particularly sound, or perhaps fail to respond to the distress signals sent out (either verbally or non-verbally) by the patient. They also highlight the dangers of closing the conversation early due to pressure of time and not adequately exploring ambiguous answers. The hostile and the heart-sink patient can be a particular headache to the prescriber and inappropriate decision can be made unless great care is taken to specifically tackle these issues. (RPSGB 1997) Some commentators in the field of nurse prescribing have refered to the fact that the skills of communication, when they have been taught, have concentrated mainly on the fields of history taking and diagnosis. The issue of communication in relation to prescribing has received much less prominence. (Elwyn et al.2000) The paper by Cox (et al.2000) found that it was common practice for prescribers to initiate the discussions about just what medication there were going to prescribe, rarely refer to the medicine by name and equally rarely refer to how a newly prescribed medication is perceived to differ in either action or purpose, to those previously prescribed. Patient understanding is rarely checked as it is usually assumed after the prescriber has given the prescription. Even when invited to do so, patients seldom take the opportunity to ask questions. (Cox et al 2000) The same author found that prescribers would emphasise the positive benefits of the medication far more frequently than they would discuss the risks and precautions, despite the fact that the patients perception was that such a discussion is seen as essential. In summary, this leaves a situation which is open to misinterpretation, uncertainty as a result of unadressed worries and for patients to be ambivalent towards the medication that they have been prescribed. (Drew et al. 2001). It clearly is not a situation which one could have confidence that the patient has a sound knowledge base about his treatment and has a positive attitude towards compliance. The point relating to communication failure resulting in poor treatment outcome (primarily in relation to non-adherence to treatment instructions) was explored in depth in an excellent paper by Britten (et al 2000). The various consultation skills were critically analysed and broken down into 14 different categories of misunderstanding. In short, all of the failures of communication were associated with a lack of the patients participation in the consultation process. Significantly, all of these 14 categories were associated with potential or even actual less than optimal Outcomes as they resulted in either inappropriate prescribing or inadequate treatment adherence. It was very significant that the authors concluded that many of the errors were associated with assumptions or guesses on the part of the healthcare professional, and in particular a lack of awareness of the relevance of patients ideas and beliefs which influenced their compliance with the prescribed treatment. (Elder et al 2004) There is evidence that failure to actively engage in, or even consider, the patient s perspective is a common failing amongst prescribers. (Britten et al 2000). Many take the view that simply arriving at and stating a diagnosis is sufficient credibility for the provision of a prescription. Even when drug therapy is considered essential (such as insulin and thyroxin) many patients will experiment with dosages and drug-free periods. (Barry et al. 2000). It follows that such experimentation is likely to be all the greater when medication is used when the benefits are less immediate (eg. In prophylaxis).If the prescriber is aware of these factors, it will undoubtedly help to achieve compliance if they are overtly addressed during the consultation process. Concordance vs. compliance Elwyn (et al 2003) took a slightly different approach with regard to the consultation process and prescribing. They advocate the process of concordance which is described as the process whereby there is a negotiation between the patient and the prescriber which involves a discussion about the perceived benefits and drawbacks of the proposed medication, together with an exchange of beliefs and expectations. This terminology reflects not only a change in emphasis but also a change in attitude of the prescriber. This area used to be termed compliance which was a reflection of the now outmoded concept of implicit power and authority invested in the prescriber. The term was seen as being authority laden (Marinker 1997) where it was expected that patients complied implicitly and without question when a prescription was given. There was little acceptance that patients would actively participate in the decision making process that surrounded the generation of the prescription. (Cox et al. 2002) At this point in time, there is little published evidence that this process actually leads to improved clinical outcome measures, but consideration of ethical principles would allow us to conclude that the involvement of patients will inevitably result in safer and better patient care. (Elwyn et al. 1999) If we examine this argument further, any healthcare professional will appreciate that a great deal of modern medical treatment involves prescribing in one form or another. We also know that a substantial proportion of the medication that is currently prescribed is not taken or, worse still, inappropriately utilised. (Haynes et al 2003). Careful research shows that where this occurs it is primarily due to a conflict between the prescribers views and those of the patient. (Britten et al 2003). Further studies have shown that where prophylactic (or preventative) prescribing has occurred the situation is statistically worse. One can presume that this is mainly because, in these conditions the patient tends to be asymptomatic and therefore the perceived need to take medication may well be less. Again, this reflects a failure of communication between patient and prescriber. (Coulter 2002) As a result of this, the prescriber, in general terms, has to be aware of the possibility of what is know, in academic circles, as intentional dissent. The patient may choose to actively disagree with the prescribers instructions because they may either have become party to other information about the medication, or because they may have experienced some side effect and, being not fully appraised of the reasons for taking prophylaxis, may simply choose to discontinue it. (Barry et al. 2000) Conclusions The last decade has seen important strides forward in the field of nurse prescribing. The success of this venture would strongly argue that it will progress further still in the future. Hand in hand with this success goes the realisation that nurse prescribing carries with it a responsibility to fully understand the issues that relate the act of prescribing to the eventual treatment outcome, together with the factors that tend to confound such linkage. The progressive acceptance of the paradigm of concordance (by all prescribers not just nurse prescribers) offers all healthcare professionals a mechanism to move towards ever safer and more successful prescribing. Accurate identification of the patients perspectives, needs and beliefs and then the addressing of any significant differences between these and the prescribers requirements, are seen to be progressively more important in the successful delivery of nurse prescribed health care. The advent of nurse prescribing brings added responsibility to the more traditional role of the nurse. It is important not to neglect the importance of the role of reflective practice in this area (Gibbs 1998). It is not just the act of writing out the prescription that is important, but it is the understanding of the processes and dynamics of the interactions that are taking place between prescriber and patient that are the fundamental key to good prescribing practice (Kuhse et al 2001).

Me Talk Pretty One Day Essay

This essay written by David Sedaris is a walk down memory lane where David tells about his experiences and troubles when he studied French in Paris. The story takes place the first day after the vacation. He moved to Paris with hopes of learning French but it turns out that it was not as easy as he first thought. He only had one month French class before he left the safe hometown of New York. The school is an international school where all kinds of nationalities and languages are gathered but where French is the only language allowed to be spoken. David ´s limited ability to speak French makes him very nervous. Further, it only makes it worse when the rest of the students speak what sounds like perfect French to him just with some different accents. It proves that confidence plays a significant role when you communicate and speak in a foreign language. He feels everyone else speaks perfect French and he is one of the few who is not able to do the same. The school is barely started and he already begins to feel like an outsider. Everybody at the school is expected to perform from day one where there will be no mercy. That’s the way it works. It is as David described with figurative words â€Å"It ´s everybody into the language pool, sink or swim†. It is a rapid way for the teacher to see how the students perform. The class begins and the teacher walks in. From now on the teacher is judging every move and every mistake. You get the impression that this teacher is tough and also a little bit evil. The teacher asks the students one by one which things they like and which they dislike. A student called Anna is asked and answers that she hates mosquitos. The teacher is quick and respond with sarcasm â€Å"Oh really, how interesting. I thought that everyone loved the mosquito†¦.† This illustrates pretty much how the teacher’s personality is. She isn’t a sweetheart who thinks the students need some good care and help because they are unsecure in the French language. She is more old-school and teach according to the old saying â€Å"you learn from your mistakes† she nearly pushes the students to make errors and then point them out. It seems insensitive and cruel but the method may works David later describes, again with a metaphor: â€Å"She hadn’t yet punched anyone, but it seemed wise to protect ourselves against the inevitable† what can be interpreted as the students starts thinking in French even though they ´re not the persons who are being asked. The students are becoming afraid of her with her sarcasm, rough tone and the way she keeps attacking even when the slightest mistake is made. Another student whose name also is Anna was asked the same question about which things she loved and which she hated. Obviously, she was a little bit nervous after having watched her classmates being humiliated by the teacher. Besides that Anna is insecure in French like the rest of the class and limited in terms of vocabulary. This makes her appear more foolish than she really is because she has complications in expressing herself. That part is the most important and interesting in relation to the theme: Language is power. Another example is that people change if they feel uncomfortable and can ´t communicate as much as they want to. David says: â€Å"Before beginning school, there ´d be no shutting me up, but now I was convinced that everything I said was wrong† this shows a big change in his behavior only because he is afraid his French is so bad that the rest of the class can ´t understand him. As already mentioned, a person ´s personality can change if (s)he ´s not able to communicate in a foreign language. David is maybe able to understand a big part of what is being said but understanding and speaking a language doesn’t necessary go hand in hand. There is a big difference bet ween the two things. Understanding is just a small step to speaking a language fluently. If you don’t speak a foreign language in another country this might result in an identity which seems completely diverse from the truth. That is exactly what happened to David. His insecurity gave him an identity he maybe didn’t like. This identity didn’t show the real David. Perhaps the other students considered him as a quiet and boring person just because of his lack of confidence in speaking the language. I think the purpose of this essay is to discuss the subject language. The essay was published in 2000. David Sedaris tried to bring this subject to debate in a time where the globalization brings every nation closer to each other and therefore needs a way to communicate. It was a current theme in 2000 and still is today in 2013. China is growing bigger and is historically not speaking anything else but Chinese. In my opinion this big country needs a way to communicate o ther than their mother tongue as they play an essential role in the international trade. Besides that the subject is relevant to my age as a student in Gymnasium. Pupils in Denmark begin to learn English in 3th grade and later you will be given the opportunity to choose German or French and Spanish. This makes the students able to communicate with, if not the rest of the world, then a huge part of the globe. This opens up the world and gives a lot of possibilities.

Payroll Department

Chapter 1 INTRODUCTION Background of the Study The manual process of payroll system comes with a step by step procedure, first is to establish a timecard system where employees fill out a timesheet or use a time clock. Use timesheets that contain unfilled slots for regular, vacation, personal or sick time. Create a separate filing system for all timecards submitted. If employer have salaried employees, create a log with the salary amount each employee should be paid each pay-period (Grace, 2012).According to the definition of Roos (2005) a payroll system involves everything that has to do with the payment of employees and the filing of employment taxes. This includes keeping track of hours, calculating  wages, withholding taxes and other  deductions, printing and delivering checks and paying employment taxes to the government. In addition, payroll system enables the employer to process its payroll through a computerized system. As stated by McGraw (2009), payroll is the sum of al l financial records of salaries for an employee, wages, bonuses and deductions.Payroll plays a major role in a company for several reasons. From an ethics in business viewpoint payroll is a critical department as employees are responsive to payroll errors and irregularities: good employee morale requires payroll to be paid timely and accurately. The primary mission of the payroll department is to ensure that all employees are paid accurately and timely with the correct withholdings and deductions, and to ensure the withholdings and deductions are remitted in a timely manner. A payroll system is the method used by payroll professionals to pay employees for their services.Regardless of the type of system used, there are basic functions that must be performed–calculation of hours worked, deductions, personal information and benefits. Payroll system allows the employer to perform the tasks necessary to ensure accurate and timely paychecks. Through the payroll system the employer creates procedures that coordinate the payroll department with these other departments. In addition, it assists human resources with tracking employee's benefit days, such as vacation time, personal time and sick time.Payroll system often has the ability to automatically transport employee punches/swipes from the timekeeping system into the payroll system automatically (Trias, 2011). It is really inescapable fact that having a manual procedure in creating payroll system takes a long time to finish a certain task because of the many steps and processes that should be taken. There is the collection of data such as daily time record, remittances, and individual manual calculation of payroll. Individual data is transferred through sheets, encoding and double checking after calculating.All this process requires labor and effort to complete the task (Quidgara, 2009). A manual payroll system requires that the payroll be processed by hand and is therefore a considerably slower procedure tha n an automated system. The former makes payroll processing simpler, and reduces errors, which are more likely with the manual system (Grace (n. d)). Manual payroll system requires payroll processing to be done completely by hand. Therefore, time card, wages and payroll, tax computations, wage garnishment and voluntary deductions are done manually.Furthermore, paychecks and pay stubs are handwritten or printed on a typewriter. The main disadvantage with this system is its high room for errors. The more manual computations the payroll representative has to make, the more errors she’s prone to make. Furthermore, it’s time-consuming because to ensure the payroll is accurate, she has to triple-check the data before printing checks. Even then, it’s possible to miss errors. Paper filing is required with this system, which can create clutter.Furthermore, if the payroll representative does not understand how to calculate payroll taxes manually, erroneous tax withholding, reporting and payment occur. This can result in penalties from federal and state tax agencies (Grace n. d). According to Schievelbein (n. d)The Department of the Interior, National Business Center’s (NBC) Federal Personnel/Payroll System (FPPS) is a modern, mainframe-based, portable, integrated, on-line, and real-time personnel and payroll system. The system provides personnel and payroll support to numerous agencies.The system is customer-driven, creating and generating the full life cycle of personnel transactions, enabling agencies to maintain records electronically. FPPS handles all current regulations including specialized pay, garnishments, special appointment programs, and more. FPPS was developed by the NBC using state-of-the-art database technology, fourth-generation language, structured development methodology, and computer-aided software engineering tools for robust performance and ease of maintenance.FPPS is a highly sophisticated and comprehensive database manag ement system providing an extensive array of human resources (HR) and payroll automation support within its core, including requirements prescribed by client agencies, the NBC's centralized Payroll Operations Division (POD), and the Office of Personnel Management (OPM). The FPPS application supports Requesting Office, Time and Attendance (T&A input), Servicing Personnel Office, Security, Time &Attendance Maintenance, and Pay Maintenance commands for Federal employees and Emergency Workers (Casuals).All data is defined in a single database which eliminates redundancy and multiple update routines. The single database concept also provides for ease of maintenance and ensures data integrity. Security is controlled by the customer and is sufficiently flexible to support all business processes. The system is table-driven to facilitate real-time data updates and maintenance. Many of these tables are on-line for customer use. FPPS also offers all required electronic interfaces with the U. S . Treasury, OPM, National Finance Center (NFC), and various accounting systems.The system offers extensive data warehousing capabilities. In an Automated  Payroll System, companies offer computer  software  that will assist you in processing payroll. You will need to input information for each employee when he is hired, but after that, the  software  will calculate payroll taxes and other deductions automatically. The advantages of this type of payroll system are numerous: Fewer potential mistakes and less time spent processing payroll. In addition, employees can be trained to run the rogram more easily, so you won't need to depend on just one person to process payroll (Richerd, 2008). A computerized payroll system saves on time and lowers your error ratio. You can enter payroll payment information quicker than with a manual system, and run payroll registers to double-check your information before printing the checks. This allows you to detect errors and adjust them before hand. Additionally, computerized payrolls simplify tax processing by computing the data for you and allowing you to do bulk print runs (Grace, n. d). A study of Marata (2011), St.Peter’s College Employees Payroll System is a system that enables the employees of St. Peter College to view the information on their payroll in a computerized manner. Nowadays all establishments are becoming modernized; they use modern technology to make a transaction fast, easy, and accurate in order to avoid and lessen the time consumed, and having a modern technology in an establishment protects and secures confidential information. It also helps human to solve and understand complex problem and analysis such us the computational need of humans.Especially to business establishment or corporation or even schools in processing enormous data and complex transaction, payroll is an example of complex transaction because it is a critical business operation dealing with numerous accounts, and produces p lenty of confidential files. An automated payroll system will not only provide an accurate calculation and fast process of payroll transaction but it will secure data through security implementation and accordingly arrange files provided by a designed database that will produce a paperless environment and a tool to help a certain user to make everything in an orderly manner.The developers have decided to solve the problems in a way that we will create a system that will lessen the time in manually entering the formulas for every employee of St. Peter College and to organize all the paper works of the Accounting Department of St. Peter College. Now that technology had made great approach in organizations, institution and even private companies, Payroll System for Silverio’s Seafood and Restaurant is not an exemption. This company needs this technology.Silverio’s Seafood and Restaurant was founded on March 10, 1996, located at Arellano Bani, Dagupan City. It is being man aged by Ms. Theresa C. Neihum. With the use of the system, it can provide an accurate and reliable process of computation of the employee salary. Deduction of SSS, PhilHealth and others is automatically computed after data has been entered. In line with this project, the developers came up with payroll system for Silverios Seafoods and Restaurant which will raise the business standards to be more competitive.Through this integrated system, it will no longer have a burden in doing payroll transactions through the use of payroll system it will easily calculate the employee’s salary, deductions and by automatically generating a pay slip. It will help promote quality of service and avoid waste of time since there are no such longer delays in the computation of employee’s salary. Conceptual Framework In order to provide this study with its groundwork, the developers utilized the concept of Input-Process-Output. Figure 1. 1 shows the paradigm of the study entitled Payroll Sy stem for Silverio’s Seafood and Restaurant.The input parts of the research paradigm consist of the current procedure in payroll, hardware and software requirements and features of the proposed system and acceptability of the system. In the process variable, Waterfall model was chosen as the software development methodology which consists of the five phases such as requirement analysis and definition phase, system and software design phase, implementation and unit testing phase, verification and system testing phase and the operations and maintenance phase.The developers output for this project is the Payroll System for Silverio’s Seafoods and Restaurant. After gathering the needed inputs, the developers came up with the output which is the Payroll System for Silverio’s Seafood and Restaurant. Figure 1. 1 Schematic research paradigm for Payroll System for Siverio’s Seafoods and Restaurant Payroll System for Siverio’s Seafoods and Restaurant Waterfal l Methodology * Requirement Analysis and Definition Phase * System and Software Design Phase * Implementation and Unit Testing Phase * Verification and System Testing Phase Operations and Maintenance Phase 1. Current process in the payroll System. 2. Hardware and software requirements of the system. 3. The features of the system. Process Output Input Statement of the Objectives This project aimed to design, develop and test a Payroll System for Silverio’s Seafood and Restaurant. Specifically, it sought to meet the following objectives: 1. To identify the current procedure in payroll; 2. To identify the hardware and software requirements of the system; 3. To describe the features of the system; and 4.To test the acceptability of the system. Significance of the Study The main purpose of the study was to develop an efficient and reliable system that will be used by the Finance Department of Silverio’s Seafood and Restaurant in the generation of payroll of the employees. T he system will improve the manual process and provide accurate information in the company and will benefit the following entities: Silverio’s Seafood and Restaurant. The system can help the company accomplish their goals and objectives, to lessen the hassles in manual computation of employees salary.The computerized payroll system will help the Silverio’s Seafoods and Restaurant to have an integrated and organized process of managing and calculating salaries for the employees. Finance Department. The system reduces the slow process of computation of payroll for each employee. This provides an accurate and reliable process of generating payroll. Treasurer. By using the system, it will minimize the time consumed by the cashier in the computation of employee salaries and has an accurate and fast generation of payroll. Developers.This study will serve as training and experience for the developers. It will also enhance their knowledge on software development. Future Develop ers. For future developers, this project will serve as their references in conducting the same study. Through further reading, future developers can get ideas out of it that will guide them to create and accomplish their projects. Scope and Limitations The study focused on the development of the generation of payroll of employees which is computed based from the rate per day, overtime, gross, net pay, and deductions such as SSS and PhilHealth.An additional feature of the system is a log-in log-out process for security purpose. Other features include file maintenance which can add employee record, edit employee information, and generate pay slip for each employee. Computation of payroll is done every 15th and 30th day of the month. The system will exclude the monitoring of employees absences or tardiness or even daily time record and leaves-of-absences, as well as generation of report of leave of absences of each employee. Definition of TermsTo have better understanding of the terms used in this context. The following terminologies were defined. Calculate. Is a deliberate process for transforming one or more inputs into one or more results, with variable change. Deduction. The act of deducting or subtraction. Gross Pay. Is an  employee's  regular  remuneration  including  allowances,  overtime pay,  commissions, and bonuses, and any other  amounts, before any  deductions  are made. Net Pay. Portion of a  salary  or  wages  that an  employee  actually gets (takes home) after  paying  all  deductions  and taxes. Payroll. Total  amount  required  to  pay  workers  and  employees  during a  week,  month  or other  period. Payroll System. A payroll system involves everything that has to do with the payment of employees and the filing of employment taxes. Salary. Agreed-upon and regular compensation for  employment  that may be paid in any  frequency  but, in  common  practice, is paid on mon thly and not on hourly,  daily, weekly, or piece-work basis. Systems development life cycle.Systems development life cycle (SDLC) is a conceptual model used in  project management  that describes the stages involved in an information system development project, from an initial feasibility study through maintenance of the completed application. System. It is an automated or manual that comprises people machine and/or methods organize to collect, process, and disseminate data that represent userinformation. Waterfall Model. Waterfall model is a SDLC approach that assumes the various phases of a project can be carried out and completed entirely sequentially.

Leadership in Action, Culture, Strategic Change - Free Essay Example

Sample details Pages: 3 Words: 954 Downloads: 6 Date added: 2017/09/19 Category Management Essay Type Argumentative essay Tags: Information Essay Did you like this example? Leadership in Action, Culture, Strategic Change 07-09-2010 Dr. Yvonne Catino Abstract: This article focus on SF methods of control, current organizational cultures, SF strategy to improve, and how the improvements could affect SF future. Smith and Falmouth (SF) a midsize tele-shopping mail-order network (University of Phoenix, 2010). SF methods of control is a systematic process through which their project manager, logistics manager, and marketing manager who reports to the COO, regulate organizational activities to make them consistent with expectations established in plans, targets, and standards of performance (University of Phoenix, 2010). SF strategy to improve involves organizational comprehension, reward structure, and internal support systems (University of Phoenix). The organizations improvements should lead SF to empowerment, a profitable successful future. Introduction Leadership actions are individual and specific. The competence to supervise others generall y defines Leadership in most dictionaries (Hopen, 2010, p. 4). Leaders obtain a position of power, have the most information, and give orders (Daan, Knippenberg, Rus, Wise, 2010, p. 509). This paper will address SF methods of control, current organizational cultures, SF strategy to improve, and how the improvements could affect SF future. SF Methods of Control Management of any organization must establish control methods adapt to its organizations goals, and assets (Gustav, Tomek, Vavrova, Vera, 2010, p. 6). Control methods share several common characteristics. Control methods should include some of characteristic such, as crucial points, integrate into established processes, acceptances by employees, availability of information when needed, economic feasibility, accuracy, and comprehensibility (Gustav, Tomek, Vavrova, Vera, 2010, p. 46). The formal organizational structure of S and F Company consists of a formal chain of command (University of Phoenix). Organizational control is ta king a systematic approach to understanding if you are doing what needs to be done. The critical points include areas of an organizations operations exactly affect the success of its key operations. Controls must consummate within these organizations operations and should not bottleneck operations (Gustav, Tomek, Vavrova, Vera, 2010, p. 46). When Employees are involved in the configuration of controls there involvement can increase acceptance. The need to prioritize is usually important to complete assigned projects (Gustav, Tomek, Vavrova, Vera, 2010, p. 46). Costs associated with the projects the benefits of controls outweigh the costs. Accuracy provides factual information truthful, and constant. Controls must be easy to understand (Gustav, Tomek, Vavrova, Vera, 2010, p. 46). Smith and Falmouth (S) a midsize tele-shopping mail-order network (University of Phoenix, 2010). S methods of control is a systematic process through which their project manager, logistics manager, and marketing manager who reports to the COO, regulate organizational activities to make them consistent with expectations established in plans, targets, and standards of performance (University of Phoenix, 2010). The managers are made aware of targeted volumes, they receive appropriate budget figures with other well defined objectives and standard of performance (University of Phoenix, 2010). Informal cultures have roots within formal organizational structures (Gottieb, Levin, 2009). S Organizational Culture Although informal cultures become apparent spontaneously among members of an organization themselves, it is shaped by the formal structure of the organization (Thomson, 2010, p. 85). Organizational culture is a concept in the avocation of organizational studies, which construe the psychology, attitudes, experiences, personal, and cultural values (Mclean, Yang, Zheng, 2010, p. 763). The formal organizational structure of S and F Company consists of a formal chain of command ( University of Phoenix). S Strategy Implementing strategy involves creating ways things are done, eliminating strategy proficiently efficiently, and accomplishes results in timely manner (Mclean, Yang, Zheng, 2010, p. 763). S strategy to improve involves organizational comprehension, reward structure, and internal support systems (University of Phoenix). This strategy organizes employees around specific knowledge or resources (Thomson, 2010, p. 85). This can be seen by how S is currently divides into the product divisions: a web development team, a logistics team, and a marketing team (University of Phoenix). S strategy to improve will affect the size, organizational structure, individuals, groups, and teams. The organizations improvements should lead S to empowerment, a profitable successful future. In Conclusion It is very important to keep in mind an organization willingness to change. Strategic changes encompass introducing something new and consequentially deviating from w hat is viable in an organization (Alexander, Battilana, Gilmartin, Pache, Senqul, 2010, p. 422). Changes in organization can lead to consternation between organizational and individual interests, which can result in ethical and legal problems. Strategic change in organizations is very important and inevitable (Mcgurik, 2010, p. 457). References Alexander, Battilana, Gilmartin, Pache, Senqul, (2010). Leadership Competencies for Implementing Planned Organizational Change, Leadership Quarterly, Vol. 21, Issue 5, p. 422. Retrieved on July 5, 2010 from https://web. ebscohost. com. ezproxy. apollolibrary. com Daan, Knippenberg, Rus, Wise, (2010). Leadership self-definition and leader self-serving behavior. Leadership Quarterly, vol. 21, Issue3, p. 509. Retrieved on July 5, 2010 from https://proquest. umi. com Gottieb, Levin, (2009), Realigning Organization Culture for Optimal Performance: Six principles eight practices. Organization Development Journal, Vol. 27, Issue 4. Retrieved on July 5, 2010 from Development Institute. Gustav, Tomek, Vavrova, Vera, (2009), Operation, Operative or Operational Production Management. Ekonomie a Management, Vol. 12, Issue 4. p. 46. Retrieved on July 5, 2010 from https://www. ekonomie-management. cz Hopen, (2010), Leadership and Change. Journal for Quality Participation, vol. 32, Issue 4 p. 3. Retrieved on July 5, 2010 from https://proquest. umi. com Mcgurk (2010) Outcomes of Management and Leadership Development. Journal of Management Development, Vol. 29 Issue5, p. 457 Retrieved on June 27, 2010 from https://web. ebscohost. com. ezproxy. apollolibrary. om Mclean, Yang, Zheng, (2010) Linking organizational culture, structure, strategy, and organizational effectiveness: Mediating role of knowledge management. Journal of Business Research, vol. 63 Issue 7, p. 763. Retrieved on July 5, 2010 from https://web. ebscohost. com. ezproxy. apollolibrary. com Thomson, (2010), The art and Science of experimental leadership: culture at the core of process change success. Journal of Business Strategy, Vol. 31 Issue 4, p. 85. Retrieved on July 6, 2010 from https://web. ebscohost. com. ezproxy. apollolibrary. com University of Phoenix Retrieved on July 6, 2010 from https://www. phoenix. edu Don’t waste time! Our writers will create an original "Leadership in Action, Culture, Strategic Change" essay for you Create order