By focusing on well-known examples, Goodall, through his compelling writing style, points to easily identifiable signposts that trapped “great” men. The profiles in Why Great Men Fall give pause to others in similar environments: corporate execs, mini
Ex: Managing the Metric vs Managing the Patient: The Physician’s View of Pay for Performance, Inpatient Management Guidelines for People with Diabetes, Reducing Health Care Costs for Plan Members with Congestive Heart Failure...
...to strive for a structureless group is as useful, and as deceptive, as to aim at an "objective" news story, "value-free" social science, or a "free" economy. A "laissez faire" group is about as realistic as a "laissez faire" society; the idea becomes a
The main reason IT people are unhappy at work is bad relations with management, often because geeks and managers have fundamentally different personalities, professional backgrounds and ambitions.
People today are under intense pressure to be “ideal workers”—totally committed to their jobs and always on call. But after interviewing hundreds of professionals in many fields, the authors have concluded that selfless dedication to work is often unnecessary and harmful. It has dysfunctional consequences not only for individuals but also for their organizations. The authors discuss three typical strategies for coping with demanding workplaces, and the risks associated with each. To read the full article, log in using your NHS OpenAthens details
The Health, Safety and Wellbeing Partnership Group (HSWPG) has launched new resources and an infographic to support NHS organisations to develop cultures where staff are free from the fear of intimidating behaviour.
The partnership group recognises that bullying can have a detrimental effect on an individual’s overall health and wellbeing. The new resources include a webpage containing practical tools, evidence and support for tackling bullying, and an infographic that shows the impact of bullying and harassment in the NHS.
Findings from survey of employees to see what elements they thought were missing from their managers' performance management processes. To read the full article, log in using your NHS OpenAthens details
Kaizen, or continuous improvement, lies at the core of lean. Kaizen is implemented through practices that enable employees to propose ideas for improvement and solve problems. The aim of this study is to describe the types of issues and improvement suggestions that hospital employees feel empowered to address through kaizen practices in order to understand when and how kaizen is used in healthcare. Open Access Article