Lawsuit involving Negligence, Inadequate Screening of Staff - 825 Words

Lawsuit involving Negligence and Inadequate Screening of Staff (Essay Sample) Content: Legal Case StudyStudents NameInstitutionCourseDateLawsuit involving Negligence and Inadequate Screening of StaffCase summaryThis lawsuit involved a nurse who neglected an old man resulting to him falling down and further abused him in a long term care hospital. The repercussions were too bad such that the old man had to be hospitalized and the nurse arraigned in a court of law. The family filed a lawsuit against the hospital for failure to screen their staff.The old man, Galer hired an attorney who specialized in abuses occurring in hospitals. Galers attorney obtained the tape which recorded the incident in the hospital, Bellarme and her personal records and terms of service. The chief Administrator of the hospital was asked whether he had screened the nurses references and it was found out that he had not. The nurse also had a criminal record that was unknown. At the final footage, the tape was played and the administrator confirmed that it actually was a true footag e.OutcomeIn about three days, the hospital through their attorney settled on an agreement with Galer and the amount paid as compensation was not disclosed.Risk-mitigation techniques that the hospital could have employed to prevent the situationProactively perform risk assessments- The risk management team in the hospital should have considered risk assessment and ascertain the possibility of such incidences happening in advance. This is in an effort to prevent them from happening rather than reacting to them. The risk management team in the hospital should have conducted occurrence analysis and give scores to every department and even staff in the event that the incidence occurs. It could have also armed the hospital with the capacity to detect such occurrences and counter them. The risk scores enable the management team to establish ways of mitigating such occurrences. An example is South Nassau Communities Hospital laid a strategy of combating an imaginary problem involving total failure in the system due to too much patients at a time. The hospital put a strategy in place ready to counter such a problem. Having reserve nurses (Richardson, R., North, M. (2017)).Hardwire practices- These are risk mitigation practices which are meant to maintain a very low risk hospital environment. This is done by standardizing the normal practices across the organization. The management team ought to put strategies in place which ensure that particular steps are followed and completed. Consistency is also a key point in implementing the strategies.The risk management team will ensure that the laid-down strategies are adhered to by making frequent observation, interviewing staff. An example is, if the staff are supposed to understand all the steps in a policy, they should ask the staff to explain them to ascertain their understanding.Prioritization of tasks- In order to perform all their duties well, hospitals should prioritize their tasks. This ensures that the most importa nt tasks are done on time (Richardson, R., North, M. (2017)). It is not easy to get everything accomplished and therefore all jobs calls for prioritization.Establishment of a just culture- While risk managers and policy makers make policies, it is difficult to implement them. It is difficult to detect all the mistakes in the entire organization. To counter this, they should encourage their members to report anything which threaten the well-being of the hospital (Shekelle, P. G., Pronovost, P. 365). A just environment ensures that mistakes such as those of Galer never occur.Determine actions the nurse could have taken to improve the outcomePrevent falling of patient- Research has it that a third of people aged 65 and above fall each year. There are a number of physical factors which contribute to this occurrence. Vertigo, flu, Meniere disease, anesthesia effects are caused by inpatient and outpatient procedures. Being aware of what as a patient one is supposed to do, it is importan t to care for his/her patients.As a nurse, there are many things one can do to prevent their patients from falli...

The Modern Form Of Migrant Trafficking - 998 Words

The modern form of migrant trafficking emerged as a concomitant of the rapid globalization of world economies in the late 19th and early 20th centuries, when technological innovation allowed for greater ease of movement of information, goods, and people. In addition to technological advancements, economic interdependence brought about by cross-border flows of commodities, services and capital created new markets in industries like resource extraction, textiles, and service, among others. While globalization laid much of the groundwork for development in the 20th century, it also played a role in determining the outcomes of issues like the first and second World Wars, from which many of the first major modern national security threats arose. These emerging concerns about national security and â€Å"migrant threat† to domestic well-being caused many states to and adopt more restrictive policies regarding the movement of individuals across state boundaries. In addition to the inc reased restrictions after the first and second World Wars, the restructuring of borders during decolonization and the dissolution of the former USSR created arbitrary, formal boundaries for movement that failed to account for existing trade patterns and social ties across borders. The formal institutions regulating movement that arose after major 20th century world events like the World Wars, post-colonial restructuring, and the restructuring that occurred after the fall of the Soviet Union failed toShow MoreRelatedUnderstandings and Approaches to Human Trafficking in the Middle East 1496 Words   |  6 Pagesbe the primary destination for trafficking victims, as they calculated that there are around 600,000 forced labour victims within the region to date (13). This seemingly widespread issue of human trafficking within the Middle East has been subject to significant media coverage and global debate. 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Leadership of Air New Zealand for Intelligence-myassignmenthelp

Question: Discuss about theLeadership of Air New Zealand for Cultural Intelligence. Answer: Introduction Air New Zealand Limited acts as the flag carrier airline in relation to New Zealand. It is based within Auckland and it operates passenger flights to that of 20 domestic along with 31 international destinations. It is operative in 19 countries around that of the Pacific Rim along with that of the United Kingdom. It originated in the year 1940 as that of Tasman Empire Airways Limited and it operates trans-Tasman flights between that of New Zealand along with that of Australia. The report throws light on the strength, weakness, opportunity and threats pertaining to the organization. It analyses how the organization uses the creative potential in relation to the people. It also throws light on the role that is played by leadership that helps in the creation of a corporate culture that respects the cultural differences. The report evaluates my findings against that of the theories along with principles. Outline of Air New Zealand Air New Zealand started in the year 1940 as that of Tasman Empire Airways Limited. It operates trans-Tasman flights between that of New Zealand along with that of Australia. It was later owned by that of New Zealand government. The 2015 financial year showed that Air New Zealand carries around 14.29 million passengers (Airnewzealand.co.nz.,2018). Currently, Air New Zealand is responsible for operating Airbus A320, Boeing 777 and that of Boeing 787 aircraft. Air New Zealand reconfigured that of the domestic operations under that of low-cost business plan of the airlines in the year 2002. The year 2003 saw Air New Zealand adding that of Airbus A320 to the fleet so that it can be used in case of short-haul international flight. In the April of the year 2018, it entered into a partnership with that of Virgin Australia. The primary activity in relation to Air New Zealand is the operation of domestic along with international passenger transport. It also helps in the transportation of the c argo. The vision of that of Air New Zealand is to be the number one within that of the market that can help in the creation of a workplace within which the teams are committed to that of the customers (Kang, 2016). It can help in yielding that of superior industry return. Their principle aim is of building competitive advantage in relation to the businesses with the help of the aspect of innovation. Air New Zealand flies to that of 21 airports across that of New Zealand. In the year 2018, a significant part in relation to growth will be that of expansion in different regions. The challenges that are faced by Air New Zealand are in relation to that of the engines that have compelled Air New Zealand in grounding some of the international flights. The engine abnormality is the main challenge in relation to Air New Zealand as the engines often require maintenance. The annual earnings in relation to Air New Zealand will fall 21 % within that of the competitive market. Air New Zealand is facing unprecedented competition from the largest airlines in relation to the world and this creates a challenge in relation to the airlines. Significant increase in relation to industry capacity has led to the reduction in relation to earnings of Air New Zealand. The passenger revenue of that of Air New Zealand decreased by that of $ 105 million to that of $4.4 billion. Apart from that of the effect of foreign exchange the revenue of the passengers decreased by that of 0.5 percent. SWOT Analysis of the strategic position and capabilities Strength- Air New Zealand is able to attain competitive advantage in the field of inbound operations by maintaining good relationship with that of the suppliers. It helps them in gaining access to that of the latest technology. The online booking system, security services along with that of high quality in relation to check-in are the major sources of strength in relation to Air New Zealand. The implementation of high digital technologies in different business processes helps in enhancing that of the operational efficiency. It makes use of that of environment friendly fuel that can minimize the air pollution. Weakness- Destinations that are served by that of Air New Zealand are lesser as compared to that of other international airlines. Opportunities- It gets large amount of support from that of the government that helps in fostering the growth of that of the airlines. Air New Zealand expand the operations to that of newer international destinations in the future with the help of huge amount of that of governmental support. Marketing strategy pertaining to the airlines helps in the attraction of a large customer base. Threats- The increase in that of the prices of fuel can pose a threat to that of Air New Zealand. Increase pertaining to competition from that of international market by that of major firms poses to be a threat for that of Air New Zealand. Method used by the organization of tapping into the creative potential of the people Creativity Training Culture pertaining to creativity is fostered within that of Air New Zealand. Air New Zealand lays emphasis on developing the creative mind set within that of the people that can help in the growth of the organization. People have a tendency of underestimating the ability of being creative and Air New Zealand takes due care to change this. Creativity can be imbibed within an individual and creativity training proves to be of great help in helping the employees of Air New Zealand (Della Rocca Butera, 2017) Inspirational talks and lectures Inspirational talks greatly help the employees of Air New Zealand and it helps in unravelling their creative potential. Air New Zealand reveals the corporate vision to that of the employees that can help in the process of motivation in relation to the workers. Power pertaining to story telling is made use of by the organization that can assist in the motivation of that of internal employees. The employees are being rallied around that of the common purpose. Air New Zealand communicates the mission that everyone in Air New Zealand from that of executive, pilots to that of the employees work in the pursuit of a common purpose. Creation of an open market Air New Zealand will waste talent if the best people are prevented from that of participation in the more risky projects. People should be provided with the opportunity to engage themselves in the innovative project that will enable them to utilise their creative potential. Employees have a tendency of fearing that a new idea will cost them their job. The managers of New Zealand communicates about the innovative projects to the people that will help the employees to use their creative talent (Brook, 2016). The great talent are allowed to find the projects that are great that can be of great benefit for that of the organization. Allow that of low-risk experiments Risk of trying out the ideas that are unconventional can prove to be very high. Air New Zealand makes small bets on that of low-risk tests. Air New Zealand adopts that of lean start-up approach that helps them in nurturing the creative talent in relation to the business. The low-risk experiments helps the employees to make use of their creative ideas without a great amount of fear (Pot, Totterdill Dhondt, 2016) They will utilise their full potential in relation to the experiment and it can later on help them in undertaking big risks. Encouraging divergent thinking The divergent thinking can be of great benefit for the organization. Air New Zealand provides opportunity to the employees to express their ideas that indirectly helps them in freely expressing their opinions. The employees of Air New Zealand can be empowered if they are allowed to exhibit their ideas freely. The divergent thing can bring profit pertaining to the organization. Role of leadership in fostering innovation Innovation along with creativity are of great importance for the organization in the present age. Innovation is a strategy that can be made use of by Air Zealand for improving the organisational effectiveness. Leaders play a vital role for fostering creativity within that of the organization. Learning Organization is indicative of a company that can facilitate learning in relation to its members and thus aims at transforming itself. Learning organizations are developed on account of the pressures that are faced by that of the modern organization (Bunea, Dinu Popescu, 2016). It helps the organization in staying competitive within that of the business market. The learning organization lays stress on the arena of that of acquiring along with transferring of that of knowledge. The leadership of Air New Zealand should gain new knowledge in order to stay relevant in the competitive market of the present age. The leader being imbibed with the new ideas will be able to transfer the ideas to that of the employees that will be of great benefit for the organization. These ideas of the leader can act as the trigger in relation to organizational improvement. The learning organization lays emphasis on the aspect of systematic problem solving. The leader of Air New Zealand encourages scientific method in relation to the organization as compared to that of guess work for the diagnosis of the problems (Merzenich, 2017). The leader insists on that of data as compared to that of assumptions for the purpose of decision making. The training programs pertaining to Air New Zealand focuses on the arena of problem solving. The leaders make use of practical examples along with that of exercises for inducing creativity along with innovation in the employees. The leader of Air New Zealand trains the employees to be disciplined in relation to the thinking and paying attention to the minute details can help in the progress of the organization. The leaders encourages the employees to ask regarding how one is able to understand that a particular situation is true if any kind of real learning should take place. The leaders of Air New Zealand compels the employees to push beyond that of the obvious symptoms that can help in assessing the underlying causes. The leaders provide the employees with the tools in relation to four areas: generation of ideas (brainstorming), reaching the consensus (rating forms), analysing (force-field analysis) and that of planning of actions (flow charts) (Klinge, 2015). The employees practice the tools during the course of the training session and it can help Air New Zealand in adopting a common approach to that of problem solving. The management of Air New Zealand treats all the employees with respect that helps in the development pertaining to the organization. The leadership helps in weaving diversity within the fabric of that of organisational culture (Raithel, 2016). More strength can be gained when the leadership in an organization accepts people having differences. Evaluation of findings against theory The transactional leadership theory is characterized by that of transaction in between the leader and that of the follower. This theory helps in valuing positive relationship that is mutually beneficial. The transactional leadership in Air New Zealand can lay emphasis on developing of a mutual reinforcing environment that can help in assuring that the individual along with that of the goals of the organization are aligned to each other. Human beings in general want to maximise the pleasurable experiences and they want to diminish the experiences that are not pleasurable (Koch et al., 2016) The leaders of Air New Zealand adopt the strategies of the learning organization that can greatly benefits the employees of Air New Zealand. Learning can help an organization to modify itself and the leaders of Air New Zealand lays emphasis on this aspect for the up gradation of the workforce (Ang Van Dyne, 2015). The modern organizations are in constant pressure to bring about improvements so tha t they can survive within that of the competitive market. The leadership of Air New Zealand imparts creativity training to that of the employees that can help the employees in staying updated. The employees of that of Air New Zealand undertake computer-based training that askes the staff regarding the manner of their handling customer-service problem. The employees of Air New Zealand take part in that of role-playing exercises that helps in solving issues related to that of customer service. They later on discuss the reason why the scenario was handled in that particular manner. The training helps the employees of showing the right kind of body language and how to speak in a manner that is positive. Organizational diversity is indicative of the differences in relation to personal traits within an organisation like that of age, gender, ethnic origin and that of marital status. Pro-active planning can help in the optimization of benefits in relation to the organization (Romager et al., 2017). Emotional intelligence is laid stress during the c ourse of the training that can help the employees in the arena of diversity management. The methods pertaining to innovation that are adopted within that of Air New Zealand prove to be of great benefit for the development of the organization. The inspirational talks are delivered by the leaders of Air New Zealand and it greatly helps the employees in showing their creative skills (Certo, 2018). Story telling is made use of by the management of Air New Zealand that greatly helps the employees in getting inspiration from that the leaders of the organization (McCleskey, 2014) The leaders of Air New Zealand with the help of their story telling communicates to the employees about the importance that organizational diversity can bring to the organization. This can help to a great extent in dealing with people coming from different cultural backgrounds within that of the organization. The employees of Air New Zealand knowing about the objectives in relation to the organization can provide them with useful help in attaining the objectives. The talented people should be encouraged to participate within that of risky projects that can help in sharpening their skills (Breevaart et al., 2014). The employees of Air New Zealand being encouraged by the top management to participate within that of the projects that are risky can help them in revealing their creative potential and utilize their skills to the utmost level. The adoption of lean start-up approach can greatly help the employees of that of Air New Zealand (Deichmann Stam, 2015) Transactional theory focusses on interaction between the leaders and the employees for the greater benefit of the organization and the leadership of Air New Zealand should be able to convey the unique ideas with the help of this theory being applied in the organization. The leader listens to the viewpoints of the employees and encouragement of that of divergent thinking proves to be a boon for that of Air New Zealand. A team is composed of a number of individuals (Birasnav, 2014). The members of the team help each other and it makes them work towards that of the common goal irrespective of the cultural differences that pervades the organisational culture. The leadership of Air New Zealand promotes the simple values that has an impact on the environment of the organisation.The divergent thinking can pave the way for development of the organization. The divergent thinking helps in respecting the viewpoints of people coming from different cultural backgrounds thus helping in deriving profits of the organization. The transactional leader motivates the followers by appealing to that of their own interest. Transactional leaders have great amount of formal authority and they feel greatly responsible for that of the organization (Xenikou, 2017). The leaders of Air New Zealand motivates the employees with the help of rewards along with that of punishment. Exchange takes place between the leader and that of the follower pertaining to Air New Zealand which help the employees in achieving that of the performance goals. The transactional leaders of Air New Zealand link the objective of the organization to that of the rewards. The leaders provide t he necessary resources to that of the employees that can help in supporting the successful performance. The leader of Air New Zealand monitors the work in relation to the subordinates that greatly helps the organization. Conclusion: Creativity is fostered in the organisational culture in relation to Air New Zealand. Creative mindset of employees are nurtured by that of Air New Zealand for the development of the organization. Inspirational talks greatly benefit the employees and the employees can reveal the creative potential in the organization. The talented employees of Air New Zealand are allowed to take part in the risky endeavours that bolsters them to contribute for the success of the organization. The employees of Air New Zealand should do innovative tasks that will help the employees to utilise their hidden potential. Low-risk projects can be done by the employees that can help them in deriving courage in relation to the innovative tasks. The employees of Air New Zealand can freely express their opinions that motivates them and makes them feel as if they are an integral part in relation to the organization. This helps in respecting the cultural differences that exist within that of the organization and pr omotes organisational unity. The leaders of Air New Zealand use the practical examples that can induce creativity in the workers. Disciplined thinking is encouraged by the transactional leadership in relation to Air New Zealand and the minute details are attended to by the leader of the company. The interaction of the leader and the subordinates in Air New Zealand helps in benefitting the organization and conveying of key ideas by the management can help in growth of the organization. Transactional leaders in relation to Air New Zealand can align the objective with that of the rewards that can cause to be a reason for success for the organization. Leaders of Air New Zealand provide the necessary resources to that of the employees that can give rise to effective performance of the employees. Recommendations Managing stress by the employees Worksheets along with hand out should be facilitated in the organisational culture that can help in the application of ideas within that of the work environment Imparting communication skills by the top management The employees should be given control in relation to their work that can provide motivation to the employees of Air New Zealand. Limitations There were certain problems that I faced that had an impact on my investigation. On the occasion of working for Air New Zealand I was able to gather significant data that helped in throwing light in relation to different aspects of the organization. There are many leaders within the organization and the principles and styles in relation to each leader is different. The dearth of a uniform leadership style can act as a hindrance in relation to the research. The employees were biased towards that of the leaders that acted as a reason for the limitations in relation to the findings. The deductions that were made by me are true for the present time but it may prove to be inappropriate for that of the future. References: Airnewzealand.co.nz | 2018 Airline of the Year. (2018).Airnewzealand.co.nz. Retrieved 28 April 2018, from https://www.airnewzealand.co.nz/ Ang, S., Van Dyne, L. (2015).Handbook of cultural intelligence. Routledge. Birasnav, M. (2014). Knowledge management and organizational performance in the service industry: The role of transformational leadership beyond the effects of transactional leadership.Journal of Business Research,67(8), 1622-1629. Breevaart, K., Bakker, A., Hetland, J., Demerouti, E., Olsen, O. K., Espevik, R. (2014). Daily transactional and transformational leadership and daily employee engagement.Journal of occupational and organizational psychology,87(1), 138-157. Brook, J. W. (2016). Transforming industrial RD into an entrepreneurial organisation: implications of organisational design on enabling innovation.International Journal of Organisational Design and Engineering,4(3-4), 213-237. Bunea, A., Dinu, G., Popescu, D. M. (2016). Organizational Learning versus the Learning OrganizationEmerging Concepts Enhancing the Leadership Role.Valahian Journal of Economic Studies,7(4), 57. Certo, S. C. (2018).Supervision: Concepts and skill-building. McGraw-Hill Education. Deichmann, D., Stam, D. (2015). Leveraging transformational and transactional leadership to cultivate the generation of organization-focused ideas.The Leadership Quarterly,26(2), 204-219. Della Rocca, G., Butera, F. (2017). Technological Innovation, Organisation of Work, and Unions. InTechnological Change, Rationalisation and Industrial Relations(pp. 15-34). Routledge. Kang, S. W. (2016). Knowledge withholding: psychological hindrance to the innovation diffusion within an organisation.Knowledge Management Research Practice,14(1), 144-149. Klinge, C. M. (2015). A conceptual framework for mentoring in a learning organization.Adult learning,26(4), 160-166. Koch, P. T., Koch, B., Menon, T., Shenkar, O. (2016). Cultural friction in leadership beliefs and foreign-invested enterprise survival.Journal of International Business Studies,47(4), 453-470. McCleskey, J. A. (2014). Situational, transformational, and transactional leadership and leadership development.Journal of Business Studies Quarterly,5(4), 117. Merzenich, M. (2017). Plasticity-based training: building the ultimate learning organization.Development and Learning in Organizations: An International Journal,31(6), 4-6. Pot, F., Totterdill, P., Dhondt, S. (2016). Workplace innovation: European policy and theoretical foundation.World Review of Entrepreneurship, Management and Sustainable Development,12(1), 13-32. Raithel, K. (2016). Leadership of Cultural Diversity. Romager, J., Hughes, K., Trimble, J., Verburg, M., Camp, J., Jones, M. (2017). Influences of Authentic Leadership Styles and Challenges to Enduring Pervasive Leadership Models. Xenikou, A. (2017). Transformational leadership, transactional contingent reward, and organizational identification: The mediating effect of perceived innovation and goal culture orientations.Frontiers in psychology,8.