Hospital Home For A 647 Bed Acute Care Hospital - 1247 Words

Reading Hospital home to a 647-bed acute care hospital located in West Reading, Pennsylvania, and Reading Health Rehabilitation Hospital, a facility in Spring Township, featuring a 50-bed skilled nursing unit and a 62-bed inpatient rehabilitation unit. They also provide office-based primary and specialty care through Reading Health Physician Network, in-home nursing care through Affilia Home Health, and retirement living through The Highlands at Wyomissing. An extensive network of outpatient services are provided through offices and QuickCare walk-in centers throughout the region.They serve most of Berks County Pennsylvani and West Reading. The Reading Hospital was rated number 24 out of 250 of the best hospitals in Pennsylvania according†¦show more content†¦How does the hospital keep a record of all of its patients? According to Stacy Adam, the medical records manager, Reading Hospital uses an Electronic Medical Record system called EPIC. It is made by EPIC Systems. To ac cess records on the EPIC system, an employee has to be trained on the EPIC system and then they receive their user name and password. There are different access profiles and trainings, but anyone that is going to work there and needs access to the EPIC system needs to be trained first in order for a trainer to reveal the user name and password. (â€Å"Adam, S.†) To the left, is a sample of what it looks like when EPIC is in use. EPIC is a tool for many staff within the hospital from nurses, physicians, administrators, to support services. But, that is not all. According to Adam, some of the administrators use the information but may not have direct access to it, so they rely on others to get them the information that they need through reports and statistics. Some supports services in the hospital, such as Quality Improvement, Care Management, Risk Management, Chaplaincy, and the Business Office, all use the health information in some way. Insurance Companies use the health information to audit and pay for services rendered at the hospital. Attorneys and police also request information from them to conduct a legal investigation. Other health care facilities sometimes need health information to care for a

Social Norms Conformity Of A Society Around Corruption

Social-Norms: Conformity of a Society around Corruption ZeAjiah B. Mooney Brevard College Abstract Since 1935, The United States required and issued drivers-licenses. At that time very few states required driver’s test because cars during the early 1900’s were simpler and traffic laws had not been enforced as much as they are currently. Decades later, car and driving technology improved, which required drivers to have more intellect on safe-driving. Studies have not directly linked social-norms to driving behavior, but they have been able to link driving habits to environments. Social norms consist of increasing interest to public policy experts and those conducting behavior change interventions (e.g. safe driving, recycling). While there is agreement that social norms play a central role in explaining behavior, such consensus is lacking when it comes to explaining the process through which this occurs. Social-Norms: Conformity of a Society around Corruption One of the main questions psychologist have is what a specifically makes a certain behavior a social norm. McLeod (2008) classified social norms to be un-written rules on human-behavior. Because these rules are unwritten, it is almost impossible to give a specific number of how many social-norms there are. Social-norms are guidelines humans follow in certain social-groups or cultures. Social norms influence public and private sanctions. For example, what kind of music one listens to or what kindShow MoreRelatedAmerican Culture And Morals Of Its Citizens Essay785 Words   |  4 Pagesbuilt on individualists, but as a society today this nation is conformists. Everyone follows trends with songs, dances, appearance, clothes, make-up, and etc. People feel the need to fit in as a society as appose to being an individualist. They don’t stand out because they don’t want people bullying then nor making fun of them. People today do not like to be looked at nor treated as individualists they want to be hip and cool and fit in with everyone else around them. People don’t have a mind ofRead MoreDiscovering The True Colors By Harper Lee1344 Words   |  6 Pagesbeneath the surface of a calm, clear pool. It is the cause of an invisible line, a separation, between people. Often that line is unreal, created in the minds of people, but requires conformity and rejects individuals. Prejudice is explored in To Kill a Mockingbird by Harper Lee, a captivating novel that revolves around the experiences of two children, Jem and Scout, who witness prejudice and hatred in an unfair conviction of a black man, but also morality and courage through their father and otherRead MoreKohlberg s Theory Of Moral Development1450 Words   |  6 Pagesbehavior driven by self-interest and rewards. Level 2- Conventional morality two stageies are 1- interpersonal: behavior driven by social approval, 2- Authority: beha vior driven by obeying authority: behavior driven by obeying authority and conforming to social order. Level 3- Post Conventional morality last two stageies is 1- Social Contract: behavior driven by balance of social order and individual rights, 2-universal ethics: behavior driven by internal moral principles ( www.mentalhelp.net ).† â€Å" CarolRead MoreEssay about Deviance and Organized Crime1454 Words   |  6 PagesDeviance is a violation of social norms, behavioral codes or prescriptions, which guide people into actions and self-presentations conforming to social acceptability. There are many forms of deviance. Among the many forms of deviance, organized crime stands out in many aspects of society. Organized crime has been around for many years in America and for centuries in Europe. It is distinguished by its durability over time, expansive interests, hierarchical structure, buildup of profit, investmentRead MoreThe World s Strongest Military Power1580 Words   |  7 Pagesclassism and social inequality). The 1950s in the United States are commonly described as socially conservative and extremely materialistic. The conflicts stemming from the Cold War helped create a state of political conservatism in the country. Conformity was familiar and a sense of uniformity permeated American society. Many fam ilies enjoyed the long period of material abundance, others dealt with many internal issues regarding status and striving for evidence of superior status. In any society that hasRead MoreAnalysis Of Ralph Waldo Emerson And Henry David Thoreau1183 Words   |  5 PagesNatures Second Face In the early mid-nineteenth century, a philosophical movement known as transcendentalism took root and flourished in America. It evolved into a predominantly literary expression which placed an emphasis on the corruptions of organized religion, political parties, and societal involvement; above all, the movement promoted the wonders of â€Å"nature† and its deep connection to the divine. The adherents through transcendentalism believed that knowledge could be arrived through intuitionRead MoreHealth And Social Policy : An Overarching Policy Objective1480 Words   |  6 Pages 2139283B Health and Social Policy in Contemporary Context (Level Three) MA Health and Social Policy 2015 Karen Wright 3000 words In what ways are communitarian frameworks such as social capital useful for understanding and addressing social problems? Critically assess its suitability as an overarching policy objective. This essay aims to critically analyse the use of social capital as a policy objective in relation to tackling re-offending criminalRead More Reflection of Cannibalistic Societies through Diary of a Madman And the Correlation to Todays Society1685 Words   |  7 Pages The meager image depicted by Lu Xuns Diary of a Madman projects an illustration of society that stresses submission to authority, and the ultimate compliance to tradition. Lu Xun battles the idea that society is constantly being manipulated and controlled by the masses of people who know no better than to follow tradition. His story Diary of a Madman gives the representation of a culture that has not only failed, but failed by the cannibalistic nature of humans corrupting them-selves overRead MoreThe Psychological Effects Of Social Stratification2806 Words   |  12 PagesEnglish novelist J.G. Ballard portrays dystopian societies through spaces of perfection both literally and figuratively in High-Rise (1975) and M illennium People (2003). Ballard focuses on the psychological effects of social developments, typically within dystopian communities, and how they relate closely to social stratification. In spite of the novels taking place nearly thirty years apart, they share a common theme of social stratification. Whether social stratification is truly desirable or not isRead MoreThree Themes in the Stranger by Albert Camus Essay1447 Words   |  6 PagesArabs. Indeed, these issues of race and colonialism pervade the events of Meursault’s life and help lead to its eventual downfall. Camus also plays with the idea of free will by contrasting Meursault’s apparent indifference to the world around him and the social morality to which that world is bound. The notion of absurdity is an ongoing theme throughout the novel and is manifested in Meursault’s unusual psychology of emotional indifference and his condemnation for it later by the courts

Police Power Is An Awaking Leviathan - 1874 Words

The higher the individual’s position in a company, the higher the tendency for that individual to carry out a profitable deviant act because of easier access to the organization’s resources. Thus managers, law enforcers form a much higher position level or businesses’ owners can be expected to break the rules and the constitutional law. â€Å"In the United States today, police power is an awaking leviathan† (Caldero Crank, 2010). Every job in its very nature, especially in the criminal justice field, involves a slippery slope or the potential for gradual deterioration of social-moral inhibitions and perceived sense of permissibility for deviant conduct. Corruption and official deviance are both very complex phenomenona and have been in existence for a very long time. Although many aspects of policing have gradually changed over the years, per se, the existence of corruption in policing remained unchanged and very prevalent. A combination of high position, status, and prestige; hence, provide the greatest opportunity for deviant activities, which in turn may turn a deviant motivation into a deviant action. Corruption and Official Deviance in Policing The often sordid world of corruption, the dark side of policing, has been in existence for a very long time. Although many police are conformed to the highest ethical standards, however, the preferred, benign image of these individuals remain a structural cause of problem behavior in policing. Universally, police

Evolution and Future of Diversity Work

Question: Discuss about the Evolution and Future of Diversity Work. Answer: Introduction Culture describes the shared beliefs, traditions, history, customs, folklore as well as institutions of a cohort of individuals. Culture is thus shared by individuals of similar language, ethnicity, religion, or language. It describes a system of rules that remain the foundation upon which people are and influence how people express themselves as a component of a cohort and as individuals. People develop in certain kind of culture (Gelfand et al. 2017). Peoples environment dictates what they learn, how they learn it, along the particular rules they adopt to live with others. Such rules are transmitted from a generation to the next and often embraced to the locale and times (Dalglish and Miller 2016). The organizations have a culture of procedures, policies, process and programs, and integrate particular beliefs, values, customs and assumptions. Organizational cultures principally echo mainstream culture in organizations sense of time orientations, perceptions as well as time usage. An organizational culture might never lend itself to cultural competence, and hence this is where building of skills emerges (Dalglish and Miller 2016). A culturally competent organization combines knowledge relating to diverse cohorts of persons-and transforms such knowledge into policies, practices and standards that ensure everything works. Nature of Cultural Diversity Culture diversity revolves around differences in the members of an organizations composition based on nationality, colour, race, creed, age, religion and gender. Simply put, it is a range of culture found among the individuals from diverse backgrounds. The organizational behaviour describes the nature of interactions among the individuals and cohorts within the organization (Dalglish and Miller 2016). The positive impact of cultural diversity enhances organizational members to build relationships and acknowledge one another irrespective of their diversities of background and origin. An organization has a widespread array of individuals with differences culturally and personally (Hajro, Gibson and Pudelko 2017). Organizations that endeavour to establish cultural diversity among its staff must establish mutual respect for the diverse culture, besides enabling personnel to hit their overflowing potential (Dalglish and Miller 2016). Recognizing diverse cultures allow the organization to positively impact the organizational behaviour that subsequently facilitate the organizational performance alongside image. Business must show organizational cultural diversity aspect in mission statement. The trend of organizational behaviour are influenced by the nature of interaction alongside the extent of diversity within the organization (Parke and Seo 2017). The business endeavour to establish organizational culture that not only facilitate diversity of its staff composition but further enhances individual performance. The positive influence of cultural diversity not only allow the organization to boost scope but the business further receives desirable exposure from each sector of the population because if organizational multicultural approach (Dalglish and Miller 2016). The cultural diversity is thus geared towards having an in-depth respect alongside comprehending the diverse individuals in the organization. Having feedback, team-building activities, teamwork alongside interpersonal communication strengthens cultural diversity. Individuals can interact and appreciate one anothers culture in the course of these engagements thereby within the organization, both accommodating and organizational behaviour is created. Organization always adjust programs for positive influence to suit the dynamic nature of interactions among individuals. Organizations create regular fora alongside educational programs whereby participants get trainings to be sensitive as well as appreciate cultural diversity alongside in maintaining favourable organizational behaviour. Organizational also post on regular basis motivational quotes alongside messages of cultural diversity on the boards of public bulletins (Stahl, G.K., Miska, Lee and De Luque 2017). Organizations also create programs which internalize cultural diversity into the behaviour of the organization. An organization, therefore, has various types of diversity. All types of diversity can be observed in an organization. Nevertheless, certain diversity a huge impact on the organization than others due to their historical importance. Such types of diversity remain closely linked with inequality and injustice whereby not each individual or cohort has been equality treated due to the diversities (Dalglish and Miller 2016). The diversities in organization include marginalized or socially excluded cohorts, nationality, ethnicity, native language, race, gender, social class, sexual orientation, spiritual practice and beliefs, physical and mental ability. Additionally, diversities that need consideration but appear less salient entail age, educational status, family status, health status, style, skills and talents customs, ideas, military experiences, ownership of property, occupational status, socioeconomic status, and national, regional and other geographical areas (Dalglish and Miller 2016). Developing a Multicultural Organisation The multicultural organization is created by having a culturally competent organizations. Some of the indicators of cultural competences can be highlighted. The recognition of power and influence of culture and actively removing prejudice in practices and policies are strong indicators. Also, understanding how individuals background influence people responses to others and failure to assume that each member of cultural cohort share the similar beliefs and practise are essential indicators (Dalglish and Miller 2016). Further, acknowledging how previous experiences influence current interactions and evaluating cultural competence of organization on regular basis are further key indicators. Willing to share power among the organizational leaders of diverse cultural backgrounds and allocation of resources for leadership as well as workforce development in cultural awareness programs are also central indicators. Further, building on strengths as well as resources of every culture in the organization is a manifestation of cultural competence in organization (Kundu and Mor 2017). Diversities in culture can either hurt or assist the manner in which organization functions. Establishing multicultural organization makes people deal with diversities as well as utilize them in strengthening their efforts (Khlmann and Heinz 2017). A plan for action is required to reach such goals. The cultural competence must be a top-down mandate of the organization with effective support from the top. Everyone must buy in aided by a committee that represents every level in the organization (Dalglish and Miller 2016). This committee has to create and facilitate particular actions. People at each level of organization must be engaged to allow more people to be influenced thereby becoming culturally competent. Steps: The organization has to develop support for change in the entire organization for those who want or those who do not want change The organization must recognize the cultural cohorts to be engaged including those who needs to be engaged in planning, implementation, alongside change reinforcement The organization must the acknowledge barriers to working with the organization including what is presently not working, what shall cease organization and those that will slow down the organization The organization must undertake the assessment of its present level of cultural competence including what skills, knowledge, alongside resources the organization can build on and where the disparities are Acknowledge the resources required including how much funding is needed to bring about the desired change and where the organization can find the resources The organization has to commit develop goals as well as implementation steps alongside deadlines for accomplishing them including what each one can do, when it can done and how it will be done The organization should as well commit to the ongoing progress evaluations including measuring the results as well as be willing to respond to the desired change including what the progress along with success look like, and signs that shall showcase right track (Cunningham 2017). Recommendation The following steps will ensure that organization build effective multicultural organization: Form committee (Cultural Competence Committee) Writing a mission statement Finding out what have been done by similar organization and partnership developments Using free resources Undertaking a detailed cultural competence organizational assessment Finding out the particular cultural cohorts existing in the community served and whether they have accessibility to community services Having a brown bag lunch to have staff engaged in deliberations alongside activities regarding cultural competence Asking the organizational personnel relating to their staff development requirements Assigning portion of the budget to workforce development programming in cultural competence Include cultural competence needs in description of job Being sure that location of organizational facility is accessible alongside respectful difference Collecting resource material on the cultural diverse cohorts for the workforce to use Building a network of natural community informants, helpers as well as experts References Cunningham, G., 2017. Diversity and inclusion in sport organizations. Routledge. Dalglish, C. and Miller, P. 2016. Leadership: Modernising our perspective, 2nd ed., Tilde Publishing, Prahran, Vic., Chapter 7. Gelfand, M.J., Aycan, Z., Erez, M. and Leung, K., 2017. Cross-cultural industrial organizational psychology and organizational behavior: A hundred-year journey. Journal of Applied Psychology, 102(3), p.514. Hajro, A., Gibson, C.B. and Pudelko, M., 2017. Knowledge exchange processes in multicultural teams: Linking organizational diversity climates to teams effectiveness. Academy of Management Journal, 60(1), pp.345-372. Khlmann, T.M. and Heinz, R., 2017. Managing Cultural Diversity in Small and Medium-Sized Organizations: A Guideline for Practitioners. Springer. Kundu, S.C. and Mor, A., 2017. Workforce diversity and organizational performance: a study of IT industry in India. Employee Relations: The International Journal, 39(2). Parke, M.R. and Seo, M.G., 2017. The role of affect climate in organizational effectiveness. Academy of Management Review, 42(2), pp.334-360. Roberson, Q., Ryan, A.M. and Ragins, B.R., 2017. The evolution and future of diversity at work. Stahl, G.K., Miska, C., Lee, H.J. and De Luque, M.S., 2017. The upside of cultural differences: Towards a more balanced treatment of culture in cross-cultural management research. Cross Cultural Strategic Management, 24(1).