We found 37 results that contain "management"

Key Takeaways
Now that we've covered all the tips and tricks to effectively managing your time, let's do a quick recap:

Effective time management helps you organize your daily activities around your priorities. So, before you start working on improving your time management skills, take some time to identify your key and secondary priorities.
When you're clear on what is most important to you, you can start discovering your preferred method for organizing your time. One effective method you could use is the Eisenhower Matrix.
A variety of time management software exists to help you out in organizing tasks and tracking your overall productivity. Two very helpful tools are Rescuetime and Toggle Track.
To make the best use of your time, you should focus on both core and secondary skills that we've discussed (including your overall health and stress levels).
When you master effective time management, you shall enjoy more time for yourself, reduced stress, enhanced work-life balance, and more stamina to start achieving your dreams!

Creating a safe climate takes time and work. These are some of the most important components:

Active teaching of social-emotional skills
Attention to creating positive relationships
Bullying prevention and intervention
Community building
Explicit focus on understanding and appreciating differences
Meaningful conflict resolution
Teaching students to challenge bias and exclusion

Critical Component #5: Values-Based Classroom Management
Classroom management is central to classroom culture. Classroom management systems must support safe, inclusive communities by promoting high standards for respectful interaction; incorporating student-generated classroom norms; teaching conflict resolution; and actively addressing all instances of bias, bullying, exclusion, or disrespect.
Disciplinary incidents must transition from punishment to opportunities for growth, restitution, and community building. For community respect to be a core classroom value, students should not be cast out of the group but rather given the support needed to be positive, contributing members of their classroom community.
Finally, classroom management practices must reflect fairness, equity, and cultural awareness.

When project managing a distributed team in a variety of locations, a collaboration software (or project management) tool is an effective way to keep everyone on the same page and all of your project information in one place. However, using a great tool doesn’t magically make collaboration happen. Here are 10 best practices when using a collaboration software tool:

Share proactively - Assign team members to the tasks they need to be aware of and @mention them in the comments, so they receive alerts when the ball is in their court.
Put every project into your collaboration project management tool - Use your tool as a single source of all project-related materials and notes. This will make the material easy to find for everyone, no matter when they joined the project.
Create water cooler channels - Creating channels in your communication tools where team members can discuss non-work related topics allows them to get to know each other and be social even from afar.
Celebrate small wins - Collaboration tools are a great place to share victories, no matter how big or small. Even a short message can go a long way.
Balance the load - You can’t collaborate well if you’re overloaded with work. Use your tool’s visibility and resource management features to ensure project tasks are balanced among your team members.

The group project is a much-dreaded component of undergraduate courses, doubly so if students are expected to create their own project from scratch. However, instructors consistently return to the independent group project as an exercise that, if done properly, stimulates student inquiry and cooperation. In this post, I reflect on my experiences facilitating student-led group projects in a biology course and relate these experiences to the commonalities of independent group work across disciplines. I outline four common issues related to independent group projects, then provide the rationale for managing each issue to maximize learning outcomes.
Issue #1: Students Don’t See the Value of Independent Projects
With several classes, part-time jobs, extracurricular activities, and a social life to manage, we can imagine why undergraduates may prefer working on a prescribed project rather than one they design themselves. Independent projects require a lot of brainpower and effort, and we are all likely inclined to gravitate toward projects in which we can work on each step in a straightforward manner. Much of the work that students will encounter outside the classroom, however, requires flexibility and creativity. Using inquiry is essential to translate knowledge into new situations, and independent projects are a great opportunity to practice inquiry.
 Tips

Emphasize the real-world skills that students gain. This can be particularly valuable for students who aren’t necessarily interested in the subject matter but can see the benefits they gain in other areas, such as problem solving and managing a team.
Explain how each component of the independent project emulates a real practice in the discipline. This communicates to your students that you are putting them through this experience to help them develop their competencies, not to waste their time.
Treat every pitfall as a lesson, not as an opportunity to point out deficiencies. If something goes wrong, help the students figure out a way to move forward. Then, ask the students what they learned from the experience (e.g., how to better communicate, the value of a contingency plan, time management) and how they might strategize differently if confronted with a similar situation.

Issue #2: Designing and Conducting Independent Projects is Overwhelming
Often, the end product of an independent project seems like an unattainable goal. The concept of an independent project can provide freedom, but the lack of structure can leave students feeling lost and unsure of their path. They key for instructors is to provide structure (e.g., schedules, formatting guidelines) without stifling opportunities for students to be creative and take charge of their own learning. 
Tips

Break down the project into manageable goals. Create a guide for students that details out the specific steps that lead to the end product, which includes due dates for smaller components of the project. This will help students feel competent as they achieve each small task and to better manage their time.
Provide iterative feedback. If the only evaluation students receive on their work is their final project grade, they don’t have the opportunity to improve and learn along the way. Checking in with students as they reach each small goal allows both students and instructor to keep track of progress and to make adjustments if a group has gotten off-course.
Take time in class to praise students for their progress. Students may have trouble perceiving their accomplishments, so bringing them up will help to increase student confidence moving forward with the project.
Help groups work through challenges in a structured manner. Ask groups to bring up challenges they have encountered lately, and run a brainstorming session with the entire class to overcome these challenges. Often, other groups will have encountered similar challenges, so working through them together helps students feel more competent and build a sense of community among classmates.

Issue #3: Group Members do not Contribute Equally
A common issue in group projects is that some students don’t have the time or interest to fully participate. This puts an undue burden on the other group members, who must take on a larger role in the project than intended. Instructors can minimize the incentive to “slack off” and create strategies for teams to manage uncooperative group members.
Tips

Have students create a team contract. Provide students with a general template for a group contract with space to detail procedures for written communication among teammates, goals for the project, and consequences for group members who don’t pull their weight. All students should contribute to the creation of the contract and sign it. If an issue arises at any point during the project, the group has a clear path forward to correct the issue.
Build in opportunities for every member to contribute. The threat of being held individually accountable is often enough motivation for students to pull their weight. Take time in class to consult with each group individually or run brainstorming sessions with the entire class, asking individual students to share their experience or discuss project results.

Issue #4: Group Members Have Disparate Goals
Group projects can be frustrating if students clash with teammates due to differing interests or goals. While it’s impossible to remove all disagreement among group members, creating a positive collaborative atmosphere can help students discuss and pursue their goals in a supportive manner. 
Tips

Form groups based on mutual interests. Ask students to sit in different sections of the classroom based on potential project topics, then organize the students into groups based on their “interest zone.” An added bonus to this approach is that student groups will automatically have something in common, which can help them form social bonds and increase the enjoyment of working together.
Make time at the start of the project for students to discuss goals. Talking about how the project might relate to their goals for the course, their undergraduate education, and/or their career helps students understand the motivations of their teammates. When group members understand each other’s motivations, they can adjust their expectations and support the achievement of a variety of goals.

While your students may not enjoy the long hours, issues with teammates, and frustrations that accompany the independent group project, they may come to appreciate the lessons learned from their experiences. An example of working through a road block on their project could become a scenario they describe in a job interview. Dealing with an uncooperative group member could inform their approach to team management in their career. Engaging in inquiry could become the foundation for a student’s decision to pursue graduate school. Keep these outcomes in mind, and make every effort to put a positive spin on student progress.

Further Reading
Guide: “What are Best Practices for Designing Group Projects?” from Carnegie Mellon University. https://www.cmu.edu/teaching/designteach/design/instructionalstrategies/groupprojects/design.html
Guide: “Group Work: Using Cooperative Learning Groups Effectively” from Vanderbilt University. https://cft.vanderbilt.edu/guides-sub-pages/setting-up-and-facilitating-group-work-using-cooperative-learning-groups-effectively/
Guide: “Successful Group Projects” from University of Leicester. https://www2.le.ac.uk/offices/ld/resources/study/group-projects
Article: Creating Positive Group Project Experiences by Chapman and van Auken. http://journals.sagepub.com/doi/abs/10.1177/0273475301232005

Key facts

Dengue is a mosquito-borne viral infection.
The virus responsible for causing dengue, is called dengue virus (DENV). There are four DENV serotypes, meaning that it is possible to be infected four times.
Severe dengue is a leading cause of serious illness and death in some Asian and Latin American countries. It requires management by medical professionals.
While many DENV infections produce only mild illness, DENV can cause an acute flu-like illness. Occasionally this develops into a potentially lethal complication, called severe dengue.
There is no specific treatment for dengue/severe dengue. Early detection of disease progression associated with severe dengue, and access to proper medical care lowers fatality rates of severe dengue to below 1%.
Dengue is found in tropical and sub-tropical climates worldwide, mostly in urban and semi-urban areas.

REF: https://courses.lumenlearning.com/wm-organizationalbehavior/chapter/what-is-organizational-behavior
In a nutshell, organizational behavior is the study of how human behavior affects an organization. Organizational behavior aims to learn how an organization operates through the behaviors of its members. Instead of taking a strictly numerical approach to determine an organization’s operations, it takes a more psychological approach. By understanding people, you can better understand an organization
 
The academic study of organizational behavior can be dated back to Taylor’s scientific theory . However, certain components of organizational behavior can date back even further. In this section we will discuss how organizational behavior developed into a field of its own.
Looking back thousands of years we can find components of organizational behavior. Famous philosophers like Plato and Aristotle discussed key components of today’s organizations including the importance of leadership and clear communication. While these seem like very basic and broad concepts today, at the time they were innovative ideas and helped to lay the foundation for organizational behavior.
If organizational behavior were a simple topic, this course would be short and sweet. We could simply say that organizational behavior is how people and groups act within an organization. But it’s not so simple!
When organizational behavior grew into an academic study with the rise of the Industrial Revolution, it began to complicate what could appear to be simple topics. People began asking a lot of questions and started critiquing how organizations operated. Like many academic ventures, people began to deep dive into how behavior plays a role in organizations and why changes in behavior alter the way organizations operate. Along the way, organizational behavior has grown to incorporate components of management, psychology, leadership, personality traits, motivation, etc.
Organizational behavior has grown into its own niche within a wide variety of other genres. This is exciting because it allows us to really investigate each and every aspect of behavior within an organization! Today, organizational behavior is recognized as an essential component of an organization. Scholars and businesses alike recognize its importance and continue to help it adapt to current issues and new findings.

 
In our last post, We had a close look at Credentialing and what it entails. We also gained insight into how healthcare companies and providers manage this very important function in healthcare recruitment. Having understood why healthcare credential management is so crucial not only from a business perspective but also ensures there are no legal implications, the stage is just right to introduce another factor closely related to Credentialing, namely Compliance.
Join me in exploring why Compliance in Credentialing is so important and how this need not be such an onerous task with specialized apps, customized specifically for online healthcare recruitments. Credential compliance is achievable with minimal stress. Let us understand how, but first-a brief background.
What is Compliance in Credentialing, and Why does it matter?
I am using the the term ‘Compliance’ to mean meeting the requirements for Credentialing and participating in effective Compliance programs as set forth by the Office of Inspector General (OIG) and the National Committee for Quality Assurance(NCQA). This includes internal auditing, monitoring, credentialing education and training, developing plans of corrective action in responding to related problems as well as enforcing credentialing standards. Most Compliance programs, while generally operating as independent entities, report to their respective boards of directors or other committees providing assistance and oversight to the process.
So, what happens if a healthcare fails to verify accurately? Without careful oversight and auditing, it is all too possible for omissions or errors to occur before, during, or immediately following the process, which could lead to enrollment issues as well as open a pandora’s box to legal problems if the process is incomplete or the provider’s privacy is compromised. Furthermore, the 1960s case of Darling vs. Charleston Hospital established the responsibility of hospitals and other healthcare facilities in verifying the professional credentials of the physicians and other providers practicing under their roof.
 
 
 
REF : links :https://targetrecruit.com/the-importance-of-compliance-in-credentialing/
 
YouTube: https://youtu.be/C6YrPt1ygX8

NAIC System.
Changes in industry demand and technological innovations are important factors affecting future occupational employment, as we saw in the previous section. Furthermore, the projected employment published by the BLS is given for detailed industries and occupations. Thus, I describe the industry classification systems used by the BLS and other federal agencies. These systems provide a framework for assigning codes to establishments, allowing for consistent data collection and analyses of economic statistics in industries over time.
Federal statistical agencies used the Standard Industrial Classification (SIC) system in 1939 when it was first published by the former Bureau of the Budget, which is now the Office of Management and Budget (OMB). Like all classification systems, it was updated periodically. However, economic changes, such as the emerging services-oriented economy, increased use of computers, rapidly evolving technology, and globalization, motivated the need to change the industry classification system.