Healthcare Industry in the USA Essay Example | Topics and Well Written Essays - 500 words

Healthcare Industry in the USA - Essay Example In comparison with a developing country, the United States is superior in development and well being. These factors are testified by the lower unemployment rate as well as higher income per capita. The United States also has a much longer life expectancy than in the developing countries. The higher life expectancy can be attributed to the better well being of individuals in the US, as well as the medical services. The United States has more physicians per capita and better facilities than the developing countries.Similarities in between the United States and other developed countries include the level of well being is roughly similar. As mentioned above, the differences exist in the access to healthcare and affordability of these services. The developed countries all have a life expectancy above seventy five years. In the United States and the European countries there are low numbers of infant mortality and every child has access to an educational facility. There are also less number s of birth complications in these countries affecting both the mother and the child. The countries also have a higher rate of female employment as compared to the developing countries.The developed and developing countries are diverging and this can be attributed to many factors. Firstly, the life expectancy of the developing countries is low and the majority of individuals die at working age as the life expectancy in these countries is below 60 years. Hence, the countries become less productive due to the diminished labor force.

Business Management Term Paper Example | Topics and Well Written Essays - 1250 words

Business Management - Term Paper Example But how is this done? Research reveals that employees may be motivated in a number of ways. One such is through recognition and reward as noted in the article Leadership Coaching: Employee Motivation Rewards In The Workplace. The article was written on August 15, 2012 by Mike Krutza and Jodi Wiff. It attempts to bring out the importance of employee motivation and what managers need to do in order to ensure that employees under them are motivated. One of the strategies identified by Krutza and Wiff is that managers must learn to praise and reward the deserving. They note that giving credit to teammates is very important. In this regard, they argue that a manager who gives spotlight on a coworker who is doing a fabulous job will most likely be recognized by the management. As such, they advice that a manager should ensure that an informal employee recognition award is established, which he would be comfortable creating, and overseeing, as well. The article also suggests that taking an initiative to develop an employee award system, is good since it also help the manager keep his job. The reason being, it shows that the manager cares about his teammates and the value put on team. In addition, they point out that for the manager to appear self-confident before his seniors, he should also praise his teammates for a job well done. Several management approaches have been developed that can be used to explain why this is so. The approaches include classical, behavioral, quantitative and contemporary. The objective of this paper is to relate the article â€Å"Leadership Coaching: Employee Motivation Rewards in the Workplace† to these approaches classical, behavioral, quantitative and contemporary. It will also relate the article to the organization structure of a company or business. Classical Principle The classical school of thought is based on managing the organization and workers more effectively, and falls under different groups: scientific, administrative a nd bureaucratic management. Scientific management is based on a number of principles such as the application of scientific methods to work in order to come up with the best way of accomplishing a given task in an organization. This implies that failure to establish the best way of accomplishing the organizations task is may lead to managers using actions which are inconsistent with the overall organizational goals (Griffin 16). Scientific management under classical school of thought suggests that employees should be carefully hired based on their qualifications and trained to do their jobs more effectively and efficiently (Griffin 14). Hiring of qualified and competent workers minimizes labor turnover within an organization and contributes to better work and ethics. Despite the fact that employees may be qualified, some may not be up to the task. Therefore, to ensure that employees are motivated, a manager would still have to organize for an award scheme for those to does their work better according to Krutza and Wiff (par. 1). This will increase the overall performance of the organization, thereby making the manager be recognized by top management as an important person in the organization which they cannot afford to loose. Scientific management principle also proposes that there should be genuine cooperation between management and workers based on mutual self-interest (Griffin 16). This aspect relates quite well with the article as the authors point out that the reward