Global Health Organization System Of The United Nations

Introduction Global health care continues to evolve as countries develop and also improve medical technology and treatments for diseases. Medical teams from developed countries continue to work in developing countries to treat patients and train locals with the medical skills they will need in order to help those in their community. The World Health Organization (WHO) is constantly monitoring and taking the lead when it comes to providing the health care that so many countries desperately need. Their primary mission is to direct and coordinate the international health within system of the United Nations. The World Health Organization set the standards, promote and monitor their plan. They also provide any technical support that is†¦show more content†¦There may always be barriers when it comes to global health care. Some of the reasons that this may stay the way it is can be due to issues such as education, culture and poverty that can be the barriers in global health. When you put education, culture and poverty together it can be positive or negative. Depending on how you want to see it. There are always health care situations in both the developed and developing countries that may not always be the same for many reasons. In this paper, I will identify how education, culture and poverty act together to cause barriers in global health. I will identify the impact of education, culture and poverty when it comes to healthcare barriers and how the total can be greater than each individual factor. There will be two case studies on specific global health issues in developed countries as well developing countries and when the factors are combined what the similarities and differences are and finally we will address how the cultural and educational competencies can be used to address barriers. Impact of education to healthcare barriers Education will continue to be a healthcare barrier until the developing countries are better educated and are able to have access to medicines and have healthcare professional of their own. Those who go to developing countries from the developed countries and have a background in health care, should have a strategy in-place. This

Human Resource Management An Organization - 3527 Words

HUMAN RESOURCE MANAGEMENT: Introduction: Human resource management is the all about of recruitment, employee’s selection, providing necessary training and skill development, assessment of employees, and all other factors related to the employees in organization. Human: refers to the skilled and unskilled workforce in the organization Resource: refers to limited availability of scarce Management: refers to the process of coordination of human resource in organization to get the best results is called management. Human resource management is the process of maximises utilization of available skilled workforce. The main key role of HRM is to get best results out of available human resource in organization. Human resource management is the back bone of any organization. Human resource management plays an important vital role to achieve high targets with minimum use of resources. Human resource management provides benefits, motivation, maintain proper relationship with labour, maintain employees’ safety, and all other issues linked with employees working in organization. There is a human mind behind the production of every product or service, hard work, effort or man hours. It is impossible to produce any product or service without help of human. Human being is the main resource for making or constructing anything. According to Edwin Flippo HRM is â€Å"planning, organizing, directing, controlling of procurement, development, compensation, integration, maintenance and separation ofShow MoreRelatedHuman Resource Management : The Management Of An Organization1250 Words   |  5 PagesHuman resource management is the management of an organization to build and maintain the relation between the employee and the organization in order to meet business objectives and employee expectations. The process of hiring and developing employees so that they become more valuable to the organization. Human resource management is the governance of an organization s employee. HRM is sometimes referred to simply as human resource. HRM is the process of recruitment, selection of employee, providingRead MoreHuman Resource Management : The Management Of An Organization980 Words   |  4 PagesHuman Resource Management Overview Human Resource Management is the management of an organization’s employees. When a company designates a Human Resource (HR) department, those in HR are the ones responsible for overseeing the well-being of personnel in the workplace, and focus on how to attract, hire, train, motivate, and maintain employees of the organization. (DeCenzo, Robbins, Verhulst, 2013, p4). According to David S. 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Having an organized and developed HR team allows the company to function and develop efficiently. There are seven main functions in which human resource management can be categorized

Humanistic Era Reflection Paper free essay sample

George Elton Mayo is known as the founder of the Human Relations Movement, and is well known for his research on the Hawthorne Studies. The Hawthorne Studies were the beginning point for a dramatic change in how organizations and managers began to not view workers as machines, but began to view the role of human behavior as dynamic. In 1931, one company went on record saying the following about the outcome of the Hawthorne Studies: â€Å"Upon analysis, only one thing seemed to show a continuous relationship with this improved output. This was the mental attitude of the workers. From their conversations with each other and their comments to the test observers, it was not only clear this area of employee reactions and feelings was a fruitful field for industrial research (Gautschi, 1989). † There were many other great contributors to this perspective. There was Mary Parker Follet who recognized what she called integration, which can be explained as the motivating factors of both the group and individual. She advocated that an organization needs to view their relationship with their staff of â€Å"power with† and not â€Å"power over†. Then there was Chester Barnard who was one of the first to examine the idea of the cooperative system. This suggests that an organization should strive to match their organizational goals with those goals of the individuals working for them. (Wren Bedeian, 2009) Another contributor to the Human Relations Perspective was Abraham Maslow. Maslow is one of the more well known behavioral theorists, and his contribution to the Humanistic Era would be his Hierarchy of Needs theory. This theory states that an individual has 5 levels of needs (physiological, safety, love, esteem, and self-actualization). He felt each need of hierarchy had to be met before moving onto satisfying the next need. There was also a theorist by the name Douglas McGregor. His theory was known as Theory X and Theory Y. McGregor believed there were two groups of people, X and Y. X people are people with little ambition, don’t like their job, avoid responsibility, etc. Y people are people who want to do the right thing, be self-directed and achieve the organizations goals. This theory states the role of management is to direct the efforts of the workers, motivate them, and control their actions and to recognize and achieve their positive attributes (Shafritz Ott, 2001). Lastly, there was Hugo Munsterberg who was noted as the father of industrial psychology. He has been credited for starting one of the first personnel departments (Wren Bedeian, 2009). Next there was the Social Person Perspective of the Humanistic Era. The Social Person Perspective was the result of historical events that took place from about the 1930’s to the 1950’s. During this time period is when â€Å"Personnel† changed into â€Å"Human Resource Management (HRM)†. Management began to strategically focus more on the long-term success of the organization. Management theories changed from trait theory to an integration of social and behavioral theories focusing on leader-follower, contingency, and human relations. This perspective also brought the importance of self-awareness, self-actualization, and self-esteem; and an emphasis on effective communication and the relationship between management and labor. One of the big contributors to the Social Persons Perspective was the Great Depression. Herbert Hoover, the 31st President of the United States, strongly supported the Efficiency Movement, which was a movement stating that the government and the economy were taken over with inefficiency and waste. He felt this issue could be improved by experts who could identify the problems and solve them. However, Hoover ultimately failed losing the election in 1932 (Wren Bedeian, 2009). Another contribution to the Social Person Perspective as the fact that the government became more heavily involved in U. S. business improvement efforts during the 1930s. The government submitted many legislative actions that established programs to help the unemployed and middle class. This led to organized labor unions and helped a balance of power between labor and management. Many believe that the big increase in labor unions was directly related to the terrible economic condition. However, at the time unions provided average employees with job security and safety. In an effort to ensure employees and employers were treated ethically within labor unions, the Wagner Act (National Labor Relations Act) and the Taft-Hartley Act (Labor-Management Relations Act) were established. The Taft-Hartley added a list of unfair labor practices, on the part of unions to the National Labor Relations Board (NLRB), which previously only prohibited unfair labor practices committed by employers. These laws reduced the amount of power an employer had over its employees. Because of these acts, management had to take into consideration many other factors when managing their employees. This made it important for managers to have a top-level managerial view point. Another big contributor was the Post World War II efforts. Post World War II efforts led to organizations expanding and collecting on the economic benefits of supplying products and services to the military. This led to increased labor forces and advancements in technology. All of these expansions and advancements made it necessary for organizations to have well-trained and educated managers who understood the needs of the organization, and the relationships of the organization’s groups, individuals, and environmental factors. After World War II universities started increasing their emphasis and interest in teaching and educations the practice of management (Wren Bedeian, 2009). The Humanistic Era of Management, both the Human Relations and the Social Person Perspective’s principles/concepts are very relevant today. An individual’s needs are an important piece to an organization’s effectiveness. Monetary incentives are not the only important piece to satisfying an individual’s needs (Coles, 2001). Speaking from personal experience, when an employee is treated more as a team member, they begin to care more about the outcome of their work. Most individuals want to be part of a group or team, and when this takes place, an employee will care more about the effort they put into their work. Additionally, the concept of a need for top-level managerial viewpoint is very relevant in today’s manager’s role. This era started the need for trained and educated managers. Now managers are expected to have an education and training and have strong management skills. This era also started the importance of business ethics and corporate social responsibility. This is also very important to today’s managers. Managers need to lead their staff, while maintaining ethical practices.