'Health Organization Case Study Research Essay\r'

'Health Organization causal agent reputation investigate a wellness Health Organization fountain translate Research a health dispense organisation or a net that spans several states deep down the U.S. (Example: United Healthc atomic number 18, Vanguard, monetary standard Healthc atomic number 18, etc.). Harvard Business Review Online and Hoover’s Company Records, found in the GCU Library, are useful sources. You may also materialize pertinent information on your arrangement’s webpage. Review â€Å"capital of Singapore Airlines Case Study.”\r\nPrepare a 1,000-1,250-word paper that focuses on the government or earnings you run through selected. Your essay should assess the readiness of the health care organization or ne 2rk in extensioning the health care take of citizens in the next decade, and include a strategic plan that addresses issues pertaining to network growth, suck up staffing, resource anxiety, and patient pleasure. Prepare this des ignation according to the APA guidelines found in the APA sprint Guide, located in the assimilator supremacy Center. An abstract is not required. This assignment uses a grading rubric. Instructors will be education the rubric to grade the assignment; therefore, students should refresh the rubric prior to beginning the assignment to become familiar with the assignment criteria and scenes for successful completion of the assignment. You are required to bias this assignment to Turnitin. Refer to the directions in the Student Success Center. Only Word documents good deal be submitted to Turnitin.\r\nSingapore Airlines Case Study\r\n(student paper)\r\nSingapore Airlines was created in 1972 following a separation from Malaysian Airlines. In the wash of reorganization, Singapore Airlines undertook aggressive growth, investing and barter to maximize profitability and expand foodstuff share. Through this change, a new-made club philosophy emerged, â€Å"Success or stroke is for the most part dictated by the fictional character of renovation it provides” (Wyckoff, 1989). By reinventing the company stem and introducing new initiatives focused on purity in client wait on, Singapore Airlines became a global leader in the attend manufacture, elevating existing standards among competitors.\r\nEvaluation of Workforce management Program\r\nThe strategy widely employ by Singapore Airlines to ensure preeminence in an progressively hawkish mart was its forethought to in-flight portion. â€Å"Good flight service [was] important in its own amend and is a reflection of attention to expatiate throughout the airline” (Wyckoff, 1989). This statement perpetuated the judgement that excellence in service was immediately tied to the careful selection and individual performance of in-flight crowds charged with the responsibility of fulfilling the call for of individual passengers and exuding the levels of service demanded by the organizati on. Applicants ordain to work as flight stewards were wasted from a very preteen existence, emblematicly spanning the ages of 18-25 years of age with high drill equivalency a succeedst the English system of education. Selection of applications was competitive largely receivable to the degree of skill, sang-froid, and run into required of its candidates. These policies led to the on-boarding of a highly skilled and youthful hands with corroborative attitudes and a willingness to be trained. Critique of this blast revealed several disadvantages.\r\nThe most significant world the potential for neat turnover when hiring a younger population as inappropriate to an older, more than experienced gang. Experience wholly would play some role in the development of new employees, as great experience would bring greater poise and confidence. However, in light of the predominant population Singapore Airlines catered to, a younger in-flight crew would remedy the awkwardness like ly to be encountered by older clients being served by older crew members. In addition, a younger crew would likely be more accepting of new procedures and less(prenominal)(prenominal) cynical of the requirements of employment. In light of the young demographic most desired in this role, recruitment, preparedness and â€Å"conversion” processes were two plastered and comprehensive. All aspects of in-flight service, including training related to terminology, comforts and food preparation were provided in great detail, as were training for emergency facility and response to every potential scenario encountered in the air and on the ground.\r\nFormalized on-boarding, training and continued development were the hallmarks of the comprehensive custody program. Even well into a crew member’s employment, on-going training and alternating(prenominal) evaluation provided a mechanism for employees to be aware of individual performance and gain exposure to methods of continu ous improvement. With an on-going plan of evaluation, communication, and development, the workforce was well- touched for high levels of performance and persona improvements.\r\nthough it would seem that Singapore Airlines’ work management program suited the organization well, it greatly narrowed the pool of applicants and kept umpteen, well-qualified and experienced candidates from positions that would create diversity among the largely homogeneous workforce and place the organization in a better position to serve populations whose ethnic origins were not of Asiatic descent. If the organization aims to be the leader in an increasingly global marketplace, the workforce must(prenominal) mirror the diverse needs and perceptions of the greater population.\r\nAdvertising Campaign\r\nSingapore Airlines is cognise in the airline industry for its quality of service. This emphasis on guest service and customer satisfaction is largely wistful of the Asian culture for which the company embodies. upkeep to detail, impeccable presentation, and care for others are traits substitutable with countries of Asian heritage. Similarly, Asian countries revere conservatism, organization and hierarchy (Allik, n.d.) so, it would follow that young Asian individuals demonstrate the same gracious, caring behaviors to others. The expectation of â€Å"gentle, courteous service” is consistent with these norms and with the approaches interpreted by the organization.\r\nSo much are these standards and stereotypes linked to Asian culture and the mental image of service, that the symbol applied to the airline is that of a young Asian woman. This image is resoundingly more beguiling and traditional, recognized by nearly 50% of consumers over typical selling imparted by competitors, with a peripheral recognition of 9.6%. In light of the confirming impact and recognition of the existing marketing campaign, it was considered advisable to retain the current marketing st rategy.\r\nSystems for Measuring Service Quality\r\nSingapore Airlines has two primary components involved in measuring service quality. The first is a system to measure customer complaints and praise for every 10,000 passengers. The second measurement is a comparative rating of airline service prepared by the International Research Associates (INRA). The first component, customers’ complaints and compliments, stayed relatively the same disrespect rapid organisational expansion. This type of epitome has shown a generally high satisfaction level, but could be skewed due to the vast areas the complaints and compliments could cover; from rag sales and baggage areas to in-flight crews. To address this tutelage the complaints were split between the areas. However, to get an immaculate barometer of customer satisfaction, it was recommended that the airline conduct casual surveys of customers. Often, customers submitting comments fell into one of two categories; those having complaints or those having compliments.\r\nThe second component to gauge customer satisfaction involved the INRA surveys. The airline executives paying(a) particular attention to these lashings as they indicated levels of satisfaction among the general consumer population and set areas requiring continuous improvement. In 1973 Singapore Airlines scored 68, in 1974 the company scored 74 and in 1979 they scored 78. The scores of 39 other airlines demonstrated that two other competitors, Cathy Pacific and Thai International, were astir(p) rapidly. This provided one indicator of competitive advantage. In order for Singapore Airlines to stay before of their competitors they would need to evaluate their position against industry leaders and determine if changes would be necessitate to stay competitive, particularly with respect to customer service and customer satisfaction (Wyckoff, 1989).\r\n design to Introduce Slot Machines\r\nSingapore Airlines has responded to many changes in o rder to differentiate itself within an increasingly competitive market place. unity responsive action was to remove sleepers, switch them with a business class section. Reactions from consumers were less than favorable. The move strayed from what consumers came to expect of elect(ip) levels of customer service, which were in large part, due to the attention paid to the personal needs of its elite customers. Although intended to be innovative and distinctive, the comprehension of slot machines on transatlantic flights was another(prenominal) report met with considerable consumer dissatisfaction. While potentially generating a new stream of revenue, the idea only worked to incite passengers with a new category of charges. In addition to generating personify for the consumer, the machines took valuable space away from place and posed problems in light of incubus restrictions (Time, 1981). These changes only compounded issues and introduced new problems much(prenominal) as the p otential for in-flight injury, rather than change in-flight services. While there was some prospect for revenue, initially, the gains would last for a season and were not expected to extend out into the long-term.\r\n termination\r\nThe Singapore Airlines Case Study highlights both effective as well as ineffective management approaches within the company. The attendant analysis and evaluation of company operations and strategies offer a compelling glance of organizational design and leadership amid change, as well as provide a platform for future discussions of organizational development and change management. Group evaluation of organizational design, organizational decision-making, and organizational process at Singapore Airlines yielded some recommendations for new approaches to address complaints, become more mainstream in an increasingly diverse market space, and become more innovative without losing sight of the customer service focus that has made Singapore Airlines so su ccessful.\r\n'