The Walt Disney Company Mckinsey 7s Model the...

The Walt Disney Company: The Entertainment King Starting as a young boy from Missouri, farmer Walter Elias Disney set out to make a mark on society. After first joining the Red Cross in World War I, he came back determined to be an artist. After moving to Hollywood in 1923 with his older brother Roy, they founded Disney Brothers Studio. After diversifying as much as possible, Disney had a firm grasp on the global market share until the 1980’s where the company’s revenues began to slump in the film industry. Luckily Sid Bass invested $365 million in order to rescue the company and bring an end to all hostile takeover attempts. Disney’s billion dollar powerhouse status in the entertainment industry can be broken down and analyzed using the†¦show more content†¦Walt believed the true revenue lay with full-length feature films. In 1937 Walt Disney and his studio created the world’s first full-length, full-color animated feature, Snow White and the Seven Dwarfs. This was the highest-grossing animate d movie of all time, even out grossing animated films until the year 2000 (Exhibit 7). Disney Brothers Studio attempted to increase its market share so cleverly in the fact that they began a signature trend of stocking shelves with products the day of the film’s release in huge retail stores such as Sears and Woolworth’s. To maintain this competitive advantage and market share, Disney set a goal of releasing two feature–length films per year, in addition to a large number of shorts. As the company was skyrocketing in sales and revenue, Disney began to scale up, and employee base grew sevenfold and they even built a new studio in Burbank. In order to finance these new additions, Disney Brothers Studios went public in 1940. World War II was a sluggish time for Disney so in 1944 Disney began another trademark tactic of re-releasing its full-length classic cartoons every few years so as to capture the interest of all the new generations of children. This strategy became an important source of profits for Disney. After the war ended, Disney diversified further by creating Walt Disney Music Company to control music copyrights and to recruit the finest artists. Disney took the diversification strategy to new heights by offering

Hydropower is taking the energy out of water flowing from...

Hydropower is taking the energy out of water flowing from a higher elevation to a lower one and converting it into electricity. Hydropower has been used as source for electricity for many years and is the leading renewable energy resource in America today. Hydropower is the most dependable and effective of all renewable power sources. â€Å"And today, about seven percent of all electricity is generated from hydropower† (DOE.org) The Tennessee Valley Authority is the nation’s largest federal, public power company. TVA also has fossil fuel, nuclear, and hydropower plants. â€Å"TVA maintains 29 conventional hydroelectric dams throughout the Tennessee River System and one pumped-storage facility for the production of electricity.† (tva.gov) â€Å"Together†¦show more content†¦(tva.gov) (Figure 1.1) There are many benefits to using hydropower. Hydropower is fueled by water, so it’s a clean fuel source and doesn’t pollute the environment like other power plants. It is also a domestic source of energy because it is produced in the United States. Hydropower is a renewable resource because it relies on the water cycle and is also available as needed because engineers can control the flow of water through the turbines to produce electricity on demand. However, Hydropower operations can have negative effects on aquatic life near the dams. A low oxygen level in the water being released from the dams puts stress on the aquatic life that lives in the water and damages their natural habitat. â€Å"To address these problems TVA began a five-year, $44 million tail water improvements program in 1991. Several approaches are used to keep a constant flow of water in the riverbed and to add oxygen to the water. Studies show that such efforts are making a positive difference in wat er quality and the health of the aquatic environment downstream of hydropower dams.† (tva.gov) Hydropower is a clean and reliable source of energy for TVA and plays an important role in their power system. â€Å"On the Tennessee River system TVA maintains twenty-nine conventional hydroelectric dams and one pumped-storage plant for the production of electricity. This hydro system generates between seven and tenShow MoreRelatedTop Ten Biggest Dams in Asia15124 Words   |  61 PagesAsia Human’s never ending need of water dates back from the start of our existence. In the earlier days our ancestors have always been relying on the naturally occurring dams found in nature. But with the rapid increase of population, these natural dams are now very insufficient in providing enough water to supply the peoples demand for water. With a problem comes a solution, our early ancestors needed to find a more efficient way of getting and storing water for their needs. So instead of relyingRead MoreThe Holy River of India-River Ganges9512 Words   |  39 Pagesthe river of India, beloved of her people, round which are intertwined her memories, her hopes and fears, her songs of triumph, her victories and her defeats. She has been a symbol of Indias age-long culture and civilization, ever changing, ever flowing, and yet ever the same Ganga. - Jawaharlal Nehru, First Prime Minister of India, born in Allahabad on the Ganges Ganges (Hindi Ganga), major river of the Indian subcontinent, formed in the southern ranges of the Himalaya, in northern Uttar Pradesh

Use Of A Standardized Protocol To Decrease Medication Errors

Question: Discuss about the Use Of A Standardized Protocol To Decrease Medication Errors. Answer: Description I took a medical round in the pediatric ward with the registered nurse I was assigned. My patient in this ward was a type 1 diabetic who was due for insulin. I receive my instructions from the registered nurse. In this case, the nurse requested me to draw 24 units of insulin, which I was to administer to the patient as the nurse watches. We both checked the dosage to make sure it was 24 units before administering. Later, I return to check the blood sugar levels. I noticed that the level had dropped drastically from 14mmol/l to 3.5mmol/l. I notified the nurse immediately. On checking the medical chart, we realized that we had administered 24 units instead of 2.4 units of insulin. Feeling Before administering the dosage, I felt self-assured and positive on what I was doing. I had seen the registered nurse administer the insulin before so I had prior knowledge. When I have to discuss the patient with the registered nurse, I made sure we were outside the ward as it is unprofessional to discuss over a patient at their presence. The medical records were not updated and were poorly managed. When the registered nurse mentioned this to me, I become defensive and I said, It does not matter. When I came into my conscious, I knew such remarks were unprofessional, that is when I went in to check the patients blood sugar level to check on their response after the administration of the insulin. Medical records are a working document, which should always be updated to avoid medical errors. Lack, poor, and incomplete record keeping can be injurious to the patient recovery (Sheu, Wei, Chen, Yu Tang, 2009). I felt so helpless and I had to request the registered to do something with t he patient. Evaluation My professional role in nursing helped me to assess the patients blood sugar level in order to give an accurate description to the registered nurse prior to administering the insulin. I provided the nurse with evidence, which consolidated with my assessment skills that enabled me to put my drug administration skills into practice. Analysis Lesar (2002) notes hat professional partnership stand a risk if a registered nurse lacks professional knowledge, which will enable them to act ethically, this, undermines their authority. For instance, the registered nurse knew that I was a learner and should have treated me as a learner but not a care partner. Therefore, it is essential to design appropriate nursing framework in order to eliminate some of the medical errors as the one above (Wolf, Hicks Serembus, 2006). For instance, a nursing intervention that notifies nursing students on what to do, how to do it, and when to do is essential in the nursing practice (Donihi Korytkowski, 2006). Further, registered nurses should enhance their communication skills so that other practitioners can be flexible in their nursing approach. In the case of poor medical documentation, it is imperative for nurses to maintain complete and up to date medical record in order to avoid medical errors, which can be detrimental to the patient (Balas, Scott Rogers, 2004). For instance, if the nurse had maintained a complete set of medical records, there could not have been any errors in medication. Conclusion I conclude that my drug administration process was successful. Despite the errors in the dosage, the patients blood level stabilized after receiving medical support from the other healthcare practitioners. However, I learned that it is important to maintain complete and up to date medical records, as they are a legal document, which should be in progress. Nevertheless, I demonstrated that I can holistically assess patients but I had to further my knowledge on my career concerns as remarks like it does not matter are unprofessional and can put the patients life in danger. Action Plan In order to give confidence for the participation of others in drug administration, I will e conversant on the issue of drug administration and the importance of medical records. Further, I will enhance my knowledge on the diabetic stages and the dosage required for each stage of the condition. I will disseminate the same knowledge to my peers s sharing medical knowledge is imperative in a holistic care. As I develop into a fully registered nurse, I will continue with my medical research so that I can reflect it in my practice. Hence, formulating a new action plan will address my weaknesses and by acknowledging the weaknesses, I will be in a position to create achievable goals in order to become a competent health care provider (Pianpeng Koraneekij, 2016). References Balas, M. C., Scott, L. D., Rogers, A. E. (2004). The prevalence and nature of errors and near errors reported by hospital staff nurses.Applied Nursing Research,17(4), 224-230. Donihi Korytkowski, M. T. (2006). Use of a standardized protocol to decrease medication errors and adverse events related to sliding scale insulin.Quality and Safety in Health Care,15(2), 89-91. Kaushal, R., Bates, D. W., Landrigan, C., McKenna, K. J., Clapp, M. D., Federico, F., Goldmann, D. A. (2001). Medication errors and adverse drug events in pediatric inpatients.Jama,285(16), 2114-2120. Lesar, T. S. (2002). Prescribing errors involving medication dosage forms.Journal of general internal medicine,17(8), 579-587. Pianpeng, T., Koraneekij, P. (2016). Development of a Model of Reflection Using Video Based on Gibbs's Cycle in Electronic Portfolio to Enhance Level of Reflective Thinking of Nursing Students.International Journal of Nursing6(1), 26. Sheu, S. J., Wei, I. L., Chen, C. H., Yu, S., Tang, F. I. (2009). Using snowball sampling method with nurses to understand medication administration errors.Journal of clinical nursing,18(4), 559-569. Wolf, Z. R., Hicks, R., Serembus, J. F. (2006). Characteristics of medication errors made by students during the administration phase: a descriptive study.Journal of Professional Nursing,22(1), 39-51.

Wegman free essay sample

Question 04: What is the primary source of Wegmans’s culture, and what are some ways that it has been able to sustain itself? Answer: The culture of an organization does not immerge automatically at once. It is a consequence of series of activities that had been enforced by the group who influenced to create it, change it and who actually lives together with in transforming the culture to the future. For most of the organizations, it is the founder who begins the culture. Being the founders they have a major impact on deciding the cultural characteristics that would be engraved to the organizations that they form. They decide the vision and have a mind set of what type of culture that will be adopted in achieving the vision at the end. It is also the founders who had become the ultimate source of Wegmans’s culture as well. They were brothers, John and Walter wegman. We will write a custom essay sample on Wegman or any similar topic specifically for you Do Not WasteYour Time HIRE WRITER Only 13.90 / page They had started this company with one grocery store in Rochester, New York in 1930. More importantly distinguishing their culture from the perceived cultures in other organization’s of the same industry. The early culture as well as business strategy they used quickly separated their company from existed groceries and created a unique identity for them. This culture creation occurred in mainly three ways: * They hire the people who think the same way : The pioneers of wegmans had interest on food and they thought the employees should also possessed the same interest. They indoctrinated and socialized these employees in to their way of thinking and feeling. * Their own behavior acted as a role model that encourages employees to internalized the core values, norms and practices of founders to themselves. This is evident by the decisions which had taken by Walter’s Son in 1950. – Implemented a generous number of employee benefits such as profit sharing and medical coverage, completely paid by the company. The same followed by Danny, Robet’s Son, launched an immense college scholarships program for its employees at the expense of company. Once the culture is in place it is organizational practices that encounters its ability to sustain itself and move forward. The Human resource management functional plays a vital role in this context. Some Of them are : * Employee Selection * Employee Performance Evaluations. * Promotional/Reward Systems. * Training and carrer developments. Etc. Apart from the above analysis there three forces which particularly important when developing a sustainable culture. * Selection practices. * The actions of top Management. * Socialization. In Wegman’s company the following forces has been highlighted as the ways of transforming an early culture towards a sustainable one. * Selection Practice. while maintaining the primary objective of the selecting process, hiring a candidate with right knowledge, qualifications, skills and abilities, consider how well that person right fit in to the organization culture. This ensures that a proper match with individual’s values and norms with those of the organization. This theory has been explicitly adopted by Wegamans. They have a cultural value for focusing on serving fine food. This requires that their employees should have a real interest in food. This is achieved by hiring the employees who have a real interest over the foods. They are not selected as merely having the intellectual ability or experience required to perform their job, additionally a main cultural value also matches at the selection. * The actions of top Management. The actions of top management also have a greater impact on organization’s culture. Their statements, their behaviors reflect the culture they are in as well as affect the sustainability of culture. This further filter down through the organization management structure. The president of the company in 1950 had made a statement â€Å"I was no different from them,† referring to the company’s employees. Through this statement he had demonstrated how the top management treats their employees while creating a happy, loyal and well committed, work force. Moreover the statement made by Jeff Burris,a supervisor at the Dullles,Virginia Store has also expressed his conformity towards the main cultural value of selection procedure adopted by company. As denoted above the important welfare plans launched by former presidents also shows us how well the top management recognizes the culture in Wegman, respect and contribute to its sustainability. * Socialization. This is a process that adapts employees to the organization’s culture. When a new employee is hired, he is new to the organization. The organization wants to help the new comer to transform the core elements of its culture and let the person become a member of its culture. This adaptation is called socialization. The socialization consists three stages. * Pre Arrival Stage. * Encounter Stage. * Metamorphosis stage. 03. 01 Pre Arrival Stage. This is one set of socialization process that occurs before a new employee joins the organization. It is apparent that in Wegmans the selection procedure has been designed such a way to match with its core values. So candidate requires to be â€Å"right type†. It can be reasonably assumed that at the selection it takes place a two way communication and ensures the value of culture is preserved. * Encounter Stage. In this stage solicitation is taken place once the new employee is recruited in to the organization. Here the new employee really sees what the organization like and judge how his attitudes, expectations are affected. He might compare his expectations vs reality and probably a divergence may exist. Wegmans has identified this is crucial as same as the pre arrival stage. They very well planned this in their organic growth. The growth is quite slow in order to maintain a sustainable culture. As the culture is so important for their business. They do open only two new stores per year. More importantly the employees from existing stores are brought in to the new store, which enables them to transmit their knowledge and the store’s values to new employees. This is how their culture has been able to sustain itself. * Metamorphosis stage. As a result of the socialization, the new comer changes and adjusts to the job, work group and organization. In this stage the he feels that he is comfortable, satisfied and accepted by their peers as trusted and valued individual. There are two stories which evident that the employees have undergone this socialization process and reached to the this stage. One story is about Sara Goggins ,and another one with Keely Schoeneck. In addition to that there are further more information available in the case study to prove that their promotional system also in built towards who contribute/support the culture will reward well. More than half of their managers had started their carrer in Wegmans when they were teenagers. Due to the ways explained above Wegmans culture is alive culture which has been able to sustain itself which has extensively contributed for its effectiveness and finally to the sucees of the company.