As the business evolves, organisations are faced with challenges as today’s customers have changed, and demand a value for the products and services purchased. Customer satisfaction is a key factor to business excellence. The health sector and its service providers are faced with such demands, having to ensure customer satisfaction with limited resources. The aim of the study was to investigate a business model that could be implemented within the public sector to render pathology services. Particular reference was given to the National Health Laboratory Service as a provider of choice for rendering medical laboratory services within public health institutions and related departments. The data has been collected using a self constructed questionnaire which has been distributed to the NHLS centers within the Nelson Mandela Metropolitan Municipality. 45 percent of the employees, in the region took part in the survey. The study tested the perceptions of the respondents with respect to the business model, specifically the determinants of a business model and its effects. The results of the empirical study revealed that a relationship exists between the business model, its determinants and customer satisfaction. Correlation analysis was done between the business model, customer relation management, continuous improvement, talent management, business process reengineering and customer satisfaction. Conclusions and recommendations have been drawn from the study. The NHLS needs to change its approach to business, invest in people education, training and development, improve its communication strategies with customers and realign its processes in order to maintain business excellence and provide a better service within the public sector

This case study was conducted to examine organizational effectiveness in a professional minor league baseball franchise. The premise of the study was to explore the relationship between organizational effectiveness and four organizational behavior constructs. The four constructs focused upon were organizational identity, shared values, vision, and continuity. Data collection was based upon personal interviews with the entire staff, observation of general activities, and archival materials such as promotional videos and in-house publications. The organization under study, which was deemed effective because of its on-field success, was found to have a well-defined and distinctive identity, shared values in the realm of philosophical, business concerns, and a clear and acutely projected image. Continuity within the organization was not concretely established for either time frames of reference. The premise of this study was not only to examine the relationships between the four constructs and organizational effectiveness in professional sports franchises but to generate hypotheses for future research. Ten hypotheses were postulated based on the findings of this study. These ten hypotheses were: 1) An effective organization will possess an identity which is well-defined and unique to that particular organization and its members; 2) The organizational identity will be based on characteristics which are both distinctive and essential to the nature of the organization; 3) An effective organization will have developed an organizational value system based upon the shared values expressed by the members of that organization; 4) The shared values ·held will be influenced by the environment in which the organization exists; 5) An. effective organization will project a clear and meaningful image embodied by all its members; 6) An effective organization will possess an internalized guiding philosophy that will dictate a mode of behavior; 7) An effective organization will exhibit a vision which consists of both a guiding philosophy and tangible image which establish.a set of ambitions motivating its members to work towards a specific direction; 8) An effective organization will demonstrate continuity in organizational philosophy, vision, and purpose over a·pertinent and definable time frame of reference; 9) Stability in the key position within the organization will have a positive influence on organizational effectiveness; 10) An effective organization will possess an identity, value system, and vision which are in concert with each other and exemplified by all its members.

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by Chan Wai Han, Florence, Hui Wendy Wan Yee. / Thesis (M.B.A.)--Chinese University of Hong Kong, 2000. / Includes bibliographical references (leaf [44]).

Dissertation (Ph.D.)--University of South Florida, 2006. / Title from PDF of title page. Document formatted into pages; contains 396 pages. Includes vita. Includes bibliographical references.

Aim The aims of this project were to (i) evaluate whether the trauma care system established in Hong Kong has improved the survival rate among trauma patients; (ii) evaluate the effectiveness of trauma teams and their coordinators, primary trauma diversion, and performance improvement programmes, and assess the influence of gender and age on patient outcomes; and (iii) compare clinical outcomes before and after the establishment of a trauma system in Hong Kong and measure them against those achieved in an established regional trauma system in Australia. / Background Injury is a major public health problem that creates an enormous social burden. Although Hong Kong has tried to build up a trauma care system according to the criteria employed by the American College of Surgeons Committee on Trauma, there are a number of differences between the two. The effectiveness of the key components of trauma care processes and their clinical outcomes are unclear, and the final outcome in terms of survival rate is unknown. / Conclusion Proficient trauma teams, primary trauma diversion, and clinical guidelines are key components of the trauma system that contribute to improved outcomes. / Methods Retrospective analysis of data collected prospectively from the trauma registries in Hong Kong and Australia. The Trauma and Injury Severity Score (TRISS), the W score, the Z score, the M score, and Ws statistics are employed to evaluate the mortality rate. / Results The W score for Hong Kong improved significantly from - 4.79 in 1997 to 0.51 in 2009 after the trauma system was established (P<0.05). The improving trend observed in the Ws score (- 4.86 +/- SE 1.24 Vs 1.06 +/- SE 0.74) over the same period indicates that the survival rate increased from 1997 to 2009 (P < 0.01). The time taken to deliver the patient from the scene to definitive care was reduced by 97 minutes (P < 0.001) using a primary trauma diversion strategy. Proficient trauma teams are associated with reduced mortality in patients with a moderately poor probability of survival (p = 0.007) and trauma nurse coordinators play an essential role in conducting trauma audits and maintaining trauma registries. The introduction of guidelines and staff education could result in significant improvements to the trauma care process. Advancing age is associated with an increased mortality rate, whereas gender is not. Injury prevention programmes in Hong Kong are inadequate. / Yeung, Hiu Hung. / Advisers: Timothy H. Rainer; Wai Sang Poon. / Source: Dissertation Abstracts International, Volume: 73-02, Section: B, page: . / Thesis (Ph.D.)--Chinese University of Hong Kong, 2010. / Includes bibliographical references (leaves 282-328). / Electronic reproduction. Hong Kong : Chinese University of Hong Kong, [2012] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Electronic reproduction. [Ann Arbor, MI] : ProQuest Information and Learning, [201-] System requirements: Adobe Acrobat Reader. Available via World Wide Web. / Abstract also in Chinese.

Introduction: The public health system is of central importance in efforts to reduce the burden of chronic disease, yet there are no national data on organizational capacity (OC) or dissemination practices pertaining to chronic disease prevention (CDP) programming in the public health system. The aim of this thesis is to investigate OC and dissemination practices within the Canadian public health system. Two new conceptual models pertaining to these constructs were developed, and a survey of all public health organizations across Canada engaged in CDP was conducted in 2004-5. / Method: Data were collected in telephone interviews with persons most knowledgeable about CDP programming in 77 "resource" organizations that develop and transfer CDP innovations to other organizations, and 216 "user" organizations that adopt and deliver CDP programs in specific populations. Reliable measures of the constructs of interest were developed using principal components analyses. Levels of OC, its potential determinants, and involvement in CDP programming were compared across three types of organizations and across Canada. In addition, levels of 13 dissemination-related practices were compared across organizations and independent correlates of dissemination were identified in multiple linear regression. / Results: Levels of skill and involvement were highest for tobacco control and healthy eating programming; lowest for stress management, social determinants of health, and program evaluation. Any notable differences in skill levels favoured central Canada. Resource adequacy was low overall; lowest in eastern Canada and within formal public health organizations. Supports for OC were highest in central Canada and in grouped organizations. Dissemination practices most heavily engaged in included: Identification of barriers to adoption/implementation of the innovation, tailoring dissemination strategies and design of dissemination plan. There was little coherence across organizations in the number or types of dissemination practices engaged in. Skill at planning/implementing dissemination, external sources of funding, type of resource organization, attitude toward the process of collaboration, and user-centeredness were all positively associated with dissemination (R2=0,42; F value 8.20, p<0.0001). / Conclusions: These results provide a backbone for organizational research in public health systems. Strengths and gaps identified in OC and dissemination practices will guide strategic investment in the public health system.

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� McIntosh and Watt focus on a recent research that many female registered nurses who return from a career break at a lower grade relative to their experience and training. They note that the reintegration of the most highly trained and experience registered nurses will not only reduce the need and cost of training but will critically enhance the quality of delivery. The NHS must make greater use of these highly skilled and experienced registered nurses, not just for sound economic reasons but for improved health outcomes as well. Patients and clients all deserve the most skilled, experienced and able registered nurses, regardless of their life circumstances.; Many female registered nurses return from a career break at a lower grade relative to their experience and training, which has a detrimental implication for the National Health Service in terms of operational efficiency. It is imperative that human resources are used to the maximum benefit of the nursing service. Adapted from the source document.

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