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Lean and Change Management
Published in Protzman Charles, Whiton Fred, Protzman Dan, Implementing Lean, 2018
Protzman Charles, Whiton Fred, Protzman Dan
Change is hard; the uncertainty surrounding change experienced by individuals can be very stressful and must be managed. As mentioned above, it is extremely important that attention is given to reward the participants who are impacted by a successful change effort. Thoughtful consideration must be given to the development of a recognition and reward system. Putting a reward system in place can provide incentives for participation in the current change process, and reinforce willingness for staff to participate in future change. People will work to make their job go away if there is no fear of being laid off. All reward systems have their own pros and cons. Make sure you understand these prior to implementing the system. Recognition is a powerful reward and should always first be considered in place of, or in addition to, financial rewards.
Organizational Structure and Culture
Published in Davies A. Igberaese, Introduction to Project Management, 2023
There are some primary characteristics that capture the essence of a clearly evolved culture in any organization. They include the following: Member Identity – The extent to which members identify with the organization as a whole rather than their individual fields.Unit Integration – The degree of coordination existing among different units and parts of the organization.Team Emphasis – The degree to which activities of the organization are organized around groups rather than individuals.Individual Initiative – The degree of responsibility, independence, and freedom that an individual enjoys within the organization.Management Contact – The extent to which management interrelates, supports, and assists the subordinates.Conflict Tolerance – The extent to which employees are encouraged to express their disagreement and criticism openly.Risk Tolerance – The extent to which members are encouraged to take risks through aggressive and innovative endeavours.Reward System – The degree to which rewards such as promotion and salary increases are based on merits rather than other non-performance factors.Control – The degree to which rules, regulations, policies, and supervision are used to control employee behaviour.Communication Pattern – The extent to which disseminated information is restricted to formal channels.
Designing interoperable telehealth platforms: bridging IoT devices with cloud infrastructures
Published in Enterprise Information Systems, 2020
Kostas M. Tsiouris, Dimitrios Gatsios, Vassilios Tsakanikas, Athanasios A. Pardalis, Ioannis Kouris, Thelma Androutsou, Marilena Tarousi, Natasa Vujnovic Sedlar, Iason Somarakis, Fariba Mostajeran, Nenad Filipovic, Harm op den Akker, Dimitrios D. Koutsouris, Dimitrios I. Fotiadis
Depending on the use case, the module can be set up with different user interfaces to serve users with different roles (e.g. edge user, expert-professional, administrator, researcher, etc.). The administrator of the platform can set distinct users and their respective roles, while also defining their privileges in accessing and manipulating data and platform’s functionality, by setting the basic rules for user interaction. The interface for the edge user is designed to offer end users access to their collected data, information from advanced analytics and system notifications. The focus is to provide personalised feedback using mostly graphical elements to show the current status and comparison to the recent history of tracking, in an attempt to motivate the user to set and achieve his/hers personal goals. A reward system can also be implemented for succeeding timely performance targets, adding to a feeling of accomplishment and satisfaction. User motivation can be further enhanced by deploying a virtual social network to allow edge user interactions and competitive performance metrics against each other, in a ladder-scheme community context. Newsfeed services can also be implemented. The expert user interface is targeted towards the professional stakeholders of the platform (e.g. clinicians, physical therapists of any kind). It allows them to register new users in the system, define their activities plan and schedule, view and assess their performance, send notifications for new tasks or in case of poor adherence, see summaries of advanced analytics and even results of digital questionnaires and self-evaluation tests (if implemented).