Abstract This paper provides an analysis of the Department of VeteransAffairs using the "Fourteen Forces of Magnetism" developed by Bliss-Holtz, Winter, Scherer and Elaine as a guide to assessing whether the organization has structures in place to for recruitment, retention, and support of a qualified workforce and to support the professional practice of nursing. The paper presents an overview of the VA, its location, size and age as well as some unusual history of the organization. A discussion concerning the VA's image is followed by an analysis of its sub-unit configuration. A summary of the research and salient findings concerning whether the VA is in a solid position to recruit, retain, and support a qualified workforce and to support the professional practice of nursing are presented in the conclusion.
From the Paper "The research showed that today, the Department of Veterans Affairs is the nation's largest healthcare provider and one of the largest healthcare providers in the world. The research also showed that notwithstanding some major constraints to the provision of high-quality healthcare services to the millions of veteran patients the organization has encountered in the past, the VA is well situated to recruit, retain, and support a qualified workforce and to support the professional practice of nursing in the 21st century."
Tags: healthcare, war veterans, organizations nursing
Abstract In this article, the writer examines Title VII of the Civil Rights Act of 1964. The writer looks at its impact on the rewards system at the Department of VeteranAffairs.
From the Paper "The Civil Rights Act of 1964 was a landmark piece of legislation that has had reaching impact in making America a more equal place to live and work. Specific to the workplace, Title VII has been key in attempting to make the workplace a non-discriminatory environment. While great strides have been made since the passage of the original bill, there is still significant work to be done even or perhaps especially at the Federal Government ... "
Tags:department of veteranaffairs, title vii, equal employment opportunity, equality, women's rights
Abstract The paper discusses the employee review process and the methods for rewarding excellent performance by managers and non-managers at the Department of VeteransAffairs (VA). The paper looks at the opportunities/resources available for employee development and considers how the performance management system enhances the performance of the organization. The paper also identifies several barriers to success but deems them to be far outweighed by the contributions that a well-managed performance management system can provide any organization today.
Outline:
Review and Discussion
Conclusion
From the Paper "Today, the Department of Veterans Affairs (hereinafter "VA" or alternatively, "the Department") has the largest integrated health care system in the nation with 153 hospitals and more than 700 community-based clinics (Peake, 2008). The Department's healthcare budget of more than $36 billion this year is intended to provide care to about 5.5 million U.S. veterans (Peake). In recent years, the Department has experienced unprecedented growth in the medical system workload, with the number of veteran patients being treated increasing by 29 percent from 4.2 million in 2001 to almost five-and-a-half million in 2006 (Facts about the VA, 2007)."
Abstract This paper explains that information security at the Department of VeteransAffairs (VA) is very important because the VA is the largest administrator of healthcare services and insurance in the United States and provides a wide range of benefits and services for millions of American citizens, which involves extensive e-commerce. The author relates that a security problem in 2006 caused the Department to hire an outside consultation services to evaluate its information security procedures. The paper discusses this decision and describes the outsourcing process.
Table of Contents:
Introduction
Review and Discussion
Analysis of Outsourcing and Information Security Risks.
Costs and Benefits Relating to Outsourcing
Security Functions and Security Considerations when Outsourcing
Outsourcing Processes and Procedures
Conclusion
From the Paper "In those cases where the decision is made to outsource a given security function, due diligence can be accomplished through the vendor selection process and the request for proposal (RFP); these reviews are essential when assessing the potential scope and impact of an outsourcing arrangement on IT processes, infrastructure and staff, and the probable size of the outsourcing contract. Moreover, crafting such an RFP for outsourcing a VA security-related IT function becomes even more critical than an RFP for other types of vendor arrangements."
An analysis of the issues between the Department of Veterans' Affairs (VA), the Department of Defense (DoD), the military health system (MHS) and civilian health care providers regarding the delivery of military healthcare.
Abstract This paper is a literature review to study the relationship between the Department of Veterans' Affairs (VA), Department of Defense (DoD) Military Health System (MHS), and civilian health care providers in the area of policy and utilization of management and information technology tools, which currently are adversely affecting the care of active duty military, their families and veterans. The author concludes that the governmental use of Lean and Six Sigma, specifically in the VA, MHS and DoD programs relating to healthcare provision for service members and beneficiaries has greatly expanded the capacity of these organizations to provide the required healthcare. The paper stresses that the management programs of Lean and Six Sigma offer potentials for cost savings, quality service provision and the elimination of waste in these organizations. Includes figures and tables.
Table of Contents:
Objective
Background of the Study
Statement of Thesis
Purpose of the Study
Literature Review
Department Of Defense (DoD) Task Force: On Future of Military Health Care
Systemic Obstacles Identified
DoD Findings Concerning Pharmacy Benefits and Recommended Tier Structure
Military Health System (MHS) Strategic Plan
DoD and VA Joint Strategic Plan
Military Health Systems Deployment of Electronic Dental Record
Health Information IT Systems Combined by DoD and Military Health System
Lean and Six Sigma to Improve Delivery of Government Services
Summary and Conclusion
From the Paper "In the area of improvement of efficiencies and cost-effectiveness of the military health care procurement system findings relate that that DoD obligations for medical services contracts was $1.6 billion in 1996, and that by the year 2005 this obligation had risen to $8 billion - or an increase of 412 percent. The cause for this growth in spending for service acquisition while is part attributed to recent trends and changes which includes downsizing in the civilian workforce as well as outsourcing and TRICARE benefits expansion along with attempting to meet new requirements as well as new demands."
Tags: recommendations contracts integrated tier, sigma six
Abstract The Veterans Health Administration (VHA), of the Department of VeteranAffairs (VA), manages the largest integrated healthcare system in the United States (U.S.). In 2006, 5.5 million qualified veterans received care from at least one of the 1,400 VHA operated sites within the United States (Department Of VeteranAffairs, 2007). This paper describes the organizational structure, design, function and processes of the VHA. The paper also reviews the VHA's culture, communication style and barriers, decision making processes, including the values and ethics, and leadership styles. Additionally, a current environmental change affecting the VHA is presented with corresponding leadership behaviors.
Outline:
Organizational Design
Organizational Structure and Process
Organizational Culture
Leadership Styles
Organizational Communication
Communication Barrier
Organizational Decision Making
Environmental Changes
Problems with Environmental Changes
Conclusion
From the Paper "The VHA contains 23 separate Veterans Integrated Service Networks (VISN), which are comprised of over 1,400 healthcare facilities. Each VISN is composed of many different facilities ranging from Community Based Outpatient Clinics (CBOC) to full service medical centers (Department Of Veteran Affairs, 2007). The VHA's organizational process is a vertical hierarchy that is departmentalized in structure. Organizational directives descend through the vertical hierarchy from the VA to the department level within each VHA facility. Relevant information and results are sent backup through the hierarchy to help guild upper management on future directives."
Abstract The paper discusses the benefits identified from the use of telecommuting, that include productivity gains, reduced turnover and less traffic congestion. The paper examines these issues as they relate to the U.S. workforce and employers in general and the Department of VeteransAffairs in particular. The paper illustrates the potential benefits telecommuting offers for the Department of VeteransAffairs and provides recommendations for implementation of the telecommuting initiative.
Outline:
Executive Summary
Introduction
Review and Discussion
Conclusion
Recommendations
From the Paper "The Department of Veterans Affairs (VA) has a long and proud legacy based on President Lincoln's Second Inaugural Address to "care for him who shall have borne the battle, his widow and his orphan." To accomplish this mission has required innovative thinking and approaches to the delivery of healthcare services and the introduction of more efficient administrative procedures to address the increasingly complex nature of the VA's mission in the 21st century. One initiative that has proven effective in both the public and private sector in recent years in this regard is telecommuting, or a working arrangement wherein employees work part- or full-time from their homes using existing online communications procedures. Moreover, the infrastructure to immediately integrate telecommuting into the VA's existing employment alternatives is already in place at the VA and the costs of implementation are felt to be very modest compared to the major benefits that can be achieved through this initiative."
Describes a survey that is to be administered to the Department of VeteransAffairs health care system, the lowest-ranked facility within the VA organizational health care system hierarchy.
Abstract This paper describes a survey that will be administered to the staff at a single Vet Center, with the focus being on improving the delivery of health care services to the Center's veteran patients and to improve the administration of the human resources function. The paper includes an example of the actual survey that was administered.
Introduction
Data Collection
Analysis and Reporting
From the Paper "Every type of organization has, or should have, as a major goal, the need to optimize the productivity of its human resources (Farr, Schuler & Smith, 1993). One organization that has recently assumed critical importance in the U.S. is the Department of Veterans Affairs (VA). Today, the VA is responsible for administering an enormous healthcare and benefits network for its active duty and retired service members and their families at U.S. taxpayer expense."
An analysis of the findings in the case of "Michael Hegarty and Joseph Hoff v. the Township of Old Bridge Ethics Board, Division of Local Government Services and Department of Community Affairs".
Abstract This paper discusses the case of "Michael Hegarty and Joseph Hoff v. the Township of Old Bridge Ethics Board, Division of Local Government Services and Department of Community Affairs". It discusses the history of the make-up of the boards, the background of the case and the ruling which found that the Local Ethics Board had violated the petitioners' rights to due process.
From the Paper "Hoff argued that the proceedings against him were unconstitutional. He made this claim based on the fact that the Ethics Board was created with an ordinance that requires three of its members to be clergymen, thus not allowing for the separation of church and state as so required by the first amendment. He further stated that not enough members were present to vote on the issue in the first place. The Ethics Board countered, stating that neither the Township of Old Bridge nor any independent local authority may permit the hiring of a former member of that authority for compensation. Three quarters of the Ethics Board were present for the meeting, which the board felt to be adequate. The Ethics Board also pointed out that only the New Jersey Superior Court has jurisdiction to resolve this issue, not an ALJ or the Local Finance Board."
Abstract This paper explores the issue of homelessness among US veterans. In particular, the author focuses on why many veterans do not choose to use the services available to them through the US government and the Veterans Administration. The paper lists several of the factors the research found that may determine if veterans seek help. The author concludes that these studies highlight the need for effective social services in local areas for veterans.
Outline:
Background of the Problem
Importance of the Problem
Hypothesis and Research Questions
Literature Review
Methodology
Conclusion
From the Paper "Currently, there are over 25 million veterans alive (VA, 2002). Not only are the veterans eligible for services but their families are often eligible as well. That makes close to 70 million people in the United States eligible for veterans benefits (VA, 2002). It is estimated that there are nearly 250,000 homeless veterans on any given night in the United States (VA, 2002). The Veteran's Administration (VA) was established in 1930 to help those who suffered because of war (VA, 2005). VA employs a large number of social workers and counselors to help veterans with problems that are often associated with war. They specialize in helping veterans with Post Traumatic Stress Disorder (PTSD) treatment, alcohol and drug abuse, family-related and care-giver services during the extended recovery periods involved with physical rehabilitation (VA, 2005)."
Abstract This paper discusses whether veterans returning from Iraq with disabilities, such as post-traumatic stress disorder, should receive preferential treatment in securing employment. This paper further provides a comparison of the affirmative action programs for veterans, minorities and women, followed by an analysis of the deontological and utilitarian aspects of these human resource initiatives. The author concludes that affirmative action for veterans is weak compared to other programs for women and minorities.
Outline:
Introduction
Review and Discussion
Utilitarian and Deontological Considerations
Conclusions
From the Paper "By sharp contrast, affirmative action programs for women and minorities are of fairly recent origin. According to Cohen and Sterba (2003), less than two months after assuming office, President John F. Kennedy issued Executive Order 10925 in March 1961 that established the President's Committee on Equal Employment Opportunity; the goal of this initiative was to end discrimination in employment by the federal government and its contractors. This presidential mandate, which is still in effect today, requires every federal contract from that time forward to include the following pledge: "The Contractor will not discriminate against any employee or applicant for employment because of race, creed, color, or national origin. The Contractor will take affirmative action, to ensure that applicants are employed, and that employees are treated during employment, without regard to their race, creed, color, or national origin" (Executive Order 10925, 1961, cited in Cohen & Sterba, 2003, p. 12). While these words had been used in federal legislation in the past such as the National Labor Relations Act of 1935, it was the mandate of President Kennedy that created the national commitment to "affirmative action" to take those steps necessary to eliminate all preference by race (Cohen & Sterba, 2003). Affirmative action programs for women and minorities assume a large variety of forms today, ranging from conducting more aggressive recruiting efforts in ethnic communities to mandating a specific number of positions be set aside specifically for female and minority candidates (Beckwith & Jones, 1997). Many states have established comparable affirmative action programs for women, minorities and disabled veterans that have recently been confirmed as constitutional as well (Muhl, 1999). "
Tags: disabled, veterans, PTSD, Iraq, war, Affirmative, Action
Abstract The following paper outlines the various services the Texas Veterans Commission provides to returning veterans. Among other things, the TVC is a portal of information and it is also an organization excellent in the art of cultivating relationships with other organizations. The paper ultimately argues that the TVC is an under-appreciated and highly sophisticated organization.
From the Paper "When many people think of the Texas Veterans' Commission, they immediately think of pension and post-service entitlements. This kind of thinking is understandable but also rather unfortunate, because the Texas Veterans' Commission offers much more. In the following paper, attention will be granted not only to the TVC's meritorious efforts to assist veterans in the receipt of post-service benefits, but also to its efforts to re-integrate veterans into civilian life. As will soon become apparent, the level of expertise at the TVC and its breadth of services are commonly overlooked - except by those grateful souls who have benefited from them. With that in mind, it is to a discussion of the TVC that this paper now turns. "
Abstract This paper reviews the book by William Stinchcombe titled "The X-Y-Z Affair". Stinchcombe was the professor of history and his contribution as a historian is enormous. He is an accomplished writer with great knowledge of world affairs specially the American history.
Abstract The paper introduces and analyzes the topic of Cleopatra, Queen of Egypt. Specifically it discusses the motive for her love affairs with Julius Caesar and Mark Antony. The paper relates that Cleopatra ruled Egypt as a result of her father's death and,at the age of 17, she took over the rule of Egypt until she was ousted from power and fled the country. The paper relates the numerous love affairs she was involved in, her goal being to regain the throne and her power.
From the Paper "Cleopatra's first infamous love affair was with Julius Caesar, who had conquered Egypt and was attempting to decide who should reign over the country in Rome's behalf. Cleopatra wanted the job, and did not want to arouse suspicion in her brother's guards, so to meet with Caesar she had herself rolled up inside a carpet and delivered directly to him. Cleopatra seduced him, and they became lovers. In return, she gained the power and the throne in Egypt, and spent time in Rome with Caesar, as well. One historian notes, "Cleopatra was politically brilliant and secured Caesar's loyalty, certainly not only through sexual pleasure, but through manipulation of her own" (Editors). Cleopatra bore Caesar a son, further ingratiating herself to him, and she used him to regain her power and prestige in Egypt. It is not clear if she really loved him or not, but it is clear that she was shrewd and recognized that this powerful Roman would be a sound ally and advisor. "
Abstract This paper explains that department store shopping is an experience most women enjoy and many men hate; however, women are not the only ones who shop. The author points out that the priorities of the department store often depend upon who the buyers are and their gender culture and ethnic backgrounds. The paper relates that often different items are strategically staged to draw the interest of different buyers, such as beauty supplies are often placed in the front of the department store so it attracts the attention of women entering into the store.
