Personal Digital Health Assistants

Personal Digital Health Assistants (PDHA) are applications that can run on virtually any computer or mobile device including a smart phone/ personal digital assistant (PDA). A PDHA acquires, stores, and analyzes health related information of an individual. It usually communicates with remote servers of a large organization which can connect it to various resources. PDHAs are an integral part of telehealth. Their utility has increased manyfold since the start of the pandemic. The systems are increasingly more complex and are involved in all aspects of care. The PDHA are usually utilized by patients or their caregivers with assistance from professionals. Many automated systems can be utilized free of charge. Some are available as part of a prepaid health plan.

Employee Conflicts Leading Towards Hostile Work Environment: A Case of Health Center

The communication style of an organization plays a significant role in achieving the goal. In the healthcare industry aspects of communication among co-workers and management play a very sensitive role. Nicobar health private limited (NHPL) (imaginary) is a large organization. This case study present issues on versions of the communication gap between higher authorities and subordinate employees that lead to traumatized lifetime experience of an employee within the organization while rendering her duties. The differences between two individuals (senior and subordinate) turned into workplace harassment. Communication barriers promoted harassment at workplace, therefore this case study tries to touch these issues and it will also provide suggestions for further improvement in employee communication with reference to a safe workplace.

Serverless Architecture For Bulk Email Management

Email sending is an important tool to broadcast messages to many people to convey information. bulkemails in magnitude of thousands of emails is needed for large organization or company reaching outto its customers.Creating and maintaining a server to accomplish this is not only time-taking but notcost-effective. Products such as Gmail and Outlook are useful in basic emailing services but fail to beuseful in larger volumes of emails to target people or spread information to consented individuals.Thispaper tries to achieve bulk email management throught the use of serverless architecture to sendemails through a service from the Amazon Web Services(AWS) ecosystem.

A multi-method study of the IS impact of SAP in a large organization

<p>The latest Gartner report states that in 2012, the figure for global Information Technology (IT) spending amounted to US $3.6 trillion and a predicted $3.8 trillion in 2013. Achieving an effective measure of IS success and impact of information systems has been a goal for information systems researchers for decades. Numerous methods exist for measuring the quality, value and impact of information systems in organizations, including benchmarking, ISO standards, and user surveys. However, typically, often due to restricted access to data, researchers only use one type of measure. This study uses a single-organization case study investigating measures of the quality, value and impact of the SAP system in the largest telecommunications organization in New Zealand, using and comparing a range of methods and perspectives. The researcher also evaluates the best possible measures for organizations to adopt by comparing multiple methods.</p>

A multi-method study of the IS impact of SAP in a large organization

<p>The latest Gartner report states that in 2012, the figure for global Information Technology (IT) spending amounted to US $3.6 trillion and a predicted $3.8 trillion in 2013. Achieving an effective measure of IS success and impact of information systems has been a goal for information systems researchers for decades. Numerous methods exist for measuring the quality, value and impact of information systems in organizations, including benchmarking, ISO standards, and user surveys. However, typically, often due to restricted access to data, researchers only use one type of measure. This study uses a single-organization case study investigating measures of the quality, value and impact of the SAP system in the largest telecommunications organization in New Zealand, using and comparing a range of methods and perspectives. The researcher also evaluates the best possible measures for organizations to adopt by comparing multiple methods.</p>

Organizational issues in embracing Agile methods: an empirical assessment

This study provides empirical evidence to the body of knowledge in Agile methods adoption in small, medium and large organizations in international context. This research explores the factors involved in the adoption of Agile methods in software development organizations. A survey was conducted among Agile professionals to gather survey data from 52 software organizations in seven countries across the world. Statistical techniques are applied towards empirical assessment. Organizational culture, team structure and management support are found to be crucial success factors whereas lack of management support, a large organization size and traditional organizational culture are found to be detrimental for the adoption of Agile approach in an organization. The selection of an appropriate Agile method depends on the project size and, for each size, there are specific methods preferred by different enterprises. Providing better control over the work is viewed as the primary advantage of the Agile methods within large and small organizations, while for the medium-size organizations, the priority is switched to coping with changing user requirements. Majority of the respondents did not consider embracing agile methods as a reason for project failure which indicates that Agile methods are, indeed, beneficial.

Innovation Centers in Health Care Delivery Systems: Structures for Success (Preprint)

UNSTRUCTURED Calls for innovation in health care delivery have been widespread due to payment reforms and access to digital tools, and innovations have been accelerated by the shift to virtual care as part of the COVID-19 response. Prior to the pandemic, a growing number of health systems set up innovation centers to focus on creating new services and exploring new business models relevant to value-based care. This is distinct from process improvement or implementation science, and often needs a different set of incentives to succeed within a large organization. We used a national survey to identify a diverse sample of centers, and interviewed leaders to describe their aims, organizational structures and activities. They all aim to improve patient outcomes and experience while reducing costs, but their strategic focus may differ. The centers also vary in their reporting structure, how they build internal capacity, and how they measure success. We highlight the range of strategies through examples of projects that improve quality, reduce costs and generate new revenue. While the optimal forms and impact of innovation centers are still emerging, the fiscal pressures and the rapid uptake of digital technologies present opportunities for redesign of health services in the post-pandemic era. The experiences of these centers illustrate a set of approaches to increase any organization’s capacity for innovation.

Digital Transformation Designed to Succeed: Fit the Change into the Business Strategy and People

Digital transformation has become a necessity in our volatile, uncertain, complex and ambiguous (VUCA) world. In their 2019 report, APQC found that 75% of organizations are undergoing digital transformation. Successful digital transformation requires a strong foundation of people, process, technology and content. Selection of the right combination of strategies and deep stakeholder engagement is important in early phases of change when transformation initiatives inform leaders and users why change is needed. Top drivers for digital transformation have business (e.g., increased efficiency and productivity) and people (e.g., optimize user experience with knowledge discovery) facets. This paper illustrates an example of digital transformation in practice led by Knowledge Management, within Alberta Health Services (AHS). AHS is Canada’s first and largest province-wide, fully integrated health system with more than 102,700 employees. Employees need a platform for collaboration on projects, as well as documents and idea generation to meet business needs and enable them to become more efficient and effective in their daily jobs. The design, development, and implementation of a collaborative platform within this large organization required close orchestration of strategies, stakeholders’ commitments and engagement, represented by a continuum of stakeholders’ engagement formats, relationship and trust-building. Setting the stage for successful implementation and post implementation required a preview of technological and workforce trends to anticipate the future of work and worker. Fitting the change into overall business strategy, developing the knowledge of how change would affect the workers, and setting up a mechanism to inform leaders about adoption and user engagement were added as overarching strategies to better align with the line of sight in digital transformation. The platform was implemented with 23 business areas that expressed interest; it has demonstrated the potential to enable system transformation if implemented organization-wide. Business value was demonstrated with an ROI calculation on time savings.

Thanks for Your Recognition, Boss! a Study of How and When Voice Endorsement Promotes Job Performance and Voice

Existing studies mainly explore the antecedents and distal outcomes of voice behavior of employees. Less is known about what may occur after supervisors endorse ideas of employees. Based on the conservation of resources theory, we explored how and when voice endorsement affects job performance and voice behavior of employees. With the sample of 444 matched supervisor–subordinate pairs from a large organization, we found that voice endorsement of supervisors positively influences voice behavior and job performance of employees through the mediating effects of positive mood and work engagement. Additionally, we found that the voice commitment of employees strengthens the influence of voice endorsement of supervisors on positive mood of employees. Theoretical and practical implications of these findings are discussed.