Electronic Health Records ( Ehr ) - 1784 Words

Electronic Health Records The concept of electronic health records (EHR) was introduced in 2004 (Sheridan, 2012), and in the 13 years that have since followed hospitals across the United States have adopted computer charting systems. As of 2015, 96% of hospitals in this country are using electronic health records systems (Conn, 2016). It is important for facilities to maintain safe and secure computerized charting to better care for patients and to protect and exchange medical information. Description of the Electronic Health Record An electronic health record is a digital copy of a patient’s medical chart, which replaces the paper charts formerly used by facilities. The EHR contains diagnoses, history, prescriptions, laboratory data,†¦show more content†¦Facilities and providers were given financial incentives to select and begin using electronic health record systems that correlated with meaningful use, as further described below. My Facility’s Plan Last March, my facility underwent the Epic system. This was a major project several years in the making. My hospital is part of a large health system consisting of 13 hospitals, numerous physicians’ offices, home health care, and skilled nursing facilities (SNF). The two smallest hospitals were chosen to go first; these included my hospital and another small one about an hour and a half away. My hospital is currently in the midst of the six step EHR transition. Assess your practice readiness. This was done at the administrative level, which took a hard look at our current practices. Strengths and weaknesses of the current system were noted. Goals were identified, as well as financial and technological concerns. Since my hospital was mostly on paper, a weakness that administrators surely recognized was the need for extensive computer training, especially for employees who were not used to using computers in other aspects of their lives. They may have a lso recognized the need to purchase new computers and upgrade existing computers, as well as the costs of such an endeavor. A significant goal would have of course been to link all facilities within our system through the same EHR,Show MoreRelatedAn Electronic Health Record ( Ehr )1160 Words   |  5 Pagesknown as an Electronic Health Record (EHR). The EHR also includes treatment, physical examination, and investigations. It is sustained and maintained over time by the medical provider and often includes all the key administrative information. Electronic Medical Records include the regular medical and clinical information collected by physicians, hospital and other care workers. There are four main benefits of EMRs. One, an EMR tracks data over a length of time. Secondly, EMRs help health care providersRead MoreThe Electronic Health Records ( Ehrs ) Essay1644 Words   |  7 Pagesprovide medical records that will help patients track their conditions. The Electronic Health Records (EHRs) have revolutionized the process of clinical documentation through direct care to the patient. This electronic health record is a new technology that helps maintain patient’s privacy and to direct care of the patient. Both Computer systems and EHRs can facilitate and improve the clinical documentation methods, which is beneficial for all patients, the care teams, and health care organizationsRead MoreAn Electronic Health Record ( Ehr )1193 Words   |  5 Pages â€Å"An Electronic Health Record (EHR) is an electronic version of a p atient’s medical history, that is maintained by the provider over time, and may include all of the key administrative clinical data relevant to that persons care under a particular provider, including demographics, progress notes, problems, medications, vital signs, past medical history, immunizations, laboratory data and radiology reports† (CMS, 2011). Paper charting can no longer support the needs of our healthcare industry, andRead MoreThe Electronic Health Records ( Ehr )1650 Words   |  7 PagesAbstract The times of entering and storing health care records in file cabinets is quickly changing due to the electronic age. Electronic Health Records (EHR) are becoming increasingly popular especially since there have been many legislative attempts to encourage the use of health information technology systems. With the potential benefits that come with EHR’s, potential risks are also associated with this technology. The main concern is that of maintaining data security and if current law establishesRead MoreThe Electronic Health Record ( Ehr ) Essay1367 Words   |  6 PagesThe electronic health record (EHR) is a developing idea characterized as a longitudinal accumulation of electronic health data about individual patients and family member (Gunter Terry, 2005). Fundamentally, it was a component for incorporating health care information as of now gathered in both paper and electronic therapeutic records (EMR) with the end goal of improving the quality of care. Despite the fact that the classic EHR is a different area, cross-institutional, even national build, theRead MoreAn Electronic Health Record ( Ehr )1315 Words   |  6 PagesIntroduction The government has been trying to protect patients’ healthcare information since they first introduced The Health Insurance Portability and Accountability Act of 1996 (HIPPA). Since that time, technology has paved the way for The Electronic Health Record (EHR). Those that promote the usage of the EHR as the standard of care, strongly believe that the risks of privacy are outweighed by the benefits that it brings. These benefits include, but are not limited to: improved patient careRead MoreElectronic Health Records ( Ehr )762 Words   |  4 Pagesestablished a nationwide health information technology (HIT) infrastructure which requires all health care facility personnel to use an electronic health record (EHR). According to Sewell Thede, in 2004, President Bush called for adoption of interoperable electronic health records for most Americans by 2014. Electronic health records (EHR) is an automated system created by healthcare providers or organizations, such as a hospita l in documenting patient care. In addition, EHR is an interoperable healthcareRead MoreElectronic Health Records ( Ehr )1863 Words   |  8 Pagescommunicate and record the healthcare that is to be delivered by clinicians. Paper charting is in the past and almost obsolete due to the advanced technical equipment and computer technology that is available today. In this paper the background of using electronic health records (EHR) will be discussed as well as the Health Information Technology for Economic and Clinical Health Act (HITECH) and the Health Insurance Portability and Accountability Act (HIPAA) and how the privacy and security of EHR for patientsRead MoreThe Electronic Health Record ( Ehr )780 Words   |  4 Pagesthe Electronic Health Record (EHR), the six steps of an EHR and how my facility implements them, describe â€Å"meaningful use† and how my facility status is in obtaining it, and to further discuss the EHR’s and patient confidentiality. Description of the Electronic Health Record (EHR) EHR was created to have a technical way to securely exchange private and personal medical health information in hopes to improve the quality of care, decrease medical errors, limiting paper use, reduction of health careRead MoreAn Electronic Health Record ( Ehr )1801 Words   |  8 PagesIntroduction An Electronic Health Record (EHR) is an electronic version of a patient medical history that is maintained by the provider over time (CMS.gov, 2012). They are patient-centered records making the information available instantly and secured. It can include all of the key administrative clinical data relevant to the patients care under a particular provider, including demographics, progress notes, problems, medications, vital signs, past medical history, immunization, laboratory data

The Roman Spectacle Of Ancient Society - 891 Words

The Roman Spectacle Today one can be a spectator in every sport via sports networks, and billion dollar stadiums, and arenas. While modern day sports vary drastically and so do their playing fields, in the Roman Empire one sport reigned supreme the sport of Chariot racing. Few forms of entertainment enjoyed as great of a level of devotion and longevity than that of Chariot racing. The sport of chariot racing was an integral part of Roman society and wherever the Romans went, chariot racing when with them, as evidenced by the tracks in North Africa, England, and elsewhere in the Empire. This seems like an unlikely connection to the casual observer, but for one who looks deeper into the Roman society and government they will see that sports were at the heart of the Roman Empire. This sport was unique in Roman society, because it brought together people from different backgrounds, cultures and ranking in Roman society. This widespread popularity gave this and other sports played a unique roll in Roman society. The popular nature of the races lent a particular kind of political power to the fans and was great enough to affect cultural and political life in Roman society. The races did not only afford the common Roman power, but it was a tool used by Rome’s leaders to appease the populace. The Roman people wanted their theater and Rome’s leaders were more than obliged to give it to them what they wanted. Tarquinius Priscus, the fifth king of Rome in the sixthShow MoreRelatedAncient Roman Art Of Entertainment1561 Words   |  7 PagesAncient Roman Entertainment The art of entertainment held many significant influences within the Ancient Roman society. Though it is known that certain means to achieve such spectacles were vicious and cruel, it ultimately satisfied the Roman peoples need for pleasure and excitement. Public displays varied from chariot races, musical and theatrical performances, to the more gruesome acts of wild beast hunts, gladiatorial games, and public executions. Most of the Romans daily leisure activitiesRead MoreThe Gladiatorial World : Gladiatorial Warfare1601 Words   |  7 Pagesingrained part of Roman society by the first-century AD. They have consistently been portrayed as gruesome battles between two men, usually slaves or criminals, in which one almost always inevitably dies. While this circumstance did occur in ancient times, there is also strong evidence showing that this was not always the case. It is true that slaves and criminals, as well as prisoners of war, were the main source of gladiators due to the ir expendability and large numbers following Roman conquests, howeverRead MoreThe True Nature Of The Gladiators966 Words   |  4 PagesIntroduction Gladiators have long been regarded as entertainers performing spectacles of great violence for an avid audience. Many scholars debate whether the gladiators could be considered athletes due to the stark differences between the Greek athletes of the Olympics and the Roman gladiators of the arena. There are many myths surrounding the gladiators. Most people think that the gladiators were savage and would fight each other to the death every time they entered the arena. Many people are alsoRead MoreGladitorial Combat in Ancient Rome Essay766 Words   |  4 PagesGladitorial Combat in Ancient Rome The culture of Ancient Rome had a distinct way to entertain its citizens. Besides spending times at the baths, Romans found pleasure and delight in the games held at the local coliseum. These games were among the bloodiest displays of public amusement in the history of man. Professional wrestling and boxing today, do not come close to the disgusting horrors that the people of Rome took so much pleasure in observing. Although the games were very bloody andRead MoreThe Influence Of The Ancient Roman Gladiatorial Games1601 Words   |  7 PagesThe Roman gladiator captivated the masses and contributed to the very definition of ancient Rome. The consumption and coverage of football in America today is the modern equivalent to how gladiatorial games fit into the entertainment and overall culture of the ancient Roman world, with the gladiatorial games holding even deeper importance regarding spirituality. In a society built through the balancing of bloodshed and civility, the ancient R oman gladiator made his impact through spectacle by pureRead MoreRoles of Gladiators in Roman Society1741 Words   |  7 Pagesattention. Gladiators were famously popular in ancient from for seven centuries, from the 3rd century BC to the 4th century AD fairly late in the Public occupied a prominent position in roman society, they would fight in massive amphitheatres, the most famous being the Colosseum in Rome. The games slowly transformed into spectator, a form of public execution and was seen by the public as entertainment in simpler, rougher times. It escalated as the Romans valued the art of killing and acted as a distractionRead MoreRoman Culture During The Roman Era1425 Words   |  6 Pagesthink of Roman civilisation, most people would instantly respond with the Colosseum in Rome, or the Gladiatorial games. The Colosseum in Rome was a symbol of the power and wealth that Rome possessed at the height of her glory, and even today, the amphitheatre dominates the surrounding area, and draws the eye like nothing else. Roman amphitheatres became synonymous with the spread of roman culture throughout the empire, and as such are an excellent case for understanding the spread of roman engineeringRead MoreSocial Structure in the Colosseum1229 Words   |  5 Pagesï » ¿ The Ancient Roman Social Structure in the Colosseum Ancient Rome is one of the greatest and most influential societies in the history of the world. From the basic rules of how the Roman Empire is set up to the infrastructures in the city, the strict hierarchy of Roman social structure can be reflected clearly all over the whole ancient Rome. In fact that â€Å"public architecture presents people with the official view of a society and provides the background against which its individual markersRead MoreSummary Of The Crucible 978 Words   |  4 Pagesthe leader of the Rebellion (Spartacus the slave) as strong, invincible, and barbaric. Spartacus and his rallied men escaped confinement from the Roman Republic and fought back because they wanted to be free from the horrible situation they were put in. Also, the gladiators were tough and proved how strong of a group they were by defeating many trained Roman soldiers. It is unjust for any human being to be forced to accept that way of life and not be able to have much of a say in the matter. The threeRead MoreAn Architecture Monument : The Roman Colosseum Essay1875 Words   |  8 PagesArchitecture Monument:The Roman Colosseum Therewas so many famous monuments of the ancient worldthat we studied in class but none other will leave me an impression quite like the Colosseum in Rome.The Roman Coliseum was a masterpiece and a manifestation of the advance of ancient Roman architecture. In addition, the Roman Colosseum was a cultural center that attracted people from different parts of Rome and the Mediterranean. In fact, The Coliseum was a cultural center of the ancient world that made it important

Bullying in the organization sby Free Essays

string(181) " workers within every department and every manager, so that even if a manager who is guilty of workplace bullying goes unreported, such an analysis ca bring him into the limelight\." When we speak of work-place bullying, we are actually referring to the verbal, physical, social or psychological assault that one’s employer or manager, another individual or group of people carry out on a person. In other words it is the tendency of individuals to use increasingly aggressive attitude towards a co-worker or be very unreasonable towards him. This has become an increasingly important problem that Human resource department at most organisations have to counter. We will write a custom essay sample on Bullying in the organization sby or any similar topic only for you Order Now What makes workplace bullying far more difficult to counter than school-yard bullying is that it usually operates within the rules and regulations prescribed by the organisation and the society. Also, according to Ichniowski and Olson (2000), workplace bullies generally use words and actions to intimidate their victims, unlike playground bullies, who often resort to using their fists. Workplace bullying may involve verbal, non-verbal abuse tactics, humiliation, physical and psychological aggression. Workplace bullying isn’t specific to a certain type of work-environment, as it can happen in any type of work condition, ranging from offices to workshops, from highly bureaucratic work environments, like the military, to highly casual ones. Workplace bullying may take different forms such as being rude or confrontational, damaging property that belongs to the organisation, social isolation, screaming and cursing others, physically assaulting them, etc. According to Ichniowski and Olson (2000), psychological and social bullying usually involves verbal abuse, aimed at making fun of one’s work or the individual himself. This may include making fun of one’s ethnicity, family, sexuality, race, education, etc. Isolation is another means of inflicting psychological aggression upon an individual. Workplace bullies will also try various methods of harassment and intimidation to upset your mind and make sure you aren’t able to focus on what you are supposed to, i. e. work. According to Lewis (2003), incase the bully is your boss or employer or supervisor, he or she might try to assign you pointless tasks that have nothing to do with your area of speciality or your job description. The other extreme end would be assigning you jobs that may be extremely boring, difficult or impossible to perform due to lack of time, or deliberately holding back information you need for getting your work done properly. Similarly, one might be a victim of physical bullying, where one may be attacked or threatened. According to Thomas (2005), acts of physical bullying include spitting, pushing, punching, shoving, kicking, tripping, scratching, grabbing, biting, attacking or threatening with equipment such as knives, club, gun, etc or any other type of direct physical contact. Physical bullying also includes sexual harassment, such as flashing or touching, or when you are made to do humiliating things in order to be accepted as part of a team, as stated byIchniowski and Olson (2000). Incase of physical bullying, especially, one should immediately report the matter to the police and the employer or someone in the human resource department. One can also revert to the following steps in order to deal with a workplace bully, as explained by Ichniowski and Olson (2000): †¢ Seek advice from a trusted individual or may be a mentor, who might be available in the same organisation or even outside, who may have been through a similar situation †¢ One can also try to confront the bully in a professional manner, but keeping in mind one’s own safety and giving it top priority. One should stay as calm as possible, and no sink to his or her level, and yell or threaten, as more often than not this is what bullies are looking for in the first place. And neither should one show weakness and cry, cause that might again motivate the bully to come back for more †¢ One shouldn’t allow the bully to make one feel low self-esteemed, because only the individual would know his or her true worth or capacity †¢ One should focus on the task in hand and try to do it well, because the bully’s goal is most often to try and fail you in your job †¢ One shouldn’t let the bully isolate oneself from friends and colleagues To date, the phenomenon of workplace bullying is always associated with managers or colleagues who are the perpetrators, but that may not always be the case. There is something known as ‘upward bullying’ which may exist in organisations. In this case managers are actually the target. But since it is very rare, not much research or attention has been given to it. A recent research conducted on upward bullying by students of Griffith University, shows that work environment, change within organizations and power issues are the major contributing factors to upward bullying. According to Kelly (2000), organisations usually do not take workplace bullying by the neck, their policies are usually flawed which enables bullies to take advantage. In most cases the Human Resource Department is aware of who the aggressor is, but they usually wait for something illegal to happen, i. e. if its not illegal harassment there is no effort made to eradicate it. According to Kelly (2000), a research conducted by the University of Illinois indicates that workplace bullying occurs 4 times as frequently as compared to illegal forms of harassment or discrimination. WORKPLACE BULLYING AND THE HUMAN RESOURCE DEPARTMENT However, ideally speaking, an organisation would be better off taking strict action and notice against workplace bullies themselves rather than allowing individuals to do so. The first and foremost step for them would be to come up with an anti-harassment policy, or try to expand an existing anti-harassment policy if it hasn’t proven to be effective enough. Such a policy would also encourage witnesses to come forward and either second the target’s claim or dismiss them. Also, the human resource department should try to structure a dispute resolution process. This would encourage the targets to step forward sooner. According to Zapf and Einarsen (2001), the human resource department should also monitor the turnover rates and stress-related compensation claims taken by the workers within every department and every manager, so that even if a manager who is guilty of workplace bullying goes unreported, such an analysis ca bring him into the limelight. You read "Bullying in the organization sby" in category "Papers" Another approach to tackling workplace bullying would be to offer courses and training to the supervisors and teach them to criticise employees without offending them. Also, in the present scenario, where, companies, especially the bigger ones have a well-diversified work force, the Human Resource should take claims of workplace bullying very seriously, because if they fail to treat such claims seriously, it would result in further isolation and mistrust on part of the employee. The leadership along with the Human resource Department should realise the grave consequences workplace bullying may have on the overall efficiency and effectiveness of the organisation. According to Kelly (2000), in approximately 80% of the cases, the employees productivity is adversely affected. This unreasonable behaviour also affects the mental and physical health of the employees, resulting in a decrease in the job satisfaction and job involvement. According to Vartia (1996), it causes a decrease in the employees’ morale, resulting in higher turnover rates. This also causes long term loses to the organisation as they employees that are bullied may sooner or later quit their jobs, this increases the company’s overall advertising expenditure, as they have to advertise frequent job vacancies, and also train the new employee and explain him the job description and the kind of work he would have to perform. Now, the human resource department may respond to issues related to workplace bullying in 5 different ways. The first one is called the Mafioso, which is perhaps the worst stance HR can take with regards to such a situation. In this case even though the HR is aware of the problem and the aggressors, they are not inclined to take any action. In other words they actively participate in bullying employees and support such activities from every possible angle. The second approach is called the Ostrich, where the HR department come up with muffled and sandy responses to reports of workplace bullying, such as saying that, we do not have such problem at the workplace nor are we gong to have one, etc. The third stance is termed as fire-fighter, where the Human Resource Department is overloaded with work, and they do not have time to focus or concentrate on such matters. WORKPLACE BULLYING AND THE LEADERSHIP Apart from the Human resource department itself, leadership of that particular organisation has a very important role to play in managing and curtailing employee behaviour and preventing workplace bullying. If the leader can take a stand against any such activity, the chances of occurrence may drastically drop automatically. Leaders need to see all employees equally and avoid any biases when treating employees, as stated by Rayner and Cooper (2003). They should prohibit from doing acts that portray favourism towards a particular employee or a group of employees. EMOTIONAL INTELLIGENCE AMONGST INDIVIDUALS Also what might be of significant help when managing workplace bullying in organisations is if the individual has a higher degree of emotional intelligence. It helps employees manage their own mood along with the mood of the organization. It instils in them a greater degree of self-awareness and empathy allowing them to read and regulate their emotions while being able to intuitively grasp how others feel and gauge the emotional state of the organisation. According to Goleman (2000), there are five components to emotional intelligence. Self-awareness is the trait where emotional intelligence actually begins, such individuals are never hesitant to talk about and discuss their weaknesses and it is this attitude that later brings upon a positive change in them as they are able to improve upon their weaknesses with the passage of time. According to Sheehan (1999), this helps them bring about a positive change as one becomes aware of his or her limitations and one knows when and where he or she can actually stand-up and deliver regardless of the obstacles that may come his way. The second trait is self-regulation, and individuals with this trait can control their emotions and impulses better and channel them for good purposes. This brings about an openness to criticism in their attitude and behaviour, and increases their trustworthiness and integrity, and also helps them remain comfortable in ambiguous and unreasonable situations and scenario, as discussed by Sheehan (1999). So, an individual with higher degree of self-regulation is never intimidated or threatened from workplace bullies, and he never reacts to any of their actions, which is what the bullies ideally want. Motivation is perhaps the most important trait and the most obvious one that an individual is judged upon in an environment where workplace bullying is rampant. The individual needs to self-motivate himself to performing his job and the tasks assigned to him without thinking too much about what activities or attitude other employee or employees have towards him. It portrays the optimism of the individual, and his dedication to the organisation, such that he is able to find positives from every negative thing that happens in his life, so it has to do more with the mind than anything else. Understanding the emotional makeup of others is referred to as empathy. In order to tackle workplace bullying, it is important for the individual to understand why the aggressor is trying to bully him, and what is he trying to achieve from such an act. This can greatly help individual in managing himself and his emotions and react the right way and not lose focus, as explained by Sheehan (1999). The last trait that comes under emotional intelligence is the social skills of the individual. It is the proficiency in managing relationships and building networks that can greatly help an individual to overcome the effects of workplace bullying. It is always a good feeling to have some support on your own side. This may also help in finding common grounds between individuals who are aggrieved and the bullies and it also enables one to build rapport. It also improves his persuasiveness and the ability to build and lead teams. THE CHALLENGE OF CULTURAL CHANGES As described earlier, workplace bullying is a problem that is more common than what people anticipate or realise. It not only impacts the individual himself, but also the organisation and the society itself is affected. And apart from resulting in lost productivity, there are other risks that it bring along for the organisation, which include legal expenses and settlement payouts. Many believe that changing the organisation’s culture is the way forward. The challenge for the Human resource department is to picture the prevailing problem of workplace bullying. They also need to identify how much of it is contributed due to the loop holes in the office rules, which describe an employees’ conduct when at work. They also need to identify how much of an impact has training had in shaping their attitude and behaviour. Then comes the most important step, whereby, the human resource department needs to identify practical approaches to nurturing a culture that reduces bullying. Last but not the least, the Human Resource Department needs to identify a long-term approach to tackling such issues, i. e. they need to formulate a long-term strategy to eradicate workplace bullying. References Cooper (eds. ), Bullying and emotional abuse in the workplace. International Perspectives in research and practice (London, Taylor and Francis) Cooper, L (eds. ), Bullying and Emotional Abuse in the Workplace. International Perspectives in research and practice (London, Taylor and Francis) Goleman, Daniel. (1998) â€Å"What Makes a Leader? â€Å", Harvard Business Review. Ichniowski, Casey and Craig Olson. (2000). The American Workplace: Skills, Compensation, and Employee Involvement. Cambridge: Cambridge University Press. Kelly, David. (2000). Workplace Bullies Dump Bull on Co-Workers. Available: http://workplacebullying. org/press/hrwire. html. Last accessed 18 September 2008. Lewis, D. (2003), ‘Voices in the social construction of bullying at work’, International Journal of Management and Decision Making, 4, 1. pp. 65-81. Rayner, C. Cooper, C. L. (2003), ‘The black hole in bullying at work research’, International Journal of Management and Decision Making, 4, 1. Pp. 47-64. Robbins, Stephen P. 2004. Organizational Behavior. New York: Pearsons. Sheehan, M. (1999), ‘Workplace bullying: responding with some emotional intelligence’, International Journal of Manpower, 20, ? , pp 57-69 Thomas M. (2005), ‘Bullying among support staff in a higher education institution’, Health Education, 105, 4, pp. 273-288. Vartia, M. (1996), ‘The sources of bullying – psychological work environment and organisational climate’, European Journal of Work and Organisational Psychology, 5, 2. pp 203-214. Zapf, D. Einarsen, S. (2001), ‘Bullying in the workplace: Recent trends in research and practice – an introduction’, European Journal of Work and Organisational Psychology, 10 (4), pp. 369-373. How to cite Bullying in the organization sby, Papers

Operations Management Research-Free-Samples-Myassignmenthelp.Com

Question: Discuss about the Importance of Operation Management. Answer: Operation management is an essential part of any organization. Operations can be defined as a transportation process through which inputs are converted into outputs. Operation management is a technique of managing people, processes and systems for successfully delivering useful products or services to customers. It plays very crucial role in the success of the company. Operation management is important part in both manufacturing and service industries. Till today many researchers have defined operation management in different ways but the concept discussed was same. Operation management includes all those activities from procurement to final distribution of goods or services (Aksin, Armony Mehrotra, 2007). The given essay elaborates role of operations management in current business world. From past several years it has been analyzed that companies are producing different products to remain in the market. Now companies have shifted their attention towards customers expectations. Now customers are demanding better quality products. Due to advancement in technology it becomes possible to deliver product anywhere with minimum efforts. Internet, telecommunication and transportation mediums have supported to maintain global link with customers. Countries are getting closer in commerce and trade. Companies are producing variety of products and properly supervising all the production activities (Miles Snow, 2007). In the companies mainly operation manager manages all operation management activities. The operation manager is mainly responsible for managing all operations. The operation manger ensures that all the products should be of good quality. The products should be delivered at right place on right time. Through operation management the cost of the products are also managed. The major requirements of any company are good quality, high productivity and customer satisfaction and these requirements can only be fulfilled through proper operation management (Singhal Singhal, 2012). I have analyzed that Competition among companies is rising as all the companies are targeting same market segment for similar products and services. Companies attract the customers by differentiating their products by adding unique characteristics from other companies. For creating unique products or services companies are giving continuous efforts. The uniqueness of products exists today may be copied tomorrow by other companies that can nullify competitive advantage. So to stay competitive the companies continuously design and manufacture new products (Cohen Kunreuther, 2007). Manufacturing companies also give focus on marketing activities. Customers needs help companies to get new ideas for product development. First priority of any company is to understand customers needs and expectations. Companies manage each function of production to maintain proper control over activities. In the modern business world each functional departments members have to interact with other members. High level of integration is required to manage all the operations within the organization. Today companies are adopting lean concept to manage all the operations. Initially only Japanese companies were using lean concept and companies were also getting benefits through it. Later companies from other countries also adapted the concept. Lean concept gives emphasis on quality, cost and productivity. By using compatible technology all the objectives can be achieved. Companies can only earn good amount of profit by producing products or services in low cost and of high quality. Companies can reduce operational cost by using different methods for reducing waste production (Sousa Voss, 2008). For achieving this companies should use right combination of raw materials and also should use right processes for production. The operation manager handles various activities like the manager gives training to workers to reduce production cost and time. Proper production layout is selected to manage production activities. Operation manager also maintains distribution network. The operation manager coordinates with other managers like finance manager, human resource manager and marketing manager to get all the required information. Operation management includes concepts from various subjects like psychology, mathematics, statistics and physics. For managing operations modern companies use the concept of time and motion study to increase productivity. Time and motion study is based on the concept that time and energy should be utilized efficiently. Companies control the quality of products by using sampling methods. Linear programing technique is also used in operation management to find the best solution from all available alternatives (Barratt, Choi Li, 2011). The operation manager motivates the employees to show their creative skills that can contribute in improving processes. The operation manager motivates employees to produce the best output to meet customers expectations. From the above description it can be concluded that operation management has a significant role in the modern business world. Irrespective to the size, all organization give efforts to deliver products and services effectively and efficiently. Companies may face some difficulties in managing operations but through proper planning and coordination the problems can be solved. In the given essay the role of operation management is described. Through proper operation management the companies can differentiate themselves and can attract more customers. References Aksin, Z., Armony, M. Mehrotra, V., 2007. The modern call center: A multi?disciplinary perspective on operations management research, Production and Operations Management, 16(6), pp.665-688. Barratt, M., Choi, T.Y. Li, M., 2011. Qualitative case studies in operations management: Trends, research outcomes, and future research implications, Journal Of Operations Management, 29(4), pp.329-342. Cohen, M.A. Kunreuther, H., 2007. Operations risk management: overview of Paul Kleindorfer's contributions, Production and Operations Management, 16(5), pp.525-541. Miles, R.E. Snow, C.C., 2007. Organization theory and supply chain management: An evolving research perspective, Journal Of Operations Management, 25(2), pp.459-463. Singhal, K. Singhal, J., 2012. Opportunities for developing the science of operations and supply-chain management, Journal of Operations Management, 30(3), pp.245-252. Sousa, R. Voss, C.A., 2008. Contingency research in operations management practices, Journal Of Operations Management, 26(6), pp.697-713.