Tags |
|
|
Links |
|
|
Digg it UP - In 21st Century as Global Market is Shrinking... Cross Cultural Adaptation is a Must!
In this installment of medical billing and DME software, we're going to cover a brief overview of lookup tables, which is probably the heart and soul of the whole DME system. Without lookup tables, the whole operation of the system, including the medical billing itself, would be extremely difficult.A medical biller has a hard enough job as it is. When billing a medical claim, there is an enormous amount of information that has to be sent to the insurance carrier, including patient information, item information, insurance information and so on. If you read the series on DME NSF 3.01 record specifications, then you already know that hundreds of fields of information are transmitted to the insurance carrier. If the medical biller had to enter all this information by hand, the billing of one claim would literally take hours. To speed up this process, lookup tables are used.A lookup table is essentially a self contained database that has information pertaining to that area of billing, whether it be patient, item or carrier related. The reason that many tables are used is because of the amount of information that is contained in each table. If they were all combined into one table, the lookup process itself would be slowed to a crawl because of all the records the lookup would have to go through. As it is, with very large billing agencies, these lookup procedures can take several minutes depending on how large the network is and its capabilities to handle the load.Each lookup table is indexed, usually in several ways. By doing this, a medical biller can lookup patient information in a number of ways. For example, if the biller doesn't know the patient's ID number, they can look it up by the patient's last name. Some lookup tables allow you to do a broad search via city and state. For item lookup tables, if the biller doesn't have the sku number, they can look up the item by description. Of course, with many of the same items in the system, this method can be time consuming.The main point of a lookup table is that for each ta
The model predicts that as time goes by, people can move from defense (stage two) into minimization (stage three). "With minimization, there's more recognition that we're dealing with people that are different, but there's still resistance to that idea," Bennett explains. "The belief is that somehow if we are more open in making sure that equal opportunity exists, everyone should be grateful and follow a set of rules." Someone in this stage may say, "Why can't we all just be Americans?" A person at this stage hopes that we will all converge into a single cultural position. Of course, this position assumes people are able and willing to shed their culture and take on American culture.
How to address backlash
Bennett recommends several appro
Many professionals – such as engineers, real estate appraisers, interior designers, land surveyors and architects – are required to sign, stamp and/or seal documents to show they were produced by a registered or licensed professional in that field. The purpose of a seal or stamp is to ensure that the professional is licensed to practice that profession in a particular state under its laws and regulations.Typically a seal or stamp is affixed to documents which are prepared under the professional’s direct supervision and for which they are responsible. Below are a few examples of when a professional seal or professional stamp is used:Engineer Stamps and Seals Most states require that an engineer be licensed or registered and each registration or license is valid only in the state in which it is granted. By stamping or sealing a document (e.g., drawings, calculations, plans, etc.) a professional engineer is taking responsibility for the information in the document and is certifying that he or she is licensed in the state.Land Surveyor Stamps and Seals Documents produced by a surveyor may be used by title companies, land owners and lending institutions to determine property boundaries. A professional surveyor’s stamp or seal shows that they are registered in a particular state and that the plans follow that state’s regulations and laws.Architect Stamps and Seals To work as an architect, these professionals are required to obtain specialized education and work experience to become licensed. They stamp or seal all drawings, plans and other specs to show they are licensed or registered by a particular state. In some instances, architects are required to have a seal for the architecture firm as well as for the individual architect.Requirements for Stamps and Seals Vary by State Licensing or registration is performed by individual states because different states have different laws and educational requirements for practicing a profession. Subsequently, each state has different regulatio
In 21st Century and in the era of Knowledge Based Industry when global market in shrinking cross culture adaptation is not only a MUST but is only a mantra to succeed. In my previous two employments, we had 15 and 24 nationals respectively from different countries and many of our people from India go on Deputation to other countries and many of them face challenges to cope-up with the cultural change…behavioral change.
Understanding Intercultural Sensitivity
Why you need to go out, India is a country with “Diversity in Culture”. This diversity is the result of the coexistence of a number of religions as well as local traditions.
The beautiful temples of south India, easily identifiable by their ornately sculptured surface, in the desert of Kutch, Gujarat, on the other hand, the local folk pit themselves against the awesome forces of nature, in the extreme north is the high altitude desert of Ladakh, Local culture is visibly shaped by the faith - Buddhism - as well as by the harsh terrain.
With over one billion citizens, India is the second most populous nation in the world. It is impossible to speak of any one Indian culture, although there are deep cultural continuities that tie its people together.
In its quest for modernization, India has preserved its ancient civilization and never lost sight of the ideals that gave her strength through countless centuries. Science and technology has been steadily raising the living standard and prosperity of its people, but the nation of more than one billion people - one sixth of humanity - continues to live with some of its traditional values that go back 4,000 years and more. See this synthesis of tradition and modernity on your India Travel itinerary.
Developmental Model of Intercultural Sensitivity
"Global diversity is the recognition and development of skills to deal with differences on both international and domestic fronts." –Dr. Milton Bennett
How can we help employees in our organizations succeed in an increasingly complex workplace? Our function is to clarify what cultural competence is and why it is needed, and to help employees enhance understanding of their own culture, and increase their intercultural sensitivity and competence. In 1986, Bennett created the Developmental Model of Intercultural Sensitivity, which shows a progression of stages people may go through in developing intercultural competency. Since then, he has partnered with Dr. Mitch Hammer of American University to develop the Intercultural Development Inventory (IDI). (The inventory is a set of statements that allows an individual to assess his/her developmental stage of intercultural sensitivity according to the DMIS. This tool is valuable because it measures people's ability to experience difference in relatively complex ways).
Why there is Resistance…Tool to understand resistance
Development of intercultural competence does not come without a struggle; some employees will protest these efforts. Bennett's model helps us understand that the basic form of resistance is a defense response. People who respond to diversity efforts in this way are often moving from the model's first stage of intercultural sensitivity, denial (a failure to recognize that cultural differences exist) into the second stage, defense (recognition of differences). Often, people at this stage may express concern about reverse discrimination. "Recognition of the fact that differences do exist carries a threat," he says. The reaction is to defend one's self. Bennett recommends listening carefully to the person's fears and to help them understand how the organization will continue to extend opportunities to this person's cultural group, even as efforts expand to include other cultural groups.
The model predicts that as time goes by, people can move from defense (stage two) into minimization (stage three). "With minimization, there's more recognition that we're dealing with people that are different, but there's still resistance to that idea," Bennett explains. "The belief is that somehow if we are more open in making sure that equal opportunity exists, everyone should be grateful and follow a set of rules." Someone in this stage may say, "Why can't we all just be Americans?" A person at this stage hopes that we will all converge into a single cultural position. Of course, this position assumes people are able and willing to shed their culture and take on American culture.
How to address backlash
Bennett recommends several approa
IntroductionPeople page through a magazine in a similar fashion as they surf through the web. The average attention span is not very long; eyes wander attempting to take in all of the stimuli. While paging through a magazine, a person is most likely to glance at a great number of advertisements. While reading articles, it relieves pressure on the brain to take a break from the text and take in some visual graphics. Millions of people either subscribe or peer through magazines generating great potential for sales for an advertiser. Are your ads featured in magazines? Consumers are more likely to focus on the more compelling images on the page during the process of looking through a magazine or reading an article.“The successful advertiser is the master of a new art: the art of making things true by saying they are so.”Magazine advertising is a spectacular way to gain the attention of a larger base of consumers. A potential customer may serendipitously become intrigued about a product or keep a company in mind while thumbing through a magazine. Ads come in different shapes, sizes, and times of occurrence. Contacting a publishing service will enable you to get a good idea of options and pricing available. The magazine medium is not something to be ‘looked over’ by advertisers. Here are some tips to think about in orchestrating an ad:Grab attentionAn advertiser does not have a large space and most likely not a lot of time to get the reader’s attention. Colorful graphics, stellar images, and intriguing headlines and text will be the tools of enchantment. An insight to consider is to come up with multiple ads and use them judiciously depending on the magazine and the usual audience for the medium. For instance, placing an ad in a music magazine may warrant a more edgy feel for the ad, while an ad for a business magazine may be assembled in a more formal manner.The main idea is to make a huge impact with a small window of opportunity. This may sound discouraging to some, but once you have the reader’s atte
With over one billion citizens, India is the second most populous nation in the world. It is impossible to speak of any one Indian culture, although there are deep cultural continuities that tie its people together.
In its quest for modernization, India has preserved its ancient civilization and never lost sight of the ideals that gave her strength through countless centuries. Science and technology has been steadily raising the living standard and prosperity of its people, but the nation of more than one billion people - one sixth of humanity - continues to live with some of its traditional values that go back 4,000 years and more. See this synthesis of tradition and modernity on your India Travel itinerary.
Developmental Model of Intercultural Sensitivity
"Global diversity is the recognition and development of skills to deal with differences on both international and domestic fronts." –Dr. Milton Bennett
How can we help employees in our organizations succeed in an increasingly complex workplace? Our function is to clarify what cultural competence is and why it is needed, and to help employees enhance understanding of their own culture, and increase their intercultural sensitivity and competence. In 1986, Bennett created the Developmental Model of Intercultural Sensitivity, which shows a progression of stages people may go through in developing intercultural competency. Since then, he has partnered with Dr. Mitch Hammer of American University to develop the Intercultural Development Inventory (IDI). (The inventory is a set of statements that allows an individual to assess his/her developmental stage of intercultural sensitivity according to the DMIS. This tool is valuable because it measures people's ability to experience difference in relatively complex ways).
Why there is Resistance…Tool to understand resistance
Development of intercultural competence does not come without a struggle; some employees will protest these efforts. Bennett's model helps us understand that the basic form of resistance is a defense response. People who respond to diversity efforts in this way are often moving from the model's first stage of intercultural sensitivity, denial (a failure to recognize that cultural differences exist) into the second stage, defense (recognition of differences). Often, people at this stage may express concern about reverse discrimination. "Recognition of the fact that differences do exist carries a threat," he says. The reaction is to defend one's self. Bennett recommends listening carefully to the person's fears and to help them understand how the organization will continue to extend opportunities to this person's cultural group, even as efforts expand to include other cultural groups.
The model predicts that as time goes by, people can move from defense (stage two) into minimization (stage three). "With minimization, there's more recognition that we're dealing with people that are different, but there's still resistance to that idea," Bennett explains. "The belief is that somehow if we are more open in making sure that equal opportunity exists, everyone should be grateful and follow a set of rules." Someone in this stage may say, "Why can't we all just be Americans?" A person at this stage hopes that we will all converge into a single cultural position. Of course, this position assumes people are able and willing to shed their culture and take on American culture.
How to address backlash
Bennett recommends several appro
Running a home based cleaning business with your spouse can be a good way to combine business and family activities under one roof. But are you and your spouse the right match to work together as well as live together? Before you invest time and money into starting up a cleaning business with your spouse there are several key questions you should ask.1. Will your financial situation allow both of you to quit your present jobs and go into business together? It may be necessary for one person to continue working on either a part-time or full-time basis until the business is profitable enough to provide the income you need.2. What is your mission statement? Before taking out any loans or buying supplies and equipment, decide on a mission statement and write a business plan. This will help you get the "big picture". While writing your business plan, remember to address how the business will affect your marriage. Make sure you separate work and family conflicts by setting boundaries - such as "No business discussions during dinnertime".3. Have you developed job descriptions? Running a cleaning business involves more than just cleaning. There is also marketing, bookkeeping, ordering supplies, and depending on the size of your business, hiring and supervising employees. Clearly state the responsibilities for each job description, and then divide the jobs fairly to make sure that one person is not doing most of the work.4. Are you each doing what you love to do and do best? If you and your spouse have the same strengths and weaknesses, then you might have a problem. The best case scenario for working with your spouse is when you both have different strengths and weaknesses. For example, if you love working in the office and taking care of the behind-the-scenes tasks, and your spouse truly loves to clean, loves being out in the field and marketing the business, then you're in a great situation. There's less chance of getting into disagreements and butting-heads when you can each take control of your portion of the business.
How can we help employees in our organizations succeed in an increasingly complex workplace? Our function is to clarify what cultural competence is and why it is needed, and to help employees enhance understanding of their own culture, and increase their intercultural sensitivity and competence. In 1986, Bennett created the Developmental Model of Intercultural Sensitivity, which shows a progression of stages people may go through in developing intercultural competency. Since then, he has partnered with Dr. Mitch Hammer of American University to develop the Intercultural Development Inventory (IDI). (The inventory is a set of statements that allows an individual to assess his/her developmental stage of intercultural sensitivity according to the DMIS. This tool is valuable because it measures people's ability to experience difference in relatively complex ways).
Why there is Resistance…Tool to understand resistance
Development of intercultural competence does not come without a struggle; some employees will protest these efforts. Bennett's model helps us understand that the basic form of resistance is a defense response. People who respond to diversity efforts in this way are often moving from the model's first stage of intercultural sensitivity, denial (a failure to recognize that cultural differences exist) into the second stage, defense (recognition of differences). Often, people at this stage may express concern about reverse discrimination. "Recognition of the fact that differences do exist carries a threat," he says. The reaction is to defend one's self. Bennett recommends listening carefully to the person's fears and to help them understand how the organization will continue to extend opportunities to this person's cultural group, even as efforts expand to include other cultural groups.
The model predicts that as time goes by, people can move from defense (stage two) into minimization (stage three). "With minimization, there's more recognition that we're dealing with people that are different, but there's still resistance to that idea," Bennett explains. "The belief is that somehow if we are more open in making sure that equal opportunity exists, everyone should be grateful and follow a set of rules." Someone in this stage may say, "Why can't we all just be Americans?" A person at this stage hopes that we will all converge into a single cultural position. Of course, this position assumes people are able and willing to shed their culture and take on American culture.
How to address backlash
Bennett recommends several appro
Safety training videos are made so that we don’t panic in a crisis and put our lives in danger. These show us how to handle a fire, an earthquake, an accident or a natural disaster. They also include ordinary things like safety tips on climbing a ladder, driving or housekeeping. Countless websites and video production units make and sell CDs and DVDs of video clips on almost everything under the sun. If you do a Google search on safety training videos, you will come up with a minimum of 7,530,000 hits in less than .2 seconds. To choose a good video from this list is not easy. It is advisable to buy videos after having a short preview of what they contain.Here are some websites which produce safety training videos for everyday purposes, and the categories of videos they sell to the public.Safteytrainingnetwork.com has videos on almost all day-to-day situations. They have videos on alcohol and drugs, human resources, electrical and kitchen safety, infection control, healthcare, head protection, solid waste management and even employment law. Their videos are widely varied, covering topics from blood-borne pathogens safety and asbestos safety to ordinary things like recordkeeping and first aid.Coastal.com specializes in producing instructional videos on safety training in coastal areas.National Safety Compliance is an organization that looks into safety training from all aspects. Their training programs include videos and instructional material. Their videos include crane and hoist safety, transportation, ergonomics, fire safety, hotel safety and office and school safety. These cost anywhere from $200 to $500, and can be ordered online.Trainingprofessionals.com focuses more on individual safety training, rather than group situations. These include construction safety, confined spaces, personal protective equipment and defensive driving.
Why there is Resistance…Tool to understand resistance
Development of intercultural competence does not come without a struggle; some employees will protest these efforts. Bennett's model helps us understand that the basic form of resistance is a defense response. People who respond to diversity efforts in this way are often moving from the model's first stage of intercultural sensitivity, denial (a failure to recognize that cultural differences exist) into the second stage, defense (recognition of differences). Often, people at this stage may express concern about reverse discrimination. "Recognition of the fact that differences do exist carries a threat," he says. The reaction is to defend one's self. Bennett recommends listening carefully to the person's fears and to help them understand how the organization will continue to extend opportunities to this person's cultural group, even as efforts expand to include other cultural groups.
The model predicts that as time goes by, people can move from defense (stage two) into minimization (stage three). "With minimization, there's more recognition that we're dealing with people that are different, but there's still resistance to that idea," Bennett explains. "The belief is that somehow if we are more open in making sure that equal opportunity exists, everyone should be grateful and follow a set of rules." Someone in this stage may say, "Why can't we all just be Americans?" A person at this stage hopes that we will all converge into a single cultural position. Of course, this position assumes people are able and willing to shed their culture and take on American culture.
How to address backlash
Bennett recommends several appro
Any responsible person, even with limited formal instruction or experience, can do a simple fire risk assessment. More complex buildings will need to be assessed by a person with full training and experience in fire risk assessment.Mainly companies and building owners will be affected by the new legislation but it could be anyone who has some control over premises. Fire certificates will no longer be valid.Under the new regulations it is the responsibility of employers to do a risk assessment of their places of work, which must contain provisions concerning fire safety measures in the workplace.The responsible person must go over the risk assessment frequently to keep it current, particularly if: . There is reason to believe that it is no longer valid; or . There has been a major change in the matters to which it relates, or there have been expansions or substantial changes in the organisation of workThe risk assessment should be done to make sure that appropriate fire precautions, maintenance and management measures are in place to guarantee the safety of anyone who might use your premises.The Fire and Rescue Authority will now examine premises and undertake audits of fire risk assessments to put into effect the requirements of the Regulatory Reform Order.The Five Steps To Fire Risk Assessment:Step 1: Identify fire hazards Is there a system for controlling the amounts of combustible materials and flammable liquids and gases, including cleaning fluids, stationery and waste, kept in the workplace?Is the system working correctly? Are all combustible materials and flammable liquids and gases stored safely? Are all items of portable electrical equipment checked frequently and fitted with the correct rated fuses?Step 2: Identify the persons at significant risk in case of fire Think about who might be in or near your premises that would need to know about your fire protection systems - including employees, people in adjoining buildings, visitors or contractors.Is there an adequate n
The model predicts that as time goes by, people can move from defense (stage two) into minimization (stage three). "With minimization, there's more recognition that we're dealing with people that are different, but there's still resistance to that idea," Bennett explains. "The belief is that somehow if we are more open in making sure that equal opportunity exists, everyone should be grateful and follow a set of rules." Someone in this stage may say, "Why can't we all just be Americans?" A person at this stage hopes that we will all converge into a single cultural position. Of course, this position assumes people are able and willing to shed their culture and take on American culture.
How to address backlash
Bennett recommends several approaches to addressing backlash:
· Cultural Self-Awareness: Help employees develop cultural awareness, including (if applicable) identification of European American ethnicity versus stopping at a more specific cultural self-awareness (such as Italian or Irish).
· Recognition of Cultural Capital: Prepare employees to deal with issues of privilege in a non-threatening way. Help them to identify their own cultural capital (what it means to belong to their own group and how that translates into institutional privilege).
· Establishing a Cultural Core: Facilitate an exploration of value commitment in the context of intercultural relativity.
In other words, we need to recognize that our values are culturally based. Then, we must develop the capability of working effectively with people with different values without feeling the need to give up our own values system. "I find that most diversity practitioners don’t have the ability to deal with this," He says. "[The tendency is to think] if there aren’t any basic values, which by the way are mine, how do we work and live ethically?"
Bennett envisions this model extending beyond domestic to international diversity efforts. "Global diversity is the recognition and development of skills to deal with differences on both international and domestic fronts," says Bennett.
Many organizations realize that diversity efforts involve on-going change strategies rather than one-time training events.
There is also a move toward coupling international and domestic diversity, and aligning intercultural competence with leadership development. "The danger [in these trends] of course is that international issues may be seen as diffusing other important [domestic diversity] issues," Bennett cautions. Our challenge, then, is to maintain the emphasis on domestic issues within the context of the larger global diversity effort.
Stages of Intercultural Sensitivity
In the '80's and 90's organizations have attempted to go beyond mere discrimination issues and even to "celebrate diversity." However, celebration of diversity falls far short of what is needed for effective collaboration between mainstream agencies and ethnic minority communities. For organizations or individuals to move beyond "celebration" to a real ability to work appropriately with cultural difference requires a planned sequence of development.
Bennett describes six stages of development in intercultural sensitivity. The stages provide a good framework for determining how to work with and improve the capacity for intercultural sensitivity and collaboration. Some of his stages of "cultural sensitivity" include behaviors or adaptations the authors include under the definition of "cultural competence."
1. Bennett refers to the first stage of the model as "denial." It means that people in this stage are very unaware of cultural difference. If mainstream agency staff are in this stage of intercultural sensitivity, a huge problem can be expected in the delivery of education, health, and social services for ethnic minorities, a gap that does currently exist when these groups are compared to Anglo Americans. The task for staff at this first stage of intercultural sensitivity is to recognize cultural differences that are escaping their notice.
2. Whereas in the first stage we do not "see" cultural differences, in the second stage of cultural competence we do perceive cultural differences; however, differences from ourselves or the norms of our group are labeled very negatively. They are experienced as a threat to the centrality and "rightness" of our own value system. Be
HTTP = HTML link (for blogs, profiles,phorums):
<a href="http://www.diggitup.net/article/4615/diggitup-In-21st-Century-as-Global-Market-is-Shrinking-Cross-Cultural-Adaptation-is-a-Must.html">In 21st Century as Global Market is Shrinking... Cross Cultural Adaptation is a Must!</a>
BB link (for phorums):
[url=http://www.diggitup.net/article/4615/diggitup-In-21st-Century-as-Global-Market-is-Shrinking-Cross-Cultural-Adaptation-is-a-Must.html]In 21st Century as Global Market is Shrinking... Cross Cultural Adaptation is a Must![/url]
Related Articles:
Online Business Copyrights and Disciplines
Dig Up Some Dirt Fast with an Instant Background Check
A Sustainable Business Network Model for Southern Africa
Bookmark it:
|