Health Management Book Report ( 20 Page PowerPoint APA): Dave’s Subs – A Novel Story About Workplace Accountability. Leadership and Management Book Report:

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  Leadership and Management Book Report: Dave’s Subs – A Novel Story About Workplace Accountability. NOTE: This is a PowerPoint presentation paper. 

  1. Prepare a PowerPoint presentation of no more than 20 slides.The cover sheet and reference page are NOT included in the slide count. 
  2. 15 Points What 5 key points from the book that as a new manager in healthcare would be principles or approaches that you would model? Cite five specific examples as to how you would apply them as a manager.
  3. 15 Points Discuss Dave’s management style and the impact it had on Milo’s professional development. Support your answer with at least four examples. 

4. 10 Points  Discuss Milo’s primary management style? Be specific? What was his secondary leadership style? Be specific. Support your answer with at least three examples for each identified style.5. 10 PointsWhat does it mean to build a   culture of workplace accountability?  Support your answers with at least four examples?Important: References are cited as appropriate (using APA format) and use proper grammar, spelling, and proper headings. The cover sheet includes name, date, course. Use the single-sided page-24 font for slides.  Reference   sheet per APA.  Format your paper as outlined above.

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Dave’s Subs: A Novel Story about
Workplace Accountability
By: David Marx

Dave’s Subs: A Novel Story about
Workplace Accountability
By: David Marx

Milan Saidi

Midterm- Book Report

HAP 417- Prof. Taylor

Milan Saidi

Midterm- Book Report

HAP 417- Prof. Taylor

5 key points:5 key points:

As a new manager in healthcare the 5 key points I would model would be:

1. Train employees properly

2. Performance evaluation

3. Clear communication

4. Accountability

5. Preparation for errors

As a new manager in healthcare the 5 key points I would model would be:

1. Train employees properly

2. Performance evaluation

3. Clear communication

4. Accountability

5. Preparation for errors

In order to proper train employees, it is important to understand that there are many different
types of learners. Therefore, as a new manager I would make a step-by-step training program. The
steps would include:

1. Include a list of tasks the employees must perform daily, weekly, and monthly.

2. Train employees on each task by demonstrating how it is done and helping employees practice
on their own.

3. Inform employees they will be tested on each task at the end of training. This is ensure that
employees stay focused and take notes while being trained.

4. Once training and examination is completed, allow employees to shadow other experienced
employees.

5. Lastly, hold meetings with new employees when they reach their three and six months of
employment to discuss all concerns, questions and errors.

In order to proper train employees, it is important to understand that there are many different
types of learners. Therefore, as a new manager I would make a step-by-step training program. The
steps would include:

1. Include a list of tasks the employees must perform daily, weekly, and monthly.

2. Train employees on each task by demonstrating how it is done and helping employees practice
on their own.

3. Inform employees they will be tested on each task at the end of training. This is ensure that
employees stay focused and take notes while being trained.

4. Once training and examination is completed, allow employees to shadow other experienced
employees.

5. Lastly, hold meetings with new employees when they reach their three and six months of
employment to discuss all concerns, questions and errors.

Example of Training employees
properly:
Example of Training employees
properly:

Example of Performance
evaluation:
Example of Performance
evaluation:

As mentioned before, performance evaluation is a critical approach that new healthcare
managers should model. Performance evaluations allow employees and new managers
have a clear understanding of expectations in the workplace. For new employees,
performance evaluations can be given within the first 3-6 months mark. For other
employees, performance evaluations can be given every six months or annually.
Performance evaluations can include information regarding:

– Productivity

– Rate of errors

– Patients satisfactions

– Team work

As mentioned before, performance evaluation is a critical approach that new healthcare
managers should model. Performance evaluations allow employees and new managers
have a clear understanding of expectations in the workplace. For new employees,
performance evaluations can be given within the first 3-6 months mark. For other
employees, performance evaluations can be given every six months or annually.
Performance evaluations can include information regarding:

– Productivity

– Rate of errors

– Patients satisfactions

– Team work

Example of clear communicationExample of clear communication

As a new manager in healthcare, clear communication is a large aspect of managing a
healthcare facility. Clear communication among employees can help increase patients
satisfaction, healthcare delivery and healthcare quality. With clear communication from a
manager, employees can have a better understanding of what is expected of them.
Additionally, clear communication can create a safe and stress-free work environment. If
employees feel comfortable talking with a manager, they are more likely to ask questions
and work efficiently.

As a new manager in healthcare, clear communication is a large aspect of managing a
healthcare facility. Clear communication among employees can help increase patients
satisfaction, healthcare delivery and healthcare quality. With clear communication from a
manager, employees can have a better understanding of what is expected of them.
Additionally, clear communication can create a safe and stress-free work environment. If
employees feel comfortable talking with a manager, they are more likely to ask questions
and work efficiently.

Example of Accountability:Example of Accountability:

Workplace accountability is another model that new healthcare managers should
demonstrate. Accountability can help reduce work-related stress and also give a better
understanding of everyone’s responsibilities. When employees have a clear
understanding of their responsibilities, they possibilities of errors can decrease.

Workplace accountability is another model that new healthcare managers should
demonstrate. Accountability can help reduce work-related stress and also give a better
understanding of everyone’s responsibilities. When employees have a clear
understanding of their responsibilities, they possibilities of errors can decrease.

Example of preparation for errors:Example of preparation for errors:

As humans, we all make mistakes. Which is why, it is always important to have a plan as
a healthcare manager. When mistakes are made, it is important to stay calm and work
toward a solution. Healthcare managers must take under consideration the policies and
protocols of a healthcare organization before making any decisions. Therefore, having a
plan of who to contact in the case of an emergency should always be the first step to
dealing with an error. Depending on the situation and organization, healthcare managers
should always have a step-by-step plan.

As humans, we all make mistakes. Which is why, it is always important to have a plan as
a healthcare manager. When mistakes are made, it is important to stay calm and work
toward a solution. Healthcare managers must take under consideration the policies and
protocols of a healthcare organization before making any decisions. Therefore, having a
plan of who to contact in the case of an emergency should always be the first step to
dealing with an error. Depending on the situation and organization, healthcare managers
should always have a step-by-step plan.

Dave’s management style:Dave’s management style:

š Dave’s management style is reflective of growth. As a manager, Dave wants his
employee to learn from their mistakes, rather than being punished. Dave

š Dave encourages the importance of performance evaluations. He believes there could
be a problem with management when poor employee performance goes unnoticed.

š Dave also promotes a safe work environment with health relationships between all
employees.

š Dave’s management style is reflective of growth. As a manager, Dave wants his
employee to learn from their mistakes, rather than being punished. Dave

š Dave encourages the importance of performance evaluations. He believes there could
be a problem with management when poor employee performance goes unnoticed.

š Dave also promotes a safe work environment with health relationships between all
employees.

Examples of the impact Dave has
on Milo’s professional
development:

Examples of the impact Dave has
on Milo’s professional
development:

Dave’s management style does impact Milo’s professional development. Milo doesn’t always
agree with Dave’s decisions, however, he does support them.

1. Following in Dave’s footsteps, Milo has learned that employee should be held accountable
for their actions.

2. Dave is a role model to Milo. Overtime, Milo has changed his management style and have
learned to communicate clearly with his employees before making any decisions.

3. Due to Dave’s actions, Milo has learned the importance of culture in the workplace.

4. Due to his experience learning from Dave, Milo has adapted a better leadership style that
has not only improved his relationships with the employees but also the quality and
delivery of their services.

Dave’s management style does impact Milo’s professional development. Milo doesn’t always
agree with Dave’s decisions, however, he does support them.

1. Following in Dave’s footsteps, Milo has learned that employee should be held accountable
for their actions.

2. Dave is a role model to Milo. Overtime, Milo has changed his management style and have
learned to communicate clearly with his employees before making any decisions.

3. Due to Dave’s actions, Milo has learned the importance of culture in the workplace.

4. Due to his experience learning from Dave, Milo has adapted a better leadership style that
has not only improved his relationships with the employees but also the quality and
delivery of their services.

Milo’s primary management style: Milo’s primary management style:

As a manager, Milo is primary in charge of managing the employee and the store. His
primary management styles include:

š Participative style

š Charismatic style

š Transactional style

As a manager, Milo is primary in charge of managing the employee and the store. His
primary management styles include:

š Participative style

š Charismatic style

š Transactional style

Examples of Milo’s management
styles:
Examples of Milo’s management
styles:

š Participative style

š In order to include the opinions of all employees, Milo uses participative style when making
decisions. He asks employees to share ideas on how to accomplish goals and improve in
problematic areas when serving customers.

š Charismatic style

š Milo uses charismatic style of management to communicate with employees such as Alisha.
This allows everyone to feel comfortable to speak up when they have a question or concern.
This also allows employees to make suggestions regarding future goals.

š Transactional style

š Milo uses transactional style of as a form of reward for employees when they do well. This
encourages employees to keep working hard.

š Participative style

š In order to include the opinions of all employees, Milo uses participative style when making
decisions. He asks employees to share ideas on how to accomplish goals and improve in
problematic areas when serving customers.

š Charismatic style

š Milo uses charismatic style of management to communicate with employees such as Alisha.
This allows everyone to feel comfortable to speak up when they have a question or concern.
This also allows employees to make suggestions regarding future goals.

š Transactional style

š Milo uses transactional style of as a form of reward for employees when they do well. This
encourages employees to keep working hard.

Milo’s secondary leadership style:Milo’s secondary leadership style:

Milo’s secondary leadership style is transformational style. He uses his own experiences
to motivate employee to work hard. Milo also believe accountability as one of the most
important aspects of management. As a result he:

š Studies and practices accountability. Knowing why it is important and how it should be
used allows him to improve the overall status of the shop. It also leads him to creating
performance evaluations. Which is something that has never been done before at
Dave’s subs.

š He also uses Dave’s knowledge and experience as a manager to become more familiar
with employees. Dave taught Milo better communication and leadership skills that can
help him manage employees.

Milo’s secondary leadership style is transformational style. He uses his own experiences
to motivate employee to work hard. Milo also believe accountability as one of the most
important aspects of management. As a result he:

š Studies and practices accountability. Knowing why it is important and how it should be
used allows him to improve the overall status of the shop. It also leads him to creating
performance evaluations. Which is something that has never been done before at
Dave’s subs.

š He also uses Dave’s knowledge and experience as a manager to become more familiar
with employees. Dave taught Milo better communication and leadership skills that can
help him manage employees.

What does it mean to build a
culture of workplace
accountability?

What does it mean to build a
culture of workplace
accountability?

Clear communication and expectations is the first step of building a culture of workplace
accountability. When employees are aware of their responsibilities, they work hard to
accomplish their goals. Additionally, employee have a better understanding of the end
goal and the process that will be used to be successfully. Accountability in the workplace
can create a simple and effective workflow. The first employee must complete his or her
task before the second employee can start theirs.

Clear communication and expectations is the first step of building a culture of workplace
accountability. When employees are aware of their responsibilities, they work hard to
accomplish their goals. Additionally, employee have a better understanding of the end
goal and the process that will be used to be successfully. Accountability in the workplace
can create a simple and effective workflow. The first employee must complete his or her
task before the second employee can start theirs.

Examples of workplace
accountability:
Examples of workplace
accountability:

1. Milo takes lead by researching the meaning of accountability and learns new ways on
how to improve employee performance.

2. As a manager, Dave took accountability by privately speaking to Milo regarding Alisha
and the decision to fire.

3. Milo takes accountability by speaking to team members and asking them their
opinions regarding improvements at Dave’s subs.

4. David takes accountability by including himself, Milo and Alisha as responsible for the
harm done to the customer.

1. Milo takes lead by researching the meaning of accountability and learns new ways on
how to improve employee performance.

2. As a manager, Dave took accountability by privately speaking to Milo regarding Alisha
and the decision to fire.

3. Milo takes accountability by speaking to team members and asking them their
opinions regarding improvements at Dave’s subs.

4. David takes accountability by including himself, Milo and Alisha as responsible for the
harm done to the customer.

Reference: Reference:

Marx, D. (2015). Daves Subs: A novel story about workplace accountability. Plano, TX: By
Your Side Studios.
Marx, D. (2015). Daves Subs: A novel story about workplace accountability. Plano, TX: By
Your Side Studios.

  • Slide 1
  • 5 key points:
  • Example of Training employees properly:
  • Example of Performance evaluation:
  • Example of clear communication
  • Example of Accountability:
  • Example of preparation for errors:
  • Dave’s management style:
  • Slide 9
  • Milo’s primary management style:
  • Examples of Milo’s management styles:
  • Milo’s secondary leadership style:
  • Slide 13
  • Examples of workplace accountability:
  • Reference:

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