Excellence Talks’ Post

Skills can be taught. Attitude matters! #skillsdevelopment #personaldevelopment

So how many freshers are working in the company?

The most difficult to develop and easiest to lose ! Organizational culture and values ! Unless you invest in efforts and time to inculcate a positive environment , you cannot retain good people ! The role of managers and supervisors are immense to this end . Watch who you open the doors of your organization to . Watch the what kind of culture is prevalent or developing . Toxic people and toxic environment should be quickly identified and dealt with firmly . Greed and rivalry often destroys organizations much more than external factors like business climate and competition . The good people are often the first to walk away . #managers #organizationalculture #teamworkmatters

I AGREE. So what are the leaders of the NHPC Organization doing to rid the hospice space of professional investors? What is the organization willing to tolerate in the care of dying patients to keep its own organization afloat and its executives extremely well-paid? If the correlation is askew, I apologize. What was your vision for hospice care when you began in 1978, and what is it today? What motivates you to continue to exist? Is hospice care as competent and professional as it could be? Why not? What are your plans to do your part to help CMS and Congress to rectify the harm in hospice care and right the ship? I understand that showcasing the benefits of hospice care is part and parcel for your existence which is why Jimmy Carter’s well-publicized choice to enter hospice care (even if truly premature) did position us in good light. But like tidying up a house before the guests arrive by throwing the clutter into closets, the mess is still there to sort through when they depart. But some never reorganize; they just continue to hoard. More questions. Sorry. Do trade associations benefit in any way from investors in the for-profit space? How do you self-regulate to maintain a pure mission? Are there any organizations that support and advocate for non-profit providers or independent for-profits? Who funds the NHPC ORG? Are you the major hospice lobbyist? For what, do you lobby? What in your working culture needs correction and what is “the worst behavior” you deal within your own organization? The motivational speaker for education, Todd Whitaker, frames the price to-be-paid for the tolerance of negligence = an incompetent organizational culture; which equates to poor hospice care. The Supreme Court is being called to “clean house” of clerks who take advantage of power to benefit themselves. So how could dying patients and families benefit from a spring cleaning of NHPC. Sins of materialism/greed are rampant in these times, so we all need to be on guard personally; and, especially with companies & corporations whose subsidiaries deal with the vulnerable, weak, and dying. It would be helpful for consumers if a leader would address these questions in an interview. Transparency in all-things is crucial for doing what’s best for patients. I am confident that—together—we can work to take money out of medicine and stop the utilization of hospice care for the purpose of generating personal wealth (in whatever manner or measure that the idea and implementation of it has been allowed to seep in). There cannot be ignoble intent in medical care . . . in hospice care. It’s a serious conflict of interest. Let’s back up the gravy train. Jimmy Carter was a religious and honest man. While we celebrate his choice to spend his last year(s) with us, let’s make sure all patients get the same stellar options. But it’s not possible for all because so much of hospice profits go into the pockets of company owners. Let’s take the mystery out of hospice.

Let's take this even further. The MORE you pay employees in a toxic culture, the more you're perpetuating it. Why? Because employees will likely stay longer DESPITE the fact that it's a toxic culture because of the fear of not being able to find comparable compensation elsewhere. All the while, their resentment of the culture will grow and will spread furthermore onto others. The lesson? No, it's not to pay less in a toxic culture... but rather, fix the culture. If you had to pick between working in a toxic environment for more money, or work in a positive, thriving environment for slightly less, which one would you take? Most people would choose the better environment.

In today's public service employment landscape, prioritizing attitude and character over other recruitment criteria is imperative. While qualifications and expertise are valuable, individuals with questionable characters can pose significant risks of engaging in fraudulent and corrupt activities within the public sector. Despite supposedly merit-based recruitment processes, my experience in public service reveals a concerning prevalence of individuals with shady backgrounds being hired. This raises questions about the effectiveness of our recruitment practices.

always choose right over wrong

'Top Down' and 'Bottom Up' are two approaches to Strategy. When it is BU, the commitment to the plan by employees and its implementation shall be ULTIMATE. It is 'their's'. Co-creation of value happens.

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