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What information would you say is most overlooked when making quality-management decisions?
The effectiveness of management of any type of organization depends largely on the effectiveness of the decisions made at the various levels of the organization, their timeliness, resourcefulness and efficiency.
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Asked 4/17/2013 9:19:06 PM
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Questions asked by the same visitor
Are there decisions that should not be made by groups, but by the manager alone?
Weegy: Managers are constantly required to evaluate alternatives and make decisions regarding a wide range of matters. [ Just as there are different managerial styles, there are different decision-making styles. Read more: ] (More)
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Asked 4/11/2013 8:41:48 PM
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Which step in the decision-making process do you think is most difficult to complete?
Weegy: Well this is a personal question to you specifically but the most difficult one for me would be the Identify ALL the alternatives as there could be many or there could be few. (More)
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Asked 4/17/2013 3:09:36 PM
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Do you think that organizations should have different alternatives in case one does not correct the problem in the decision making process?
Weegy: Overhead costs are high and income sources are not easily ... that you have a solid plan for making a profit ... [ There are many reasons to start a not-for-profit organization. ] (More)
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Asked 4/17/2013 10:08:22 PM
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Why do you feel that performance management systems and risk an quality management in health care are both important?
Weegy: Quality and risk management are complementary and, together, are key components of healthcare governance. (More)
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Asked 4/21/2013 11:00:07 PM
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when a manager run away from making certain decision, it makes them appear weak and allows staff non-compliance. What your thought?
Weegy: Deal with any problems quickly and directly. Any boss who is terribly busy totally understands this concept: "I don't need all the details. [ Bottom line it for me." You don't have to be so blunt that you crush people, and Be Honest Without Being Harsh is a big time saver, and frankly, appreciated in the end. When you see a problem, deal with it quickly and don't nag your people about it later - let done be done. Try to elicit the agreement that whatever just happened was not acceptable. Remember that your goal is to promote productive behavior and retain the respect of your employee, NOT to antagonize your people, particularly in front of others. ] (More)
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Asked 4/23/2013 12:55:30 AM
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