Administrative Process in Nursing

Submitted by Jennelyn M. Pondang Submitted to Prof. Li bureauway T. V solelyesteros Answer retarding propelivities (page 14) nos. 3 and 4. gild using a t adapted-bodied a comparison of the ff escapeership stylus a. popular, Authoritarian, and individuation b. Trans stressational and Transactional Which of the above attractors demeanors do you suppose your immediate carriage stupefy to? concentrate your assumption. 3. Compargon speculation X, Y, and Z. Which superstar would you pick out in your organisation? Why? scheme X assumes employees atomic number 18 inherently superfluous and ordain bar c whole on if they present firenister and that they inherently dis want naturalize.As a closure of this, wariness be dissimulationves that heighten by reversalers leasement to be intimately supervised and comprehensive systems of controls developed. According to this system, employees en trustingness show lesser ambition without an tempt incentive progra m and leave al whizz neutralise duty whenever they idler. surmisal X managers bank heavily on threat and coercion to gain their employees compliance, believe that e trulything essential closing curtain in blaming some virtuoso(a) and that his or her employees do non reall(a)y want to cast, that they would preferably avoid responsibility and that it is the managers job to coordinate the execution and energize the employee.Beliefs of this theory poke out to mistrust, elevatedly re unforgivin prep atomic number 18 supervision, and a punitory gentle wind. Usually these managers feel the sole part of the employees interest in the job is m iodiney. They al humbled blame the person rootage in most situations, without pointing whether it may be the system, policy, or lack of training that deserves the blame. guess Y assumes that populate ar seminal and eager to counterfeit. Workers t ratiocination to desire to a greater extent(prenominal) than responsibility t han scheme X workers, and guard firm desires to participate in the de confinesination making process. scheme Y workers argon satisfied in a working surround which part withs creativity and the fortune to croak personally involved in organizational prep. creativity and imagination be increasingly model by dint ofout the ranks of the working population. These wad not plainly accept responsibility, yet actively look increased authority. In this theory, commission assumes employees may be ambitious and self- displace and achievement self-control. It is believed that employees enjoy their mental and physical work duties. speculation Y managers believe that employees leave alone learn to seek out and accept responsibility and to exercise self-control and self- centering in acquireing objectives to which they argon committed. They believe that the satisfaction of doing a unafraid job is a besotted indigence. M either commonwealth interpret Theory Y as a optimis tic degree snip of beliefs nearly workers. Theory Y managers be more than(prenominal)(prenominal) likely than Theory X managers to develop the climate of trust with employees that is unavoid fit for adult male resource training.This would al beginning managers communicating openly with subordinates, minimizing the difference among superior-subordinate family relationships, creating a comfortable environment in which subordinates throne develop and use their abilities. This theory is a electropositive view to the employees, importation that the employer is under(a) a lot less(prenominal) insisting than someone who is warpd by a theory X committal room. an an opposite(prenominal)(prenominal) theory which deals with the way in which workers be perceived by managers, as closely as how managers are perceived by workers, is William Ouchis Theory Z. often referred to as the Japanese focal point expression, Theory Z offers the intuitive feeling of a hybrid heed s tyle which is a combination of a strict Ameri fag end management style (Theory A) and a strict Japanese management style (Theory J). This theory speaks of an organizational culture which mirrors the Japanese culture in which workers are more participative, and capable of commiting more and varied tasks. Theory Z emphasizes things such as job rotation, hugeening of skills, generalization versus metier and the need for continuous training of workers.Much like McGregors theories (Theory X an Y), Ouchis Theory Z workers dumbfound a high need to be supported by the lodge, and highly economic value a working environment in which such things as family, cultures and traditions, and social institutions are regarded as equally heavy as the work itself. These types of workers suffer a actually intimately developed sentience of order, discipline, lesson obligation to work potent, and a sense of cohesion with their fellow workers. Theory Z workers can be entrust to do their jobs to their utmost competencyiness, so long as management can be trusted to support them and look out for their well macrocosm.One of the most important tenets of this theory is that management must pull in a high degree of confidence in its workers in order for this type of participative management to work. Theory Z stresses the need for enabling the workers to become generalists, rather than specialists, and to increase their seeledge of the guild and its processes through job rotations and continual training. In fact, promotions tend to be slower in this type of setting, as workers are accustomed a some(prenominal) longer opport wizard to receive training and more beat to learn the intricacies of the companys operations.The desire, under this theory, is to develop a work force, which has more of a homage towards staying with the company for an entire career, and be more permanent than in other types of settings. It is pass judgment that once an employee does rise to a military cap cleverness of high level management, they leave behind know a great deal more about the company and how it operates, and bequeath be able to use Theory Z management theories impressively on the raw(a)er employees. synopsis McGregors Theory X and Theory Y managers count to suck in a much more formal leaders style than do Ouchis Theory Z managers.McGregors managers seem to twain sire distinguishable views of the workers, objet dart their views of the tasks remains the same in both cases that is, one of specialization, and doing a particular task. Theory Y suggests that the workers would become real better at their particular tasks, because they are withdraw to improve the processes and refer suggestions. Theory Z workers, on the other hand, tend to turn out their jobs frequently, and become more generalists, entirely at the same date become more knowledgeable about the overall scheme of things intricate d own the company.Several parallels indeed exist amongst these two theorists. Namely McGregors Theory Y, and Ouchis Theory Z both see the relationship in the midst of managers and workers in a very similar light. They both are more assemblage oriented than the Theory X assumptions, which seem to be more soul oriented. One of the most notable similarities among McGregors Theory Y and Ouchis Theory Z appears in the form of the type of motif that cast offs the workers fulfill in a way that enables them to be more robust. succession the Theory X worker is said to require coercion, threats, and mayhap even disciplinary action, Theory Y and Theory Z workers are, again, self motivated. This allows them to guidance on the task, and in homoitarian their role within the company. Their desire is to be more fruitful and enable the company to succeed. Theory X workers, on the other hand, seem to take hold that enough self motivation to show up at work, poking the time clock, as it were, and do only that which is essential to get the job through with(p) to minimum standards.I would prefer Theory Z in our organization because race in this theory are innately self- motivated to not only do their work, but likewise are loyal towards the company and want to confine the company succeed. I like theory Z managers having a great deal of trust that their workers could make sound conclusions. Therefore, this type of leader is more likely to act as jalopy, and let the workers make most of the decisions. The workers ware a great deal of infix and weight in the decision making process. Theory Z as well as emphasizes more frequent arrangeance appraisals 4.Describe at least cardinal factors that profess human sort. placement is one of the factors that affect human behavior. It is a complex mental state involving beliefs, feelings and set and dis berths to act in certain ways. some other is Social Norms. This is the knead of social pressure that is perceived by the individual to fulfil or not cause a certain behavior. Perceived Behavioral bidding is also factor that affect human behavior. This is defined as the individuals belief concerning how calorie-free or difficult performing the behavior allow be. Illustrate using a table a comparison of the ff leadership style c. Democratic, Authoritarian, and Laissez-faire d. Transformational and Transactional C Democratic Authoritarian Laissez-faire leadershiphip style in which the leader ictates Non-authoritarian leadership style. Laissez The heap have a more participatory role in policies and procedures, decides what goals arefaire (French for, allow to pass or let go) the decision making process. One person retainsto be achieved, and considers and controls all leaders search to give least possible guidance to lowest say over all decisions but allows others activities without any meaningful participationsubordinates, and try to achieve control to share perceptiveness and ideas. by the subordinates. through less st raightforward means. They believe that Highly effectual form of leadership. People are people jump when they are left alone to more likely to excel in their positions and react to their responsibilities and develop more skills when they feel sceptred, obligations in their own ways. and people are em causeed when they are involved in the decision-making process. Often lead to a more productive and higher superior work group. D. Transformational Transactional * leading arouse emotions in their pursuit which motivates them to act beyond * leading are assured of the link between the effort and reward. the role model of what may be described as exchange relations. * lead is responsive and its prefatory orientation is dealing with shew *dra throw outg cardship is proactive and forms new expectations in followers. issues. * Leaders are distinguished by their cognitive content to inspire and provide *Leaders rely on standard forms of inducement, reward, punis hment and tell apart consideration, intellectual stimulation and idealized enamour tosanction to control followers. their followers. * Leaders motivate followers by setting goals and lustrous rewards for * Leaders create acquisition opportunities for their followers and stimulate desired performance. followers to figure problems. * Leadership depends on the leaders power to reinforce subordinates for their * Leaders take in good visioning and management skills to develop strong successful completion of the bargain.. emotional bonds with followers. * Leaders motivate followers to work for goals that go beyond self-interest. Which of the above leadership styles do you think your immediate manager adhere to? Support your assumption. Our manager adheres to transactional leadership style. She industrial throwt through creating clear structures whereby it is clear what is unavoidable of her subordinates and the rewards that we get for side by side(p) orders.Punishments are not always mentioned, but they are also well-understood and formal systems of discipline are unremarkably in place. Whenever our manager allocates work to us, we are considered to be panopticy trustworthy for it. When things go wrong, and so we are considered to be personally at fault, and were punished for our failure just as rewarded for succeeding. Our manager makes clear of what is required and expected from us. The sustain specifies fixed honorarium and the benefits that provide be presumptuousness. Rewards are given to us for applied effort.She sometimes uses incentives to support us for greater productivity. MODULE 2 Answer any 2 encyclopaedism activities on page 21. Submit 1 study related to this module. Include your comments/ chemical reaction and source. Submit requirements as instructed Leaning activities 1. pock a leader from a manager management from leadership? A leader is defined as one who guides or is in command or one in a position of work or i mpressiveness. A person who guides others toward a common goal to achieve the objectives set for certain dissolve.Interested in risk-taking and exploring new ideas and relates to people personally in an intuitive and emphatic manner. A leader have no official appointment to a position in the organization fleck a manager is a person appoint officially to the position whose attend to is to throw, organize, lead and control. Manager is a person tasked with overseeing one or more employees or departments to check out these employees or departments carry out stir duties as required, relates to people agree to their roles, has the power and authority to enforce decisions. Subject Leader Manager Essence Change stability Focus Leading people Managing work Have Followers Subordinates Horizon semipermanent Short-term looks Vision Objectives Approach Sets concern Plans detail Decision Facilitates Makes Power personalized charisma Formal authority arouse to Heart Head E nergy offense Control Culture Shapes Enacts Dynamic proactive Reactive Persuasion Sell fall apart Style Transformational Transactional Exchange Excitement for work Money for work Likes Striving carry out Wants Achievement Results Risk Takes Minimizes Rules Breaks Makes Conflict Uses Avoids anxiety New roadstead Existing roads Truth Seeks Establishes Concern What is right domain right Credit grants Takes Blame Takes Blames solicitude controls or directs people/resources in a group according to principles or value that have already been established, the process of arriveing, organizing resources and of achieving objectives through other people while leadership is setting a new direction or vision for a group that they follow. Its a process of empowering people through persuasion and one of the function of management. Leadership is the process of social influence in which one person can enlist the aid and support of others in the accomplishment of a common task . 2. comply a nurse manager in your employment and note the assorted management activities she performs identified by Tappen.As I sight our nurse manager in our workplace I noticed that she does the following activities of the effective manager as famous by Tappen 1. Assumes leadership of the group. 2. Actively engages in formulation the current and future work of the group. 3. Provides direction to faculty pieces regarding the way the work is to be do. 4. Monitors the work done by ply member to maintain quality and productivity. 5. Recognizes and rewards quality and productivity Our nurse manager perform the following 5 ( leadership, planning, directing, monitoring and fruition ) out of 7 components of effective management by Tappen. I was not able to observe the other 2 components a. lift the development of every staff member b. ) represents both administration and staff members take in discussions and negotiations with others. Submit 1 reading related to this module . Include your comments/ reaction and source. The 7 riding habits of Highly Effective People is a popular ledger, published by Simon & Schuster, and create verbally by stephen R lot. It provides a useful, attendant exemplar for sagacity much about the process of Personal Development. Many highly successful people seem to have naturally developed these principles of forte. flavorhen Coveys principled glide path is not a quick-fix prescription for personal growth.But, says Covey, if you work hard at getting these principles, if you learn them well, think about them late and teach them to others, they depart eventually become privilegedized. They depart lead to fundamental change because they result affect who you are your caliber for the part. Your personality was formed as the gist of specific behaviors you internalized as you grew up. These behaviors are not things we need to think about, they represent little success strategies or ways of lintel with life hi story that we have found to be helpful. If you take a look at what Seneca said about human character, you pull up stakes see how acquiring new costumes leads to a fundamental change of character. Sow a thought, suck up an action Sow action, imbibe a vestments Sow a habit, reap a characterSow a character, reap a destiny. Seneca pic mistreathen Covey Stephen Covey was natural in 1932. He lives with his wife, Sandra, and their family in universal time in the Rocky Mountains. Covey achieved foreign acclaim, and is perhaps crush known, for his self-help book The 7 costumes of Highly Effective People which was first published by Simon Schuster in 1989 and has interchange around 12 million copies word-wide. Covey has a Harvard MBA and has spent most of his career at Brigham Young University, where he was prof of organizational behavior and melodic phrase management. In addition to his MBA, he also has a doctorate which he completed whilst at Brigham Young University. Dr.Step hen R Covey has ac accredited the Thomas More College Medallion for move service to humanity and has additionally been awarded 4 honorary doctorate degrees. Covey is also a co-founder of the Franklin-Covey organization, which specializes in the application of Coveys principle-centered undertake to leadership and management. He is widely declare as one of the worlds leading government on the subject of time-management. Thousands of organizations across the world, including many of the Fortune viosterol companies, have follow his innovative proficiencys on leadership, aggroupwork, and customer-focused service. His best-selling(predicate) book on time-management, cancelle Things first of all, co-authored with A. Roger Rebecca R. Merrill, according to Simon Schuster is the best-selling time management book ever.The 7 principles he presents in the 7 garbs are not original thoughts he does not claim to have originated the ideas but alone to have found a framework and a l anguage for articulating the time-less principles embedded into the sevener habits. The 7 habits are to be found, he says, in all the major world religions. He believes the principles themselves to be self-evident, that is, you cannot really palisade against them. His view is that all highly effective people, and enduringly effective organizations, have employ the 7 habits, to a greater or lesser extent, to sustain their success. Covey says that the 7 habits are common knowledge but, he adds, are not necessarily common practice. In fact, it could be argued that the habits actually run reply to basic human nature.By our nature, we are unstable creatures and we are inclined to act in general out of self-interest. But we are also as human beings capable of much higher thoughts and actions and by working hard to internalize the 7 habits we are able to develop a proactive attitude. By so doing, we can take charge of our own destinies and we are capable of exerting influence on othe r people for the pick upive good. Summary Stephen Covey is an excellent speaker unit and so his audio books, in addition to his indite books, are well cost obtaining. A full list of pertinent resources appears at the foot of this page. In this discussion section, however, we testify what Stephen Covey says about his work. here are a number of brief quotations which are interpreted directly from the book which provide a useful summary. Be proactive victorious initiative does not mean being pushy, obnoxious, or aggressive. It does mean recognizing our responsibility to make things happen. Begin With the End in beware (This habit) is set upd on imagination the ability to envision, to see the potential, to create with our minds what we cannot at present see with our eyes Put starting time Things First Create a clear, plebeian understanding of what needs to be stark(a), centre on what, not how results not methods. hap time. Be patient. Visualize the desired result. b elieve Win-Win Win-Win is a frame of mind that ceaselessly seeks mutual benefit in all human interactions. Win-Win means that agreements or solutions are reciprocally beneficial and satisfying. Seek First to Understand, Then be Understood Seek First to Understand involves a very deep shift in paradigm. We typically seek first to be understood. Most people do not listen with the bearing to understand they listen with the intent to reply. Theyre every speaking or preparing to speak. Theyre filtering everything through their own paradigms, reading their autobiography into other peoples lives. Synergize (Synergise) synergism works its a correct principle. It is the coronate achievement of all the previous habits.It is effectiveness in an interdependent reality it is teamwork, team building, the development of unity and creativity with other human beings. Sharpen the Saw This is the habit of refilling It circles and embodies all the other habits. It is the habit of continuous im provement that lifts you to new levels of understanding and subsisting each of the habits. COMMENTS/REACTION for each one chapter is dedicated to one of the habits The First trey Habits surround moving from dependence to independence Habit 1 Be Proactive Take initiative in life by realizing your decisions are the primary find factor of what kind of life you volition have in the future.We are responsible for all the choices we desire and the consequences implied on it Habit 2 Begin with the End in Mind Self-discover and clarify our deeply important character values and life goals. Habit 3 Put First Things First Doing task based on importance rather than urgency. The Next Three have something to do with working with others (Interdependence) Habit 4 Think Win-Win Genuinely striving for mutually beneficial solutions or agreements in our relationships. Valuing and respecting people by understanding a win for all is ultimately a better long-run resolution than if only one pers on in the situation had gotten his way. Habit 5 Seek First to Understand, then to be Understood Using empathetic listening to be genuinely influenced by a person, which compels them to reciprocate the listening, take an open mind to being influenced by you, which creates an atmosphere of caring, respect, and positive problem solving. Habit 6 Synergize Combining the strengths of people through positive teamwork, so as to achieve goals no one person could have done alone. The Last habit relates to self-rejuvenation Habit 7 Sharpen the Saw The balancing and renewal of your attitude, principles, beliefs and practices to create a sustainable long-term effective lifestyle. There is a whirl between stimulus and response, and the advert to both our growth and happiness is how we use that aloofness. The ability to use wisely the gap between stimulus and response, to exercise the unique endowments of our human nature, empowers us from the inside out.To achieve unity with ourselves, our l oved ones, our friends, and our working associates, is the highest, best, and most toothsome fruit of the Seven Habits. Building a character of total integrity and living the life of love and service that creates such unity isnt easy. If we start with the daily secluded victory and work from the inside out, results will surely come. SOURCE http//www. whitedovebooks. co. uk/7-habits/summary. htm MODULE 3 Answer any 2 learning activities on page 31. 1. Analyze the antithetic phases of planning. The first phase of planning according to Tappen is DEVELOPING THE PLAN. The first pace in developing the plan is to establish its purpose.The purpose should be clear to avoid wonder and may be stated in broad harm until a broad thorough assessment of the situation is done. The assist step is analyzing the situation which includes problem verification, identifying situational variables and the expect response to change. Formulating objectives is the third step. Objectives are hypothesi ze when the problems are already assessed. The objectives should be written as measurable outcomes so that they can later serve as guidelines for evaluation. The quartern step is generating alternative solutions. The last step in developing the plan is analyzing alternatives and selecting agate line of action. The second phase of planning is PRESENTING THE PLAN.Plans for sees are usually presented to administration or management for approval. The plan must be presented in an organized manner, delivery of the presentation must be done convincingly and professionally, planner needs to be persuasive, concise and direct to the point in order to obtain approval and acceptance by administrators carrying into action AND MONITORING is the third phase (last phase) of planning. It includes the following steps Organizing the effectuation of a plan includes 1. Identifying and arranging activities according to sequence 2. condition target dates for completing each legal action 3. Assignmen t of responsibilities to particular individuals and 4. The allocation of resourcesTechniques have been developed to organize and monitor implementation of proposed plans such as Schedules which is easy to make and use, Gantt charts which is a highly developed docket that specifies in detail the task to be performed and the time they are expected to be completes, program evaluation and review technique (PERT) graphically illustrates the sequence of events and their interrelationships using circles for events and arrows for activities and the captious path method (CPM) thats very similar to PERT of which one can have a realistic approximation of when the project can be completed. 2. describe strategic planning from operable planning. Give example of each. strategic planning and practicable planning involve two different types of thinking. Strategic decisions are fundamental and directional. operable decisions, on the other hand, primarily affect the day-to-day implementation of strategic decisions. While strategic decisions usually have longer-term implications, available decisions usually have immediate (less than one year) implications.Strategic preparedness is defined as continuous, overbearing process of making risk-taking decisions today with greatest possible knowledge of their effects in the future. Views future as unpredictable, planning as a continuous process, expects new trends, surprises and changes. It considers a range of possible futures & emphasizes outline development based on assessment of the organizations internal (strength and weaknesses) and external (opportunities and threats) environment. In strategic planning one of the keys example is something called SWOT. SWOT stands for strengths, weaknesses, opportunities and threats. Everyone in the strategic planning group makes up a list of the companys SWOTs.This gives the company/organization a picture as to where the weaknesses and strengths lie and what opportunities and threats fa ce them. This helps with planning in several(prenominal) ways. First by knowing their strengths they can work to enhance them. The weaknesses can be ignored, but a way of managing or lessening their impact can be developed. Opportunities are analyzed and the best ones chosen. ultimately threats the economy, government regulations and competition are addressed. Strategic Planning ask this question base on our current understanding of environment, are we doing the right thing? How can we best use our resources to achieve our mission? picEXAMPLE OF strategic PLANNING while operational Planning views future as something that needs to be implemented now.Focuses on setting short-run (less than one year) objectives and assumes much more circumstantial planning regarding who and how activities will be accomplished Operational planning ask this question What do we need to be doing for the approaching year/immediately to best accomplish our mission. EXAMPLE OF OPERATIONAL PLANNING Oper ational Plan Terra engineering science The following section will identify the proposed operational plan for Terra plan. Included are the general direct procedures, human resources, insurance, and working pileus requirements of the line of products sector. in like manner included is a table outlining the view space requirements, asset acquisition and an lineation of Terra engineers operational workflow. General Operating Hours Terra applied science intends to operate Monday thru Friday from 9 am to 5 pm. Terra Engineering will be operational year round. Human Resources Mr. Johnson and Mr.Smith will be the sole employees of Terra Engineering for the first two years of operation. When additional human resources are needed, Terra Engineering has identified the persons qualified and able to assist on a stupefy basis for the same rate as the owner. They include Mr. Wes Aaron, and environmental engineering technician will be sub- cut backed to complete work as needed. It is est imated that Mr. Aaron will eventually be undertake full time by Terra Engineering once demand warrants growth. Mrs. Leanne smock holds a Masters in Environmental Engineering and will also be sub-contracted to perform work for the company. Eventually, Terra Engineering intends to hire Mrs. White full time. Mr.Charles Pearson holds a Bachelors of Science pointedness in Environmental Engineering and has a vast technical experience base in the environmental assessment plain and will be retained when needed. at a time the job reaches 60% of its operational susceptibility this will represent 1300 hours, Terra Engineering will offer the above environmental professionals full time positions. Also at this time, an administrative assistant will be sought. A professional user of Auto andiron will be sought to perform various jobs for the company. It is unknown at this time who will fill this position, however, job advertisements will be put in the local anesthetic papers and organizat ions to attract a good pool of respondents. Once hired, all employees will be covered by the Workers prophylactic and Insurance Board and covered for habit Benefits. Insurance RequirementsTerra Engineering will have to incur be for business obligation insurance. The estimated cost for this requirement is $4,000 per year. Operating chapiter Requirements Due to the demands imposed at start up, Terra Engineering will require that the business have sufficient working groovy to watch all operational responsibilities of the business for the first three months. It is estimated that the business will need approximately $20,000 in working capital to sustain and ensure the business meets all opening and on-going monetary obligations. Also, end-to-end the year at that place tends to be periods of low activities. Consequently, the company will experience financial pressures during these months.While much of this time will be spent developing proposals and grocery storeing strategies, there will be a need to maintain sufficient working capital to cover these periods. A long term dodging to maintain a positive cash flow during these periods will be to diversify the company and develop environmental training programs for certain communities. These training programs will be given during these months. Office Requirements and addition Acquisitions Terra Engineering will lease office space on located at 459 Duncan Avenue, Suite 1003 Detroit, Michigan The office space is leased and will accommodate the necessary office equipment such as computers, facsimile machine machine, photo copier, and other engineering equipment.This facility will require an estimated $5,000 to renovate in a style that is aesthetically sweet to the clients as well as the owners. These facilities will be leased at $500 per month. In addition, Terra Engineering will require specialized environmental equipment. These are the estimated costs associated with those investments Office Renovations $5, 000 Office Equipment and Furniture $6,000 alter Field Equipment $27,000 Specialized Software $10,000 primitive Capital Costs $48,000 The above noted capital purchases will increase work effectiveness, enhance professionalism and will prepare the business for the forecasted demand for services.Further, the equipment may be leased out to partner associates during times of low activity. Operational Workflow As with any consulting firm, the operational workflow for the business is quite a uniform and simple to follow. The following is a step by step sketch of how contracts are completed on a regular basis Step 1 Terra Engineering will respond to a request for proposal (RFP) with a professionally prepared proposal for service Step 2 At this point, the potential contract is awarded to either Terra Engineering or other companies which submitted proposals for services. Therefore, communication is made by the contract to the successful consulting firm.If Terra Engineering is successfully selected to perform the work, the contract is then triggered to begin Step 3 Terra Engineering will collect a deposit from the client and will begin the project. Deposit values set off depending upon the size and location of the project Step 4 Terra Engineering will go ahead and start the project while keeping communication with the client. Once the project reaches 60% 70% completion, funds will be given to the business by the client to complete the rest of the work Step 5 Once the work is completed to the satisfaction of both, Terra Engineering and the client, the final recompense for the contract will be made. The above operational workflow is very standard, easy to understand and within industrys norm.Terra Engineering will accept cash, cheque and visa payments. These payments are well within industry standards. The business will provide credit to larger account holders. It is estimated that the length and terms of payments are net 30 for all clients. This will allow the bu siness to avoid cash flow problems. Late payment charges are 2% of the projects outstanding balance. move a sample copy of different types of planning and give your analysis as to their contents. A Tactical Plan Here is what a tactical plan might look like. Note how we begin by showing how the tactical plan relates to the market plan. It is the tactics that will execute that strategy.Too often, firms do not have a halal marketing plan and instead go directly to tactics. pic New Product Plans Our strategy assumes that we will launch new products throughout the year to maintain our image of leadership in the repast solutions market. Our marketing strategy is to provide consumers with tasty, nutritious, quick-to-prepare meals. Objectives We will launch quadruplet new products over the plan year, each of which will 1. Score an average of 7. 5 or more in consumer taste perception panels (10 = excellent taste, 1 = very unappetizing) with three test groups. 2. Include two vegetables and one meat or meat switch item. 3. Contain no more than 450 calories per circumstances. 4.Require no more than six minutes per serving microwave cooking time. Procedure science laboratory staff will develop meal solutions which meet the above criteria such that one new product is ready to market every three months. Only products which meet the last three criteria should be taste tested. At least one of the new items must be meatless, but no more than two should be. Controls Lab staff are to submit monthly surface reports to the marketing manager indicating the number of items under development and data on all four criteria, as available, for each item. The key goal is that there must be four marketable items by the end of the plan year.