MEDI-CAL AND TRICARE Free Essay Example, 1000 words

Eligiblity for Medi-Cal through SSI is available in case your monthly income doesn’t exceed $856 for an individual or $1,502 for a married couple (figures for April 1, 2007 – March 31, 2008), if you have no more than $2,000 in assets as an individual or $3,000 in assets as a couple. The numbers are reconsidered annually on April 1st. The income limits are higher for people who are blind, being $921 for an individual and $1,729 for a married couple, the assets remaining the same. The eligibility for Medi-Cal is extended through the Aged and Disabled Federal Poverty Level program (A&DFPL). This group has an opportunity to get prescription drugs and long-term care as well as paying for Medicare premiums, deductibles and cost-sharing. Medi-Cal also provides assistance with Medicare cost-sharing but not drug or long-term care prescription for the small share of low-income Medicare beneficiaries (SLMBs) (Kaiser Commision 2005, CalMedicare. org 2007). Cost-share is also provided for hose individuals who have higher incomes that do not meet the Medi-Cal eligibility requirements, but whose high medical expenses significantly reduce the income. We will write a custom essay sample on MEDI-CAL AND TRICARE or any topic specifically for you Only $17.96 $11.86/pageorder now One is qualified through Medi-Cal’s â€Å"medically needy† pathway in case medical bills leave him with less than $600 per month for living expenses as a single person or $934 per month as a married couple, assets being at or below $2,000 for an individual and $3,000 for a couple. Then Medi-Cal pays for an individual’s Part B premiums even in the months he does not incur medical expenses (CalMedicare. org 2007). Medic-Cal also covers immigrants. According to Kaiser Commission on Medicaid and Uninsured, ‘Citizens, lawful permanent residents and certain other immigrants who meet other eligibility requirements may qualify for full Medi-Cal services. Undocumented immigrants and other immigrants without satisfactory immigration status can qualify for limited Medi-Cal coverage (such as Emergency Medi-Cal which covers prenatal care, long-term care, and certain other services), which are paid for using only state funds’ (Ka iser Commission 2005, p. 2). Now let us move to the TRICARE options. One can choose among three basic types: Tricare Prime, Tricare Standard, and Tricare Extra. Tricare Prime is based on an HMO concept, requiring that one specifically enroll in the program, active duty members being enrolled automatically). Those enrolled in Tricare Prime are assigned to a Primary Care Provider (PCP), usually the local military medical facility (base hospital).

The Dehumanising Effects of the Computer Revolution

THE DEHUMANISING EFFECTS OF THE COMPUTER REVOLUTION 1.0 The computer revolution Computer evolution had already passed its infancy from its introduction to the wide-reaching utilisation of the society today as the much-heralded ‘personal computer’ or simply PC led the revolutionary process by virtue of its prominence and visibility in the daily existence of humankind,the application of computer goes above and beyond the convenience of storing and displaying data for practical use. Instead it now encompasses the ability to achieve process optimisation and assume a central role in technically everything people do. Driven by the rapid developments in technology, this device acts from giving a specific advice onto performing dreadful tasks for†¦show more content†¦By itself, as Ceruzzi (2003) puts it, the computer revolution had altered the ways we communicate, do business, interact, think, socialise and do as it pose several opportunities while also imposing immense risks. 4.0 The dehumanising effects of computing and computer revolution The critics of the computer revolution recognize the adversities of utilising computers that ranges from personal to communal to societal. 4.1 For the individual At the very least, the computer revolution facilitates accession to pornography, exposure to radiation and effects of violent games. The computer revolution targeted the natural cognitive development of the people through limiting the rate of acceleration. As such, part of life speeds up in the computer revolution to that extent that humans became slow and lumbering creatures (Mander, 1991). The condition had been exacerbated by the mind/body split by consistently allowing the mind to wander at high speed over the cyberspace as their bodies recline and weakened. While these users are reclined in front of the computers, there are large institutions that benefited from the increased speed of transactions. As the users spend more and more time in front of the computers, s/he withdraws from friends and families and that relationships began to wither as these users suddenly stopped in attending social gatherings, skips meeting with friends and associates and avoid contactShow MoreRelatedThe Increasing Application of Scientific Management Principles of Work2011 Words   |  9 Pagesindeed ‘irreversible within a service industry context. The underlying belief that scientific management, or rationalisation= , is able to provide the basis for separating management from the execution of work. ‘The rationalisation of work has the effect of transferring functions of planning, allocation and co-ordination to managers, whilst reinforcing the managerial monopoly of decision-making, motivation and control. Hales (1994). Taylor (1856-1915) has been referred to as the father of ScientificRead MoreIntangible Asset Accounting and Accounting Policy Selection in the Football Industry85391 Words   |  342 Pages[Power, 1990]. The substance of a transaction is represented as it more accurately reflects the economic activities of an organisation. This has been acknowledged in FRS 5, Reporting the Substance of Transactions. It seeks to represent the commercial effect of a transaction with respect to assets and liabilities. The debate over the recognition of intangible assets is said to stem from a lack of consensus on the objectives of financial reporting [Pizzey, 1991]. A matching, historical cost approach

Principle for Business Practice

Question: Discuss about thePrinciple for Business Practice. Answer: Introduction Human resource management (HRM) is an essential element of all business organization. Human resource management is a process within the organization that focuses on the recruitment and management of human resources. The HRM management in the company works to provide necessary tool, support and training for smooth operation of business (Oke, 2016). The role of HRM managers is to recruit people, train them, and encourage effective communication, performance appraisal and promoting workplace safety. This business report gives a review of one public sector Company called SingTel and analyzes the human resource management relevant to its area of business. It will provide explanation about two elements of HRM in the company. Finally it will evaluate the strength and weakness of Companys approach towards selected elements of HRM. The SingTel is a major public sector company which is owned by investment company Temasek Holdings. This company is also listed in the Singapore Stock Exchange. It is a major telecommunication company of Singapore and largest provider of mobile network. Currently it has about 600 million consumers both in Singapore and different parts of the world. It provides ISP service (Internet Provider Service), fixed telephone line service, mobile networks and IPTV (Internet Protocol Television) service. It has also expanded its share in other countries such as Telco Optus in Australia. Temasek Holdings is a major investor in its business and it is also regarded as the largest company in terms of market capitalization (Company Profile Singtel, 2016). Responsible HRM of Singtel The Singtel Group emphasize the fact their consumers and suppliers plays a key role in the improvement of social and environmental performance. In order to promote a transparent and ethical environment, they ensure that their labour workers adhere to minimum set standard for code of conduct for labour (Stredwick, 2013).Singtel values the contribution of their employees and maintain a collaborative culture to provide equal opportunities and growth for all. The challenges and opportunities at work in Singtel help employees to develop professionally in the field. Responsible HRM is a process that enables most effective use of human resource to achieve both personal and organizational objectives. An HRM manager at SingTel has the responsibility to plan human resource, develop and maintain a qualified workforce. The Singtel Code of Conduct describes how they manage the multicultural environment with different groups of people. This principle is applied both internally and externally in th eir business operations. Their focus is on a vibrant and inclusive workforce where each employee engages to improve the globalized market and provide ideas for innovation (Chen, 2014). Their approach for human resource management and inclusion strategy includes the following: Respecting varying skills of employees- They recognize that all employees are valuable and will provide long-term opportunities for the success of the company. They support each employee to promote an inclusive workplace and allow opportunity for employee development. Managing multigenerational workforce- To transform Singtel into a dynamic and innovative organization, they synergistically tap different views of multigenerational workforce and add their values in the successful operation of business. Multicultural awareness- To create a strong position in a globalized marketplace, they cherish the global workforce to make strong connection with diverse range of customers and suppliers from different regions of the world. Supporting a balanced workforce- The managers at Singtel aim is to maintain a balanced workforce by providing equal opportunities and equitable remuneration structure without any bias. They also have health, safety and environment policy in place to provide a safe work environment to all employees (Ulrich, 2013). Strength and Weakness of Singtels Approach to Responsible HRM The strength of responsible HRM at Singtel lies in their policy for safety and welfare of employees. This is evident from the fact that they have taken action for resource conservation and pollution prevention. Every employee is also responsible to commit to this safety policy. To make this commitment possible, they have clearly stated that this will be possible by adopting the following practices in their workforce- Understanding of Singtels code of conduct guidelines and regulation for safe working environment. Inducing a conducive work environment to promote collaboration and development of staffs. Promoting a culture so that all employees commit to adhere to standard of safety and work practices within our operations. Supervising employees and assessing any hazard in work place. Report and taking action against any work-related accidents. Implementing sessions to identify work related stress and address issues of employees. Inculcate in employees the quality of accountability and continuously monitor performance to achieve Singtels target. Making resource available for safe practice at work and gain the confident of employees as well as the consumers (Ang, 2014). Singtel has strong competition from other telecom companies like Telstra, StarHub and many others. The weakness is seen due to strong competition present in the market and the need to continuously change HRM strategies. Hence managing human resource in face of increasing competition becomes challenging for Singtel. More variation is required for effective interaction of HR strategies. They face threats from new technological advancement which has the ability to bypass local telecommunication signal for making overseas call (Fleming, 2012). This can take away Singtels major source of income. A talented and multi generational staff may help in solving this kind of issues in the organization if they are professionally committed to the organization. Corporate Social Responsibility of Singtel Another important element of HRM is the approach that companies take for social responsibility. This approach promotes economic, social and environmental benefits for all stakeholders involved in the company (Sharma, 2013). The main goal of SingTel is to become the best global company for telecommunication in the world. Through their operation in Singapore and Australia, they provide a variety of service across different platforms (Huat, 2015). According to the Singtels sustainability report for environmental, social and economic progress, they have worked - To promote corporate transparency by focusing on customers and employee satisfaction, promoting innovative ideas and efficient service delivery. They seek to improve the quality of life of people by their unparalled network and giving them easy access to life activities. They provide innovative solution for sustainable business growth by launching business portal for customers and eliminating paper transaction. Through their strong and inclusive employees, they have seized new business opportunities and gained from talented staff and modern resources. Through the Code of conduct and conflict of interest policy, they have made efforts to reduce fraud and reduce risk of conflict among employees. They have actively promoted products and services that increase resource efficiency and productivity. In terms of social responsibility, they have enhanced low-carbon innovative services by replacing physical objects through their technology. It has helped to reduce the impact on environment and promote low-carbon emission. For example with the advent of digital music download, material waste is reduced due to reduced number of compact disc (Huat, 2015). To provide a pleasant buying experience to their customer, they have trained their staff to make customers aware about contract terms and penalties imposed in different condition (Pang et al., 2015). Strength and Weakness of Singtels Approach to Corporate Social Responsibility The Singtels approach to social responsibility has its strength and weakness too. The strength can be seen from different reports in different sectors. For example, they have promoted economic responsibility by reducing customers operating cost by 70%. For their pledge for maintaining safe and healthy environment at workplace, they worked to create understanding with fair employment practices and involving multigenerational workers. They have played a role in environmental safety by saving electricity. Their target was to save electricity by 6.54 GWh, but they have managed to achieve 9.35 GWh by their commitment. They have also worked for the community by raising donations for children through the Singtel Touching Lives Fund. The staff at Singtel has come forward to assist victims of natural disaster. For example, when there was flood in Australia, the Singtels staff got involved in relief efforts and making appeals for donation (Cheng et al., 2014). Strength of their approach is the fraud prevention programme through which they conducted briefing sessions to make employees aware of their annual declaration for conflict of interest and compliance with code of conduct. They also have accessible channel to identify fraud, corruption and dishonest practice at Singtel premise. The weakness seen in the approach to social responsibility is that the Singtels touching lives programme raised many ethical issues due to the manner in which commercialization of products was done (Patrick Sim, 2015). Conclusion From the brief report on approach taken by Sintel, the leading telecommunication company of Singapore to tackle human resource management issues, it can be concluded that employees are the backbone of the organization and looking into their issues is essential for the progress of business. It discussed two elements of HRM-responsible HRM and approach to social responsibility that Singtel had taken to address human resource issues in the organization. They have recognized the fact that the staffs play a key role in the development of the company and so they took different initiative to provide support for the welfare of the human resource. The analysis of strength and weakness in the system gave an idea about what the company has managed to achieved and where they have failed. Good working condition promotes employee retention and engagement in job. Reference Ang, P. H. (2014). cation and Information and director of the Singapore Internet Research Centre at Nanyang Technological University in Singapore. His research is in the areas of Internet governance and media law and policy. In 2004, he was appointed by the UN secretary general to the Working Group on.Policy and Marketing Strategies for Digital Media,19, 297. Chen, C. C. (2014). Corporate governance of state-owned enterprises: an empirical survey of the model of Temasek Holdings in Singapore.Singapore Management University School of Law Research Paper, (6), 1-29. Cheng, B., Ioannou, I., Serafeim, G. (2014). Corporate social responsibility and access to finance.Strategic Management Journal,35(1), 1-23. Company Profile - Singtel. (2016).Www1.singtel.com. Retrieved 20 September 2016, from https://www1.singtel.com/about-us/company-profile.html Fleming, P. (2012).The end of corporate social responsibility: Crisis and critique. Sage. Huat, C. B. (2015). State-owned enterprises, state capitalism and social distribution in Singapore.The Pacific Review, 1-23. Oke, L. (2016). Human Resources Management.International Journal of Humanities and Cultural Studies (IJHCS)à ¢Ã¢â€š ¬Ã¢â‚¬ ¹ ISSN 2356-5926,1(4), 376-387. Pang, A., Mak, A. K. Y., Lee, J. M. (2015). Communicating Corporate Social Responsibility in Singapore: Toward More Effective Media Relations. InRole of Language and Corporate Communication in Greater China(pp. 127-148). Springer Berlin Heidelberg. Patrick Sim, M. M. (2015). A Review of Corporate Social Responsibility: SingTel Touches Lives.J Account Mark,4(137), 2. Sharma, B. (2013). Contextualising CSR in Asia: Corporate social responsibility in Asian economies. Stredwick, J. (2013).An introduction to human resource management. Routledge. Ulrich, D. (2013).Human resource champions: The next agenda for adding value and delivering results. Harvard Business Press.