Underlying Neurobiological Processes - 1706 Words

It has been agreed in the literature that memories can generally be defined in terms of time (Nader, Schafe LeDoux, 2000). Memory is sensitive to disruption soon after learning as it is in a labile state of short-term memory (STM). Conversely, memory enters a stable form and is less sensitive to such disruptions in long-term memory (LTM) at a later stage after learning (Nader et al.). Research has argued that the process in which labile new memories transform into stable long-lasting memories is known as consolidation (Nader et al.). After memories are consolidated, they can re-enter states of transient instability, making them vulnerable to disruption immediately after retrieval (Yue et al., 2012; Si et al., 2012). This is known as memory reconsolidation (Yue et al.; Si et al.). Finally, the re-exposure to a particular context without reinforcement can lead to memory extinction (Merlo Romano, 2008).That is, the temporary weakening of an earlier conditioned response can lead to ext inction (Merlo Romano). However, the number of events or duration of a single event in that exposure will determine whether memory extinction or reconsolidation is activated (Merlo Romano). Although learning to fear danger is essential to survival, many anxiety disorders are underpinned by the dysregulation of the fear system (Oyarzà ºn et al., 2012). Accordingly, much research has been dedicated to developing strategies for supressing fear memories in maladaptive cases (Oyarzà ºn et al.;Show MoreRelatedDrug Addiction : Neuro Behavioral Approach1048 Words   |  5 Pagesthe disease of the brain reward system. This system, closely related to the system of emotional arousal, is located predominantly in the limbic structures of the brain. (Vetulani, 2001) Within decades, the researchers got variety results about the underlying mechanism about drug addiction, however, factoring out how the drug addiction works is complex. We need to consider social and genetic mechanisms about the reasoning of drug addiction. It is fundamental to see how mechanisms and brain circuits areRead MoreSocial Cognition And Social Psychology1412 Words   |  6 Pagesapproach attempting to under stand how our brain is influenced by others. Social neuroscientists study the biological mechanisms underlying an individual’s social processes and behavior. They apply biological concepts and methods when developing new theories. These theories are then tested in hopes of pinpointing where in the brain humans are affected by social processes. Social neuroscientists are looking to find what biological systems are implemented in social behavior, as well as discover newRead MoreThe Importance of Biology in the Study of Psychology Essay991 Words   |  4 Pagesor neuroscience, all psychologists and scientists are trying to understand the functions of the brain. The body and mind connection and how it reacts to certain behaviors or illnesses. Most all psychological functioning can be reduced to underlying brain processes. This should serve as reason alone as to why biology plays an important part in the study of psychology. Psychological factors play a role in whether a person develops a mental illness and in how well they recover from a mental illness,Read More Personality: a Neurobiological Model of Extraversion Essay1118 Words   |  5 PagesPersonality: a Neurobiological Model of Extraversion Underlying the question of whether brain equals behavior is the possibility that ones personality may be understood on a neurobiological level. Personality affects how a person will behave in certain situations. Peoples attitudes towards their environments, their dispositions, personal preferences and dislikes all help determine their everyday actions. If behavior is controlled by the nervous system, these factors which make up a personsRead MoreThe Behavioral Approach : The Learning Theory Essay1875 Words   |  8 Pagesapproach, which focused on our behaviour without understanding the internal processes that create it. This approach focuses on how humans process information, observing how humans respond to information (behaviourists would call this stimuli-response) and how different moods we experience can impact how we respond to circumstances and behave as opposed to genetic factors. Cognitive psychologists study internal processes including perception, attention, language, mem ory and thinking. A main idea ofRead MoreBrain Disorders Affecting Children812 Words   |  4 Pageschallenge is the poor understanding of pathological changes about the brain regions and neuronal circuits underlying ASD. Macrocephaly (head circumference [HC]97th percentile) is one of the better-established phenotypic features characterizing a subset encompassing 14-34% of autism patients (34-47). Accelerating brain growth is obvious in early developmental stage from 1-4 year of age, yet neurobiological mechanisms hypothesized to possibly underlie excessive neural growth in autism is generally lackingRead MoreThe National Institute Of Mental Health1200 Words   |  5 PagesMental Health (NIMH) broadly launched the Research Domain Criteria project (RDoC). The purpose of RDoC is to provide a working framework to advance dimensional approaches of classifying psychopathology on the basis of observable behaviors and neurobiological measures (National Institute of Mental Health, 2013). Reflecting on the last thirty years, incredible progress has been made in understanding brain-behavior relationships in numerous mental disorders. The continued interdisciplinary work of geneticistsRead MoreHoward Gardner s Theory Of Multiple Intelligences1466 Words   |  6 Pagesthey would in turn do well on another test, such as spatial ability. While working with general intelligence, Spearman used a statistical technique known as factor analysis which clustered closely related items. He believed that g factor was the underlying component of all mental abilities. L. L. Thurstone, however, combated the idea of a general intelligence and was the first to identify seven separate primary mental abilities. Thurstone would lay the groundwork for Gardner’s future theory. WhenRead MoreUnderstanding the Brain: Synaptic Pruning Essay example905 Words   |  4 Pagesglial cells through a process called long-term depotentiation (LTD). After the synapse has been removed, the space and resources that it once used are taken by other synapses. These synapses are strengthened by long-term potentiation (LTP). These processes and various others take place throughout development, peaking at adolescence and reaching their base around the age of 21, and transform the brain to create more complex and efficient neuronal configurations. Various factors can affect the methodsRead MoreRape Can Be Defined As Being Unlawful And Unconsented Vaginal Or Anal Penetration?1546 Words   |  7 Pagesan act of criminal behaviour. The cognitive approach will be focussing on learnt behaviour, cycles of abuse and normalisation of coercive violent sex through early childhood experiences and the biological theory will focus on psychosis and the neurobiological explanations of why men rape. This essay will first discuss the biological psychological theory and then discuss the cognitive theories of rape. So what causes people to rape? the evolutionary biological factors believe that one of the reasons

Diversity Consciousness Of The Us - 1059 Words

Diversity Consciousness of the US After reading the essay, â€Å"Deconstructing America† by Patrick J. Buchanan, he did not want people to understand that the U.S still accepts people from other nations, people in other countries. He thought the diversity, equality and democracy are the three things important for America to develop a great system. His point also lets me rethink that America tries to keep different groups to  ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬Ã‚ ¬-build a good community. However, I totally disagree with his main point because I think this country needs to have diversity to promote America to create balance, and rational. Some reasons and more why I disagree with his notion because all of the things American for, from the expansion, acceptance, and equality. The author said that due to the history of America in his essay as Jamestown, Virginia, and other Empire. It is superb to explore Buchanan’s view and it’s also one of the biggest issue to ret hink nowadays. According to Buchanan, â€Å"If Jamestown and Virginia were not about democracy, equality, and diversity for the 350 years between 1607 and 1957, who invented this myth that America was always about democracy, equality, diversity? And what was their motive?†(596). Innovation and development helped America to become a strong nation based on 3 civilizations. If we try to replay history and listen to what Buchanan mentioned, he almost set a target to unite and assimilate of the country with belief. America needs racial equality, culturalShow MoreRelatedHow Diversity Consciousness Will Change The Way People View Differences And Aid Me856 Words   |  4 PagesAmilia Kiesman Final Exam SOC 200 How Diversity Consciousness Will Change the Way People View Differences and Aid Me in a Successful Future Diversity consciousness can be defined as consistently learning about and being welcoming of diversity. This includes understanding, expressing empathy, as well as integrating diverse elements and people into life, school, and the workplace. Not only does this promote fairness and equality but it also helps us become more successful people. Everyone comesRead MoreCultural And Racial Discrimination By Angel Kyodo Williams1612 Words   |  7 Pagescivilizations, other races, other cultures. We cannot remain stuck in our superiority complex, whether it is based on race, on culture, on technology, or on ideology. Diversity is needed, another leading Buddhist teacher states, to relieve our suffering—the suffering of dominant group members. angel Kyodo Williams states: Where diversity of mainstream communities is concerned, most of the work is for white folks to attend to. The dominant group is actually suffering because it is not dealing with somethingRead MoreDiversity Issues Paper1016 Words   |  5 PagesDiversity Issues Diversity Issues Organizations who make a commitment to diversity can see a significant impact on business in many ways. Diversity â€Å"requires a significant commitment for change to occur† (Delong, 2007, p.9). It is extremely important that leaders understand the commitment and embrace it in order for a positive impact to occur. Employers with diverse cultures and leaders can build positive and successful relationships with customers, suppliers and vendors. They can better attractRead MoreBeh 220 Applied Final Project1643 Words   |  7 PagesApplied Final Project 2 Diversity Consciousness was offered to me as a science option for my Business Major. Based on the courses offered I believed that Diversity Consciousness would benefit not only my personal life but it would also benefit me in my career field as well. In my current field I am a leader in a large diverse organization and my expectations for the course was it would provide me with additional skills to become a more effective leader. Diversity Consciousness has expanded my scopeRead MoreA Deeper Perspective Of Sociocultural Theory941 Words   |  4 PagesThe generic definition for diversity is the â€Å"state of having many different forms, types, ideas, etc.† (Merriam-Webster.com). Culture is similarly generically defined as the â€Å"beliefs, customs, and attitudes of a group of people or an organization† (Merriam-Webster.com). A deeper perspective encompasses sociocultural theory, where the social and cultural context of a person’s thought and actions are conside red. According to sociocultural theory, we do not live in a vacuum. Interaction with socialRead MoreExplain Sociocultural Theory And Give An Example1122 Words   |  5 Pagesdeveloped stronger diversity skills and has gained a new respect for those who encounter ignorance and insensitive comments due to disabilities (Bucher). Describe three diversity skills that promote success in school, and three that promote success in the workplace. Diversity skills are competencies that allow people to socialize with others in a respectful way that values individuality and differences.To help us become more successful academically there are important diversity skills we can learnRead MoreDifferences, Or The Rudiments Of Non Identity827 Words   |  4 PagesGod, universal structures, and their identity. Locke strongly believed that identity is to be connected with consciousness of a person, or a man. Thus, it is important to analyze the following passage from the Locke s book, â€Å"For it is by the consciousness it has of its present thoughts and actions, that it is SELF TO ITSELF now, and so will be the same self, as far as the same consciousness can extend to actions past or to come; and would be by distance of time, or change of substance, no more twoRead MoreA Deeper Perspective Of Sociocultural Theory925 Words   |  4 PagesThe generic definition for diversity is the condition of having people of different races and cultures in an organization, such as a school. Culture is similarly generically defined as the beliefs, customs, and attitudes of a group of people or an organization. A deeper perspective encompasses sociocultural theory, where the social and cultural context of a person’s thought and actions are considered. According to sociocultural theory, we do not live in a vacuum. Interaction with social forces, orRead MoreEmmanuel Kant, Anthropology from the Pragmatic Point of View (1798)1487 Words   |  6 Pagesis about the importance of the power of saying  « I  » for the human subject. Indeed, for Kant, this force â€Å"raises Man on top of all other living beings†. This power is the founding of the superiority and of the dignity of Man, it is thanks to consciousness that Man becomes a moral being, in other words a being able to think himself and thus to wonder about the nature and the value of his acts. In the first part, from â€Å"Que l’Homme† [that Man] (line 1) to â€Å"sur la terre† [on earth] (line 2), Kant formulatesRead MoreA Brief Note On Classical Social And Organizational Theory Essay1744 Words   |  7 Pagesstrategies. Durkheim has concepts that need an in depth review, in order to apply it to the problem at hand. The first concept is Durkheim’s idea of collective consciousness, a set of beliefs, ideas, and moral attitudes (Allan, 2013). The fact that society has a set of shared beliefs and norms is easy for societies that are primitive and lack diversity (Allan, 2013, personal communication / class, October 27, 2016). These are societies where most of the members are similar in race and religion and have

My Body Free Essays

My Body When I face in front of the mirror, I can see a woman with short hair, round eyes, pale lips, and with an average height, â€Å"that† is my body. When I do things like brushing my teeth, eating dinner, walking, writing homework, sitting, and etc, â€Å"which† is what I am, I am a human because of what my body can do. But who or what am l? As simply as it sounds, it’ll take time to internalize and answer this question. We will write a custom essay sample on My Body or any similar topic only for you Order Now People would start to think from the simplest to complex things and varying answers would omen and go. Without looking in front of the mirror, without thinking the things that I can do, without thinking of what others might answer, but with my perception, experiences, and surroundings to answer the question – Who or what am l? Well, I have answers. With my body as a basis, I know that I am Marjorie Valiance Hamlin, 19 years of age, residing at Sat. Maria, Gambling City since 1995, the seventh child, fourth daughter of my mother and father, studying at Western Mindanao State University, taking up Bachelor of Science in Biology. With my answer above, it seems like there is something lacking like a missing puzzle piece. With my intimate relation of myself to my body, I have also a spirit, which gives me the ability to control and claim my body in which Gabriel Marcel stated in his Second Reflection. With this body, I am able to interact with other people like having new friends and sharing experiences together. I am also able to participate in the events that have been happening like family gatherings, celebrating holidays, and even supporting organizations. I am also able to e and appreciate God’s creation with my own two naked eyes. With this body, I am able to express myself to the other people. I can say what I feel inside of me. I may also show it along with my gestures. With all the experiences of my body and my soul, it formed me to become the ‘me’ of today. To answer who am l? I am ‘me’. A creation of God, a soul embodied, a steward of His creation. I am in this body to serve others and the world. I am a unique independent member of human race like everyone else with an essential purpose living on earth. How to cite My Body, Papers

Performance Improvement Plan Dynamic †Free Samples For Students

Question: Analysis Performance Improvement Plan Dynamic? Answer: Introduction The healthcare industry is a very dynamic and interesting industry. There are lot of stakeholders in this industry and an active participation of different stakeholders is required to have effective health care management system in place. One of the key objectives of health care management system is support the healthy community (Janamian Upham, 2016). A healthy community is one in which all members are able to live their lives freely and without extenuating health issues that interfere with quality of life. Healthy communities are clean, the members are respectful towards each other, and community members all take part in keeping the community nice. Part of keeping a community nice is not leaving certain groups out of the community and not aiding those in need. In recent times, the stakeholders have realized the benefits of using technology and Information System to manage health care needs. Health Management Information Systems (HMIS) are one of the six building blocks essential f or health system strengthening. HMIS is a data collection system specifically designed to support planning, management, and decision-making in health facilities and organizations (Janamian Upham, 2016). Building upon a sound understanding of contributing factors that lead to health degradation, Healthy People 2020 strive to create environments that combat and reverse health problems such as tobacco use, obesity and physical inactivity. As these are the major contributors to morbidity and mortality in Australia, a concerted effort needs to be made to reverse them. This paper would discuss the role of leadership in developing a performance improvement plan in the area of HMIS. The specific health related practice that would be discussed in this paper would be the use of Information Technology or Health Care Management System by health care organizations to increase the educational and awareness level of health care community (Maddern Courtney, 2006). The paper would focus on large hospitals and health care institutions in Australia, as the use of HMIS is high for large organizations as compared to small hospitals. Analysis Authors argued that many challenges need to be overcome in order to address the ground level problems and the effective use of technology. Local, state and federal government need to agree in the laws that regulate the use of Information System in health care. There are various areas in healthcare that requires or that demands the support of effective leadership at top. The initial research suggests that servant leadership is the style that is most effectively connected with the effective leadership in health care industry (Siriwardena, 2006). The role of leadership, change management plan, and various other part of this report can be discussed as: Role of leadership in HMIS (Healthcare Management Information System) To attain the complete benefits of healthcare management system, all the stakeholders in the organization should have a common understanding of the drivers and benefits of HMIS. It is critical that different stakeholders should not have their own perception about HMIS. The key role of leaders is to understand the expectations of different stakeholders and to ensure that all the stakeholders are on same page. It is critical that the leaders and public health professionals should focus on providing education to people about the risk of unhealthy habits (Sullivan, 2013). Also, it is imperative to provide guidance and support to programs such as free smoking environments and cessation programs. Leaders should model and set regulations that encourage healthy habits. For example, talk to the manager of a company to create a free smoking area, build a gym onsite for all the employees, and conduct free healthy cooking classes. Education leaders should incorporate a stronger focus on health e ducation and childhood obesity. Issues of health disparity and factors that contribute to them are immense and oftentimes hard to overcome. A solid and growing understanding of how these disparities become present is the beginning of abating them. Through a strong focus on how these issues occur there then can be action which allows for effort to overcome them (Son Chuck, 2011). It is evident that the implementation or optimization of any HMIS needs big change in the organization. Therefore, it is crucial that the health organization has god the strong leadership that can steer the change in the organization (Sullivan, 2013). The types of leadership that can bring the change successfully for the performance improvement plan for HMIS implementation can be discussed as: Leadership types to bring the change There are various leadership types and styles that leaders can follow. Authors argued that transformational leadership style and servant leadership style are the best leadership styles that would be best to manage the change of this sort (Sullivan, 2013). These two leadership styles and their impact on change of HMIS implementation and optimization can be discussed as: Transformational leadership style The transformational leadership style would be one of the most suited style in this scenario as the focus of the leaders is to transform the business from current state to desired state. The effective and efficient implementation of HMIS would need transforming the current way of operations (Marquis Huston, 2015). With the transformational leadership style, leaders follow on the end state and end objective. To implement the performance improvement plan, the leaders must have a vision in place. Servant leadership style The advocate of servant leadership style believes that the leaders should lead from front and they should first follow. The servant leadership style focuses on doing the things rather than getting the things (Son Chuck, 2011). It is important that leaders should be committed to take the organization forward by bringing the changes in the healthcare information management system. It is crucial that leaders must be willing to serve others. Steps required or implementation plan It is suggested that the organization should use the Kotter change management model to bring the change in the organization. The logical diagram of Kotter change management model can be shown as: As shown in the above diagram, the leaders must first create an urgency to implement the change. These phases of Kotter change management model to implement the change of HMIS can be discussed as: Phase 1: Create Urgency This is the first phase of change management plan. In this phase, the leaders must communicate the drivers of change to different stakeholders. In this phase, the leaders must understand the vision associated with the change and the same should be explained to the internal and external stakeholders (Sullivan, 2013). Phase 2: Form a powerful coalition The implementation of any big change may have the resistance from internal or external stakeholders. This is the phase in which leaders must form strong partnership or coalition with different stakeholders group. This partnership could be fruitful only when the stakeholders are convinced about the drivers of change. Phase 3: Create a vision In this phase, the leaders must create the vision of the change to different stakeholders. It is important that an end-state should be associated with the change and it is the role of leaders to create this end state to different stakeholders. Phase 4: Communicate the vision In this phase, the leaders must communicate the vision of the change to different stakeholders. It is important that an end-state should be associated with the change and it is the role of leaders to communicate this end state to different stakeholders. The leaders would be able to gather the support of stakeholders only when this vision is communicated to different stakeholders (Kotter Schlesinger, 2008). Phase 5: Empower Action This is the phase in which the leaders would decide the change agents and the empowerment should be given to the change agents. The empowerment of change agents or the employee empowerment is necessary to have effective implementation of change in place. Phase 6: Create quick wins To take maximum benefits of the change, leaders must first focus on low hanging fruits. It is the responsibility of leaders to create the avenues of quick wins. The possibility of quick wins not only generates the confidence in the team but it also keeps the momentum going. Phase 7: Build on the change This is the phase in which the change is matured in the organization. In this phase, the focus is to derive the benefits from the change. In this phase the leaders must work together with employees to understand various intricacies and risks involved in the change management process. Phase 8: Make it stick Once the change is implemented, it is important that the organization can get the continuous value from the change. It can happen only when the leaders could keep the things moving with the change (Kotter Schlesinger, 2008). The impact of workplace culture It would be correct to say that the change management would work best only when the organization that wish to implement HMIS has got the supporting culture. This is one of the reasons that leaders must communicate the reasons or the drivers of change to all the employees of the organization. For any sort of change in the area of technology, it is important that the organization should have an agile culture in place (Grol Bosch, 2007). The people in the organization should be willing to change and they must not apprehend the change. It is the responsibility of leaders to ensure that people support the change. The culture of the organizations should be supportive where the employees can reach out to leaders to clarify any doubts. It is recommended that the leaders should be available to interact with the people and employees at different levels. It would create a feeling of self-belongingness among the employees and would ensure that the change could be implemented in a successful man ner. Barriers/ Challenges and facilitators in change process It is so challenging to get a more multi-faceted, multi-disciplinary approach to addressing public health outcomes because there are so many barriers making it so hard. First of all, multi-disciplinary approach needs a policy change and it is difficult in a first place to know which policy will be more effective. Then, more data are needed in order to achieve a multi-disciplinary approach when wanting policy change. Finally, people need to understand more the importance of social determinants in order to successfully have everyone involved in this. It is the role of public health professionals to achieve more public awareness so that people understand the importance of social determinants (Hindle Braithwaite, 2006). The specific challenges and facilitators in the change process can be discussed as: Challenges As discussed above, one of the key challenges in this performance improvement plan would be change management. In order to implement this performance improvement plan, leaders would have to manage a big change in the organization. There is always a possibility that the existing employees in the organization may not want to switch to technology and Information Systems. Resistance to change is one of the biggest problems in healthcare. Many people who are use to doing things the same way that they've done for many years are typically the one's that resist the most (Baars Evers, 2010). That makes it difficult for everyone as a whole, because if there is division among the group, then there is a potential for a compromise in patient safety. Resistance can cause harm, because the reason why change takes place is to improve the overall system. Another key challenge would be cultural challenges and the failure to understand the ground level issues. Within nursing many experienced nursing leaders understand nursing in general but may not appreciate the subtleties of perioperative nursing or some other sub specialty. So what seems like a simple solution to the leader may seem simplistic to the nurses. Challenges certainly change circumstantially (Westphal, 2005). A strategy that is proceeding well this week may suddenly falter next week because of a change in the circumstance. Again, the change may not be readily apparent to the leaders but may be palpable at the line level. Facilitators The four functions of management (planning, organizing, leading and controlling) can be leveraged to assist organizations in implementing successful innovations and change management by: Demonstrate value creation: This step can be related to the planning function of management which is the key function because it involves the process of determining ahead of timewhat needs to be accomplished, when, by whom, how, and at what cost. Planning can contribute greatly to success as well as productivity. Planning also is about determining any organizations goals and objectives Generate business model options- This step can be related it to the organizing function of management because it involves establishing structures and systems through which the organization objectives will be defined and coordinated. This is where management can strive to create that unique product or creating a culture thats unique only to the organization, which stands out and sets that organization apart in its uniqueness. Prioritize the risks: This step can be looked at as the leading function of management. Leadership can identify variables that are likely to have the most success, which leads in cultural alignment, and best-practice management processes, which can effectively transform the organization (Scott Mannion, 2003). Reduce risk through business experiments: This step provides a window of validation so it can be related to the controlling function of management where the leadership teams or management can leverage to create a meaningful, manageable, and sustainable strategy for fulfilling an innovative vision. Benchmarking best practices It would be correct to say that benchmarking is a powerful tool for organizations to keep themselves updated. In Australia and in other parts of the world, there are various examples of successful implementation of HMIS (Healthcare Management Information Systems). The organization that wishes to bring the performance improvement plan and change in the field of HMIS can use benchmarking to learn from the successful implementation of other players in the health care industry. Isouard Messum (2006) lays out how important it is to actually manage transitions rather than to just dream them up and tell people to change. One way to deal with resistance is to show people that the change is truly necessary and to allow them to help get themselves through the loss of the old and on to the acceptance of the new normal. With the use of benchmarking, the organization would be able to learn the industry best standards. Strategies for motivating and engaging stakeholders It would be correct to say that nurses would be a key stakeholders and it is never easy to keep nurses motivated. Nursing is primarily concerned with throughput and resource management while the doctors and PAs are concerned with quality and not missing any problems which might lead to patient harm and legal issues (Jones Redman, 2000). Meanwhile ancillary services such as Lab and Housekeeping have smaller windows of concern over the piece of the puzzle that they deal with. All of the concerns are legitimate and must be given some weight. If rooms are dirty and lab tests are not reported in a timely way then the concerns of both the nurses and doctors are not going to be met. This challenge is solved by Information Systems and relationships, understanding, conversation, and standard work processes (Isouard Messum, 2006). Relationships help because they break down the us-versus-them walls that people tend to have. It is easy to see ones own priorities but often difficult to understa nd competing priorities of others. As people relate they begin to understand and appreciate the considerations that others use when looking at problems. Conversations enhance this understanding and open vistas to collaboration and consensus. It is suggested that leaders should use Maslow need hierarchy model to keep nurses motivated. The Maslow model can be shown as: The leaders should start with the basic need of employees and then should move forward to address the higher level needs (Mickan Boyce, 2006). It is also important to mention that different set of employees in the organization can have different motivation level. The efforts should be made by leaders to manage the motivation need of different set of employees differently. Conclusion The above paper discusses the performance improvement plan in the area of implementation of healthcare management information system for large organizations or hospitals in health care system in Australia. With the above discussion it can be said that the implementation of HMIS would certainly bring large changes in the organization and it is important that the organizations and leaders should be willing to drive the changes in the organization. The paper discusses the Kotter change management model that should be used to bring the change in the organization. It is important that the leaders must understand the motivation level of different stakeholders before making any decision References Baars, I.J., Evers, S.M., Arntz, A. van Merode, G.G. (2010). Performance measurement in mental health care: present situation and future possibilities. International Journal of Health Planning Management, 25, (3), 198-214 Grol, R., Bosch, M.C., Hulscher, M.E., Eccles. M.P. Wensing, M. (2007). Planning and studying improvement in patient care: The use of theoretical perspectives. The Milbank Quarterly, 85, (1), 93138 Hindle, D., Braithwaite, J., Travaglia, J. Iedema, R. (2006). Patient safety: a comparative analysis of eight inquiries in six countries. Sydney: University of New South Wales. Isouard, G., Messum, D., Briggs, D., McAlpin, S. Hanson, S. Improving Organisational Performance. In Harris M.G. Associates. (2006). Managing Health Services: Concepts and Practices. Sydney: Mosby Elsevier. pp. 349 380. Janamian, T., Upham, S.J., Crossland, L. Jackson, C.L. (2016). Quality tools and resources to support organisational improvementintegral to high quality primary care: a systematic review of published and grey literature. Medical Journal of Australia. 204(7) 22-28 Retrieved on 27/01/17 from https://www.mja.com.au/sites/default/files/issues/204_07/10.5694mja16.00113_Appendix%204.pdf Jones, K.R. Redman, R.W. (2000). Organizational culture and work redesign: Experiences in three organizations. Journal of Nursing Administration, 30, (12), 604-610 Kotter, J.P. Schlesinger, L.A. (2008). Choosing strategies for change. Harvard Business Review, July-Aug 2008, 130-139 Maddern, J., Courtney, M., Montgomery, J., Nash, R. Strategy and organisational design in health care. In M.G.Harris Associates (2006). Managing health services: Concepts and practices. Sydney: Mosby Elsevier. pp. 270-280. Marquis, B.L. Huston, C.J. (2015). Organizational structure. In Leadership roles and management functions in nursing: Theory and application (8th ed.pp.260-283). Mickan S.M. Boyce, R. Organisational change and adaption in health care. In M.G. Harris Associates (2006). Managing health services: Concepts and practices. Sydney: Mosby Elsevier. pp 67-78 Scott, T., Mannion, R., Davis, H. Marshall, M. (2003). Implementing culture change in health care: theory and practice. International Journal for Quality in Health Care, 15, (2), 111-118 Son, C., Chuck, T., Childers, T., Usiak, S. Dowling, M., Andiel, C., Backer, R., Eagan, J. Sepkowitz, K. (2011). Practically speaking: Rethinking hand hygiene improvement programs in health care settings. American Journal of Infection Control, 39:716-724. Siriwardena, A. N. (2006). Releasing the potential of health services: translating clinical leadership into healthcare quality improvement. Quality in Primary Care, 14(3), 125-128. Sullivan, E.J (2013). Effective leadership and management in nursing (8 th ed.) Upper Saddle River, New Jersey: Prentice-Hall. Westphal, J.A. ( 2005). Resilient organizations. Matrix model and service line management. Journal of Nursing Administration 35(9), 414-419