Amalisha Sabie Aridi’s research while affiliated with Capitol Technology University and other places

The increasing complexity of the United States healthcare system has compounded the likelihood of mistakes. As a result, the ability to learn smart and adaptive approaches to management have never been more critical. Medical errors put undue hardship on the economy resulting in the loss of billions of dollars. The current COVID-19 pandemic revealed gaps in public health strategies, medical treatments, comprehensive patient safety, and human resources strategy. Implementing human resources and performance management processes that promote safety, safe decision making, and reduce medical errors is critical. Adopting methods used by high-reliability organizations (HRO) may reduce medical errors and improve patient safety. Qualitative focus groups were used to collect data around creating organizational cultures focused on safety. This research aims to improve performance by providing healthcare leaders ability to learn how to smartly adapt with tools to enhance organizational culture, reduce medical errors, and improve patient safety in the age of COVID 19.

According to the US Centers for Disease Control, Health disparities are preventable differences in the burden of disease, injury, violence, or opportunities to achieve optimal health experienced by socially disadvantaged populations and minority communities. COVID-19 has had a disproportionate impact on communities of color. Since 2020, communities of color in the US have experienced tremendous uncertainty, fear, and anger concerning trustworthy information about the origins, treatments, and prevention methods regarding COVID-19. This paper explores diversity and inclusion and its connection to health disparities through the kaleidoscope of COVID-19 and through the use of health theories and education solutions developed from the literature.

Women represent 50% of workers in the United States but only 28% of the employees at 51 of the top U.S. engineering and technology organizations. Engineering and technology firms have experienced significant challenges in creating more women-friendly cultures. According to Women Who Tech’s most recent survey, 75% of female employees have experienced offensive jokes, 54% experienced unwelcome physical contact, 51% had sexually-oriented comments directed at them, and 35% were propositioned for sex. The purpose of this project is to investigate the consequential impact of organizational dynamics bias and discrimination against women TECH 2022, which is a healthcare information technology and biotechnology consulting firm via a management consulting organizational development (OD) framework case study analysis.

The U.S. hospital Ransomware attacks during COVID-19 have highlighted the importance of cybersecurity workers and expertise in healthcare. These attacks are increasing when the US is experiencing a considerable cybersecurity workforce shortage. As everyone becomes increasingly hyper-connected and cybercrime intensifies in both scale and complexity, the need for experts in the field is dire. Innovative organizations realize that they need to tap into new employment talent populations that have historically been overlooked, especially deaf and hard of hearing. This action research study explores a management consulting intervention at an organization with an unfriendly culture for employees with disabilities but in need of workers with cybersecurity expertise.

U.S. Retail Industry employed 4,528,550 retail salespersons, as stated by the United States Bureau of Labor Statistics, Occupational Employment Statistics (2017). Tang, Liu, Oh, and Weitz (2014) assert that even though retail is the second largest industry in the United States, the retail stores’ employee turnover rate remains a staggering 60% for full-time employees. Gaining a better understanding of how to reduce turnover in this industry could be of significant value to organizations related to business sustainability and labor costs management. Generation Z represents people born in the 1990s and represents one-third of the U.S. population, a significant potential workforce (Fuscaldo, 2020). For the retail industry to flourish, it needs to hire, develop, and retain Generation Z employees. The study uses qualitative focus group research to discover applied human resources and talent management workplace leadership applications by exploring the ideal organizational culture and approaches to recruit and retain Generation Z employees.

Mass shootings, COVID-19, political partisanship, and natural disasters have made government leadership more challenging and more complex. Unfortunately, the government's current leadership development approaches have been under resourced, ineffective, not comprehensive, and not fully infused with the concept of the public stewardship and public trust. This paper explores an understanding of leadership and its application to government through an exploration of leadership models from emerging research and the literature. The value of this approach is to take a plethora of dispersed complex models and combine them in a context suitable for a smart, needed, and relevant discussion.

Over the past 10 years, executive (leadership)-based coaching with senior managers has become widely adopted by the corporate community and is quickly expanding into nonprofit and governmental sectors. Leadership coaching has been mainly for the purpose of improving or enhancing management skills; however, there are many personal aspects involved such as the enhancement of behavior. Adapting a leader's behavior is accomplished through such tools as individual assessments, feedback, developmental planning, executive coaching, and implementation of a plan. In reviewing the literature, it was found that focusing on appropriate combinations of key factors such as applying coaching within the relationship and effectively employing a women's leadership development program (WLDP) can effectively facilitate women's leadership development. This article represents a real-world coaching framework that can be implemented effectively in a variety of professional educational programs in organizations.

A Florida-based obstetrics and gynecology facility reported in February 2019 that they lost data because of a ransomware attack. In November 2017, 107,000 healthcare records were exposed from data breaches, and 340,000 records were exposed in December 2017. In 2019, 23,000 patient records at Critical Care, Pulmonary & Sleep Associates were compromised when a hacker gained access to an employee's email account and sent out phishing emails to the other employees, eventually exposing the patient data. On January 11, 2018, Adams Memorial Hospital and Hancock Regional Hospital, both in Indiana, experienced independent ransomware attacks, with Hancock Regional Hospital paying $50,000 in ransom. These incidents point to significant and complex cybersecurity risks for all healthcare organizations. Effectively managing these risks requires healthcare managers to develop system thinking and adaptive leadership skills. This paper explores the nuances and complexities around systems thinking in the healthcare cybersecurity environment.

Sexual harassment and workplace hostility towards women have significant implications for an organization's employees to collaborate and trust each other. Recent news reports highlighting prominent figures accused of unwanted and inappropriate behavior towards women and men in the workplace has brought a much-needed awareness of what has been an ongoing and often silent issue of sexual harassment. Although one has witnessed what seemingly appears to be an unprecedented number of claims of sexual harassment with the rise of the #MeeToo movement, it is surprising that the Equal Opportunity Commission (EEOC) has estimated 75% of individuals who are harassed in the workplace do not file a complaint. This paper explores a case study of an organizational consulting intervention around workplace sexual harassment.

A 2016 article in the Nation outlined that in the United States the average Black family would need 228 years to build comparable wealth to the average white family. Today, achieving the dream of higher education has posed many threats to the Hispanic and African American communities. In order to achieve the dream, many minority students receive student loans to fund their higher education pursuits with hopes that future employment will afford repayment. However, most do not realize the risks. Student loan debt is a severe and mounting problem in the United States. In the United States, seven million student loan borrowers are now in default. Forty-five percent of college students obtain some sort of credit card debt. Lack of knowledge on financial literacy and student loan debt management is a serious issue. This article presents findings that support making financial literacy courses mandatory for college students just like Mathematics and English courses, especially at minority-serving colleges and universities.