Health Care Law

The author introduces health care law in the state of Texas describing developments pertaining to public health, health care providers, patient issues, medical records and devices, and liability rules. Several Texas cases are examined: Baptist Memorial Hospital System v. Sampson; Van Horn v. Chambers; Attaya v. Shoukfeh; Levy v. Texas State Board of Medical Examiners; Clark v. Texas Home Health, Inc.; Austin v. Healthtrust, Inc-The Hospital Co.; Brown v. Shwarts; Dallas County Mental Health & Mental Retardation v. Bossley; Stolle v. Baylor College of Medicine; United States ex rel Riley v. St. Luke’s Episopal Hospital;and United States ex rel v. Thompson v. Columbi/HCA Healthcare Corp. Although the focus of this Survey is developments in Texas law, a few federal developments important to health care providers and health law practitioners are also briefly discussed

Course Materials for 'Understanding Screenwriting' - FA/FILM 4501 12.0, Fall and Winter Terms, 2002-2003

Overview, Outline, Readings and Guidelines (for students) with the Schedule of Lectures and Screenings (for private use of EWC) for an extraordinary double-weighted full-year course for advanced students of screenwriting, meeting for six hours weekly with each term of work constituting a full six-credit course, that the author was permitted to teach within the Graduate Programme of the Department of Film & Video, Faculty of Fine Arts, York University during the academic years 2001-2002 and 2002-2003

The Performance Predictive Effectiveness of Two Personnel Assessment Profiles for Tennessee Extension County Directors

Leadership effectiveness is a complex phenomenon involving personality traits, learned and natural skills and abilities, and the resulting behaviors as leadership is performed within context. Because of leadership influences upon organizational outcomes, it is critical for an organization to identify job-specific leadership indicators, to recognize potential leaders, and to recognize the absence of desirable traits in existing leadership. This descriptive study explored the relationships between performance and leadership traits for county directors, the first-line administrative personnel in the University of Tennessee Extension. Performance appraisal scores were compared to items measured in a Managerial Assessment of Proficiency (MAPTM) and an inventory measuring aptitude and personality dimensions currently utilized as a pre-employment evaluation (Personal Style Inventory, PSI) in Tennessee Extension. Statistical relationships were expressed using Pearson\u27s Correlation coefficient (rho, p) and multiple regression was utilized to express predictive potential. Relationships did exist between Tennessee Extension County Director performance and MAP and PSI constructs. Though inconsistent, seven MAP constructs (communication and MAP overall proficiencies; advising, theory X and theory Y communication response styles; and the sensor and feeler personal style) were significantly (p\u3c0.05) correlated with one or more performance scores/years. Correlation coefficients ranged from 0.22 to 0.32. A total of sixteen PSI constructs were correlated with one or more performance scores/years. Pearson\u27s rho values ranged from 0.19 to 0.49. The constructs work drive and overall personality score demonstrated the most frequent and strongest relationships with performance. The PSI constructs of interest in community development, conscientiousness, customer responsiveness, openness to new experience, optimism, achievement/status striving, potential for long tenure, work drive, big 5 model of personality and overall personality score all exhibited one or more moderate (r\u3e0.30, p\u3c0.05) relationships with performance. The PSI construct ofwork drive was the strongest predictor variable in both the correlation and regression analysis. Regression analysis produced a workable model ofMAP, PSI and demographic variables that accounted for 50.2 percent ofthe variance in program performance, 56.7 percent of administrative and 51.5 percent of total performance score. Major non-demographic contributors to the model were work drive, theory X and theory Y management styles, the advising communication response style, verbal cognitive reasoning, big 5 model of personality score, MAP communication and cognitive composites, and customer service/responsiveness score. Demographically, male county directors scored higher in the theory X management style than did female county directors. Female county directors scored higher in the PSI constructs of agreeableness, child management skills, conscientiousness, extroversion, integrity & values, optimism, achievement/status striving and overall personality score. County directors with an earned master\u27s degree exhibited higher work drive scores than did those with a bachelor\u27s degree only. Recommendations for practice and for further study are offered

Evaluating the effect of new working practices on office space usage in Hong Kong

This is an accepted manuscript of an article published by Emerald in Journal of Corporate Real Estate on 11/11/2019, available online: https://doi.org/10.1108/JCRE-06-2019-0030 The accepted version of the publication may differ from the final published version.© 2019, Emerald Publishing Limited. Purpose: Many organizations in Hong Kong have witnessed a reduction in average space usage due to high occupancy costs. New working practices (NWPs) are viewed as a reform tool to manage expensive real estate around the world. However, it is unclear whether NWPs influence office space usage in business organizations in Hong Kong. This study, therefore, aims to evaluate if the average space reduction in office firms is caused by the NWPs in the finance, insurance, real estate and business (FIREB) firms. Design/methodology/approach: A total of 20 NWPs were initially derived from the extant literature. A questionnaire survey was conducted with listed FIREB firms in Hong Kong to assess the impact of the identified NWPs on space usage. The data collected from the questionnaire survey were analysed using descriptive, explorative factor analysis (EFA) and partial least squares-structural equation modelling (PLS-SEM) to evaluate the effects of NWPs on average space usage. Findings: Results revealed that four major NWP factors influence average space usage. Three of these factors, namely, “flexible arrangement”, “multitasking knowledge workers” and “teamwork and communication”, influence space usage positively. Even though the effect of the fourth factor “training and networking” was significant, it does not reflect a positive influence on space usage. Business organizations can focus more on the implementation of NWPs to cushion the effects of the high cost of occupancy. Originality/value: The research provides new knowledge to the limited literature on the effect of NWPs in FIREB firms and enriches the growing body of international literature on how today’s competitive global business organizations should revisit their workplace strategies to accommodate the rising agile workforce and NWPs. The findings offer new insights into the ongoing debate on the impact of information and communication technology-enabled NWPs on space usage. From the real estate perspective, the findings should inform policymaking towards the better planning ahead of office properties to accommodate NWPs, helping Hong Kong to remain competitive as a key financial centre.Published versio