Employability Skills Essay Paper

Employability Skills
Employability Skills

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Employability Skills


Effective career readiness for college students requires the acquisition of excellent skills in terms of academic knowledge, technical experience and a collection of set competencies, referred to as employability skills (US Department of Education 2016). Employability skills can be defined as work competencies, which can drive success across all levels of employment in the labor market.

The skills include the ability to assess personal responsibilities and evaluate your performance, ability to improve interpersonally, ability to understand the dynamics of work relationships, and the ability to develop effective strategies for solving work related problems. However, the question is about how one can acquire or develop effective employability skills. The objective of this paper is to discuss the most efficient strategies for developing employability skills.

1.1 How to determine own responsibility

As a Practice Educator in Gold View Hospital, my duties are planning objectives, and monitoring team performance. In addition, I am tasked with the role of coordinating various departments, organizing meetings, and providing an enabling environment for employees to work better. Generally, my duty is to enhance performance objective.

How to enhance performance objective

Performance objective can be enhanced by improving one’s capabilities such as communication skills, problem-solving skills, work and team management skills et cetera.

Effective Communication skills: As a practice educator, my strategy to effective communication involves good listening skills, use of verbal and non-verbal messages. In addition, I should be able to relate well with issues and know when to speak.                                

Problem solving techniques: The best approach of solving problems includes: problem definition, problem analysis, developing options for solving the problem, selecting the most suitable option, implementing the option, evaluating the outcome, and learning from the problem.

Decision making skills: Before making a decision, it is important to learn and develop your decision within the work requirements. This often calls for embracing intuition approach by applying experience and personal values. Furthermore, the process should encourage reasoning and comprehensiveness of ideas without attaching emotional aspects to decision.                                

Organizing work: The best approach to handling any given assignment is by writing down every detail needed as well as any related information that you think might be useful to you. Develop a time schedule to ensure that all tasks are prioritized and accomplished within the set timeframe. Consult your friends, tutor, or anyone who might provide important information regarding your assignment.

Embrace leadership skills: Observe good relationship with coreworkers and the institution at large. Make use of negotiation, influence, and persuasion techniques in the case of divergent views.

Team management skills: This is equally an important aspect of increasing performance objective. The skills include effective communication, establishing team virtues, effective decision-making approach, and developing suitable conflict resolution techniques.

Work Ethics: Virtues such as credibility, honesty, industriousness and respect for others are also important factors to developing performance objective.                                                            

However, the above-highlighted skills are to some extent  too general to bring out an efficient objective performance. Therefore, they can be effective or not depending on a person’s nature and state of mind. However, the efficiency of this skills can be enhanced by addressing several factors considered to be obstacles to their effectiveness.

For instance, to promote aspects of effective communication skills, one should develop effective stress management skills (Robinson, Segal &Smith 2016).  Stress and emotions can lead to misinterpretation of other people or project. According to Robinson, Segal &Smith (2016), to deal with stress while communicating one is required to:

  • Take a moment of calm before you decide whether to continue the conversation or postpone it.
  • Carry out stress managing activities such as taking some deep breaths, relaxing and clenching muscles, and recalling a sensory image, which is soothing and rich in your memory.
  • Using humor in the conversation to ease tension and release emotions
  • Be able to appreciate the concerns of others even though may not appear so big to you

On the other hand, problem-solving techniques can be made better by applying the psychological theory of problem-solving such as the Herzberg’s Motivation-Hygiene Theory (Cooper 2014). Team management, building, and work ethics can be enhanced by introducing motivation and morale boosting factors.

According to Herzberg’s Motivation-Hygiene Theory, it is believed a happy and motivated person is more productive as compared to an unsatisfied person. Some requirements such as incentives and rewards to recognize people’s efforts will motivate them to be more committed to their work.

1.2 How to monitor and evaluate performance objective

Mind Tools (2016) outlines that the best approach to monitoring and evaluating performance objective is by embracing the SMART technique, which is an acronym for:

S- Specific

M- Measurable


R- Relevant

T-time bound        

Specific: This describes a project or work regarding what should be done, how it should be done, and the project outcomes in the most observable manner.

Measurable: It describes the objectives of the project in terms of quantitative and qualitative measures, frequency, project costs, and timeframes among others. This is to ensure that the project meets the expectations.

Acceptable/achievable: The aspect of ‘achieving’ involves ensuring that the team is in a position to carry out the assignment, and has the necessary experience and technical skills. In addition, it evaluates whether the objective can be attained within the given timeframes, opportunities, and resources.

Relevant: The techniques applied in carrying out the assignment should be relevant to the objectives and the implementation plan.

Time-bound: This determines the way of achieving the objectives within the set timeframe. It evaluates the progress of the project at specific time intervals. More often than not, timeframes are put in place to create a sense of urgency to help the team to complete the work on time.

1.3 Recommendation

Dubinsky, Jennings & Brans (2010) states that to improve the performance quality in work environment, the following recommendations should be implemented:

Adoption of performance appraisal techniques: Appraisal techniques such as 360-degree performance appraisal should be adopted to help keep employees on track towards their assignments. It involves the process of gathering feedback on individual performance from a variety of sources. It includes self-appraisal, management, appraisal, subordinate appraisal, and peer appraisal.

Self-appraisal enables employees to evaluate their performance, strengths and weaknesses, and achievements. Management appraisal involves the rating of employees’ performance by the senior management. Subordinate appraisal involves the evaluation of employees’ communication and motivating skills, their ability to deliver desirable results, and their leadership qualities.


Based on the issues outlined in the paper, it is evident that employability skills depend on determining an individual’s responsibility and ways of enhancing performance to meet the objectives.  To this effect, performance objective must be monitored in line with the SMART model, motivational methods such profit sharing and bonus et cetera.

In terms of developing solutions to work-based issues in health care setting, it is necessary to define and identify the problem; establish the main causes of the problem; choose the appropriate alternative; implement the alternative; and assess the results. In the long run, communication can only be effective through the use of not only verbal and non-verbal techniques, but also through good listening, assertive, mindful and responsive skills.


Borrill. C, West, M & Dawson, J 1998. The Effectiveness of Health Care Teams in the National Health Service http://homepages.inf.ed.ac.uk/jeanc/DOH-final-report.pdf

Cooper, B. 2014, Psychological Theories To Help You Communicate Better With Anyone. Available from:https://blog.bufferapp.com/3-psychological-theories-communication-insigh, [24th May 2016].

Dubinsky, I. Jennings, K &. Brans, B. 2010.  360-Degree Physician Performance Assessments for quality improvement Healthcare Quarterly Vol.13 No.2 2010 71

Hicks, T 2016, Seven Steps for Effective Problem Solving in the Workplace. Available from: <http://www.mediate.com/articles/thicks.cfm>, [24th May 2016].

 McLeod, S. 2014, Maslow’s Hierarchy of Needs. Simply Psychology. Available from <http://www.simplypsychology.org/maslow.html>, [24th May 2016].

Mind Tools 2016, Effective Scheduling Planning to Make the Best Use of Your Time. Available from: <https://www.mindtools.com/pages/article/newHTE_07.html>, [24th May 2016].

Messum, D., Wilkes, L. & Jackson, D.E., 2011. Employability skills: Essential requirements in health manager vacancy advertisements. Verified OK.

Mind Tools 2016, Golden Rules of Goal setting. Available from <https://www.mindtools.com/pages/article/newHTE_90.htm>, [24th May 2016].

Robinson, L., Segal, J., & Smith, M 2016, Effective Communication, Help Way Guide. Available from http://www.helpguide.org/articles/relationships/effective-communication.htm.>, [24th May 2016].

The U.S Department of Education 2016, College- and Career-Ready Standards. Available from <http://www.ed.gov/k-12reforms/standards>, [24th May 2016].

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Family background effect on Career choices

Family background effect on Career choices
Family background effect on Career choices

A qualitative research analysis of how family background influences their career choices for the international students at the University

2.0  Rationale of the Project

The issue of accountants’ shortage has been reported in many areas across the globe with countries such as New Zealand, UK., Ireland, Australia, Japan and the USA was reported the greatest impact (Jony Hsiao, 2015).There has also been an occurrence of high profile scandals in businesses such as Worldcom, Parmalat, and the Enron that are outstanding in global economy where there is a predominance of service as well as knowledge.

Such occurrences have triggered a rise in the demand for recruiting highly skilled and experienced accountants who can offer extensive services in auditing. With the introduction of the 2002 Sarbanes-Oxley Act, there emerged the Big 4 public accounting corporations along with the public listed organizations that have been craving for the services of qualified auditors, which offers accounting students an opportunity to maximize their advantages in accounting education through obtaining chances for employment as well as evaluate their capabilities in the accounting profession (Yew Ming Chia, 2008).

In recent years, the majority of the students take their courses in accounting in foreign countries where they need funding of greater magnitude but they still have expressed strong desire to study. The family background could be poor therefore posing a challenge to the students who aspire to complete their courses. While western vocational psychology has conventionally focused on the individual’s values and interests in making career choices, it is suggested that social factors such as family background is of vital role to be considered in one’s career development (Fouad et al., 2010).

The shortage of talent accountants therefore is an important forecast that point at the necessity for establishment of programs for training and retention of accountants, especially international students who can acquire the requisite qualities for successfully uplifting satisfaction in the dynamic professional accounting area, thus deduce the job turnover rate and alleviate the declining enrollment trend of accounting systems.

3.0 Preliminary Review of the Literature

The review of literature shall be executed in view of identification of the family background influences on international accounting students’ career choice for their preferred career path. Based on past research in the same filed, some factors that have been identified to have significant contribution include intrinsic as well as extrinsic interests and the perception of intrinsic has been taken more focus.

It shall also be prudent to revisit the previous literature because there is evidence to suggest an inadequacy examination of the impact of family influences and anticipated work-family conflicts in predicting the intentions of the student to choose accounting as a future career. Available information indicates that, earlier investigations focused mainly on evaluation of the perception of the student towards accounting as well as the roles of accountants in attempts of addressing the declining trend of students’ enrolment in accounting programs.

Earl & Bright (2007) conducted an investigation to analyze the relationship that exists between the work outcomes and career decisions. The findings indicated that, the decision of the career graduate was moderated by the extent to which the expectations of the job role were addressed. This decision was also related to the level of job satisfaction. In this regard therefore, the students who made independent decision to take a program in accounting made effective contributions to the organizations where they worked.

When intrinsic value was observed as major influential driver of accounting students, job availability and flexibility in career options ranked relatively high among various career predictions. The extrinsic factors are also mainly based on the size of financial rewards and working environment that associate with job satisfaction (S. Sugahara and G. Boland, 2009).

Research findings also indicate that, the beliefs of the accounting graduates changed soon after they were hired and that the dissonance in the job contributed significantly to job dissatisfaction, thus increasing the tendency for job turnover. This was therefore deemed as a potential explanation to the high rates of job turnover of the newly hired accounting employees in the majority of the accounting firms (Liu, B., Liu, J. and Hu, J., 2010)

Intrinsic interest can generally be explained as individual’s pursuit in enjoyment, creativity and challenge derived from job (S. Sugahara and G. Boland, 2009). An investigation targeted towards Japanese accounting students indicated that the nature of job and the chance to make contributions that compose intrinsic value was a major factor of accounting graduates’ career prospects.

The influence of persons, such as parents, classmates, close friends and business people in workplace, however, was revealed to have a weak impact for accounting students. Similarly, Zauwiyah Ahmad Hishamuddin Ismail R. N. Anantharaman, 2015 has discovered that  internal satisfaction that contained challenging, interesting and exciting was positively linked to accounting students’ career decisions, but social factors were neglected in this investigation.

There are however some researches claiming that family influences within collectivistic cultures are of increasingly significant role in career development especially for those non-White people. Fouad, 2010 discovered that family expectation and information support were the most potential attributes among ethnic groups.

Compared with African American and Whites, Asian American posed to be heavily attached to hard work and achievements on both education and career development. They indicated their path way determined by parents from very early age while their self-attributes failed to be considered, thus leading them to place higher value on prestige and initial salary when making career choices.

It was also found that information support of family was of extensive effect on Korea’s accounting students’ career beliefs and decisions. Family financial support as well as emotional support linked directly to the anticipation of future jobs (S. Kim., T. Ahn and N. Fouad, 2015).

Weer et al. (2006) has also investigated the contribution of anticipated conflict between family and work life in the choice of an accounting career. The majority of the students are keen to analyze the potential conflict or the possibility interference between the family roles and their future job as a career program in accounting. There is evidence that, work-family conflict can exist in the accounting profession.

This relationship has further been extended to have implication on the job turnover as evident in the majority of accounting firms (Aizzat & Khor, 2008). Research highlighted that appropriate work time, active work involvement positively contribute to a responsible family role. Family-related factors such as the number of independent children as well as the family involvement also weigh among work-family conflicts (Aminah , 2008).

Further literature in the career development points out that, most students are likely to change their career in the future as a result of the conflicts (Pasewark and Viator, 2006). Cinamon, (2010) indicated that, such students tend to choose a career that has lower anticipated risks. It is, therefore certain that the students with high anticipated conflict in accounting as their future career shall have lower intentions to pursue a program in accountancy.

, classmates, close friends and business people in workplace,

4.0 Research objectives and questions

4.1 research objectives

  1. To determine whether or not family background influence the career choices
  2. To establish whether or not classmates and friends influence career choices of international students.
  3. To determine whether career choices by people influence career choices of international respective?

4.2 Research Questions

  1. Does family background influence career choices of international students?
  2. Do classmates and friends influence career choices of international students?
  3. Do career choices by people influence career choices of international respective?

4.3 Hypothesis

1: H0 There is not any single association between family background and career choices

2: H1 There is a direct association i.e. single association between family background and career choices

3: H0 There is not direct relationship between family member persuasion and professional option

4: HThere is a direct relationship between family member persuasion and profession        option

5= H0 Career choices by people do not influence career choices of international students

6= H1 Career choices by people influence career options of international students  

5.0 Research Plan

5.1 Research Design

Positivism research design complies with the standpoint that factual knowledge can be collected through measurement (Muijs, 2011). In a positivist project, the researcher is in charge of data collection as well as interpretation in an objective manner and the collected data is quantified. Owing to the fact that this is quantitative project will adopt positivist paradigm to increase understanding of how family background influences career choice of international students in the University. In this case, the paradigm will allow the researcher to draw knowledge from positive data because it is easier to present numerical evidence of each rationally justified allegation (Collis & Hussey, 2013).

In addition, the reality of incidents is not connected to what is being explored; therefore, positivism design allows researchers to build knowledge of a reality beyond individual intelligence (Muijs, 2011). Based on this fact, a quantitative researcher creates hypothesis from existing theory and use suitable statistical tests, to determine if the finding is in line with theory or theoretical framework. Ultimately, the hypothesis is either accepted or rejected.

5.2 Data collection

This study will use questionnaires to collect primary information. In a quantitative research project, the aim of the researcher is to assess mathematical or statistical analysis of the collected information (Saunders, Lewis & Thornhill 2012). In addition, the researcher purposes to make general views of the entire population. This means that quantitative research places emphasis on gathering mathematical data and generalize it to the whole population to explain an occurrence (Bryman, 2016). 

For that reason, questionnaires will present detailed information on how family background influences career choice of international students in the University. Primary information is also suitable for this study when it comes to recognizing different family backgrounds of an international student. Again, primary information will offer useful insights important in understanding the link within data.   

The questionnaire is an appropriate data collection technique in this study because I will allow the research to collect detailed information from international students on how family background affects their career choices in short period (Leedy & Ormrod, 2014). Much as the questionnaire is cost-effective, it will suitable for this project since it will enable the researcher to gather international students’ views with limited impact on reliability and viability. 

Moreover, the questionnaire is fit for this study since it results can be quantified easily and quick with the help of software like SPSS.  Compared to other data collection methods, questionnaires can be analyzed objectively and such information is vital in developing not just theories but also testing hypotheses.

5.3 Data Analysis

While there are several programs applicable in data analysis, the SPSS application will be used in this study. SPSS is the most suitable application for the study because it’s comprehensive, flexible and generates tabulated graphics, distribution trends as well as complex data analysis. Again, the SPSS software is user-friendly and intuitive for all users. There is quite a number of tests that may be employed to evaluate data, however, the selection of test is informed by the data collected and what we intend to achieve in the first place (Saunders, Lewis & Thornhill, 2012).                                                                                      

The t-test, for instance, is employed to determine whether the means of two clusters are different from each other statistically. So this type is pertinent for means in two clusters. When determining the relationship between two variables, the Pearson’s correlation is the best approach. The analysis of variance, on the other hand, is important when comparing the association between a number of groups.

5.4 Limitations

According to Saunders, Lewis & Thornhill (2012), the research method works as the backbone of the study. Its central purpose, however, is the enumeration of statistics. It enables the broad view of the outcomes by determining the conceptions and feedbacks of the sample populace. However, the improper representation of the target populace is a major drawback for this approach.

This prevents the researcher from realizing its expected purposes and objectives. Regardless of a suitable sampling schedule, the representation of subjects relies on the possibility of observed statistics. This often culminates into the misrepresentation of the proposition. Nonetheless, a large sample size is often needed in for quantitative research methodology, and yet, owing to minimal resources, the broad-based research becomes a mirage (Collis & Hussey, 2013).                                                                 

The researcher is also unable to control the environment because feedbacks to the question are provided by respondents. In addition, because of the closed nature of questions in a quantitative study, it restricts the outcomes of a research, as such; the outcomes may not necessarily represent the reality of the ground. To ensure a far-reaching randomization and correct description of control groups, considerable time is needed. Furthermore, the process is capital intensive. In the end, data analysis may be so complex to realize especially when the researcher does not have a background in statistics.

6.0 Ethical Considerations

The consideration of ethical issues in a quantitative research, where human beings are involved is essential. Previously, various studies have caused a mental and physical impact on respondents an issue that necessitates the moral consideration. For instance, the researcher is required not just to obtain informed consent from respondents but also inform respondents about the dangers and advantages that come with the study (Creswell, 2014).

Moreover, confidentiality of respondents should be guaranteed with regards to disclosing values, beliefs, and characters. The confidentiality implies that the researcher will not be required to collect and record data in stealth mode. Again, the researcher should not falsify information; in any case, the researcher should ensure that the collected information is as accurate as possible. In this respect, the use of fictitious respondents is not only unethical but defeats the very purpose of research.


Aizzat, M.N. and Khor, L.H. (2008), “The influence of support at work and home on work-family conflict: does gender make a difference?” Research and Practice in Human Resource Management, Vol. 16 No. 1, pp. 18-30.

Bryman A. 2016. Social research methods. Oxford: Oxford University Press.

Cinamon, R.G. (2010), “Anticipated work-family conflict: effects of role salience and self-efficacy”, British Journal of Guidance and Counselling, Vol. 38 No. 1, pp. 83-94.

Collis, J. & Hussey, R. (2013) Business Research: A Practical Guide for Undergraduate and Postgraduate Students. 4th ed. London: Palgrave-MacMillan.

Creswell, J. W. 2014. Research Design Qualitative, Quantitative, and Mixed Methods Approaches (4th ed., p. 304). Thousand Oaks, CA: SAGE Publications.

Earl, J.K. and Bright, J.E.H. (2007), “The relationship between career decision status and important work outcomes”, Journal of Vocational Behaviour, Vol. 71 No. 2, pp. 233-46.

Leedy, P. D., & Ormrod, J. E. 2014. Practical research: Planning and design (10th ed.). Upper Saddle River, NJ: Prentice Hall.

Liu, B., Liu, J. and Hu, J. (2010), “Person-organization fit, job satisfaction, and turnover   intention: an empirical study in the Chinese public sector”, Social Behaviour and Personality, Vol. 38 No. 5, pp. 615-26.

Muijs D. 2011. Doing quantitative research in education with SPSS. Los Angeles, [Calif.]: SAGE.

Pasewark, W.R. & Viator, R.E., (2006), “Sources of work-family conflict in the accounting profession”,Behavioral Research in Accounting, Vol. 18 No. 1, pp. 147-165.

Saunders, M., Lewis, P. & Thornhill, A. (2012) Research Methods for Business Students, 6th ed. Pearson Learning Solutions

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Financial Management: Health Care Workers Compensation

Financial Management: Health Care Workers Compensation
Financial Management: Health Care Workers Compensation

Financial Management

Overview of the Financial Issue

While a reduction in compensation of health care workers may be influenced by organizational constraints, health care organizations may at times be compelled to trim workers’ wages and salaries due to poor financial management (Bai, Gu, Chen, Xiao, Liu, and Tang, 2017). The most recently reported financial management issue is a reduction in nurses’ compensation from 300 to 250 United States per month due to improper allocation of funds, which resulted in purchase of equipment that is not urgently needed by the organization. 

RacKol Health Care organization specializes in delivering cancer care to the community. The company has been experiencing a rapid rise in nurse turnover rates over the past two months. This has resulted in an increase in patient mortality rate from an average of 3 people week to 10 people every week. It is anticipated that the number of nurses who are leaving the organization is on the rise due to the recent reduction in their salaries that is majorly attributed to poor financial management (Dong, 2015).

To determine the actual cause of the financial issue, the Chief Finance Officer and the Senior Accountant have been interviewed, and they have been asked to share their opinions concerning a possibility of mismanagement of funds in the organization. The Chief Finance Officer is charged with the responsibility of preparing financial plans for the organization and for keeping records of those plans.

The Senior Accountant is responsible for compiling accounts information of the organization by checking whether there is a balance between assets and liabilities (Johns, 2013). According to the Chief Finance Officer and the Senior Accountant, the recent reduction in nurses’ compensation is solely attributed to improper allocation of funds during budgeting that made the organization to purchase cancer care equipment for pediatrics. The two interviewees have explained that the organization has tried to address the current issue for the past one month.

Finanacial Management: Measures that have Been Taken to Address the Issue

Officials in the finance department have taken two measures to address the financial management issue that is currently faced by RacKol Health Care. One of the measures is a move to align organizational plans with available funds without compromising the performance of health care workers. Initially, the health care organization did not take any actions to evaluate whether it has available funds to help it accomplish future financial plans.

Since they faced the challenge of compensating nurses, the Chief Finance Officer in collaboration with the Senior Accountant has begun to align future financial plans of the organization with available funds at any given time, as this helps the organization to only allocate funds to useful projects (Dong, 2015). The other measure that is currently implemented by the organization to prevent improper allocation of funds is involvement of departmental heads in financial decision-making.

Before the current financial issue, officials in the finance department did not involve heads of other departments in making financial decisions. As supported by Walsh (2016), involving departmental heads in financial decision-making facilitates proper allocation of funds because it prevents the purchase of equipment that is not urgently needed by the organization.

Future Steps that Have Been Planned to Address the Issue

RacKol Health Care is highly committed to ensuring that the current financial issue does not repeat itself in future. For this reason, officials in the finance department have documented a plan of how they will improve financial management in the organization over the coming months. For instance, they have a plan to hire an Information Technology professional with competent knowledge of data analytics.

The organization anticipates that with an expert in data analytics, it will be able to understand the specific financial needs of various departments and allocate funds based on the urgency of these requirements. In this manner, it will be able to avoid using funds to make purchases that are not urgently needed by the organization (Walsh, 2016).

Moreover, RacKol Health Care is planning to create a feedback loop that will allow free reporting between executives and the management. With a properly implemented feedback loop, executives on the finance department will be able to understand and strive to address concerns of various departments as far as quick financial allocation is concerned (Dong, 2015).

Potential Blocks in Resolving the Issue

 The Chief Finance Officer and senior accountant, however, foresee some problems that may prevent the organization from successfully addressing the financial issue that it is currently facing. One of the problems is the lack of motivation by departmental heads, which may make them to be reluctant to take part in financial decision-making and the creation of the feedback loop.

Moreover, these officials feel that heads of various departments in the organization may lack sufficient training on important issues related to financial management (Bai et al., 2017). Again, managers may lack knowledge and skills to apply in financial management due to unavailability of sufficient financial, managerial tools for use as a reference.

To mitigate these challenges, RacKol Health Care should train all heads of department on basic issues related to financial management. This will enable them to utilize the acquired knowledge and skills to prevent the occurrence of similar financial issues in future (Bai et al., 2017). Personal perception on the current financial issue is similar to the perception of those who are working on finances in the organization.


Bai, Y., Gu, C., Chen, Q., Xiao, J., Liu, D. & Tang, S. (2017). The challenges that head nurses confront on financial management today: A qualitative study. International Journal of Nursing Sciences, 4(2): 122-127. https://doi.org/10.1016/j.ijnss.2017.03.007

Dong, G. N. (2015). Performing well in financial management and quality of care: Evidence from hospital process measures for treatment of cardiovascular disease. BMC Health Services Research, 15: 45. doi:  10.1186/s12913-015-0690-x

Johns, M. (2013). Breaking the glass ceiling: Structural, cultural, and organizational barriers preventing women from achieving senior and executive positions. Perspectives in Health Information Management, 10(Winter): 1e.

Walsh, K. (2016). Managing a budget in healthcare professional education. Annals of Medical & Health Sciences Research, 6(2): 71-73. doi:  10.4103/2141-9248.181841

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