In the context of the topic under consideration, the chosen health care organization is the Good Samaritan Hospital. The organizational structure at the Good Samaritan Hospital is flat. In the organization there is no provision of intervening management between the managers and the staff. The central idea governing the organization is that the experienced and well trained staff members are better equipped to take on the spot decisions if they are extended a greater autonomy and are involved in the overall decision making (Cunneen, 2008). In this organization the staff is seldom supervised by any intervening layers of management. Though this hospital is a large organization, it is possible to accommodate a flat organizational structure owing to the existence of varied independent units. The decision making process here is decentralized and encourages ample involvement of the employees. The flat structure of this hospital is the key to its supporting environment that fosters a client centered care. Greater autonomy extended to the employees necessitates ample emphasis on learning and training (Cunneen, 2008). The employees here feel that they are amply empowered to innovate and resort to out of the box thinking that directly bolsters the quality of patient care (Cunneen, 20080. The staff has a direct access to the requisite resources required to extend an improved patient care with ample opportunities to develop as a professional. The staff is positively encouraged to look for the viable improvements and opportunities and resorting to new procedures and innovations aimed at improving patient care receive minimal resistance. The staff members are always encouraged to understand the patient needs and requirements are expected to take ownership of the issues and problems mentioned by the patients. The Management Information System resorted to at the Good Samaritan Hospital has well defined goals that are to enhance and streamline communication amongst employees, to bolster the organizational goals and objectives, to facilitate the exchange of complex information across the organization, reduce expenses by curtailing manual activities and to develop an objective system for saving and organizing information (Stanford, 2007). As, at this hospital, there are minimal intervening levels of management, the staff deployed at the specific units is required to report directly to the specific unit in charge. This speeds up the decision making processes and facilitates autonomy and a relaxed work environment (Stanford, 20070. However, the problem with this information structure is that as the entire unit members are required to report to the unit in charge, the bosses and managers here are required to take care of too many things. Going by the fact that the Good Samaritan Hospital has a flat organizational structure, it automatically facilitates a more open communication as compared to many other health care organizations. However, with so many staff members reporting to so few managers, many a times this communication approach give way to much chaos (Stanford, 2007). The Hospital Director has an open door policy and any employee can approach the top management with ease and convenience. However, as this hospital is expanding with time, the Director has empowered his PA to manage communication and to filter and classify the communications reaching his office. It could be assumed that many a time the
Organizational Structure and Culture Name of the Student Nursing Name of the Concerned Professor 4 June 2012 Organizational Structure and Culture There is no denying the fact that the culture of any organization is to a great extent dependant on its structure…
A criminal act is a social disease in all its varied forms that sabotages the security of all individuals (The Lifers Public Safety Steering Committee of the State Correctional Institutions, 2004). Crime in any form is an aspect that drives disorder and disorganization in a particular society because of the challenges and dangers it present to people.
The matrix structure attempts to maximize its gains from imitating and it is well suited for larger multinational corporations such as Wal-Mart Stores, Inc. Its product divisional specialization is a result of its international expansion while its functional structure allows for the reduction of costs, that is, as a way to maintain its “cost leadership in each of its three segments” (Hitt et al., 2009, p.317).
According to the paper culture comprises of the values, norms and beliefs shared by a group of people or by the people in the organization. In other words these norms, values and beliefs culture an individual to think and act in the same manner as others within the group. These beliefs are transmitted to all others who come into the fold so that all employees are cultured in the same manner and can work in harmony towards organizational goals.
It is principally concerned with comprehending, envisaging as well as influencing the behavior of the individual in the context of an organizational setting. The main features of organizational behavior are that it offers valuable insights into the growth and the development of the workforce towards effective performance.
Organisational culture refers to the value systems, customs, beliefs, norms and behaviors that regulate the interactions of stakeholders in the organisation. Organisational culture contributes to the psychological and social environment in the organisation. Culture of an organisation is expressed in the interaction with outside stakeholders.
First and foremost, it was most effective that the authors aptly established the rationale for studying management and presenting crucial background overview on these four tasks of management. As explicitly stated, planning entails choosing “appropriate organizational goals and courses of action to best achieve those goals” (Jones and George 8).
Scott defines organizational structure as “the set of features that arises as a result of the efforts within the organization to differentiate the labor; and coordinate and control the work” (as cited in Johnson, 1995, p.11). Evidently, organizational structure can greatly influence the way an organization operates and its market success.
The objective of the study is to examine measure and conceptualize the various theories and concepts of organizational culture. After evaluation and analysis of literature it has been found that organizational culture creates a deep influence on various processes in an organization.
The different formal organizational structures include ad-hoc, matrix, service line, flat, or a combination of all. This paper focuses on the organizational structure in my workplace.
My organizational functions under a flat organizational structure. This means
2 pages (500 words)Term Paper
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