400846 Building Organisational Capacity In Health Care

400846 Building Organisational Capacity In Health Care

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400846 Building Organisational Capacity In Health Care

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400846 Building Organisational Capacity In Health Care

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Course Code: 400846
University: Western Sydney University

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Country: Australia

Question:

Case Study
Background information:
The Sydney Community Hospital (SCH), a 110 bed community hospital situated in the outer northern suburbs of the Sydney, has provided general acute medical, surgical, obstetric and emergency services to the local community. Over the last 15 years the population of the area has increased significantly to include a much larger proportion of young families and a significant number of retirement villages with nursing homes attached. The hospital has reviewed the needs of this growing community and is changing its range of services in response to that review.
To deal with these changes the Government has allocated resources to redevelop the hospital facilities and restructure the organisation to provide a focus on the health needs of the growing population and to provide a number of specialty services including cancer, paediatric, cardiovascular, renal services, trauma services, aged care and community services. The bed numbers will increase to 200, with an increase in the capacity for community clinics in the specialties.
The Vision statement of the hospital is to “Provide positive health experiences for the community”.
The stated mission of the new, larger hospital is “to provide highest quality, specialist health care in partnership with patients, carers, the community at large and other health care providers”.
The overall strategic goals of the new organisation are “to develop high performing, multidisciplinary teams within the specialist services in order to provide high quality, patient-centred care that is effective, efficient and able to respond to the changing health needs of the population”.
The existing hospital has a traditional, functional (bureaucratic) organisational structure but the management team is currently reviewing alternative organisational structures which might better suit the changing internal and external environments of the organisation and have the potential to improve communication and collaboration across teams and accountability for resource utilisation, quality of care and patient outcomes. 
Essay instructions: 
After reading the case study above, develop a short, critical essay-style discussion paper.
Within the essay, ensure that the following four (4) key points are part of the discussion.
Analysis of the advantages and limitations of the existing hospital organisational structure for the current health care environment and changing health needs of the population.
Identification of an alternative organisational structure that might be suitable for the new health service; describe the features of such a structure and identify how that structure might better facilitate the achievement of the new mission and strategic goals of the organisation.
Identification of the key lines of authority and responsibility for achieving the overall organisational goals within the suggested structure (compare this with the key lines of authority and responsibility in the current functional structure) and discuss how this might enable this new hospital to achieve their stated objectives.
Critical analysis of the advantages and limitations of the suggested type of structure in relation to the changing health care environment and what the organisation wishes to achieve for patients, carers and the community.

Answer:

In case of health care provision, the organizational capacity plays important role. The care system of the Sydney Community Hospital needs to explore their care system therefore; the organizational capacity needs to be developed. The government is allocating resources to develop the facilities and structure of the organization to provide the proper health care to the growing community (Harris et al., 2006).  
The mission of the new developed organization is to give proper quality care with the high performing and multidisciplinary teams. The aim of the development is to provide special services including the cancer, cardiovascular, aged care, trauma service and pediatric care to the community.
The essay focuses on the advantages and limitation of existing hospital structure for current health care environment. Another focuses of the essay is the changing health requirements of the community. This assessment identifies the alternative organizational structure for new health care services. This essay indentifies the key lines of the responsibilities and authorities to achieve the goal.
The identification of the advantages and limitations of existing organizational structure for recent health care environment is necessary (Mickan & Boyce, 2006). Moreover, the identification of the new health care needs of the community is necessary. The advantages of the existing organizational structure are stated below.
The existing organizational structure provides general acute medical care, obstetric, surgical and the emergency services to local community. There are 110 beds in the hospitals that are enough for the general care. The existing organizational structure follows the traditional organizational theories that include the classical theory and follow the chain of authority. The organization provides the job security to the employees that refer to the loyalty.
The limitations of existing organizational structure are stated below. The main limitation of the existing organizational structure is that it is not able to handle more patient load and do not provide the special medical care such as pediatric care, cancer and emergency care. The organization does not have the special care provider and does not have the hierarchical structure. The organization has simple level with the two levels such as the centralized authority and operating core. Moreover, the number of the health care providers is less and cannot meet the current needs of the population.
The organization needs to develop their organizational structure to meet the special needs do the patients. In recent days, the population is increasing day by day as well as the need of special care. However, Sydney Community Hospital is the maintenance organization. Therefore, the organization needs to develop their organizational. To develop the organizational structure, the staffs need motivation and proper training to gain more knowledge and able to meet the needs of the patients (Westphal, 2005).  The organization needs to know the health care requirements of people and make strategic plans to develop the cultural and environmental factors of the organization.
To modify the existing organizational structure of the Sydney Community Hospital, it is necessary to know about the features of the alternative organizational structure that suits the need health care needs of the population. The alternative organizational structure includes the matrix model and organizational structure (Sullivan, 2013). The basis of the matrix model is concept of the multiple commands. This model helps to organize and coordinate the complex processes. In this system, different hierarchies can provide various opinions such as the physiologist; oncologist may not be agreed to a common decision. In the development of the organizational structure, stakeholder involvement is necessary.
The characteristics of the new organizational structure needs to involve some points that are proper skilled communication, clear rules and regulations, collaboration in the working teams, effective decision making, authentic leadership and meaningful recognition (Scott et al., 2003). To develop the work culture, team collaboration is necessary. The organization needs to develop their rules and policies for the redevelopment of the organizational structure. The organizational authority needs to provide efforts to improve the quality of the health care. The organizational authority needs to focus on the individual departments of hospitals, which are not performing well.
The new vision statement and strategic goal of the organization is that they need to provide the highest quality care to the patients and make a strong partnership with the community and the health care providers (Grol et al., 2013). The new organizational structure will help to develop the communication skills with the patients, care providers and other important staffs in the organization. The new policies will help the staffs of the hospital to follow the new organizational structure.
The identification of the key lines of the authority and responsibility to achieve the organizational goals in the new structure is necessary. The authority has the rights to direct the activity. The responsibilities of the health care workers develop with the organizational structure (Gaba, 2007). In the previous organizational structure, the caregivers only provided the general nursing care whereas in the developed organizational structure, the caregivers need to provide the special cares. Therefore, the responsibilities of the caregivers increase with the development of the organization. The new structure will help to develop the managerial decisions better than before.
The new structure provides various benefits to the Sydney Community Hospital. This will help to develop the communication and the chain of command. The new organizational structure will help to use the new resources efficiently. The communication level should be beneficial for the all management level. However, Sullivan (2013) mentioned that the new organizational structure should be careful about the rights of individual that will be beneficial for both the customers and service providers. The old organizational structure cannot help in the proper decision making whereas the new organizational structure help in proper decision-making.
The organization may need to change their geographical structure to improve the service quality. The simple and flat structure of the organization is not able to meet the new health requirements of the patients, who are suffering from the critical health issues like cancer, diabetes and other chronic health hazards. Moreover, the new structure helps to improve the health policies of the company. Moreover, the health organization may need to hire new health care providers to meet the requirements of the patients. The new structure will provide opportunities to health care managers of the organization to choose the efficient health care providers and nurses.
The advantages of the developed organizational structure are discussed. Raghupathi and Raghupathi (2014) opined that organizational development can work with the health care employees individually or in group to make a strong interpersonal relationship in between the team members. I case of organizational development, the team member working plays important role. It will help to reduce the employee turnover rate and improve the employee and employer relationship. If the interpersonal skills develop then it will help to provide better health care opportunities to the population. The new organizational structure will help the employees to understand the needs of the population in better way. Moreover, the communication skills developed that helps in the growth of the health care organization. Another advantage of the new organizational structure is that it can help to build a strong network with other health care organization and community (Omachonu & Einspruch, 2010). This will help to increase the reputation of the health care organization.
However, the new organizational structure has various challenges. The main challenge is the administrative challenge. The new organizational structure helps the administrative department to maintain the communication with the employees and staffs properly to meet the organizational needs. Moreover, the administrative department has other responsibilities also. They need to look after about the corporate structure, workplace diversity, work group formation and managing the issues and challenges (Berwick, Nolan & Whittington, 2008). The administrative may face challenges to handle such responsibilities. Moreover, new organizational structure development may be very time consuming as it has various steps to follow. The Sydney Community Hospital has to survive to face the challenges and fulfill the requirements of the organization. However, they need to improve their organizational structure to adopt the new health care system for the wellbeing of the population. This will provide better lifestyle to the community.  
Based on the above discussion, it can be said that care system of the Sydney Community Hospital needs to explore to meet the needs of the population. The existing organizational structure provides general acute medical care, obstetric, surgical and the emergency services to local community. The organization does not have the special care provider and does not have the hierarchical structure. The organization needs to develop their rules and policies for the redevelopment of the organizational structure. The alternative organizational structure includes the matrix model and organizational structure. The basis of the matrix model is concept of the multiple commands. The new policies will help the staffs of the hospital to follow the new organizational structure. The authority has the rights to direct the activity. The responsibilities of the health care workers develop with the organizational structure. The responsibilities of the caregivers increase with the development of the organization.
References
Berwick, D. M., Nolan, T. W., & Whittington, J. (2008). The triple aim: care, health, and cost. Health affairs, 27(3), 759-769.
Gaba, D. M. (2007). The future vision of simulation in healthcare. Simulation in Healthcare, 2(2), 126-135.
Grol, R., Wensing, M., Eccles, M., & Davis, D. (Eds.). (2013). Improving patient care: the implementation of change in health care. John Wiley & Sons.
Harris, M. G., Courtney, M., Montgomery, J., & Nash, R. (2006). Strategy and organizational design in health care. In M. G. Harris (Ed.), Managing health services: Concepts and practice (2nd ed., pp. 270-280). Marrickville, N.S.W.: Elsevier, Australia.
Marquis, B. L., & Huston, C. J. (2015).Organizational structure. In Marquis B.L. Huston C.J. (Ed.), Leadership roles and management functions in nursing: Theory and application (8th ed., pp. 260-283). Philadelphia: Wolters Kluwer Health.
Mickan, S. M., & Boyce, R. A. (2006). Organizational change and adaptation in health care. In M. G. Harris (Ed.), Managing health services: Concepts and practice (2nd ed., pp. 67-78). Marrickville, N.S.W.: Elsevier, Australia.
Omachonu, V. K., & Einspruch, N. G. (2010). Innovation in healthcare delivery systems: a conceptual framework. The Innovation Journal: The Public Sector Innovation Journal, 15(1), 1-20.
Raghupathi, W., & Raghupathi, V. (2014). Big data analytics in healthcare: promise and potential. Health Information Science and Systems, 2(1), 3.
Scott, T., Mannion, R., Dawies, H. T. O., & Marshall, M. N. (2003).Implementing culture change in health care: Theory and practice. International Journal of Quality Health Care, 15(2), 111-118. doi: https://doi.org/10.1093/intqhc/mzg021
Sullivan, E. J. (2013). Designing organizations.Effective leadership and management in nursing (8th ed., pp. 11-28). Upper Saddle River, New Jersey: Pearson education.
Sullivan, E. J. (2013). Motivating and developing others. In E. J. Sullivan, & G. Garland (Eds.), Practical leadership and management in healthcare: For nurses and allied health professionals (2nd ed., pp. 134-153). Harlow, United Kingdom: Pearson Education.
Westphal, J. A. (2005). Resilient organizations: Matrix model and service line management. The Journal of Nursing Administration, 35(9), 414-419.

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400846 Building Organisational Capacity In Health Care

400846 Building Organisational Capacity In Health Care

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400846 Building Organisational Capacity In Health Care

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400846 Building Organisational Capacity In Health Care

0 Download15 Pages / 3,730 Words

Course Code: 400846
University: Western Sydney University

MyAssignmentHelp.com is not sponsored or endorsed by this college or university

Country: Australia

Question:

Change is one thing that is constant in our lives. It impacts on our personal, professional and social lives and brings with it a need for us to make many critical decisions. In the past, change often occurred incrementally but in our modern world, it is just as likely to be radical, with new organisational missions and strategies, structures and pressures on workplace cultures to change and adapt more quickly. To successfully lead and manage change requires vision, courage, innovation, effective communication and a clear plan (Kotter, 1995; Kotter & Schlesinger, 2008; Stanley, 2011). Organisations today require excellent managers who also have the qualities of a transformation leader who can work through influence to achieve organisational goals. Change is not something to be entered into without thought and planning and it is useful to have an understanding of the different theories and models of change that can provide a framework for action.
A major part of change management is organisational development and the building of organisational capacity for change by providing the structures, resources, leadership and workforce development to enable the organisation, teams and individuals to learn and plan and implement improvements. This module covers aspects of leadership and change in organisations; types of change, forces for change and resistance to change; change management, organisational development, capacity building and workforce development.
A brief overview of concepts related to the learning organisation and managing conflict, power and politics in health care organisations is provided. It is not possible to cover all of these topics in great depth however supplementary readings and additional readings are provided in many areas for those who wish to read to more depth in specific areas of interest.
On completion of this module students will be able to:

Discuss models and strategies used in effective change leadership and their application to the health care environment.
Examine models of workforce development used in organisational capacity building in the health care sector.

Leadership, adaptive organisational cultures and change

Reading: Introductory
McGovern, G. (2014). Lead from the heart. Harvard Business Review. March.
Read Gail McGovern’s Lead from the heart article which demonstrates the way in which teams and individuals adapted to serious internal and external pressures for change and the process used by McGovern to achieve that change.
As leaders and managers in health care organisations, it is important to understand how people react to change and what leadership skills are required to successfully implement change – be it incremental change of policy at ward level or organisational change on a grand scale. Many people become ‘change weary’ when they cannot see the purpose or the benefits of proposed change programs either for themselves or for the organisation. It is important to remember that:
‘Real change… is intensely personal and enormously political’.
(Nadler & Nadler, 1998 as cited in Johnstone, Dwyer & Lloyd, 2006, p. 163)
Whenever change is contemplated it is important to consider the purpose of the change, who will be affected by it and what the likely response will be from those involved. The following quote shows the general reaction to the mention of the need for change:
I can’t make the effort that’s needed to bring about effective change if I am not convinced it is necessary. The same is true of all staff in the organisation. What framework can help me share an understanding of why change is needed? (NHS, 2001, p.11)
In a document called ‘Managing change in the NHS’ (NHS, 2001) it is recommended that the following questions be asked before any change is contemplated:

What is the purpose of the change
Who benefits from the change
Who has identified the need for the change

Following on from these questions about the change in question are a number of questions that leaders and change agents need to ask themselves. Those questions according to the NHS (2001) are:

What do I know about effective change management
What don’t I know
What do I need to know in order to initiate and sustain effective change
Where can I look for evidence, further information and help For example, should I be thinking about people, published resources, learning networks

(Managing change in the NHS, 2001)
That document also provides a number of frameworks for change and provides references to a number of resources. The document is not provided in the Study Guide but a link is provided in the Additional Readings for Module 2 at the end of this Module.
According to Hohne (2006, p.122)
 ‘The largest obstacle that a leader faces in moving others to achieve greater results is an inability to understand and improve their own leadership style’.
Undertaking an assessment of our own leadership and management abilities gives us a starting point for understanding where we need to grow and develop in order to successfully lead change. Rapid change is often seen as a threat, but Porter-O’Grady and Malloch (2002, as cited in Daly, Hill & Jackson ,2014)  suggest that, as leaders, we need to be proactive, anticipate the need for change and see it as the next part of our professional journey.

Answer:

An practice runs on the basis of many factors, some of them are external factors and most of them are usually internal factors. Leadership is one of the main and prime internal factors which affect any business or any practice. it is the leadership of the practice which influence the business process along with the other practiceal factors whether it is external or internal. In this report, the topic is the leadership or the importance of leadership in developing the business of a health care practice. unlike other business or practice in a health care practice there are many aspects or factors which needs proper attention and maintenance by the leaders of the company. when it comes to the health care practice the leaders must be cautious about some certain and specific factors.
These factors will build the structure of the following report. The following piece of writing is informative and descriptive on the topic of leadership. The report includes the evaluation of the leadership of the mentioned practice its impact on the business as well as the other practiceal factors and the issues in the leadership of any company along with the ways to prevent the issues. The purpose of the following report is to make the student or the reader understand about the various features of leadership in a health care practice but, this report will not only help the readers but it will also turn up to be beneficial for the management of the practice or the leaders of the company for the selection or the determination of the proper leadership styles and implementing them with proper skill and care. The further report will explain and analyze the various aspects of leadership accordingly.
The following report is all about the practice of healthcare issues. There are many kinds of healthcare practices which would be explained in the further report. For example the use of the medical instruments and the medical test procedures is one of the main reason of the issues in the health care organization. the use of inappropriate medical instrument can cause severe harm to the patients of the organization. in this particular report, the leaders of the organization is supposed to take the right strategies for the removal of the mentioned issue. 
The role of leaders in a health care practice
While talking about leadership the most important and the basic factor are the roles and responsibilities of the leaders in the practice. The practice being a heath care sector, there are many guidelines that the leaders themselves would have to follow and also make their management and employees to follow them properly otherwise the business of the practice as well as the reputation of the practice will be harmed in a negative manner(Belenzon, & Tsolmon, 2015). The prime target of the leaders of any practice is to look after all the practiceal factors properly and with proper skill whether it is the production procedure, performance of the workers, performance of the management and other important aspects. The management of the practice as well as the workers of the company is dependent on the leaders. The employees think of their leaders as their role models and they need support and motivation from their leaders all the time. Thus the next responsibility of the leaders or the CEOs of the company is to motivate and support the employees of the practice.
Whenever there is any kind of issue or problem in the workplace the leaders of the practice must come forward and solve the issue of the management and the employees(Bhuiyan, 2014). Lastly, but obviously not the least important task of the leaders of a health care practice is to take the decision making responsibility. In this process the leaders would have to analyze what is good and beneficial for the business and the service and then bring the change in the workplace. Being strict can help the leaders to get rid of the mentioned issue of the use of improper medical instruments. If the leaders can manage to control the employees and make them use proper and safe instruments then they would be surely able to maintain the issue in such a brilliant way. If the leaders are not aware of the information of their own business or practice they would not be able to run their business with success.
These are the main responsibilities that the leaders of the company would have to be concerned of for the sake of the improvement of the practiceal practices. As the chosen company is a health care sector, there are also some extra factors that the leaders of the company must be aware of such as the safety and security factors(Brüning, 2010). It is the responsibility of the leaders of the practice to ensure the safety of the patients or the health care practice. These are the main roles of the leaders that they should be aware of and must maintain properly with the mentioned guidance.
Leadership styles
Leadership styles can be regarded as the ways of implementing and executing the leadership of the practice. The style of leadership is determined on the basis of the individual psychology and preferences of the leaders or on the requirements of the job or the business(Jankowska, 2012). If the employees and the management are already very much dedicated then the leaders of the company would behave friendly with them otherwise, the leaders would have to behave strictly and control the management of the practice and the employees with power and dominance. Sometimes, if needed the leaders of the practice would also have to allow the employees to take some minor decisions for the company. This will help the leaders to satisfy the needs of the employees of the health care practice. Some of the main and mostly used styles are mentioned in the following report(Media, 2014).
Democratic leadership
In this process, the leaders of the company behave friendly with the employees and allow them to take some minor decisions. This is regarded as one of the most useful leadership styles. In this process, the prime target of the leaders is to satisfy the employees and the management to get better work from them. If the employees are satisfied with the management they would surely work harder(Nomination of Elaine C. Duke, 2009).
Strategic leadership
In this process, the leaders need to do some homework and prepare some business strategies for the betterment of the conduction of the business and then they would have to implement the strategies with success and skill. For example, in this process, the leaders sometimes provide bonus and rewards to the employees to boost up their confidence and efficiency level(“Startup company faces legal battle over battery design”, 2013). Thus this is again a very usefl process of leading a company.
Autocratic leadership
This is one of the most used and important style of leadership. in this style, the leaders of the practice take all the administrative decision o their own and do not allow any employee to take any kind of decisions. The leaders in this format also behave strictly with the employees of the practice as well as the management of the company. This is really a very helpful process. If the workers are kept in strict control, they will be bound to provide efficient service to the company and the business as well as the reputation of the practice will be positively affected(ZIEGLER, HAGEN, & DIEHL, 2012).
Transformational leadership
Transformational leadership is another important way of leading the company. In this process, the leaders prefer frequent changes in the practice. This has always helped the companies to grow better and to do better business by adopting frequent change. In this case, as the chosen company is a health care system, this process would be the best way of leading. Nowadays the medical procedures and the treatment process is changing very frequently and if the practice can provide the up graded procedure to the patients then it would be beneficial for both the companies and the patients(Beasley, 2013). Thus this is a very useful style of leadership.
These are some of the leadership style which can be used by the leaders for the betterment of the organization. as the chosen issue is the use of the medical instrument which is directly related t the life and the health of the patients, the leaders would have to go for the autocratic style of leadership. if the leaders can control the employees with a bit strictness they al will be benefited.
Strategies required for leadership
There are many strategies that the leaders must take for the development of their performances, as mentioned earlier, the leaders would have to use the motivational strategies for the satisfaction and the help of the management as well as the workers of the company. if the leaders do not motivate the employees properly they would not gain confidence on their work and neither will they be able to get involved with their jobs. Thus for the betterment of the employee performance the leaders of the company must be cooperative and motivating. The second thing is interference. Though it is not always okay to interfere in the working style of the management of the practice and the workers but as the whole business depends on the performance of the leaders, they would have to interfere and would have to be a little strict with the employees as well as the management of the practice(Emerging Technologies and Ethical Issues in Engineering, 2004). These are the basic and the most important guidelines that the leaders must follow and use the mentioned strategies for the up gradation of their working style.
The next thing and the most important thing that the leaders must be aware of is the behavioral aspect of the practice. This is one of the prime strategies that the leaders use for the betterment of the working environment. The leaders would have to maintain a nice and pleasant business communication with the management as well as the workers of the company. if the employees of the company are not satisfied with the behavior of the leaders of the company they would be disappointed and might become disobedient towards the leaders of the company and as a result the practice would be harmed in many ways. To prevent these issues the leaders must be concerned of the behavioral aspect of the company. all these strategies will help the leaders to get involved with the employees and the managers of the company and as a result the leaders would be able to keep control on the employs as well as on the medical treatment procedure including the use of the medical instruments. 
Impact of workplace culture
The cultural impact is always remarkable in the practice or in the workplace. Culture is something which is related with the ethical practice of the employees as well as the authority of the practice and also the diversity of the workplace. If the culture of the workplace is not properly maintained by the leaders of the practice there will occur some ethical issue which will surely harm the whole company. Thus for the betterment of the cultural aspect the leaders of the company would have to implement some ethical practice in the company. Ethics are something which is related with the morality and psychology of any individual(Sheehan, 2010). No legal legislations or strategy can make any change in the morality of the employees as well as the managing department of the practice.
Another thing which should be considered by the leaders of the company is the behavioral aspect which also falls in the category of culture. The internal behavior which is the communication between the leaders and the management and the communication between the leaders and the employees should always be nice and pleasant. This will help the workplace to be free from any kind of internal conflicts. If the management of the practice as well as the employees of the company are satisfied with the leaders and the facilities provided by the leaders, then they would be pleased with the leaders and the company. As a result the communication between the management and the leaders will be nice and pleasant. Generally morality of  a person always says that nothing is bigger than the life of a being. This kind of mentality will make the employees and the leaders more cautious about the treatment process and the health of the patients. Thus the leaders would be able to maintain the use of the medical instruments easily.
Issues in the practice
As leadership is one of the most important aspects of any practice, there must be some issues in the practice regarding the leadership of the practice.  All the issues are equally harmful for the company and the business of the practice. If the leaders do not take proper action against the issues then it would harm the business of the health practice in a severe manner. Some of the prime issues are mentioned in the further passage. Most of the time the leaders of the company and the management or the employees indulge themselves in some kind of internal conflict which is a very crucial issue(Kim, 2009). This kind of issue mainly occurs due to the communication gap between the management and the leaders of the company.
If the leaders do not behave properly with the management and the workers then they would be disappointed which may result to the disobedience of the workers and the management. Other than this there are many issues which can harm the company such as the lack of knowledge of the leaders on the job or the business. If the leaders are not well aware of the working process and the requirements of the company then they would not be able to take the right decisions for the improvement of the company. These are the main and the prime issue which can harm the company or the business of the practice in a huge manner.
Prevention of the issues
All the issues mentioned in the previous passage can be resolved or prevented by preparing some positive strategies and implementing them properly and with proper skill. The first thing that the leaders of the company must do is to maintain the communication with the management of the company and the employees of the practice. If the leaders of the company can treat the management and the employees in a nice and pleasant manner they would be satisfied and as a result the business of the practice would be improved(Rowley, 2016). Being a health care practice, there are some extra issues related to the safety and the security of the patients such as the use of the medical instruments and the medical test processes. If the leaders of the company do not look after the mentioned issue then the whole practice would have to suffer in a severe manner. These are the prime ways to get rid of the issues. The leaders would have to poses enough knowledge on the job, the business of the practice as well as the market. After getting all the required information the leaders should take proper action to resolve all the mentioned issues from the workplace. If the leaders of the company can make good use of the prevention strategies the whole practice will be benefited in many ways.
Importance of benchmarking best practice
The benchmarking best practice is nothing but performing a strong and successful competitor analysis. This again falls in one of the most important responsibility of the leaders. The leaders of the health care practice must perform successful competitor analysis and get all the relevant information from the other rival practice. This will help the company as well as the leaders of the health care sector to analyze the information and the strategies taken by the rival practices and then decide the future plans of the company(Holliday and Cole, 2013). It is important for the leaders to know what medical technologies are being introduced by the other practice and how they are doing the treatment. To get better reputation and for the success of the practice the leaders are supposed to make better procedure and would have to serve to patients in a much better way. These are the purpose of the benchmarking best practice. It is the responsibility of the leaders of the practice to make good use of the mentioned analysis. Thus it is quite confirm that the benchmarking best practice is one of the most important processes that the leaders can use for the sake of the betterment of the company or the business of the practice.
Impact of motivation
As mentioned in the earlier passages that the prime responsibility of the leaders of the company is to provide motivation to the employees and the management of the company. for that the leaders would have to follow some of the motivation theory. The impact of the motivation is also remarkable for any practice(Holliday and Cole, 2013). it boosts up the confidence in the employees and helps them to get more involved with their job as a result the employees and the management of the health care practice will be more dedicated and more loyal to the practice and their jobs. Whenever there is any kind of issues in the workplace, the leaders of the company must come forward and solve the issue by using proper strategies. Motivation is one of the prime key to better employee performance and the employee performance is the key to success of the practice. Thus if the practice or the leaders are willing to maintain the consistency of the success of the practice they would have to use the motivational theories accordingly(Juon, Greiling and Buerkle, 2015).
Strategies of motivation
The importune of the motivation is already mentioned in the previous passage, now it is time to describe the strategies that the leaders of the healthcare practice must use for the betterment of the motivation of the employees along with the management of the practice. As mentioned earlier in the above passage, the leaders would have to establish a nice and pleasant communication with the employees of the company. Fresher employees will surely commit many mistakes at first, but the leader would have to be patient enough and should support the employee as much as possible(Juon, Greiling and Buerkle, 2015). This will make the employee feel comfortable with the environment of the workplace. The leaders of the company would also have to provide better graining to the employees and the managers of the company. if the training process is good then the employees will be able to get there job done in a easy way, otherwise, the employees of the health care practice would not be able to get accustomed with the job they are hired for and the practice or the business of the practice. These are the main strategies that the leaders of the company can use for the battement of the improvement of the practice and the motivational aspect(Marek, 2011).
 Conclusion
All the prime aspect related to the leadership of a health care practice is already mentioned in the above report. The main recommendation for the leaders will be to maintain all the mentioned guidelines with proper skill and care. The leaders of the company would have to spend more time in the practiceal factors. They would have to get all the knowledge on each and every sector of the company and then should look after all the factors equally. The communication is another point which should always be maintained by the leaders of the company. it is quite clear from the above passage that the leadership is the soul of any practice if the leaders are doing job their properly not only they will be able to get their success but also they will be able to please the employees, management and the patients and their family member also which is the prime target of any health and social care practice.
References
Belenzon, S., & Tsolmon, U. (2015). Market frictions and the competitive advantage of internal labor markets. Strategic Management Journal, 37(7), 1280-1303. https://dx.doi.org/10.1002/smj.2395
Bhuiyan, M. (2014). Integrated Tourism Sector in South-Eastern Asian (Mainland) Countries: A Pathway to Develop for Economic Betterment. International Journal Of Business Administration, 6(1). https://dx.doi.org/10.5430/ijba.v6n1p77
Brüning, C. (2010). WITHDRAWN: Foreword – Transport Impacts On Atmosphere And Climate. Atmospheric Environment. https://dx.doi.org/10.1016/j.atmosenv.2010.03.014
Jankowska, M. (2012). Residents’ Assessment of Promotional Activities of Polish Towns. JOURNAL OF INTERNATIONAL STUDIES, 5(1), 20-29. https://dx.doi.org/10.14254/2071-8330.2012/5-1/3
Media, T. (2014). Freight Brokerage Business (1st ed.). New York: Entrepreneur Press.
Media, T. (2015). Microbrewery, Distillery, Or Cidery (1st ed.). [Irvine, Calif.]: Entrepreneur Press.
Nomination of Elaine C. Duke. (2009) (1st ed.). Washington.
Smith, L., & Mounter, P. (2008). Effective internal communication (1st ed.). London: Kogan Page.
Startup company faces legal battle over battery design. (2013). Physics Today. https://dx.doi.org/10.1063/pt.5.027567
ZIEGLER, R., HAGEN, B., & DIEHL, M. (2012). Relationship Between Job Satisfaction and Job Performance: Job Ambivalence as a Moderator. Journal Of Applied Social Psychology, 42(8), 2019-2040.
Beasley, M. (2013). Practical web analytics for user experience. 1st ed. Waltham, MA: Morgan Kaufmann.
Emerging Technologies and Ethical Issues in Engineering. (2004). 1st ed. Washington, D.C.: National Academies Press.
Holliday, E. and Cole, C. (2013). An Examination of Rater Agreement: The Behavioral Functioning of Children Engaged in a Wraparound Model of Care. 1st ed.
Juon, C., Greiling, D. and Buerkle, C. (2015). Internet marketing start-to-finish. 1st ed. Indianapolis, Ind.: Que.
Kim, Y. (2009). Combining constructed response items and multiple choice items using a hierarchical rater model. 1st ed.
Marek, K. (2011). Using Web Analytics in the Library. 1st ed. Chicago, IL: ALA Editions.
Rowley, J. (2016). Information marketing. 1st ed. London: Routledge.
Sheehan, B. (2010). Online marketing. 1st ed. Lausanne: AVA Academia.
Stern, H. and O’Grady, T. (2011). Laws, nominations and legal issues. 1st ed. New York: Nova Science Publishers.
Sweeney, S. (2011). 101 ways to promote your web site. 1st ed. Gulf Breeze, FL: Maximum Press.
Vujovic, V. (2015). Specific Approaches to Measuring the Quality of Tourism Services. 1st ed. Saarbru?cken: LAP LAMBERT Academic Publishing.

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400846 Building Organisational Capacity In Health Care

400846 Building Organisational Capacity In Health Care

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400846 Building Organisational Capacity In Health Care

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400846 Building Organisational Capacity In Health Care

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The organizational ability and capacity refers to the human resources like numbers, experiences, skills and quality as well as the physical and material resources. These resources include machines, building, and land. Other important resource is the financial resources that are credit and money. Sullivan (2013) mentioned that the information resources are also important that include databases and pool of knowledge. The missions of the St. Joseph Hospital are rehabilitation, palliative care, psychiatry for aged, and outpatient services. The vision is to provide the quality care to the patients and make a strong relationship in between the care providers and patients. The goal is to improve the multidisciplinary team to provide the best quality care efficiently. In the assignment, the old hospital structure is discussed as well as the new hospital structure. However, both the new and old organizational structures have some advantages and disadvantages. The assignment focuses on the advantages and disadvantages of the both organizational structures.
The St. Joseph’s Hospital in Sydney had used the classical organizational theory. This theory was invented in the late 19 th century and early 20 th century. In that time, the lager group of workers worked together for the development of the organization. However, Marquis and Huston (2015) mentioned that people faced various problems due to the huge number of workload. The organizational theory helps to provide the key concept of the organization. This helps to provide different perspective to analyze the complicated situation, which can arise in the organization. Sullivan and Garland (2013) mentioned that in St. Joseph’s Hospital, the structure involves the acceptance of different departments in terms of pharmacy, doctors, nurses, and various administrative services. For illustrating the every nursing task, it is classified under the nursing services. The available faculties generally governed the departments. The main task of the managers of the organization was to plan as well as control the workload of the hospital. The theory states that the managers need to motivate the employees so that they can handle the workload. The St. Joseph Hospital was using the Max Weber’s bureaucratic theory, where various factors help to improve the productivity efficiently and effectively. The factors include the hierarchical structure, professional line, rules, regulation, work standards, work standard, ongoing efforts, and operating procedure (Daft, 2010).
With the changes of time, the requirements of people are also changing. As the medical science has developed from the previous time, therefore, the organizational structures need to develop form the previous time. Some of the modern theories include the general systems theory, transactional cost economics, population ecology theory, and complex adaptive theory. As the health care organizations have extremely complex structure with the workload, it is necessary to apply appropriate organizational theory (Marquis & Huston, 2015). For St. Joseph Hospital, the complex adaptive system is appropriate as it helps to develop the phenomena of the interest that is dynamic. Moreover, the theory helps to unfold the events as quick as possible to find out the remedies (Foster et al., 2015). The modern theory helps to the organization to develop their mission so that they can reach to the large number of people to provide the care. Hence, the hospital has the chance to express their organizational goals and purpose more effectively.   The structure can identify the positive attributes to manage the patients and consultation for the caring system. The satisfaction of jobs and the patient outcome can be achieved in this way. Hence, this structure is better for the organization that helps to improve thee communication with the patients and collaboration within the team. The key lines of authority and responsibility to attain the organizational goals can be managed by the matrix structure. This can include the executive and matrix managers.
Both the organizational structures have some advantages that are discussed in the following section. The organizational theory helps to provide the key concept of the organization. This helps to provide different perspective to analyze the complicated situation, which can arise in the organization. The organizational theory helps to achieve the organizational missions and vision. The managers need to motivate the employees so that they can handle the workload. The organizational theory helped to increase the productivity with the simple techniques. Various factors of the organizational theory help to improve the productivity efficiently and effectively. This helps to develop the universal set of the management principles, which can allow the organization to provide quality care to achieve the target (Van Beurden et al., 2013). The modern organizational theory helps to develop the organizational structure and condition. The basic understanding of the theory can help to develop the professional qualification and help to maintain the challenges with the demands of the stakeholders. The theory helps to unfold the events as quick as possible to find out the remedies. This theory can help the organization to manage the workload and patient load. This theory helps the employees to get appropriate knowledge and skills to develop their experience. The modern theory helps to the organization to develop their mission so that they can reach to the large number of people to provide the care (Sullivan & Garland, 2013).
In the previous time, the lager group of workers worked together for the development of the organization. People faced various problems due to the huge number of workload (Laschinger, Duffield & Read, 2014). This does not help the employees to gain experience, which us necessary for the professionals. Moreover, it does not provide appropriate knowledge to the professional that they can use in the patient care. The classical theory does not help to generalize the situation to the professionals. These cases mainly occur in case of the young, and high technology organizations. The complex adaptive theory helps the professionals to handle the patient load but cannot help to reduce the number of patient who has to readmit in the hospital. Therefore, it is necessary to develop the organizational structure to reduce the rate of readmission. The modern theory does not help the organization to maintain the new developed mission, which can help them to develop the condition and provide the professionals the key ideas (Daly et al., 2014). The theory does not provide the basic understanding of the organizational structure so that it can help to overcome the challenges of the organization. The theory does not provide the professionals the ideas to develop the communication skills with the patients therefore; a big gap occurs that develops the issues with the patient and its family members. It is necessary to meet the requirements of the patients, which are not met. This can reduce the quality of care. Matrix design has few limitations that are the maintenance issues to manage the high cost of the management, improper communication skills of management, and lack of technical information.
From the above discussion, it cannot be said that The organizational ability and capacity refers to the human resources like numbers, experiences, skills and quality as well as the physical and material resources. The organizational theory helps to provide the key concept of the organization. The main task of the managers of the organization was to plan as well as control the workload of the hospital. With the changes of time, the requirements of people are also changing. This theory can help the organization to manage the workload and patient load. Hence, the hospital has the chance to express their organizational goals and purpose more effectively. The modern theory does not help the organization to maintain the new developed mission, which can help them to develop the condition and provide the professionals the key ideas.
References:
Daft, R. (2010). Organization theory and design. Mason, Ohio: South-Western Cengage Learning
Daly, J., Speedy, S & Jackson, D  Leading and Managing in Nursing Practice. In J. Daly, M.N. Hill & D. Jackson (Eds.). (2014). Leadership & nursing (2nd ed.). Sydney: Elsevier
Foster, L. A., Wiewiora, A., Chang, A., & Tywoniak, S. (2015, December). How does Complex Adaptive System theory inform Innovation in Complex Project Based Organisations?. In ISPIM Innovation Symposium (p. 1). The International Society for Professional Innovation Management (ISPIM).
Laschinger, H., Duffield, C. & Read, E. (2014). Empowerment, leadership, nursing work environment. In J. Daly, M.N. Hill & D. Jackson (Eds.) (2014). Leadership & nursing (2nd ed.). Sydney: Elsevier
Marquis, B.J., & Huston, C. J. (2015). Leadership roles and functions in nursing: Theory and application (8th ed.). Philadelphia: Wolters Kluwer Lippincott Williams and Wilkins.
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). Philadelphia, PA: Wolters Kluwer Health.
Sullivan, E.J. & Garland, G. (2013) Motivating and developing others. In Practical leadership and management in healthcare (2nd ed.) (pp.134-153). Harlow. U.K: Pearson Education.
Sullivan, E.J. (2013). Effective leadership and management in nursing (8th ed.) Upper Saddle River, New Jersey: Prentice-Hall. Chapter 2
Van Beurden, E. K., Kia, A. M., Zask, A., Dietrich, U., & Rose, L. (2013). Making sense in a complex landscape: how the Cynefin Framework from Complex Adaptive Systems Theory can inform health promotion practice. Health promotion international, 28(1), 73-83.

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400846 Building Organisational Capacity In Health Care

400846 Building Organisational Capacity In Health Care

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400846 Building Organisational Capacity In Health Care

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400846 Building Organisational Capacity In Health Care

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Course Code: 400846
University: Western Sydney University

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Question:
Develop a Short Essay which Demonstrates Critical Analysis/Discussion of the Sydney Community Hospital Organisational Structure and its relationship to the stated Mission, Vision and Strategic Goals of this Organisation.
 
 
Answer:

Introduction
The aim of the essay is to develop a proper organizational structure that will help the healthcare organization while providing proper patient care to the population of the region. It is seen that the community is increasing in its population day by day while the number of nursing homes and other healthcare service providers are increasing also. The healthcare service provider chosen for the essay is Sydney Community Hospital. It is seen that the current organizational structure is not capable enough to serve the patient properly. Change management in terms of organizational structure along with the achievement of proposed goals and strategies are to be discussed in the essay in a proper way.
Advantages and limitations of the current organizational structure
It can be seen that the hospital has a functional bureaucratic organizational structure. Bureaucratic nature of organization is considered as a popular theory that is known for the hierarchical structures with a professional rules, lines, work standards, operating procedures, etc. in order to increase the productivity and efficiency. The advantage of this hierarchical structure in the organization is the clear flow of task among the workers of various management systems. The division of labour along with the work design is responsible for ensuring maintenance of stability and uniform standards of work. There is a clear line of authority and power in the system (Ravaghi, Mannion & Sajadi, 2015).
 
The limitation of the organizational structure in the hospital is the limited use of different types of facilities present in the hospital for patient care. The structure provides a general structure of management that is not helping the managers in order to help the patients in their required field. The present structure is not complying with the needs of the current programs of the different fields of operations. The main aspect is the lack of communication between the different forms of management.
Need of changing health needs of the population
The case study of Sydney Community Hospital (SCH) depicts the fact that the hospital is not able to serve the growing population of the community. The hospital is medium sized and is serving the community of the suburbs of Sydney. Apart from that, it can be seen that the health care service provider is not sufficient enough to meet the required patient care as well as in providing different types of services in improved patient care. It is the reason of the formulating the new organizational structure that will help the hospital in administering proper channels of communication with the required specialty services (Koumaditis & Themistocleous, 2014). The government is ready to invest to increase the hospital operations in the field of bed increase along with other departments of medical world. The increased population of that particular community of Sydney is recognized by the government, that is the reason for adapting changes in the hospital operations. Apart from that, the hospital authority itself has reviewed the requirement and needs of the different kinds of growing community. The ranges of services are also need to be changed while implementing different types of systems in the patient care services (Pakarinen et al., 2017).
Features of alternative organizational structure
It is to be recommended that the proposed organizational structure to the healthcare provider that match with the current change management strategies and the increase of the patient care services. The divisional organizational structure will be perfect to the healthcare service provider as it has many advantages which will help the employees associated with the hospital to provide an improved patient care to the community. It can be said that the divisional organization structure is a type of organization structure which is consisted of different activities such as supervision, task allocation and coordination. The divisional organizational structure is responsible for production of the standardized products and services at low cost and at large volume. Specialization of the task along with coordination are considered as the centralized function in the divisional structure (Konstam et al., 2017).
 
Ways of achieving strategic goals and new mission
It can be seen that the most of the health professionals of the healthcare service provider are acquainted with the vision and mission of the organization. Moreover, the senior officials are sometimes become a part of the strategy formation in the aspect of vision and mission. The elements of the strategy in the new vision and mission of the hospital must align with the current scope of development and the community needs along with the development of the healthcare service provider in the Sydney region (Lee, Kozlenkova & Palmatier, 2015). With the constant changing environment in the health care sector, the clinical managers and leaders are appeared to be continuous implementation of the various services with proper planning and redesign. The mission and vision of the hospital is to provide a positive patient care and health experiences to the population in the region. The multi-disciplinary teams of the hospital are focused in providing different types of high quality patient care that are efficient, effective that are capable of responding to the changes of the health needs of the community in the suburbs of Sydney. Moreover, the common functions that can be included in the organization are human resources, administration, marketing of services, etc (Pettigrew, 2014).
Lines of authority and responsibility in the new structure
However, it can be said that the lines of authority and responsibility in the new structure must be flexible in terms of meeting the strategic goals, as well as the vision and mission of the health care sector. The lines of authority consist of CEO of the organization under which COO, CFO, CTO, etc. Under the heads of these departments, executives and managers are there who are responsible for managing the hospital operations for the improved patient care along with the collaboration of the various teams of the health care service provider (Guadalupe, Li & Wulf, 2013). In this new divisional organizational structure, the responsibilities of the workers are clear and are dedicated to the strategic goals. The main aim of the authorities is responsible for accountability for patient outcomes, patient outcomes, and resource utilization. The aspect of resource utilization is considered as the main responsibility of the team while defining the strategic goals and mission of the health care service provider towards providing positive health care services. The structure will help in achieving the goals, as the communications between the various authorities of the companies are more flexible than previous (Joseph, Klingebiel & Wilson, 2016).
Advantages and limitation of the new structure
The divisional organizational structure is chosen has many advantages and disadvantages. The advantage of divisional structure of organization is the delegated authority of the different employees of the organization. The performances of the organization along with the workers are the measured within the group. Hence, if the level of performance of the work is low then it can be improved in this form of organizational structure. In this system of organizational structure, the leaders of the team can feel free while discussing the problems with the different groups regarding the changes (Van der Voet, 2014).
 
On the other hand, the disadvantages of the divisional structure of organization is that the number of divisions. In terms of politics in the office, the divisions of the organization in many circumstances are not efficient enough while utilizing the resources properly. Executive leadership is considered as the single most determinant in order to mitigate the problems that can cause in the divisional structure of organization. The shares pool of resources is sometimes in terms of the government sponsorship that can lead to the unhealthy rivalries (Fan, Wong & Zhang, 2013).
Ways of achieving patient care and community
The new plan for the change management of the health care service provider is to provide positive healthcare services to the growing population of the community. In the new organizational structure proposed by the senior management authority of the hospital, the strategic goals of the hospital in order to serve the community in a better way by considering the newly stated goals and objectives of the health care services are to be provided (Ashkenas, Ulrich, Jick & Kerr, 2015). The changes in the healthcare environment will definitely bring positive impacts in the community that is responsible for the different types of developmental activities of the hospital. The specialized services will be provided to the patients with the expectation of better patient outcomes.
 
Conclusion
It can be concluded that the government of the country has allocated resources in order to develop the facilities of the hospital while restructuring the organizational structure by mitigating the need of the change. It can be said that the employees of the hospitals can cause a hindrance while imposing new organization structure in the healthcare provider. The number of the beds will be increased to meet the community needs along with different services provided by the service provider to the patients. The vision of the hospital will be restored i.e. providing positive health to the patients
 
References
Ashkenas, R., Ulrich, D., Jick, T., & Kerr, S. (2015). The boundaryless organization: Breaking the chains of organizational structure. John Wiley & Sons.
Fan, J. P., Wong, T. J., & Zhang, T. (2013). Institutions and organizational structure: The case of state-owned corporate pyramids. Journal of Law, Economics, and Organization, 29(6), 1217-1252.
Guadalupe, M., Li, H., & Wulf, J. (2013). Who lives in the C-suite? Organizational structure and the division of labor in top management. Management Science, 60(4), 824-844.
Joseph, J., Klingebiel, R., & Wilson, A. J. (2016). Organizational Structure and Performance Feedback: Centralization, Aspirations, and Termination Decisions. Organization Science, 27(5), 1065-1083.
Joseph, J., Klingebiel, R., & Wilson, A. J. (2016). Organizational Structure and Performance Feedback: Centralization, Aspirations, and Termination Decisions. Organization Science, 27(5), 1065-1083.
Konstam, M. A., Hill, J. A., Kovacs, R. J., Harrington, R. A., Arrighi, J. A., & Khera, A. (2017). The Academic Medical System: Reinvention to Survive the Revolution in Health Care. Journal of the American College of Cardiology, 69(10), 1305-1312.
Koumaditis, K., & Themistocleous, M. (2014). Proposing and Testing SOA Organisational Structures: A Case Study Approach. International Journal of Reliable and Quality E-Healthcare (IJRQEH), 3(4), 1-18.
Lee, J. Y., Kozlenkova, I. V., & Palmatier, R. W. (2015). Structural marketing: using organizational structure to achieve marketing objectives. Journal of the Academy of Marketing Science, 43(1), 73-99.
Pakarinen, M., Pakarinen, M., Virtanen, P. J., & Virtanen, P. J. (2017). Matrix organizations and cross-functional teams in the public sector: a systematic review. International Journal of Public Sector Management, 30(3), 210-226.
Pettigrew, A. M. (2014). The politics of organizational decision-making. Routledge.
Ravaghi, H., Mannion, R., & Sajadi, H. S. (2015). Organizational failure in an NHS hospital trust: A qualitative study. The health care manager, 34(4), 367-375.
Van der Voet, J. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure. Euro

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Answer to question 1
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Human Immunodeficiency Virus Infection and Acquired Immune Deficiency Syndrome (HIV/AIDS) is the spectrum of medical conditions caused due to human immunodeficiency virus (HIV) following which the patient suffers from a series medical complications due to suppression of the immune system of the body. With the progression of the disease, the patient is likely to suffer from a wide range of infections like tuberculosis and other opportu…
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Leadership in the hospital is the ability to influence the staff toward providing quality health care. Leadership involves influencing human behavior to create a positive working environment (Langlois, 2012). Good leadership enables healthy relationships among staffs in the hospital enhancing quality delivery of health care services. Leadership is responsible to building teams that have trust, respect, support and effecti…
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Introduction
According to the researchers, it can be said that the management of the health care organizations has become a difficult task nowadays and the reason behind this is the occurrence of various issues in this sector (Hall et al., 2014). Therefore, the administrative employees of the organization should incorporate various revolutionized strategies for enriching the worth of care provided by the hospital to its clients and re…
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400846 Building Organisational Capacity In Health Care

400846 Building Organisational Capacity In Health Care

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400846 Building Organisational Capacity In Health Care

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400846 Building Organisational Capacity In Health Care

0 Download8 Pages / 1,839 Words

Course Code: 400846
University: Western Sydney University

MyAssignmentHelp.com is not sponsored or endorsed by this college or university

Country: Australia

Question:
Develop a Short Essay which Demonstrates Critical Analysis/Discussion of the Sydney Community Hospital Organisational Structure and its relationship to the stated Mission, Vision and Strategic Goals of this Organisation.
 
 
Answer:

Introduction
The aim of the essay is to develop a proper organizational structure that will help the healthcare organization while providing proper patient care to the population of the region. It is seen that the community is increasing in its population day by day while the number of nursing homes and other healthcare service providers are increasing also. The healthcare service provider chosen for the essay is Sydney Community Hospital. It is seen that the current organizational structure is not capable enough to serve the patient properly. Change management in terms of organizational structure along with the achievement of proposed goals and strategies are to be discussed in the essay in a proper way.
Advantages and limitations of the current organizational structure
It can be seen that the hospital has a functional bureaucratic organizational structure. Bureaucratic nature of organization is considered as a popular theory that is known for the hierarchical structures with a professional rules, lines, work standards, operating procedures, etc. in order to increase the productivity and efficiency. The advantage of this hierarchical structure in the organization is the clear flow of task among the workers of various management systems. The division of labour along with the work design is responsible for ensuring maintenance of stability and uniform standards of work. There is a clear line of authority and power in the system (Ravaghi, Mannion & Sajadi, 2015).
 
The limitation of the organizational structure in the hospital is the limited use of different types of facilities present in the hospital for patient care. The structure provides a general structure of management that is not helping the managers in order to help the patients in their required field. The present structure is not complying with the needs of the current programs of the different fields of operations. The main aspect is the lack of communication between the different forms of management.
Need of changing health needs of the population
The case study of Sydney Community Hospital (SCH) depicts the fact that the hospital is not able to serve the growing population of the community. The hospital is medium sized and is serving the community of the suburbs of Sydney. Apart from that, it can be seen that the health care service provider is not sufficient enough to meet the required patient care as well as in providing different types of services in improved patient care. It is the reason of the formulating the new organizational structure that will help the hospital in administering proper channels of communication with the required specialty services (Koumaditis & Themistocleous, 2014). The government is ready to invest to increase the hospital operations in the field of bed increase along with other departments of medical world. The increased population of that particular community of Sydney is recognized by the government, that is the reason for adapting changes in the hospital operations. Apart from that, the hospital authority itself has reviewed the requirement and needs of the different kinds of growing community. The ranges of services are also need to be changed while implementing different types of systems in the patient care services (Pakarinen et al., 2017).
Features of alternative organizational structure
It is to be recommended that the proposed organizational structure to the healthcare provider that match with the current change management strategies and the increase of the patient care services. The divisional organizational structure will be perfect to the healthcare service provider as it has many advantages which will help the employees associated with the hospital to provide an improved patient care to the community. It can be said that the divisional organization structure is a type of organization structure which is consisted of different activities such as supervision, task allocation and coordination. The divisional organizational structure is responsible for production of the standardized products and services at low cost and at large volume. Specialization of the task along with coordination are considered as the centralized function in the divisional structure (Konstam et al., 2017).
 
Ways of achieving strategic goals and new mission
It can be seen that the most of the health professionals of the healthcare service provider are acquainted with the vision and mission of the organization. Moreover, the senior officials are sometimes become a part of the strategy formation in the aspect of vision and mission. The elements of the strategy in the new vision and mission of the hospital must align with the current scope of development and the community needs along with the development of the healthcare service provider in the Sydney region (Lee, Kozlenkova & Palmatier, 2015). With the constant changing environment in the health care sector, the clinical managers and leaders are appeared to be continuous implementation of the various services with proper planning and redesign. The mission and vision of the hospital is to provide a positive patient care and health experiences to the population in the region. The multi-disciplinary teams of the hospital are focused in providing different types of high quality patient care that are efficient, effective that are capable of responding to the changes of the health needs of the community in the suburbs of Sydney. Moreover, the common functions that can be included in the organization are human resources, administration, marketing of services, etc (Pettigrew, 2014).
Lines of authority and responsibility in the new structure
However, it can be said that the lines of authority and responsibility in the new structure must be flexible in terms of meeting the strategic goals, as well as the vision and mission of the health care sector. The lines of authority consist of CEO of the organization under which COO, CFO, CTO, etc. Under the heads of these departments, executives and managers are there who are responsible for managing the hospital operations for the improved patient care along with the collaboration of the various teams of the health care service provider (Guadalupe, Li & Wulf, 2013). In this new divisional organizational structure, the responsibilities of the workers are clear and are dedicated to the strategic goals. The main aim of the authorities is responsible for accountability for patient outcomes, patient outcomes, and resource utilization. The aspect of resource utilization is considered as the main responsibility of the team while defining the strategic goals and mission of the health care service provider towards providing positive health care services. The structure will help in achieving the goals, as the communications between the various authorities of the companies are more flexible than previous (Joseph, Klingebiel & Wilson, 2016).
Advantages and limitation of the new structure
The divisional organizational structure is chosen has many advantages and disadvantages. The advantage of divisional structure of organization is the delegated authority of the different employees of the organization. The performances of the organization along with the workers are the measured within the group. Hence, if the level of performance of the work is low then it can be improved in this form of organizational structure. In this system of organizational structure, the leaders of the team can feel free while discussing the problems with the different groups regarding the changes (Van der Voet, 2014).
 
On the other hand, the disadvantages of the divisional structure of organization is that the number of divisions. In terms of politics in the office, the divisions of the organization in many circumstances are not efficient enough while utilizing the resources properly. Executive leadership is considered as the single most determinant in order to mitigate the problems that can cause in the divisional structure of organization. The shares pool of resources is sometimes in terms of the government sponsorship that can lead to the unhealthy rivalries (Fan, Wong & Zhang, 2013).
Ways of achieving patient care and community
The new plan for the change management of the health care service provider is to provide positive healthcare services to the growing population of the community. In the new organizational structure proposed by the senior management authority of the hospital, the strategic goals of the hospital in order to serve the community in a better way by considering the newly stated goals and objectives of the health care services are to be provided (Ashkenas, Ulrich, Jick & Kerr, 2015). The changes in the healthcare environment will definitely bring positive impacts in the community that is responsible for the different types of developmental activities of the hospital. The specialized services will be provided to the patients with the expectation of better patient outcomes.
 
Conclusion
It can be concluded that the government of the country has allocated resources in order to develop the facilities of the hospital while restructuring the organizational structure by mitigating the need of the change. It can be said that the employees of the hospitals can cause a hindrance while imposing new organization structure in the healthcare provider. The number of the beds will be increased to meet the community needs along with different services provided by the service provider to the patients. The vision of the hospital will be restored i.e. providing positive health to the patients
 
References
Ashkenas, R., Ulrich, D., Jick, T., & Kerr, S. (2015). The boundaryless organization: Breaking the chains of organizational structure. John Wiley & Sons.
Fan, J. P., Wong, T. J., & Zhang, T. (2013). Institutions and organizational structure: The case of state-owned corporate pyramids. Journal of Law, Economics, and Organization, 29(6), 1217-1252.
Guadalupe, M., Li, H., & Wulf, J. (2013). Who lives in the C-suite? Organizational structure and the division of labor in top management. Management Science, 60(4), 824-844.
Joseph, J., Klingebiel, R., & Wilson, A. J. (2016). Organizational Structure and Performance Feedback: Centralization, Aspirations, and Termination Decisions. Organization Science, 27(5), 1065-1083.
Joseph, J., Klingebiel, R., & Wilson, A. J. (2016). Organizational Structure and Performance Feedback: Centralization, Aspirations, and Termination Decisions. Organization Science, 27(5), 1065-1083.
Konstam, M. A., Hill, J. A., Kovacs, R. J., Harrington, R. A., Arrighi, J. A., & Khera, A. (2017). The Academic Medical System: Reinvention to Survive the Revolution in Health Care. Journal of the American College of Cardiology, 69(10), 1305-1312.
Koumaditis, K., & Themistocleous, M. (2014). Proposing and Testing SOA Organisational Structures: A Case Study Approach. International Journal of Reliable and Quality E-Healthcare (IJRQEH), 3(4), 1-18.
Lee, J. Y., Kozlenkova, I. V., & Palmatier, R. W. (2015). Structural marketing: using organizational structure to achieve marketing objectives. Journal of the Academy of Marketing Science, 43(1), 73-99.
Pakarinen, M., Pakarinen, M., Virtanen, P. J., & Virtanen, P. J. (2017). Matrix organizations and cross-functional teams in the public sector: a systematic review. International Journal of Public Sector Management, 30(3), 210-226.
Pettigrew, A. M. (2014). The politics of organizational decision-making. Routledge.
Ravaghi, H., Mannion, R., & Sajadi, H. S. (2015). Organizational failure in an NHS hospital trust: A qualitative study. The health care manager, 34(4), 367-375.
Van der Voet, J. (2014). The effectiveness and specificity of change management in a public organization: Transformational leadership and a bureaucratic organizational structure. Euro

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400846 Building Organisational Capacity In Health Care

400846 Building Organisational Capacity In Health Care

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400846 Building Organisational Capacity In Health Care

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400846 Building Organisational Capacity In Health Care

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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 for 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 education 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 manner.
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 time what 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 organization’s 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 that’s 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 one’s own priorities but often difficult to understand 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), 93–138
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).
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