Case Of Whitlam Memorial Hospital

Case Of Whitlam Memorial Hospital

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Case Of Whitlam Memorial Hospital

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Case Of Whitlam Memorial Hospital

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Question:
Discuss about the Case of Whitlam Memorial Hospital (WMH).
 
 
Answer:

Introduction
The success of Whitlam memorial Hospital (WMH) just as any other organizations depends of on the implemented organization structure. The choice of organization structure selected helps with the leadership of an organization as well as the management. Further, organization structures play a major role within an organization. Major roles within organization such allocation of duty, supervision as well as coordination within the entire organization. Achievement of organizational goal, objectives, mission, and vision also depend entirely on the type of organization structure being used (Sullivan, 2013).  Organizational management are therefore in this manner have the responsibility to select a working organizational structure which is anchored on mission and vision of the organization. The content of this essay will discuss organizational structure about Whitlam memorial Hospital (WMH) as well as the link between organizational structures and mission, vision and objectives.  The content of this paper will further examine the current organizational structure used Whitlam memorial Hospital (WMH) as well as a suitable organizational structure which can be used about the expanding demand of Sydney community.
 
Thesis statement  
The success of an organization depends entirely on the type of organizational structure and strategies being applied. Also, for any organization to succeed in activities such as coordination, supervision and task allocations, the selected organizational structure must be linked to the organizational mission and objectives.
Strengths and weaknesses of the bureaucratic organizational structure as currently being used in Whitlam memorial Hospital (WMH)
Whitlam memorial Hospital (WMH) as an organization is as of now utilizing customary bureaucratic organizational structure. This current organizational structure at Whitlam memorial Hospital (WMH) is obviously sponsored with a few qualities and impediments about the Sidney community healthcare service provision condition (Marquis & Huston, 2015).  The healthcare environment in Sydney has been changing based on the medicinal services requests of the community members.  It is therefore evident that, with the current organizational structure, Whitlam memorial Hospital (WMH) can oblige 130 patients. This is because bureaucratic organizational structure as at present being utilized by Whitlam memorial Hospital (WMH) management can offer 130-bed capacity limit. This is one detriment of the authoritative bureaucratic structure it is not adaptable to permit the limit increment. The clinic has an exclusive 130-bed office for more than ten years which means that the current authoritative structure is not impeccable to suit the changing wellbeing requests of the Sydney community. Despite the fact that most of the healing facilities in the zone may have less bed limit as low as 110-bed capacity contrasted with Whitlam memorial Hospital (WMH), it is apparent that the present association structure can’t meet the Whitlam memorial Hospital (WMH) vision, mission as well as the organizational purpose (Westphal, 2005).
 
As evident in the case study, Whitlam memorial Hospital (WMH) for over a time of ten years has been putting forth a similar restorative health care services to the Sydney community.  As indicated by the given contextual investigation, Whitlam memorial Hospital (WMH) with the current organizational structure has just been giving; general intense therapeutic administrations, surgical administrations, obstetric medicinal administrations and crisis to the nearby Sydney community.  The study organization for over last 10years has not hinted at any change in their line of healthcare conveyance to the individuals from Sydney community group demonstrating further that the organization can’t meet the changing wellbeing needs of the group with the current functional organizational structure.
Despite the fact that it has not been said within Whitlam memorial Hospital (WMH) case situation, the bureaucratic, hierarchical structure has some imperceptible confinements; for example, correspondence might be constrained in light of the unbending and institutionalized method for tasks. High level of the formalized task might be beneficial yet additionally disadvantageous to an organization such as an organization. The junior specialist at Whitlam dedication Hospital (WMH) given the formalization set by the authoritative structure will be unable to express their feelings which may help roll improvements associated with the organizational position and administration arrangement (Scott, Mannion, Davis & Marshall, 2003). Likewise, Whitlam commemoration Hospital (WMH) bureaucratic units have adjusted vertical responsibility with even poor responsibility and constrained correspondence between among the bureaucratic units.
Moreover, bureaucratic as an organizational structure makes an authoritative culture which is worthwhile in an organization as each functional gathering is completely mindful of their part. Different medical attendants and specialists at Whitlam memorial Hospital (WMH) dominate the hierarchical techniques and methods for performing different exercises for quite a while traverse in this way least supervisions. Another preferred standpoint of practical hierarchical structure delighted in by Whitlam memorial Hospital (WMH) is the administration control, the head management officer has a general power and settles on all choice in the doctor’s facility (Tomey, 2009). Nonetheless, Whitlam dedication Hospital (WMH) administration is right now considering hierarchical rebuilding and change of the present techniques for a beneficial result.
 
Whitlam memorial Hospital (WMH) organizational objectives, mission, and vision
The organization has over the past had a mission statement, vision and an objective in which all the hospital activities are anchored. The effective use of procedures inside an association relies upon key authoritative perspectives: the organizational vision, mission, and core organizational objectives (Maddern, Courtney, Montgomery & Nash, 2006). The vision proclamation alludes to the position an association may wish to accomplish later on. The statement of the mission, on the other hand, is a short explanation which condenses the reason and purpose for an association such as the Whitlam hospital, its prospects and how the organization association works. Targets of an association is another angle which adds to the accomplishment of an association. Whitlam dedication Hospital (WMH) as an association has targets which have been condensed in the association’s statement of purpose as “Provide health experiences that can respond to the changing needs of the community.”
Although the association has an immaculate statement of purpose which shows its motivation, the present procedure of the doctor’s facility makes it troublesome for the association to take care of the changing wellbeing demand of the group. The association has thought of another mission which requires new hierarchical structure and techniques to accomplish. The association is thinking about “to provide the highest quality, specialist health care in partnership with patients, careers, the community at large and other health care providers” as the new mission statement which will be the driving force towards successful service delivery” as the new statement of purpose which will be the main impetus towards fruitful administration conveyance (Mickan & Boyce, 2006). Whitlam Memorial Hospital (WMH) should think of an alternative organizational which is adaptable as well as linked to the new organizational mission, vision, and objective.
Flat organization structure as an alternative to Whitlam Memorial Hospital (WMH)
Based on the changing healthcare environment of Sydney community and the ineffectiveness of the current organizational structure employed by Whitlam Memorial Hospital (WMH) in meeting the organizations’ mission and objectives, it is advisable for the organization to adopt a flatter organizational structure. Whitlam Memorial Hospital (WMH) as an organization should consider a flatter organizational structure which will be organized according to the current mission, vision, and objective.
 
Strengths and limitation of a flatter organizational structure
The association should utilize level association structure which will permit adaptability and independence among the individual from the association while attempting to understanding the mission and goals. The level organization structure will permit viable correspondence like allowing employees with self-governance and options to convey solutions on the table for testing circumstances. Appropriation of an organizational structure by Whitlam Memorial Hospital (WMH) will have a considerable measure of advantages to the association contrasted with the conventional poor authoritative structure.
A flatter organizational structure is required by Whitlam Memorial Hospital (WMH) to guarantee that the association meets the now changing medicinal request of the community. With the new organizational structure, the medical attendants and specialists will have the capacity to play out their obligations with a considerable measure of adaptability and self-governance. As per HR reports, are a dependably considerable measure of efficiencies when working inside a favorable and self-governing condition (Northouse, 2018). A level association is adaptable which makes it the best authoritative technique for Whitlam Memorial Hospital (WMH) at present proposed changes.
The previous association structures just permitted bed limit of 130 beds. In any case, with the current organizational structure, the association will have the capacity to extend the bed ability to the proposed 250 beds. This will be conceivable as each worker of the clinic will work towards the accomplishment of the present recommendations and in addition to accomplish the business mission and target. Also, compliment hierarchical structure is more adaptable contrasted with bureaucratic association structure; this will enable different people inside the group to contribute towards benefit change by the healing center. Another preferred standpoint of a compliment authoritative structure is the broadening. Selection of a compliment association by Whitlam Memorial Hospital (WMH) will empower expansion of treatment as present epidemiological reports show. The association will have the capacity to treat a few maladies given expanded research and commitments from all medical caretakers and specialists (Tomey, 2009). The association will likewise have the capacity to procure exceptionally talented workforce.
In like manner, a flatter structure works in ways which are by the current Whitlam Memorial Hospital (WMH) mission. Accomplishing organizational mission and goals implies viable medicinal specialist organization for the Sydney, people group part. It likewise implies meeting the now changing restorative request of the community. In any case, there are different difficulties which accompany the execution of new hospital procedures.
Conclusion
As seen above, Whitlam Memorial Hospital (WMH) workers may have a couple of issues receiving the new framework. This is, therefore, one weakness of implementing a flatter association structure. Whitlam Memorial Hospital (WMH) is probably going to profit from a new organizational structure and meet the changing community wellbeing requests
 
References
Maddern, J., Courtney, M., Montgomery, J., & Nash, R. (2006). Strategy and organisational design in health care.
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)
Mickan S.M. & Boyce, R. Organisational change and adaption in health care. In M.G. Harris & Associates (2006). Managing health services: Concepts and practices. Sydney: Mosby Elsevier. pp 67-78.
Mickan, S., & Boyce, R. A. (2006). Organisational change and adaption in health care.
Northouse, P. G. (2018). Leadership: Theory and practice. Sage publications.
Scott, T., Mannion, R., Davis, H. & Marshall, M. (2003). Implementing culture change in health care: theory and practice. International Journal for Quality in Health Care, 15, (2), 111-118
Sullivan, E. & Garland G. (2013). Motivating and developing others. In E. Sullivan & G. Garland Practical leadership and management in nursing (2nd ed.). London: Pearson Education Ltd.pp.135-153
Sullivan, E.J (2013). Effective leadership and management in nursing (8 th ed.) Upper Saddle River, New Jersey: Prentice-Hall. Chapter 2.
Tomey, A. M. (2009). Nursing management and leadership. USA: Mosby Elsevier.
Westphal, J.A. ( 2005).  Resilient organizations. Matrix model and service line management. Journal of Nursing Administration 35(9), 414-419

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