Feb 23, 2024 HCA 545 Assignment: Organization Structure Analysis
HCA 545 Module 6 Assignment: Organization Structure Analysis
HCA 545 Assignment: Organization Structure Analysis
Effective management of the existing organizational resources is one of the drivers of organizational success. Often, managers strive to ensure that the existing resources are utilized efficiently to optimize the expected goals of care. This entails the utilization of effective organizational structures that are responsive to both internal and external factors influencing the performance of health organizations. Therefore, this discussion question examines the various aspects of organization structure analysis including effective organizational management structures, their comparison with that of my organization, change management structures and procedures, and challenges presented by the 2010 Health Reform Bill and its influence on my organization.
Effective Organization’s Management Structure
Effective organization’s management structures have several characteristics. One of them is the existence of high performance culture in them. These organizations have a culture of high performance that is deeply embedded in its processes. The culture can be seen in various organizational aspects such as values, beliefs, policies, and assumptions that guide the execution of various organizational tasks. The strong focus of the organizational stakeholders on high performance implies that they have learned the different ways in which they can respond to internal and external influences. The organizations with high performance cultures also have uniform ways in which organizational tasks are undertaken. The uniformity implies that all the employees in the organization know the manner in which issues are solved, hence, minimal time wastage in getting things done (Kaliprasad, 2011). Consequently, expected high performance exists in these organizations.
Moreover, an effective organization management structure is also characterized by a strong focus on competence, control, and active stakeholder collaboration. The organizations exercising it are highly focused on ensuring that the employees have the right knowledge, skills, and experience that would drive the needed success. They are also driven by achievements rather than competition. As a result, their employees are oriented towards achieving the set organizational goals. There is also a significant level of control in these organizations. Effective systems, processes, as well as procedures have been developed to guide the execution of tasks in such organizations. Further, there is also a strong focus on collaboration rather than individuality (Romano, 2017). The organizational goals are achieved collectively rather than through independent efforts of the employees.
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An effective organization’s management structure is also characterized by significant flexibility. The managers do not assume the authoritative responsibility of making organizational decisions. Instead, inputs from employees are incorporated into the decisions that are embraced in the organization. The employees are also free to express their ideas and concerns and can challenge unsupported actions in the organization (Tetteh & Chapman, 2018). These aspects make these organizations highly flexible, thereby, their effective response to internal and external influences in their markets.
Comparison with My Organization
There exist significant similarities between the above characteristics of effective organization’s management structure with those of the Mat-Su Regional Medical Center where I work. One of the similarities is the fact that our organization has a high performing organizational culture. The employees have been made to understand that they are part of the success of the organization. The management has embraced structures that focus on continuous quality improvement. The aims of the Mat-Su Regional Medical Center have been communicated in its mission and vision statements. As a result, there is a significant alignment between the roles and responsibilities of the employees with the mission and vision of the organization. There is also a strong focus on promoting competence and active collaboration in the hospital. The management is dedicated towards ensuring that the right opportunities for professional growth and development are provided to the employees. For instance, we are provided with regular training opportunities that have improved our knowledge, skills and competencies in the provision of healthcare. Therefore, safety, quality, and efficiency in healthcare have been enhanced significantly. There is also active stakeholder collaboration in our organization. Most of the organization’s activities are undertaken in teams. This has improved the efficiency in which organizational tasks are done (Tetteh & Chapman, 2018). Therefore, there are significant similarities between the above characteristics of effective organization’s management with the one for the organization I work with.
There exists one difference between an effective organization’s management structures with that of Mat-Su Regional Medical Center. There is little focus placed on the contribution of the employees in the decisions made in the latter. Generally, most of the organizational decisions are made by the management. Hence, there is minimal involvement of the other organizational stakeholders who implement the decisions. This approach to management often results in undesired organizational outcomes such as poor execution of organizational strategy and resistance to change among the implementers (Moretti, 2017). Therefore, this aspect should be addressed for effective management of organization’s structure in my hospital.
Change Management Structures and Procedures
Changes are inevitable in organizations. Therefore, organizations must come up with structures and policies that are utilized to respond to unexpected changes in their markets. One of the change management structures that are utilized to respond to unexpected change in our organization is training of employees. Employees are provided up-to-date training on the ways to address the changes in healthcare. The management also constantly seeks for new opportunities for addressing to not only the current issues in healthcare but also future needs of the diverse population (Tang, Yin, & Ullah, 2018). Through training, the employees have the competence that is needed to respond to unplanned change.
The other change management structure that has been put in place is the utilization of transformational leadership. According to Moretti (2017), transformational leadership focuses on ensuring that the organization does not resist changes in its environment but embrace and grow with them. The leadership of an organization focuses on ensuring that the long-term goals of the organization are achieved with the adoption of strategic interventions that align with the vision and mission of the organization. There is also a strong focus on ensuring that new ways of doing things are explored for flexibility. Over time, the organizational stakeholders learn about ways of responding to change, hence, the use of this leadership style to address unplanned changes in the organization.
Procedures that are utilized in responding to unexpected change also exist in the organization. Firstly, the management of the organization must determine the change and aligning with the goals of the organization. The second step entails determining the impacts of the change on the existing organizational processes. This aids in the determination of the resources that would be needed in addressing the change. The third step entails the creation of a communication approach. The organizational stakeholders must be made aware about the change, its impacts, and the need for responsive strategies. The fourth step entails providing the employees with the right training to respond to the change. The fifth step entails the implementation of a structure that will address the change. Lastly, the support structure is monitored and evaluated to determine its effectiveness in responding to the unplanned change (Tang et al., 2018). Therefore, combining these procedures and management structures enhance the capabilities of the organization in responding to the change.
Steps on Resignation
There exist steps that are followed if the CEO of our organization resigns. Firstly, the board of management must convene a meeting to decide on the way forward after the resignation. This is followed by the board members announcing to the public the resignation of the CEO. The planning of the communication often takes time since the outgoing CEO must be consulted in the process. The content of the announcement may consist of aspects such as announcing the departure of the CEO, recognizing the contributions of the CEO to the organization, and the steps that would follow. The second step that is followed in our organization is the board members working with the human resources department to come up with the search process for a new CEO. They develop various aspects related to the search process such as the profile of the organization, profile of the candidate, screening procedure, and ways of conducting the interview. The search will be compiled and communicated to the public to attract suitable candidates. Interviews will then be conducted and best-fit candidate hired. Orientation will be provided to the selected candidate upon their confirmation of the letter of offer (BUCKLEY, 2016). One of the things I would do differently is trying obtaining feedback from the outgoing CEO on the ways in which the incoming CEO can be supported to improve his or her performance better.
Challenges of 2010 Health Reform Bill
One of the challenges of 2010 Health Reform Bill is the issue of regulating healthcare costs. The adoption of the bill implied that health organizations were required to embrace strategies such as health information records to safeguard the privacy of patients’ data. Our hospital has addressed the issue of healthcare costs by focusing on interventions such as training its employees and rewarding them to reduce unnecessary costs attributed to high turnover rates. The other challenge is the increasing patient population utilizing healthcare services. The implementation of the bill resulted in an expansion of the population under medical insurance scheme. While this increase might be beneficial to hospitals, it mounted significant pressure on them to improve the quality of care irrespective of patient population. Therefore, our hospital intends to address this challenge by opening subsidiary branches across the US to meet the needs of the increasing population utilizing its services. The last challenge is ensuring that care that meets the set standards of care for it to receive reimbursement from insurance firms (Teitelbaum & Wilensky, 2017). The hospital is addressing this challenge by hiring highly qualified personnel and training its employees on modern ways of addressing the healthcare needs of different populations.
References
BUCKLEY, J. (2016). EQUAL EMPLOYMENT OPPORTUNITY COMPLIANCE GUIDE: 2017 edition. Place of publication not identified: WOLTERS KLUWER LAW & BUS.
Kaliprasad, M. (2011). The human factor II: Creating a high performance culture in an organization. IEEE Engineering Management Review, 39(1), 25-35.
Moretti, A. (2017). The Network Organization: A Governance Perspective on Structure, Dynamics and Performance. Cham: Palgrave Macmillan.
Romano, L. (2017). Project portfolio management strategies for effective organizational operations. Pennsylvania: Hershey, IGI Global.
Tang, D., Yin, L., & Ullah, I. (2018). Matrix-based Product Design and Change Management. Singapore Springer Singapore.
Teitelbaum, J. B., & Wilensky, S. E. (2017). Essentials of health policy and law: Includes the 2018 annual health reform update. Burlington, MA: Jones & Bartlett Learning.
Tetteh, E. G., & Chapman, H. (2018). Lean six sigma for optimal system performance in manufacturing and service organizations: Emerging research and opportunities. Hershey, PA, USA IGI Global, Business Science Reference.
1) Write a paper (1,250-1,500 words) that addresses the following:
a) Describe an effective organization’s management structure according to the content provided.
b) Compare this structure with that of your organization.
c) Identify change management structures and procedures in place to face challenges that inevitably occur.
d) What procedures would your organization follow if, for instance, a key figure such as the CEO, CFO, etc. should announce his/her resignation? What would you do differently?
e) Identify at least three challenges presented by the 2010 Health Reform Bill and how your organization has or should address them.
2) Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
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3) This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment.
Re: Module 6 DQ 1
Week 6Creating a team approach to health care is something that has grown over the past decade. It will be seen a lot more with the changes on health care and reform. As the population ages providers will see patients with a growing list of concerns and co-morbidities. Due to the increased access to insurance plans with the implementation of the ACA, providers will also begin to see an increase in patient load of all ages. This has created a need for a team approach in health care. Teamwork can be defined as two or more people who act together interdependently towards a common purpose and measurable goals (Salas et al, 1992).
One way to address the increase need of providers and to encompass a team approach is through the use of advanced practice clinicians (APCs). Many HCO’s and physician offices are now using ARNP’s and PA’ s to help meet the community needs. Health care by definition is a multi-disciplinary system by which care is provided by professionals of different occupations; physicians, APC’s, nurse’s , RT’s, and health care professionals from different specialties. They all encompass the health care team and must collaborate together for quality care of the patients they serve. This type of team work establishes stability and efficiency in health care.
Outside of the clinical role in health care is the role of other professionals, including nurses, that fulfill another role of the team. In health care there is shared governance. Shared governance was initially introduced to improve nurses work environment, satisfaction and retention (Anthony, M., 2004). Early models of nursing used patient assignment (team nursing), and this model is still used in many facilities today. Governance models are newer models and integrate core values and beliefs that professional practice embraces as a process to achieve quality care (Anthony, M., 2004). It is important to know your role and the role of others to be an effective part of a team. Team members need to collaborate in working closely together, share in planning, assessment, goals and achievements. The benefits of high performing teams is that they appeal to management and those within the team. Another reason teams are of benefit is that they can produce new solutions to old problems and can identify logical approaches to regulatory requirements.
If the team members are aware of their roles, then they can proceed with their part of the project. They will need to communicate their progress to other team members in order for the team to stay on track and solve any potential problems that arise. This can be done through meetings. Each team member must be committed to the project as well as the team in order for the end result to show quality in their work. Each individual’s efforts should be recognized throughout the project as well as upon completion. People will feel empowered and feel a sense of achievement, they grow professionally and may even consider career advancement as a result of growing their knowledge
References
Anthony, M., (2004). Shared governance models: The theory, practice and evidence. Retrieved from http://ojin.nursingworld.org/MainMenuCategories/ANAMarketplace/ANAPeriodicals/OJIN/TableofContents/Volume92004/No1Jan04/SharedGovernanceModels.aspx.
Johnson, J., A., (2009). Health Organizations: Theory, Behavior and Development. Jones and Bartlett Publishers. Retrieved from https://viewer.gcu.edu/FAWCRU.
Salas et al, (1992). Toward an understanding of team performance and training. Retrieved from https://www.hrhresourcecenter.org/HRH_Info_Teamwork.html.
Course Code Class Code Assignment Title Total PointsHCA-545 HCA-545-O500 Organization Structure Analysis 80.0
Criteria Percentage Unsatisfactory (0.00%) Less than Satisfactory (65.00%) Satisfactory (75.00%) Good (85.00%) Excellent (100.00%)
Content 100.0%
Analyze Organization Management Structure, Procedures, and Challenges 40.0% Does not demonstrate an understanding of management structure, procedures, and challenges. Does not provide an explanation of the importance of structured management systems within an organization. Does not include challenges the organization faces, or how they are handled. Demonstrates only a minimal understanding of management structure, procedures, and challenges. Provides only a minimal explanation of the importance of structured management systems within an organization. Does not include challenges the organization faces, or how they are handled. Demonstrates knowledge of management structure, procedures, and challenges, but has some misunderstanding of the importance of developing and maintaining structured management systems within an organization. Does not fully identify challenges the organization faces, and how they are handled. Description of an effective management structure is clearly present, containing sufficient detail. Discussion is adequate. Research is from scholarly sources. Most are authoritative but some are outdated. Comparison of structures is clearly present. Challenges addressed adequately, including possible solutions. Thorough knowledge of an effective management structure is clearly present, containing interesting and perceptive detail. Discussion is insightful, thorough, and detailed. Research is relevant, derived from current scholarly sources.. Clearly articulates the importance of developing and maintaining structured management systems within an organization. Comparison of structures is clearly present, containing interesting and perceptive detail. Challenges clearly addressed; solutions well articulated and supported.
Integrates Information From Outside Resources Into the Body of Paper 30.0% Does not use references, examples, or explanations. Provides some supporting examples, but minimal explanations and no published references. Supports main points with examples and explanations, but fails to include published references to support claims and ideas. Supports main points with references, explanations, and examples. Analysis and description is direct, competent, and appropriate of the criteria. Supports main points with references, examples, and full explanations of how they apply. Thoughtfully, analyzes, evaluates, and describes major points of the criteria. HCA 545 Assignment: Organization Structure Analysis
Assignment Development and Purpose 7.0% Paper lacks any discernible overall purpose or organizing claim. Thesis and/or main claim are insufficiently developed and/or vague; purpose is not clear. Thesis and/or main claim are apparent and appropriate to purpose. Thesis and/or main claim are clear and forecast the development of the paper. It is descriptive and reflective of the arguments and appropriate to the purpose. Thesis and/or main claim are comprehensive. The essence of the paper is contained within the thesis. Thesis statement makes the purpose of the paper clear.
Argument Logic and Construction 8.0% Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources. Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility. Argument is orderly, but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis. Argument shows logical progression. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative. Clear and convincing argument presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative.
Mechanics of Writing (Includes spelling, punctuation, grammar, language use.) 5.0% Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice and/or sentence construction are used. Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register), sentence structure, and/or word choice are present. Some mechanical errors or typos are present, but are not overly distracting to the reader. Correct sentence structure and audience-appropriate language are used. Prose is largely free of mechanical errors, although a few may be present. A variety of sentence structures and effective figures of speech are used. Writer is clearly in command of standard, written, academic English. HCA 545 Assignment: Organization Structure Analysis
Paper Format (Use of appropriate style for the major and assignment.) 5.0% Template is not used appropriately, or documentation format is rarely followed correctly. Appropriate template is used, but some elements are missing or mistaken. A lack of control with formatting is apparent. Appropriate template is used. Formatting is correct, although some minor errors may be present. Appropriate template is fully used. There are virtually no errors in formatting style. All format elements are correct.
Research Citations (In-text citations for paraphrasing and direct quotes, and reference page listing and formatting, as appropriate to assignment and style.) 5.0% No reference page is included. No citations are used. Reference page is present. Citations are inconsistently used. Reference page is included and lists sources used in the paper. Sources are appropriately documented, although some errors may be present. Reference page is present and fully inclusive of all cited sources. Documentation is appropriate and citation style is usually correct. In-text citations and a reference page are complete and correct. The documentation of cited sources is free of error.
ADDITIONAL INSTRUCTIONS FOR THE CLASS
Discussion Questions (DQ)
Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.
Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.
One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.
I encourage you to incorporate the readings from the week (as applicable) into your responses.
Weekly Participation
Your initial responses to the mandatory DQ do not count toward participation and are graded separately.
In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.
Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).
Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.
APA Format and Writing Quality
Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).
Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.
I highly recommend using the APA Publication Manual, 6th edition.
Use of Direct Quotes
I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.
As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.
It is best to paraphrase content and cite your source.
LopesWrite Policy
For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.
Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.
Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?
Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.
Late Policy
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