Literature on Organizational Structure and Success - Free Samples

Question: Discuss about the Literature on Organizational Structure and Success. Answer: Introduction Organizational development is an important aspect of the organization that takes many factors into consideration. Many organizations require changes that account for the development of the organization. Many organizations are faced with expansion and growth challenges leading to underutilization and poor quality of services. Alfred Hospital ICU is an organization that faces many challenges that included strategic management, effective communication, training, and training. The organization, therefore, needs some changes especially on the management to factor in the changes and growth development. In addition, the organization needs to focus on mending its weaknesses and allowing growth characterized by proper utilization of resources. Therefore, there are some recommendations that need to be implemented to improve the organizational situation. Some of the key areas of improvement include the development of organizational strategy, organizational culture, and quality of services and s taff motivation among others. The following paper explores the organizational development with reference to Alfred Hospital ICU case. Alfred hospital had faces organizational development challenge that prompted the immediate development of strategies to solve the problem. The case has involved the hospital expansion that was due to many employees. Alfred Hospital ICU had 20 Intensivists, 39 doctors in training, over 400 nurses and some 20 support staff. These staffs provided a vast health care for many different health conditions that include national pediatric lung transplant program and State Services for heart lung temporary replacement and retrievals and many more specialized treatments. In addition, The Alfred is one of two centers providing State Services for adult trauma, HIV and bone marrow transplantation with a budget of more than $50M (Alfred Hospital Intensive Care Unit, 2014). These developments occurred rapidly without proper strategic plans leading to various challenges within the organization. The management of organizational change characterized with organizational mismanagement resulting into chaos between employees and the management of the organization. In addition, the organization focuses on offering care at the expense of organizational unity. In 2005, study shows that the hospital remained underutilized as compared to other smaller healthcare facilities at the time. The ICU unit of the organization failed to reach its obligation and this was also characterized by poor quality of the services offered by the hospital. In addition, most employees function as distinct without teamwork and uncoordinated with many work related challenges. These rendered the organization unsatisfactory and of poor leadership (Alfred Hospital Intensive Care Unit, 2014a). The organization lacks unifying culture that may foster unity and communication between employees. T hese challenges prompted the organization through trainees to develop various structures and strategies to reduce these problems. Problem and challenges confronting the organization There were some problems that affected the organization leading to underutilization of the facility and unrealized potentials. The organizational problems and challenges can be divided into employees issues, team problems, management or leadership and organizational development Firstly, the first problem was self-explanatory as the hospital expanded tremendously without a strategic plan. The organization is at the time lacked strategic components such as vision, mission, objectives and core value that could drive the organization forward. The primary challenge is that the organization faces were the inability to see the future through vision. This made the organization to lack focus and sense of direction. Moreover, lack of core value made the expansion and the larger number of staff present lack unity. The facility, therefore, was up-to no task with many trainee doctors remaining unutilized (Luthans Doh 2015). Lack of organizational culture is another problem that highly affected the organization. The organization lacked a well-documented culture that can bring the organization employees together connected to the management. The organization culture improves the business environment full of respect, relationship, and integrity and employee employment. Alfred Hospital ICU lack culture that unites the organization towards goals (Flamholtz Randle, 2014). The problem was that the organization had various staffs that were not united and exhibited low teamwork. Another key problem that was realized within the organization was lack of unity among practitioners with that made most of them remains distinct and unconnected from others. This is a serious issue with the facility that is highly specialized an performed highly regarded care and treatments. This is also caused by lack of the leadership skills that are required to unite those employees. This was a challenge that caused a prominent facility fail to reach its full potential. The consequent was poor quality and lack of stature both within the organization and outside the organization (Sullivan, 2010). Thirdly, poor work attitude that highly affected health practitioners under training within the hospital. The poor attitude that results from disunity lowers the quality of care offered to the customer within the organization. Moreover, the organization had limited management capabilities that can show leadership among the trainee doctors leading to low service offered. Specialized treatments such as heart lung transplantation require multidisciplinary teamwork and without unity among employees, there is the possibility of poor quality of treatment. This was the situation within the Alfred Hospital ICU, a specialized care facility with greater potential and human resource (Western, 2010). Strategic management problems Lack of quality management framework was another problem that the organization faces. As the organization expands and show high potential the organization lack the quality management framework that can regulate the standard of care offered to patients. This is also coupled with lack of risk management strategy that can assess the risk resulting from the expansion and development of the organization. Despite the regulation of healthcare within Australia, Alfred Hospital ICU shows no proper laid down the procedure for inspecting and managing the quality of services within the organization (Little, 2014). The organization has some many different strength that can make the organization to perform within the healthcare sector of Australia. Firstly, the organization has necessary resources that have high potential when properly utilized. Secondly, the organization has human resource capability that is good for the business and this is exhibited by the many nursing officers, trainee doctors, and support staffs. Strength of the organization is also based on technological capabilities (Skelsey, 2013). The organization also equality have weaknesses that have the potential of reducing the performance of the organization. Firstly, the organization lacks a proper strategic plan that copes up with the organizational improvement. The organization increases in size and resources without a good sense of direction and this is dangerous as it increases the chance of underutilization. Secondly, another weakness of the organization is based on the management as it shows no leadership that can organize employees (Mesly, 2017). The organization has numerous opportunities that can be harness for the betterment of the organization. Firstly, the organization has human resources that show high potential if properly utilized to provide health care services. Secondly, the organization has the opportunity to use the vast resources in the organization and this can help the organization to get more clients and profitable. Thirdly, the organization offer specialized care that is highly in demand and this can help the organization to expands or grow. The organization also has a new niche that is characterized by few industry players (Lim, 2017). The organization also has various threats that are both internally or externally. Firstly, lack of leadership and management is a threat as it makes the organization provides low quality of services characterized by underutilization of these resources. Secondly, the hospital has underutilized resources especially human resources that remain underutilized. Thirdly, disunity of an employee within the organization makes the quality of the services provided low and challenge (Mesly, 2017). Recommendations for improvement within Alfred Hospital ICU In light of the challenges and problems that the organization there are many different recommendations that the organization needs to implement within the organization. Tied with these recommendations are the justifications that give the reasons for implementation of these recommendations. These recommendations can be grouped into various categories and discussed at length. The organization needs to develop a good strategic plan that has various components such as vision, mission, values, strategy, and objectives. Firstly, the business needs to develop a vision of the business that gives the direction and the expected growth strategy. The vision for the organization gives the ultimate goal where the organization needs to reach. Vision carry the aspiration and goals of the ICU the organization intends to do within the healthcare system. Secondly, the organization needs to come up with core values that can reduce the disunity as this will improve the organizational culture. The values lead the organization into the unity since it determines the organization behavior. Thirdly, the mission statement is also important as it gives the business what it's up to in the business. The hospital mission will help the organization to explain the main activities. Fourthly, the organization needs to develop the business strategy that when combined with vision look into the future. In addition, the organization has to develop objectives or goals that the management craves to achieve in business (Aubrey, 2015). Organizational structure is another area that needs to be developed within the organization. The organization lacked the proper organizational structure that factor in various management issues and employees. A good organizational structure considers various internal and external business factors. For instance, the organizational structure has the potential of improving interpersonal communication and coordination. The organization implementing organizational structure will also help in involving employees and trainees in management. Another example of the organizational structure that can be used in organization is functional structure or matrix structure that involves more than on culture. Organizational structure that also includes employee and trainees within the management will help increase profitability of the organization (Dean, 2009). Organizational behavior Effective communication is another area that the organization needs to focus on. Organizational need to develop communication framework that factor in the unity of the employee especially during multidisciplinary is important for the organization development. The teamwork required a good communication strategy that coordinates activities with the health care. In addition, good communication is coupled with quality leadership that can unite all business employees within the organization. Effective communication enables the business to build its reputation through external communication. Effective communication based on the organizational structure assist employees to connect with external stakeholders (Hartnell, Ou Kinicki, 2011). Alfred Hospital ICU needs to develop an organizational culture that is characterized by organizational development. The organizational culture enables the organization to leave in harmony. In addition, the organizational culture determines the behavior of the employees and their relationship with each other. The organization culture makes employees feel connected and geared toward the organizational goals and objectives. As the organization focus on organization culture, development will be based on the culture of the organization. Some aspect of the organizational culture includes organizational communication and core values. These aspects of organization enable the employees to view each other as colleagues with a similar goal in the organization. This is essential in unity among employees especially during teamwork or multidisciplinary care service (Flamholtz Randle, 2011). Organizational development The organization needs to develop a good management framework that shows leadership. The organization needs to come up with the management framework that has leadership as this will solve the disunity issues of the organization. Moreover, the organization should come up with management structure such as a functional structure that gives various department management required. The organization also needs to implement management structure that brings harmony to the organization without causing disunity among health employees. In addition, the organization management framework that focuses on organizational development and expansion (Bennett Wayne, 2013). Development of employee motivation needs to be implemented in Alfred Hospital ICU to improve employee engagement. Rewards are some of the motivation that can drive employees to work together and with morale. As evidence from the case study, the organization lacks proper motivational strategy that can encourage employees to work with the morale. Motivated employees work better and offer quality services and this requires proper management strategies that work towards improvement. Therefore, the organization needs to come up this management strategy with the view to increase the organizational development (Zhang, 2009). Training of employees is another important area that also helps the organization reach business obligations. Firstly, the organizational training is needed within the organization to foster unity and teamwork approach. Organizational training is important for instilling the organizational culture that makes the organization remains united and focus. Secondly, the organization training that focuses on reforming the business aspect of the organization in order increase profitability. In addition, the organization changes need to be known to the employees within the organization. For instance, training assists employees with organizational core values that help them reach goals working together. Training also helps employees to work together with understanding and build a relationship with each other (Lim, 2017). Quality management framework needs to be developed in the organization that will ensure that the quality of service is higher. The organization needs to come up with quality management that works to improve the quality of the healthcare services. In addition, the organization should work to reduce all the factors that may result in risk within the organization. Quality management strategies offer the best practice that can help restore the reputation of the organization. Quality management is critical for organizational positioning that increases the brand reputation in the healthcare industry of Australia (Jex Britt, 2008). Despites the challenges and the problems that the organization faced, the Alfred Hospital ICU through various collaboration with Intensivists saw the problems and devised a plan that would work toward a better hospital management and this also resulted into development of strategies and structure of management. At the end the organization, is currently one of the best organization in management of organizational development and change. In addition, the organization received an award for being the best organization offering specialized care in 2014. Currently, Alfred Hospital ICU is one of the recognized organization with quality health care services throughout Australia (Alfred Hospital ICU, 2014). Conclusion In conclusion, organizational development is an important aspect of an organization that focuses on expansion and strategic management. As an organization, Alfred Hospital ICU faces many different organizational challenges that required improvement and development of strategic management. Some of the problems that the organization faces include lack of organizational communications, strategic planning, and management, lack of organizational culture, lack of quality management framework, lack of motivation framework and poor work attitude. The organization has its own strength and weaknesses that have an impact on the organization management. The organization needs to come up with the strategic plan, motivation framework, develop organization culture, quality improvement strategies and organizational training. The organization has a high potential for improvement in terms of business organization and quality of services. References Aubrey, B. (2015). The Measure of Man: Leading Human Development. McGraw Hill Education. Alfred Hospital Intensive Care Unit, (2014). The Alfred ICU won the Wayne Cascio award for organizational change and development. Retrieved from: https://www.alfredicu.org.au/assets/Miscellaneous-Downloads/Wayne-Cascio-Award-for-Organisational-Change-Development.pdf Alfred Hospital Intensive Care Unit (2014a). Organizational development and change. Retrieved from: https://alfredicu.org.au/ Bennett, J. L. Wayne B.M. (2013). Coaching for Change. Routledge. p.172. Dean, C. (2009). RIMER Managing Successful Change. Australia: Uniforte Pty Ltd. Retrieved from: https://www.uniforte.com.au/ Flamholtz, E.G. Randle, Y. (2011). Corporate Culture: The Ultimate Strategic Advantage, Stanford University Press, Stanford California, pp. 56 and 2627. Flamholtz, E. Randle Y. (2014). Implications of organizational Life Cycles for Corporate Culture and Climate, Chapter 13 in B. Schneider and K. Barbera, The Oxford Handbook of Organizational Climate and Culture, Oxford Library of psychology, Oxford university press, 2014, pp. 235265. Hartnell, C. A., Ou, A. Y., Kinicki, A. (2011). Organizational Culture and Organizational Effectiveness: A Meta-Analytic Investigation of the Competing Values Framework's Theoretical Suppositions. Journal of Applied Psychology (online publication). doi:10.1037/a0021987 Jex, S. Britt, T. (2008). Organizational psychology: A scientist-practitioner approach. 2nd ed. New York: Wiley. Lim, M. (2017). Examining the literature on organizational structure and success. College Mirror, 43 (1):16-18. Retrieved from: https://www.cfps.org.sg/publications/the-college-mirror/article/1098 Little, J. (2014). Lean Change Management: Innovative Practices For Managing Organizational Change. Happy Melly Express. Luthans, F. Doh J. P. (2015). International Management, Culture, Strategy, and Behavior (9th ed.). Mc Graw Hill Mesly, O. (2017). Project feasibility Tools for uncovering points of vulnerability. New York, NY: Taylor and Francis, CRC Press, 546 pages, 9 Sullivan, R. (2010). Practicing Organization Development: A Guide for Leading Change, Jossey Bass. Skelsey, D. (2013). Why Do People In Business Resist Change? Project Laneway. Retrieved from https://www.project-laneways.com.au/blog/articles/_thread_/why-do-people-in-business-resist-change. Western, S. (2010). What do we mean by Organizational Development, Krakow: Krakow: Advisio Press. Retrieve from: https://www.advisio.biz/en/wiedza/what-do-we-mean-by-organizational-development,26.html Zhang, X. (2009). Values, Expectations, Ad Hoc Rules, and Culture Emergence in International Cross-Cultural Management Contexts. New York: Nova Science Publishers.