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Limitations of Organization Charts

Limitations
1. Maps lines of decision-making authority 2. Helps people understand their assignments 1. Shows only formal relationships and those of indicate degree of authority 2.Does not their co-workers 3. Reveals to managersas they are supposed 3. May show things and new personnel how they fit into the organization toContributes toto be organizational structure be or used sound rather than as they 4. are 5. Shows formal lines of communication

Advantages

4. Possibility exists of confusing authority with status

The informal structure also has its own leaders. In addition, it is also has its own communication channels, often referred to as the grapevine.

Organizational Culture
Is the total of an organizations value, language, traditions, customs, and sacred cows (issues which are not open to discussion or change)

It is a system of a symbols and interactions unique to each organization. It is the way of thinking, behaving and believing that members of a unit have in common.

Organizational Climate
Often confused with organizational climate how employees perceive an organization

Organizational structure as the source of motivated and coordinated activities within organizations, activities that serve as a foundation for practices and behaviours that endure because they are meaningful, have a history of working well and are likely to continue working in the future
- Waters (2004)

4 components critical culture:


Trust and Trustworthiness Empowerment Consistency Mentorship

-Kane- Urrabazo (2006)

Managers and leaders can assist with creating a shared culture by storytelling; using narratives about the organization in orientation, meetings, and performance review

-Pinkerton (2006)

Shared Governance:
Organizational Design for the 21st Century?
one of the most innovative and idealistic of organization structures developed in the mid-1980s as an alternative to the traditional bureaucratic organizational structure flat type organizational structure

Participatory Management
implies that others are allowed to participate in decision making over which someone has control.

Sample nursing councils in a shared governance, from Wake Forest University s Baptist Medical Center (n.d.)

Professional Nurse Practice Model (PNPM) issues include nursing quality, nursing policy and procedure, nursing research , resource utilization, and professional growth
- Black (2003)

The number of health care organizations using shared governance models has been revitalized due to the current nurse shortage

-Hess (2004)

Hospital using shared governance model report that shared governance improve staff nurses perceptions of their job and practice environment

- Carmanica (2004)

Recent research examining shared governance model results in lessening nursing shortage

-Huston (2006)

Shared governance requires a substantial and long-term commitment on the part of the workers and the organization.

Organizations and Magnet Status


During the 1980s AAN first began identifying hospitals that maintained well qualified nurse executives in a decentralized environment, with organizational structures that emphasizes open, participatory management (Upenieks, 2003)

The Fourteen Forces of Magnetism for Magnet Hospital


1. Quality of Nursing Care 2. Organizational Structure 3. Management Style 4. Personnel Policies and Programs 5. Professional Models of Care 6. Quality of Care 7. Quality Improvement

The Fourteen Forces of Magnetism for Magnet Hospital


8. Consultation and Resource 9. Autonomy 10.Community and the Hospital 11.Nurses as Teacher 12.Image of Nursing 13.Interdisciplinary Relationships 14.Professional Development

Committee Structure in an Organization


Managers also are responsible for designing and implementing appropriate committee structure

Committee Structure in an Organization


If properly done: Generate ideas and creative thinking to solve operational problem or improve services Improve the quality and quantity of work accomplished If NOT properly done:
Committee can be nonproductive for the organization Frustrating to committee members Committee can be a liability and wastes time, energy and money

Factors to Consider when Organizing Committees and Making Appointment The committee should be composed of people who want to contribute in terms of commitment, energy and time The member should have a variety of work experience and educational backgrounds. Composition should, however, ensure expertise sufficient and complete the task

Factors to Consider when Organizing Committees and Making Appointment Committee should have enough members to accomplish assigned task but so many that discussion cannot occur. Six to eight members usually ideal. The task and responsibilities including reporting mechanisms, should be clearly outlined

Factors to Consider when Organizing Committees and Making Appointment Assignments should be given ahead of time, with clear expectations that assigned work will be discussed at the next meeting All committees should have written agendas and effective committee chairperson

Responsibilities and Opportunities of Committee Work

Committees present the leadermanager with many opportunities and responsibilities.

Managers serve as members of committee and as a leader or chairperson of committees.

The manager has a responsibility to.


Select appropriate power strategy. Use skills in group process to influence and gain power in meeting. Create and environment at unit committee meeting that leads to shared decision making. Be aware that staff from different cultures may have different needs in group

In the leadership role, an opportunity exists for important influence on committee and group effectiveness A dynamic leader inspires people to put spirit in to working for a shared goal Leaders keep the committee on course. Committee may be chaired by an elected member of the group, appointed by the manager, or led by the department or unit manager.

Groupthink
occurs when group members fail to take adequate risks by disagreeing, being challenged or assessing discussion carefully. If manager is actively involved groupthink can be lessen

There is no one best way to structure an organization. Variables such as size of organization, capability of its human resources, and the commitment level of its workers should be always be considered

Organizational Effectiveness

Regardless of what type of organizational structure is used, certain minimal requirements can be identified:
The structure should be clearly defined so that employees know where they belong and where to go for assistance. The goal should be to build the fewest possible management levels and have the shortest possible chain of command. This eliminates friction, stress and inertia

The unit staff need to be able to see where their task fit into common task of the organization The organizational structure should enhance, not impede communication. The organizational structure should facilitate decision making that results in the greatest work performance

Staff should be organized in a manner that encourages informal groups to develop a sense of community and belongingness. Nursing services should be organized to facilitate the development of future leaders

Integrating Leadership Roles and Management Functions Associated with Organizational Structure
The leader-manager takes responsibility for ensuring that subordinates also understand overall organizational structure and the structure at the unit level. The integrated leader-manager also facilitates constructive informal group structure

The integrated leader-manager comes to meetings well prepared and contributes thoughtful comments and ideas Integrated leader-manager also refrain from judging and encourage all members of a committee to participate and contribute

The integrated leader-manager understands the organization and recognizes what can be molded or shaped and what is constant

Learning Experience
Whos the Boss? In groups or individually, analyze the following, and give an oral or written report. Have you ever worked in an organization in which the lines of authority were unclear? Have you been a member if a social organization in which this happened? How did this interfere wit the organizations functioning? Do you believe that the one boss/one person rule is a good idea? Dont hospital clerical workers frequently have many bosses? If you have worked in a situation in which you had more than one boss, what was the result?

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