Organizational Analysis

Organizational Analysis

Introduction

Organizational analysis entails the process through which organizations review their development, workforce, working environment, among other business operations. Just like in business enterprises, healthcare institutions need to comprehend their position when maintaining and nurturing their workforce. It will help in the efforts necessary to meet different organizational goals and objectives. Therefore, this essay seeks to explore health systems in contemporary society, their adaptive systems, organization analysis using Collin’s model, as evident in the Central medical center.

Outcome Complex and Challenges of Adaptive Systems

Complex adaptive systems trace back to ancient days, whereby innovations creation facilitated the management of organizational changes. It utilizes a couple of paradigms in the control of thoughts. The models include population ecology, systems theory, and information processing. The hospital setting incorporates a team approach in the care of patients. Thus, the teams existing in the milieu ought to operate though the emerging health ecosystems (Ratnapalan & Lang, 2020). Through the comprehension of factors that facilitates team effectiveness, healthcare providers can respond appropriately to changes notable within the environment. Similarly, the complex adaptive system offers hospital management directives necessary in dealing with conflicts and problems in their encounters. The interconnectedness amid the systems has hands-on in social aggregation, which facilitates adaptation of the hospital setting in the provision of care to individuals seeking healthcare.

The perception of healthcare in the apparent twenty-first century exhibits complexities in myriad health events. As such, complex systems and models apply to the current health setting. The existence of countless self-adapting systems within large systems in the health environment impact on health. Often, the system presented is dynamic and, thus, constantly subjected to different changes it has to adapt (Ratnapalan & Lang, 2020). Therefore, to address the challenge, healthcare systems ought to be flexible to embrace inevitable changes within their encounter. Besides, the methods applied in health remain erratic and hence the difficulty of regulating diverse health transformations (Heavin & Power, 2018). Therefore, the health care systems ought to analyze the contributors of health concerns within their encounter and incorporate strategies to minimize such changes. In so doing, health institutions can adequately manage difficulties encountered with healthcare systems.

Organization Description

In essence, a pseudonym is a fictitious name that an author can utilize to conceal an organization’s actual identity. As such, there exist no legal restrictions for the organization due to the use of a pseudonym. Central medical center presents a patient-centered system that focuses on health promotion and recovery for individuals with different ailments. Besides, the center emphasizes the need for improvement of the whole system rather than single entities. The approaches towards the achievement of patient outcomes in Central Medical Center depended on the diverse process and thus exhibited outcomes that hold limited variability (Central Medical Center,2020). The mission for the hospital entails the “provision of care that promotes health, prevention of illness, and restoration of health.” The hospital center provides support to members subscribed to it while extending aiding and to communities in need of their support. Thus, the facility avails excellent care to individuals seeking health irrespective of their cultural and social background.

The vision and the mission statements for the center are directed towards availing an environment where the patients’ needs remain focal. As such, leaders within the organization openly depict their willingness to take up risks and learn from their mistakes. Thus, the continual expansion of the health care providers’ body of knowledge facilitates the attainment of desirable care to the patients (Central Medical Center, 2020). The Central medical center also incorporates extensive measures to limit medical errors within its setting. The measures instituted on hospital systems within the medical center ensure that patients are safeguarded from carelessness, which promotes health among the individuals.

The organization emphasizes the importance of ethics as applied in the health profession. The philosophy facilitates the attainment of the patient-centered goals, and this makes the hospital most visited by the community members. According to Central Medical Center statistics, the number of hospital visits is ever on the rise. Notably, new patients are reported on a weekly analysis. The facility is well equipped with the necessary tools and employees to accommodate almost overwhelming visitors into the facility adequately. I was lucky to analyze information from interviews conducted on a group of patients. The reports depict that nearly half of the population opts to seek health services from the organization. It is because of the conducive environment and well-thought practices that are above the standards that draw clients into the facility.

Organization’s Culture

Organizational cultures entail beliefs and values that apply to different organizations. Principles, ideologies, and policies within the Central medical center form the institutional cultures. The existence of diverse cultures within the hospital set up presents ways through which entities interact. Edgar Schein, a renowned professor, portrays the notion that in the field of organization management, cultures cannot be adopted on a single day (Schein, 2019). Therefore, within a course of time, new employees into the institution undergo several life changes that facilitate the adoption of different cultures. Such encounters to change notably in Central Medical Center necessitates adaptation through the changes existing within the environment. It is because it facilitates the acquisition of problem-solving skills. Similarly, Edgar Schein presents the influence that past experiences possess in the development of cultures within an organization. Thus, newly recruited employees into the medical center ought to strive to adjust to cultures existing in the new workplaces so that they can enjoy the working environment and thus perform their duties effectively.

According to Edgar Schein, organizational culture adopts three distinct levels, artifacts, values, and assumed values (Ashby et al., 2018). As for artifacts, it forms organizational characteristics that can be perceived, heard, and manipulated. Thus, the dressing mode of employees within the hospital setting, facilities, behaviors depicted, and the visions and mission held by the organization forms the artifacts. Values of diverse kinds exist within the hospital milieu and any other organization. Thus, the different values exhibited by different entities within the organization impact the cultures within the organization. Similarly, attitudes of the employees affect different organizational cultures. With assumed values, facts, and beliefs that remain confined do not influence corporate’ culture.  An example of such hidden aspects constitutes inner human aspects (Ashby, 2018). Central Medical Center is structured such that every employee holds delegated tasks and duties. The culture within the organization facilitates minimizing medical errors just as evident in the institution’s mission statement. Similarly, the health institution encourages constructivism that facilitates the learning of different cultures. Besides, the facility hosts medical training college, which not only provides training for health professionals but also learning of new cultures. For instance, the needy yet intelligent students within the medical institution are offered scholarships and financial aids by nonprofit organizations and other volunteers to foster their learning process.  As such, the students have instilled a sense of responsibility to different aspects within the institution that aids in their growth. It is crucial in directing the institution towards the attainment of organizational goals and objectives.

Leadership Style

The dominant leadership style adopted by Central Medical Center is the transformational style (Sahu et al., 2018). It is evidenced by its emphasis on top management working with different teams within the organization. The main aim of involvement and cohesiveness is to identify desired changes within the organization. Thus, the approach aids nurses as well as other care providers in executing change within the institution through inspiration (Giddens, 2018). Also, the leadership style serves to instill vision to members in Central Medical Center. Thus, with transformational leadership, individuals are motivated into the performance of their tasks. Since the adoption of the style, CMC has registered a reduction in medical errors and hence improved patient outcomes.

Polarity Thinking Model

Polarity thinking model aims at strengthening individuals’ perceptions of a portion of or whole systems amid interdependent aspects (Davidson, 2016). Thus, the existence of interrelated variables necessitates balance to facilitate positive health outcomes within a business environment. The Central Medical Center is evolving at an accelerated pace. With the transition, leaders face diverse challenges in the transformations evident within the workplace. Thus, the managerial entities within the institution incorporate evidence-based practices to meet the needs of their patients. The approach creates a balance within the institution as it facilitates not only the implementations of advanced technologies but also the maintenance of patient-centered approaches to care. Similarly, CMC strives to maintain organizational stability while embracing changes that allow the institution to move forward in inpatient care.

Collin’s Research Findings

According to Collin’s model, effective leadership necessitates hierarchical managerial capabilities. As such, in Collin’s framework, the highest level within the hierarchy, that is level five, leaders demonstrate sustained excellence (Davidson, 2016). Thus, with the combination of humility and will, the highest level that exists as the epitome of leadership can be attained. In CMC, their leadership encourages high performance. Effective executives among the teams remain as the main emphasis within the institution. As such, the organization possesses level four leaders who adopt coercion to excel in the provision of care to its members.

Central Medical Center applies a team collaboration approach that focuses on the contribution of the institutional team members. Hedgehog applied in the medical center focuses on measures that facilitate the attainment of team goals (Pietromonaco & Collins, 2017). They also emphasize the importance of autonomy in providing excellent care to their patients and clients. Thus, the concern for the medical center entails promoting health, preventing ailments, alleviating suffering, and rehabilitation. As for the flywheel concept, the institution utilizes changes through responsibility shifts within the institution. For example, responsibilities assigned to members occasionally remain a driving force for the staff. The cultures within the institution play a role in shaping individuals into competent individuals.

Organization’s Readiness for Change

In essence, some disruptive innovations are inevitable in many organizational settings. Disruptive innovation affects the functioning of the Central Medical Center. For instance, technological advances, both negatively and positively, impact the organization. As such, nurses and other health care providers within the Central Medical Center are flexible to changes within their environment (Christensen et al., 2018). Thus, the members hold strategies and different guides towards change.  Thus, the institution exhibits readiness to the implementation of various technological advances and to ensure that disruptive innovation direct towards the attainment of excellent care to patients and their families (Vecchiato, 2017). An example of a positive disruptive innovation is the introduction of electronic charts for patient documentation. It plays a significant role in limiting existing and the possibility of future medical errors within the institution.

Conclusion

In summary, health care systems experience shifts that impact in both negative and positive ways. Thus, healthcare systems ought to employ strategies that direct towards positive impacts while limiting the negative ones. Just like the Central Medical Center, health institutions should be flexible enough to accommodate changes. In so doing, the patient can receive standard care as they desire. All in all, Central Medical Center majors on patient’s needs, and their aim remains to provide several patients health dignity and achievement of possible recovery.

References

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Central Medical Center (2020). Team values and culture. Retrieved from: https://CentralMedicalCenter.org

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Ratnapalan, S., & Lang, D. (2020). Health Care Organizations as Complex Adaptive Systems. The Health Care Manager, 39(1), 18-23.

Sahu, S., Pathardikar, A., & Kumar, A. (2018). Transformational leadership and turnover. Leadership & Organization Development Journal.

Schein, E. H., & Schein, P. A. (2019). The corporate culture survival guide. John Wiley & Sons.

Vecchiato, R. (2017). Disruptive innovation, managerial cognition, and technology competition outcomes. Technological Forecasting and Social Change, 116, 116-128.