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Organizational Structure
In an organization, organizational structure is the arrangement of different task division both as  supervision methods and also working schedules that provide the organization the way to achieve its main purpose at the end (Ravishankar, 2009.). It can also be defined as the way in which an organization’s employees look at their working environment. The structure of an organization always allocates responsibilities to individuals and groups to contribute in the organization’s working and also decision making, which are the larger part of the organization growth. The type of organization structure in Jackson North Medical center in Miami Florida is functional structure (Ravishankar, 2009.). This type of structure usually gives the power of decisions making to individuals, and the communication in the institution is usually formal at most levels. The type of setting usually formalizes most of the communications.

The organization structure creates an environment for client-centered care by taking into consideration that the setting usually focuses on the individual specializing in their field of expertise and becoming good in it; and here, the client becomes the center since all patients comes to the hospital with different types of illness. When a specific wing nurse is accustomed with their field of work so as to be the best in it, it usually provides an advantage to the patient. This implies that the structure of the organization usually gives room for better services and centering their attention for the good of the clients. The individual decision making also takes place in taking care of the client since a client may be in need of emergency service; and if one has no power to make a fast decision and needs to ask from others, the clients may lose their lives waiting for actions while communication between staff is done, which may be in vain to take place (Ravishankar, 2009.).

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In functional structure, setting communication is always slow and rigid and does not usually flow very well both ways since each individual have their field upon which to work at and mostly decisions in that field are at individual level and are made by individuals who are not responsible to anyone as it is their field of expertise. Communication in the medical center is usually  two-way, meaning it is both upwards and downwards. The rigidity of communication is usually caused by the formality in the organization settings. The decisions which are made by the council of governors in the organization are usually the decisions having impact on the institution itself and its relation with the law or other organizations, but most decisions concerning individual outcome are usually individual decisions (Ravishankar, 2009.). Every individual understands his/her own part and works on that with minimal supervision as the decisions are individual (Ravishankar, 2009.).

Communication in the organization usually takes place using internal memos on the notice boards and personal letters, and it rarely can be done face-to-face, though it still take place. Formality being the mainstream of the setting ensures that informal settings are left behind and usually avoided at all circumstances, especially in the communication.   Communication is also done using personal assistants in the institution. The setting usually exploits the formal setting, and hence, most of the communication is done in the formal manner  (Kurisaki, 1995).

Formal reporting lines would be the use of internal memos, official letters and the use of signed and stamped notes so as to pass information throughout the institution. The use of word of mouth is also a form of informal communication method  Formal and informal types of communication have no specific users, as they can be executed both ways to the superiors and from the superiors. The word of mouth communication is just used at personal levels, for instance, in communication between nurses while operating on someone (Ravishankar, 2009.). In this specific functional structure setting, leadership just comes with the rank. However, real leaders in the organization are individuals who work in the field. For instance, a nurse working during the night shift is the leader for that time and can make any decisions concerning the client up to his or her level of authority. The Board just leads facilitation of better service delivery to the clients and also to the workers.

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Social and cultural influences of the community are usually integrated into delivery of care by not at all considering the culture of the individual while attending to them. Usually, cultural background of the patient is less considered unless it has a direct impact on the delivery of the service. Otherwise, so much of cultural and social backgrounds are not a major topic when providing treatment service. Considering that different people with different background can attend the medical care, it is impossible to account for all diversities. However, the medical staff takes it into consideration within the limit that it might provide significant information on previous residence of patients and, thus, the origin of the illness (Parkes, 1990).

Generation differences influence culture of the workplace in many ways. With everyday people retiring and the younger generation coming to play in all organizations, there is usually the influence of the new members. The influence may be in the dressing code, communication and working practice itself (Dugdale, 2010). With the emergence of new discoveries in the technology sector, the new generation comes in with new ideas on the working areas, which may bring into the organization more advanced machinery and better working conditions, etc. The new generation also comes with new dressing codes in the organization following changing dynamics. Communication may also be affected by incoming new generation since there are changes and developments in professional language and profession-specific slang (Dugdale, 2010). Any organization with a fruitful hope of future ahead should always consider the new generation as a part and puzzle of their institution since by passing the old techniques to the new generation and spicing them with the new ones will change decision-making process and influence outcomes for the patients and the organization in general.