Organization Structure and Culture

Only available on StudyMode
  • Download(s) : 1424
  • Published : June 13, 2014
Open Document

Text Preview

Organizational Structure and Culture
March 11, 2013

Organizational Structure and Culture
Organizational structure is described as the establishment of authority and the arrangement of the work group. Classical theorists developed the concept of departmentalization as a means to maintain command, reinforce authority, and provide a formal system for communication (Sullivan & Decker, 2009). The design of an organizational structure can be vertical or horizontal. Work is subsequently divided, and perhaps subdivided further. Tasks are specified and assigned to workers who fit into a plan.

Such is the case in the practice of Carey Surgical Associates. The medical director, and in this case, sole practitioner serves as the ultimate authority. Responsibilities are further specified as clerical, administrative, or clinical and assigned accordingly. To that end, there are managers who head up each of those departments and are responsible for the work in those domains. Organizational structure

The highest functioning organizational structure integrates organizational goals, size, technology, and environment. When structure is not aligned with the needs and goals of the organization, poor performance of the organization can result. This misalignment can show itself in the form of low staff morale, delayed decisions, problems or issues getting overlooked and ultimately, conflict. Organization structure is important for the leadership of the practice. The organization must function within the standards set in the mission statement. In the case of Carey Surgical Associates, these standards, visions and values include: provide patients with the highest quality of cosmetic and reconstructive surgical care, maintaining the highest level of medical proficiency, providing courtesy and helpfulness in patient care, provide a safe environment clinically and security, provide a system of health care that is highly valuable to the community. Executives, medical professionals, managers and office staff, have the responsibility to promote a structure that seeks to improve the quality of life in the practice and the community by providing compassionate high-quality health care that is driven by our stated values and focus on clinical excellence. Environment of Support

Every member of the management staff is responsible for setting a tone that supports the practice structure in the implementation of patient-centered care. This requires prompting open communication, which simplifies the process of delegation. This practice utilizes a team-player model in an effort to offer the best care to the patient from the clinical side all the way down to the receptionist who schedules the patient’s appointment. Every job within the practice comes with its own responsibility and importance. This model supports effective leadership, collaboration, shared goals, and effective communication. It is also a structure system of tasks, workflows, reporting relationships and communication channels that link among various members of personnel within the practice. The message being that every link in the chain directly affects patient outcomes. Information Systems

An important aspect of the practice organizational structure is communication. The use of information systems is used to improve the communication between different departments and staff within the practice. Paper charting is still the preferred method within the practice. All workers having an encounter with a patient document on the chart. This creates a flow where anyone can open the chart and follow the story line. Electronic recording is in the form of pathology and laboratory results, and hospital records. The practice has defined the roles and responsibilities for creating, handling, managing, and destroying (as deemed suitable) all practice information to only administrative staff. These defined roles and responsibilities establish the...