Unit 6 Assignment – Organizational Analysis
This assignment is designed to assist you in applying the concepts learned in this course.
• Briefly describe an organization that you are/have been involved in.
• Evaluate the culture of the organization.
• Evaluate the leadership style of the leader in that organization you are most familiar with.
• Describe a change or addition to the current strategic plan of the organization that you think would improve its performance. For example: Increasing the culture of patient safety within the organization or the organization becoming more involved in the community it serves. Your strategic plan goal should be measurable.
• Considering the culture and leadership of the organization, utilize the change process to implement the change. Make sure you include how you would evaluate the change.
(The organization I work for is Northside hospital Atlanta, Leadership style is transformational, supervisors and manager have very positive leading style, more inspiring than pushing and punishing. Ideas for The change to strategic plan- hire more permanent full time workers instead of travel nurses because people who work on floor all the time are more responsible for their patients in my opinion. (Safety, falls, general patients’ outcomes). Other idea maybe for hospital to have discounted services for needed or have free clinic once a month.) Just ideas , but you can research the northside website and come up with something.
The paper should:
• Be approximately 6-8 pages long, double-spaced (1500-2000 words)
• Include a title and reference page – not included in the page count
• Exclude sources older than 5 years
• Include 5-6 sources from the required readings scholarly sources, cant be older than 5 years
• Include an introductory paragraph and a conclusion
Unit 6 Assignment – Organizational Analysis
The culture of the organization is aligned to the outcomes of patients and its growth in the marketplace. Northside Hospital Atlanta is a hospital network in Atlanta, Georgia, which has medical facilities in the metropolitan area. The healthcare system provides diverse specialties such as gastroenterology, orthopedic surgery, neurology, gynecology, and oncology. Healthcare has a flagship which is located in Sandy Springs. In 2018, an eight-level patient tower was opened to house blood and marrow transplant services. The healthcare organization has about 2000 employees and 800 physicians. The management system has expanded the facility to 304 beds capacity to meet the growing needs of the population (Carroll & O’Reilly, 2019). The management system need to consider changing the strategic plan by hiring more workers. The potential workers should be permanent and full-time employees. This would increase patient safety, reduce the prevalence rates of falls, and improve general outcomes of patients. The strategic plan of the healthcare organization is influenced by mission and core values of the healthcare organization.
The mission statement of the healthcare organization is to improve the wellness and health status of the community. This has made the management to dedicate their time to make the healthcare care facilities center of excellence in terms of providing high-quality services. The administration pledge compassionate support, uncompromising care, and personal guidance to patients in their journal to holistic recovery. The Northside Hospital Atlanta is dedicated to maintaining regional leaders in providing medical specialties through unsurpassed and innovative practices. The healthcare organization has a diverse culture aligned with education and outreach programs to enhance the wellness and health of the community system (Eskandari et al., 2020). The current outstanding devotion in the Northside Hospital Atlanta is fueled by instinctive devotion to core values. The workforce can provide distinctive medical services through the communication of values and motivating philosophies. These values include excellence, compassion, community, service, teamwork, progress, and innovation.
Culture of Organization
The administration system of the Northside Hospital Atlanta has created a unique culture in the services delivery, which helps in attracting customers from all ethnic’s groups. The nursing workforce is team-oriented, and they can demonstrate concerns for other groups. Its cultural characteristic is distinguished by some values, which are the outcome, people, and team-oriented. The healthcare team can value precision when analyzing problems or approach different situations. Stability and innovation are key values that support medical staff to predict the course of outcome and encourage risk-taking. The workforce is very aggressive, thus stimulating a competitive spirit (Macharia, 2017). The degree of hierarchy is another factor that defines organizational culture in the Northside Hospital Atlanta. The key values of the Northside Hospital Atlanta are the channel to the authority of the healthcare system. Medical staff can work through a well-defined organizational structure through the expectation of the official media. This means that employees have well-defined jobs, thus establishing a good relationship with the healthcare administration team.
The degree of urgency in the Northside Hospital Atlanta shows how different units can respond to the needs of people. The leadership system is driven by innovation and decision-making culture to meet the urgent needs of patients. With the changing marketplace of health, a high level of urgency in providing medical services is required for the organization to remain competitive. The health administration in Northside Hospital Atlanta can provide high-quality services that are consistence and fast-paced (Smet, Lackey & Weiss, 2017). Also, Northside Hospital Atlanta provides patient-centered services. The dominant values of healthcare systems believe that patients drive overall organization performance and productivity. Many health care units are aligned to the needs of the patient in their operational processes. All function is built on patient-centric culture to meet the primary needs of patients.
The Northside Hospital Atlanta tends to consider symbols, behavioral norms, rituals, traditions, and customs of the community in its operational culture. The health administration can create a values blueprint where all employees can engage in a candid conversation with their leaders. A value committee is selected to ensure that strong and desired cultures are maintained in all nursing competencies. The culture of Northside Hospital Atlanta is sustained by identifying artifacts and traits of job performance. The broad concepts of the organization, which helps in sustaining culture, involve social, material, and ideological culture. The social cultures define the role and responsibility of medical staff through the distribution of power among the workforce (Eskandari et al., 2020). The material culture involves evaluating how medical staff can conduct themselves in terms of supporting each other and exchanging ideas. Ideology culture is guided by beliefs and values that provide intellectual and emotional guidelines to govern the interactions of people.
Leadership Style in the organization
The transformational leadership style is an essential precursor to achieving patient safety in the Northside Hospital Atlanta. The transformational leader influences the level of patient satisfaction and outcomes of care delivery. The key attributes of transformational leadership in the organization involve demonstrating fairness and integrity model in the care delivery process. Leaders can have high expectations while encouraging other people (Carroll & O’Reilly, 2019). The transformational leadership style has benefited the healthcare system’s operations in terms of improvement of staff satisfaction and organizational outcomes. The rate of employee turnover has significantly reduced. Patients can get improved outcomes in the process of care delivery. This means that the transformational leadership style is centered towards excellence in all departments of the Northside Hospital Atlanta.