Organizational Systems Comparison: Vertical Organizational Structure.
Each healthcare organization has aims and goals to accomplish. Often the organizations are incorporated to provide quality and cost effective services to the patients while maintaining optimal profitability levels and a competitive edge.Organizational Systems Comparison: Vertical Organizational Structure.
For organizations to achieve the intended goals, a proper organizational structure should be put in place to communicate the lines of command, accountability and responsibility. It is an organization structure that determines the extent of operational efficiency and performance in an organization. My current work station is a large health care institution with a vertical organizational structure. A vertical organizational structure is a pyramidal top- down style of managing an organization. The managing director creates the organizational goals, mission, vision, strategic plan and work culture. These concepts are communicated to the middle level managers and line supervisors who ensure the processes are implemented through the lower level employees.The organization has many departments headed by managers and each department has two or more team leaders reporting to the managers. The front line employees report to the team leaders.Organizational Systems Comparison: Vertical Organizational Structure.
The vertical organizational structure has enabled the managers to provide a higher level of supervision thereby maintaining operational efficiency. In addition, the managers often give more direction and guidance to the employees compared to other organizational structures. This helps the employees to clearly understand their roles and offer a sense of job security. The vertical management structure is beneficial to the new employees who depend on direction to complete tasks before understand the processes in an organization (Heeringa et al., 2020). The vertical organizational structure has cultivated a sense of clarity and order in the organization since each employee is aware of their roles, tasks, and how to complete them within the set deadlines. However, the tall structure has introduced a form of rigidity and bureaucracy at work. In a rigid work environment, there is little or no nurturing of employee creativity and innovativeness. This can make employees feel less motivated, uninspired and in turn reducing their resourcefulness at work.Organizational Systems Comparison: Vertical Organizational Structure.
The vertical organizational structure has aligned with the organizational leadership strategy in my workstation in several ways. The main aims of the company has been to increase customer loyalty, maintain quality nursing care and increasing the profitability. To achieve these aims, the managing director ensured that each employee is aware of the goals and comprehends them. In addition, each employee understands how their personal input at work contributes to the overall achievement of the set goals (Jain, 2016). Each employee is made to explain how their current position impacts on the company’s strategic plan which helps to ensure work is done at each level. After communicating the company goals, the managers and the employees coordinate and collaborate within their different units to establish a common ground to work and achieve the goals. This coordinationpromotes efficiency as employees devote their synergies in work to boost performance.Organizational Systems Comparison: Vertical Organizational Structure.
Middle level managers and line supervisorsprovide a strong sense of leadership which ensures that projects performed by employees remained aligned to the business strategy. The direct supervision allows the managers to adjust the employees’ targets based on their actual outputs. The company resources are aligned within the tall structure and business strategy to ensure every employee work towards the set aims.Organizational Systems Comparison: Vertical Organizational Structure. The managers ensure that there is enough number of staff for each specialties required to perform tasks(Heeringa et al., 2020). In addition, each employee is provided with the required conceptual tools for tasks performance. The business strategy is reflected on how the jobs and designations are structured within the organization. The managers also ensure that the business strategy and structure are adaptable to future changes such as employee motivation, hiring and compensation policies, changes in marketing, new products, organizational procedures and government policies.Organizational Systems Comparison: Vertical Organizational Structure.
Nursing turnover impacts greatly on healthcare organizations’ performance, quality of services offered and competitive edge. The vertical organizational structure may prevent nurse turnover in the short run but not in the long run. Jain (2016)opined that vertical structure allows nurses have clarity on their tasks and what is expected of them.Organizational Systems Comparison: Vertical Organizational Structure. Due to the high level of supervision involved, there is operational efficiency and effectiveness. All the employees work towards a common goal which is communicated to them in advance. However, with time, the employees may feel less motivated since the vertical organizational structure gives less room for innovation, sharing of ideas and creativity.The tall structure does not promote communication and tapping of tactical knowledge among the team and suppresses the culture of collaborative decision making(Heeringa et al., 2020). In addition, there is less professional development and growth compared to the horizontal structure due to the long chain of command and functions since vertical structure is implemented mostly in large organizations. This makes the employees feel less valued, less productive leading to employee dissatisfaction and eventually high nurse turnover.Organizational Systems Comparison: Vertical Organizational Structure.
Several factors are responsible for nursing turnover in healthcare. Some nurses may quit because they feel disrespected in the workplace while others may quit due to poor communication among team members, lack of trust, and ineffective collaboration with others. Apart from these factors, a nurse may quit due to poor compensation and rewards. When registered nurses feel that her skills and workload do not match her current remuneration, or there are minimal opportunities for growth, they start looking for job opportunities where they can receive a higher pay. Human beings have an intrinsic need for recognition.Organizational Systems Comparison: Vertical Organizational Structure. When a nurse does not receive feedback concerning her work output, there is no system for rewarding exemplary performance, de-motivation sets in and eventually leaves the job creating a staff shortage.A healthcare leader would reduce nurse turnover due to poor compensation and rewards by ensuring that nurses have competitive remuneration which is commensurate to their workload, experience and skills (Meri, Hasan, & Safie, 2018). The leaders should support professional development through trainings and seminars. The trainings enable nurses to acquire new skills for better performance and professional opportunities. The healthcare leader should put in place a system that recognizes and rewards good performance in addition to the remuneration to act as a blend of intrinsic and extrinsic motivators of the nurses. This will encourage the nurses to put in more effort to their work which promotes effectiveness and efficiency in service delivery.Organizational Systems Comparison: Vertical Organizational Structure.
Given a chance, I would wish to work in an organization that has horizontal organization structure. This is because organizations with a flat structure allows employees to have more autonomy and are involved in decision making processes. There is more communication in flat structure compared to other structures which promotes teamwork and cohesion among employees. The decision making process is easier since there is little bureaucracy (Meri, Hasan,& Safie, 2018). Employees are free to share ideas and come up with innovative ideas of working on the various projects since the environment is conducive and nurtures creativity. The employees get a chance of learning new tasks and growing new opportunities which gives them job satisfaction. In general, organizational structures play a critical role in employee performance, motivation, and labor turnover. It is prudent for organizations to come up with structures that will allow them to achieve their strategic plans while promoting employee retention.Organizational Systems Comparison: Vertical Organizational Structure.
This assignment utilizes Turnitin. This means that this assignment has two Drop boxes; one for submitting a paper to Turnitin as a draft and one for submitting the final version to the instructor for grading. Both submissions are required for this assignment. Since a draft is required, please allow yourself time to complete the draft, submit to Turnitin, and make any needed updates prior to submitting the final paper.
Companies generally organize themselves into tall (vertical), flat (horizontal), or wide organizational structures. When you picture an organizational chart, the CEO of the tall organization generally leads from the top and leads from a distance. There are typically lots of spaces steps between leaders and employees with a well-defined chain of command. In flat organizations, there are fewer levels of management and employees have more autonomy; the CEO may be more knowledgeable about the daily activities in the organization and are more connected with employees.Organizational Systems Comparison: Vertical Organizational Structure.
On the other hand, wide organizations are generally more “loosely coupled”. In the loosely coupled organization, like a franchise operation, people work for the same organization but may be disconnected daily. They may come together for training, but generally, there are separate cultures for each of the organizations.Organizational Systems Comparison: Vertical Organizational Structure.
Nursing turnover is one of the biggest issues impacting profitability and performance in healthcare organizations. Healthcare organizations require a highly trained, fully engaged, and stable workforce. Losing critical employees impacts healthcare in many ways including a) Decreased quality of patient care, b) Loss of patience, c) Increased accident and absenteeism rates, and d) Increase staffing costs. Organizational Systems Comparison: Vertical Organizational Structure.
It could be argued that “employees quit managers, not businesses.” Depending on the organizational type, it may be easier for some nurses to quit. Here are a few factors that drive turnover in nursing:Organizational Systems Comparison: Vertical Organizational Structure.
Address the following components for the assignment submission: