Organizational Structure & Culture

Organizational structure is the way an organization is organized to facilitate its operation among the members (Sullivan, & Decker, 2004, pg 267). Every organization usually comes up with a particular structure that tends to dictate their culture of operation in the organization. This dictates the leaders at the organization together with their responsibilities that they have at the organization. The paper will discuss on the type of the organizational structure that the Va Long Beach Healthcare System organization has implemented to facilitate their operation and it culture on the way they use it to achieve their objectives.

Type of Organizational Structure Basing on the Va Long Beach Healthcare System organizational chart, it is of the functional structure that tries to group the workers basing on the functions and their responsibilities at the organization (Norby, n. d). With this, we find that the workers are grouped into four categories that fall into the chief of staff, the associate director patient care services and the associate director and the assistant director system redesign of whom the rest of the workers are grouped under them.

The four major manages reports to the director of the organization of who directs to the compliance EEO patient safety public and community affairs. Environment of Support for Client Centered Care With their structure, they have been able to generate a good atmosphere that supports for client centered care in the organization. This is evidence as the assistant director systems redesign is in charge of the quality of the performance improvement in the organization and thus, being able to control the services that the organization offer to the client so enable client satisfaction.

Other than that, we find that the associate director is also entitled to the environmental management service of which all the workers under that particular department are reliable to for the betterment of the client care in the organization. The structure has also given the chief of staff the responsibility to ensure that the primary care and specialty clinics in the region are well organize to create good environment for the clients care within the organization. Lines of Communication and Reporting

As regard to the Va Long Beach Healthcare System Organizational chart, there are various channels of communication that goes on in the organization as will be discussed below in the paper. From the chart, it is clear that all the staff in the organization reports to the compliance EEO patient safety public and community affairs of who receives the information from the director of the company (Norby, n. d). This shows that, the EEO does not have any communication with the rest of the staff in the organization but rather with the director only.

Then the director receives information from the four major managers in the organization of who gets the information from their workers at respective sub departments. At this stage, he communicates with the chief of staff about the staff in the organization and whenever a new post of staff is needed in the organization, the director is able to contact the manager in charge to implement. The director then communicates with the associate director patient care service on matter related to the services that the organizational has to offer to the patient to achieve their goal.

Here, the entire sub department related to the patient care reports to the associate who gives the feedback to the director of the organization. Then there is the associate director who is entitled to the responsibility of all the services offered to the organization for its well being. This comprises of the engineering services, the financial management of the organization, the environment management service, material, human resource as well as the health information management service offered to the organization by their workers.

The leader of the sub department communicates as well as reports to the associate director who later reports to the director of the organization. The fourth communication channel in the organization is that between the assistant director system redesign and the sub departments under him which are quality & performance improvement, data collection & analysis and system redesign. This department deals with the maintainace of the organization, in that it deals with the way they can improve the quality of work done at the organization as whole.

In general, we can say that, the director usually receives information from the four managers of the department who receives from the managers of the sub departments under them. Power & Control In the organizational structure, there are both the formal as well as the informal reporting line. Some of the informal reporting is observed between their head of the sub departmental heads and their junior staffs under them of which the organization have not come up with any specific form format for them to report to their heads.

For the formal reporting it is well observed between the sub departmental heads to the departmental heads to the director who later on reports to the compliance EEO of the organization. This has in the long run given them the power to command the operations of the organization and thus allowing them to have powers over the other in their respective levels. Social & Cultural Influence to the Organization Whenever an organization majors in the cultural influence to the delivery of care in organization, they usually concentrates on the sets of the beliefs, standard of behavior as well as the attitude of the community around them (Black, 2003) .

With this, it will be able to affect the organization in its transparency of the information, how communal the workers are and the how formal they are in dealing with their work at the organization. In the given organization, the community has tried to be more understanding and that has led to the good working relationship among the employers and employees at the organization. Influence of the Generational Differences to the Organizational Culture

Generational difference is the gap the usually exists between the workers in relation to their cultures and age together with other aspects in life. This has to be managed correctly in any organization to ensure better relations among the workers. While managing this, it usually has some influence on the culture of the organization (Dittmann, 2005). One, it makes the organization to be able to work in teams so that to encourage the workers to understand one another regardless of where they are coming from, thus encouraging team work culture at the organization.

Secondly, it has influenced the organizational culture to be of diversity in that the employer is able to recruit more diverse people in term of age, religion, ability and specialty to the organization to facilitate good productivity of the organization services. This is has been one of the major influences at the organization as regard to the kind of work that they are involved with that requires diversity.

Reference

  • Black, R. J. (2003) Organizational Culture United States: London Dittmann, M. (2005)
  • Generational Differences at Work Retrieved 8th January 2009 from http://www. apa. org/monitor/jun05/generational. html
  • Draw Organizational Structure for Your Business (2008): Retrieved 8th January 2009 from http://www. conceptdraw. com/en/products/cd5/ap_organizational_structure. php
  • Norby, R. B. (n. d) Va Long Beach Healthcare System Organizational chart Sullivan, E. J. , & Decker, P. J. (2004)
  • Effective Leadership and Management in Nursing 6th Ed pp 245-350 New Jersey: Pearson Prentice Hall

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