Category: Organizational Structure

Executive Summary:

In this project we are going to talk about the definition of Organizational Structures, its Importance, we will go deeper to present each type, state why, how and when they are used, their advantages and disadvantages, Features, Purpose, Factors for Designing them, the added value for using the organizational structures and at the end we will state our conclusion and recommendations.

Definition of Organizational Structures:

Definitive structure chooses how the occupations, drive and obligations are consigned, controlled, and encouraged, and how information streams between the different degrees of the board. A structure depends upon the association’s objectives and strategy. In an joined structure, the best layer of the board has the more noteworthy portion of the energetic drive and has tight control over workplaces and divisions. In a decentralized structure, the energetic drive is appropriated and the workplaces and divisions may have different degrees of independence. An organization, for case, Delegate and Bet that offers different things may organize their structure with the objective that social occasions are isolated by each thing and depending upon arrive region as well.

Importance of Organizational Structure:

The following are the importance of organizational structure:

1. Away from of control, obligation relationship workplaces way better comprehension of the targets and the procedures of the undertaking.
2. Various leveled structure sets down the two channels and the cases of correspondence. It empowers suitable organization.
3. It helps with arranging works out of the portion parts so as to empower the affirmation of the goals of the affiliation.
4. It makes a difference in advancement and broadening of the works out of an affiliation.
5. Laborers back in affiliation increase their support and move forward their will to work. It enlivens graduation and inventive thinking.
6. Utilization of approaches and the achievement of the targets gotten to be less complex. 7. It thwarts duplication of capacities and makes it conceivable to achieve most extraordinary creation with the slightest endeavors. In this way to achieve these preferences, an definitive structure need to be arranged well with care.

Types of Organizational Structures:

According to a study done by (n, 2018) there are 4 types:

• Functional Structure
• Divisional Structure
• Matrix Structure
• Flatarchy Structure

Functional Structure:

It is based on dividing the company into smaller groups with niche tasks or role, it’s similar to bureaucratic. In this type, each department has a boss or supervisor, with top down management hierarchy who supervise lower levels. A perfect example of this strategy is the military organization.

Advantages:

• Employees who work in such a structure are well organized and grouped according to tasks and functions
• Employees focus on specific work or mission

Disadvantages:

• This structure lacks teamwork, communication and discussion
• This structure also lacks creativity and it limits the employees’ ability to develop and improve

Divisional Structure:

This structure is used in large companies that work across several horizontal objectives. It’s applied in GE (General Electric Company) that contains aviation, transportation, currents digital and renewable energy departments. It can also be created geographically if the company has different geographic locations

Advantages:

• It allows employees autonomy
• Each department operates as an independent company that work on its own aspects & divisions and specify budgets to control its own resources
• It offers flexibility by allowing each employee to operate as if its own company, reporting to CEO, one or two upper supervisors

Disadvantages:

• Employees working in different departments, but the same function are unable to communicate well
• Divisional structure may have tax implications by raising issues with accounting practices

Matrix Structure:

It’s a hybrid organizational, a blending of the functions and projects. In this structure employees are supervised by two or more managers who they report to depending on the situation or project. For instance, a financing employee may report to financial manager, but at the same time a project may arise studying a budget, then this employee should report to the project manager as well. Such structure is challenging, where it involves the knowledge of roles, responsibilities, work priorities and reporting to multiple bosses.

Advantages:

• Sharing knowledge between the employees across different functional divisions
• Attaining strong communicational skills & understanding roles
• Broadening employees’ skills & knowledge, thus increasing professional company growth

Disadvantages:

• Creating confusion and conflict between supervisors and bosses about the issue to be reported
• Creating confusion regarding employees’ job roles if not clearly defined

Flatarchy Structure:

This structure is a hybrid type used in startups and small companies. Flatarchy structure is a result of mixing functional and flat structures. It requires decision making through the levels of organization and flattens out the vertical appearance of a hierarchy. Flatarchy structure is best used when the company has an innovative program or internal incubator, where it’s able to operate in an existing structure, however through this structure and at any of its levels, employees are preached to suggest ideas and run with them potentially to invent a new flat form. A good example of this strategy is Google and LinkedIn, who already have an internal incubator, thus their employees are peached to be creative and innovative to promote the growth of the company.

Advantages:

• It allows innovative company-wide
• It eliminate red tape that might stall innovation in functional structure

Disadvantages:

• This structure could be confusing and inconvenient if all employees involved don’t agree on the way of organizing the structure
• Makes it more difficult to coordinate the activities and functions of a larger number of subordinates
• This structure have been criticized on the ground that they put a lot of pressure on subordinates by imposing on them too much of responsibility

The work culture gives an identity to the organization. In other words, an organization is known by its culture. The organization culture brings all the employees on a common platform. … It is essential for the employees to adjust well in the organization culture for them to deliver their level best

Features of Organizational Structure:

• Determines the administrator and degree to which jobs, force and duties are designated.
• Depends on destinations and methodologies
• Acts as a point of view through which individual can see their association and it’s condition.

Purpose of Organizational Structure:

• Divides work to be done in explicit occupations and dept.
• Assigns undertakings and obligations related with singular employments.
• Coordinates assorted authoritative assignments.
• Establishes relationship people, gatherings and divisions.
• Established formal lines of power.
• Allocates hierarchical assets.
• Clusters occupations into units

Factors for Designing Organizational Structure:

In such manner the accompanying elements to be considered in planning a viable authoritative structure:

• Environment
• Technology
• Size of the association
• Strategy

Condition: It is a significant factor influencing the hierarchical structure. It would think about the effect of clients, providers, contenders, lawful and political changes and social and monetary conditions

Innovation: Technology is a mix of apparatuses, procedures and know – how and impacts hierarchical structure.

Agreeing Joan Woodward contemplated inferred that innovation is a significant effect on hierarchical structure.

Size of the association: The size of the association additionally influences the authoritative structure. A major size of association may build the number of utilitarian divisions, number of administrative levels, and number of representatives with broadened duties.

Procedure: There are basically two methodologies.

1. Stability procedure: technique includes an anticipated domain and somewhat chance in outer changes.
2. Growth methodology: includes development in this way presenting the component of multifaceted nature and vulnerability.

Added value of Organizational Structure:

Organizational structure characterizes a framework that speaks to certain activities including different assignments allocation, role definition, duties allocation, coordination and supervision coordinated towards the accomplishment of the common objective, mission and vision of the organization. There are a number of variables that separate small-business operations from large-business operations, one of which is the usage of a formal organizational structure. Organizational structure is critical for any developing company to supply direction and clarity on particular human resource issues, such as managerial authority. Small-business proprietors ought to start considering a formal structure early within the development stage of their business. Organizational structure gives direction to all workers by laying out the official reporting relationships that administer the workflow of the company. (Ingram, 2019) A formal layout of a company’s structure makes it simpler to add new positions within the company, as well, giving an adaptable and ready means for development. Businesses require structure to develop and be productive, otherwise you’d have individuals pulling in all sorts of different directions. Arranging the structure guarantees there are sufficient human resources with the proper aptitudes to achieve the company’s objectives, and ensures that duties are clearly characterized. Each individual has a job description that outlines obligations, and each job occupies its own position on the company organization chart. An Organization structure helps in:

• Structures that allow for better communication.
• Clear reporting relationships.
• Growth and expansion.
• Efficient task completion.
• Fits company’s needs.

Ineffectively structured organizations discover that critical deadlines are not met since there were not adequate human resources in each department to achieve all parts of a given assignment, or because it was not clear whose obligation the project was. If people are not sure whom they report to, they may discover they are given conflicting assignments by two or more supervisors above them. (Hill, 2019)

Conclusion & Recommendations:

In this study we aimed to show that the number of organizational structures may vary from one perspective to another, the definition as well, but the mission and the function of these structures are the same. Moreover, our purpose here is to highlight the mission of the organizational structure, show its importance, diversification and when each type can be used. Thus assuring that it’s important to have a clear vision while deciding which structure to adopt taking into consideration the number of employee, type of work…, because choosing the wrong one will result in un-recommended output in the whole organization and sometimes it may lead to the liquidation of the organization if not chosen well.

When progressing an organization’s structure, you must continuously keep in mind that it may be an opportune handle that does not happen overnight, or maybe the alter of little things lead to a greater, more unified change. (Root, 2017)An organization ought to continuously take a great structure since a well-structured organization is able to create way better choices and adjust way better to changes within the commerce world, whereas an ill-structured, or a basically confounded organization leads to bottlenecks within the decision-making handle and can have an greatly awful impact on generation and income. When making beyond any doubt your organization is well organized, a couple of steps must be taken after:

Clearifying:

When it comes to advancing the structure of a company it is basic to communicate the proper stream of information to everyone inside the organization. Create and disperse departmental progression stream charts to everyone so that the bosses and their commitments are clearly caught on by everyone. When the company creates a choice making handle make sure it is caught on by the entire organization, and hold preparing classes on workflow in case required. Communication is one of the preeminent compelling gadgets an organization must work with, and communication with respect to the flow of information and the structure of the company can offer assistance to decrease confuse and streamline the method. In a couple of cases, it may be necessary to make a extraordinary assignment gather to require care of a particular issue. In that case, the same auxiliary information that’s circulated with respect to other divisions have to be circulated with respect to the assignment gather. Offer assistance on an issue can come from anyplace inside the company. So as long as people know how to communicate their thoughts, they will more likely offer help.

You will got to consider contributing in a workflow program for superior record taking care of. Workflow program will offer help to set up the correct way a archive must take after in arrange for that archive to be utilized viably, and a workflow computer program can report any break downs inside the workflow.

Support System While Using Management :

Choice making for an organization is as a rule spared for the administrators of the organization. Center administration need to take on more of a support role to the choices made by the organization, rather than endeavoring to manage anything to workers. When directors are given a assignment, they ought to pool the resources essential to assist their specialists to urge the work done. A effective supervisor ought to be the go-between for specialists and officials, and a facilitator that’s doled out an errand to total.

Put Checks in Place:

It is one thing to make a compelling stream of data, and it is another thing to ensure that the data is being fittingly gotten and informational are being carried out. When executing a workflow arrange it is principal to join a criticism allocate and a check on advance. Avoid making frameworks that point blame at one gather or one person, but or maybe see to move forward the structure that broke down and made the issue within the starting. A consistent framework of checks and input can offer help in ensuring that the corporate structure is working authentically which all data is being gotten.

Bibliography

1. Hill, B. (2019, March 7). The Importance of a Good Organizational Structure. Retrieved from Chron: https://smallbusiness.chron.com/importance-good-organizational-structure-3792.html
2. Ingram, D. (2019, March 12). Why Is Organizational Structure Important? Retrieved from Chron: https://smallbusiness.chron.com/organizational-structure-important-3793.html
3. Juneja, P. (2015). Importance of Organization Culture. Retrieved from Management Study Guide: https://www.managementstudyguide.com/importance-of-organization-culture.htm
4. LinkedIn. (2013, October 4). Organizational Structure. Retrieved from Slide Share: https://www.slideshare.net/xenna_85/organizational-structure-26872255
5. MSG. (n.d.). Retrieved from MSG.
6. n, n. (2018, February 15). doi:https://online.pointpark.edu/business/types-of-organizational-structures/
7. Organizational Structure. (n.d.). Retrieved from Business Dictionary: http://www.businessdictionary.com/definition/organizational-structure.html
8. Root, G. (2017, September 26). Recommendations for Improving an Organization’s Structure. Retrieved from bizfluent: https://bizfluent.com/way-5207414-recommendations-improving-organization-s-structure.html
9. https://books.google.com.lb/books?id=CkqeSb7JH0IC&pg=PA129&dq=Flat+Structure+disadvantages&hl=en&sa=X&ved=0ahUKEwimxfOh5K7pAhVqUhUIHfveAbAQ6AEIJjAA#v=onepage&q=Flat%20Structure%20disadvantages&f=false

Introduction

To accomplish the intended goal, the Kenyan Government with consultation of the Chinese contractor has structured an organizational structure to manage the project. Roles, powers and responsibilities are shared among the various stakeholders or participants to ensure that the end structure of the project benefits the project. To attain project goals and objectives, the project management team needs to be constituted in the right for the benefit of the entire project. This segment defines the organizational structure adopted by the project.

Thika Road Project Organizational Structure, Roles, And Responsibilities Of Participants Within A Project

When constructing Thika Road, the management from donors, Kenyan Government, the contractors and the team on the ground need to effectively coordinate. When coordination lacks, the project is likely to be completed beyond the timeframe set and the cost of the project is likely to increase. Stakeholders should play their role effectively as failure to adhere to the promises or contracts they had enacted will lead to failure of the entire project. Different segments within a project have their role to play; management should ensure that all the roles have been harmonized for the good of the project (Newbold, 2007).

Organizational structure

Organizational structure refers to the manner in which command in a project is executed; in the case of Thika Project, it refers to the general management and lines of command that the project will have. For the success of the project the main stakeholders include the government who involves experts to work along with the contractor for the good of the project. The command of power allocates different stages different strengths and control over the entire project, it gives them their mandates, defined their roles and responsibilities. The chart below shows the organizational structure adopted by Thika Road construction project. From the chart, the command of power in the company can be examined as well as the direct subordinates of a particular level of command

The following are the roles and responsibilities of the different participants in the project:

Steering committee

Steering committee are the sponsors and the main contractors for the project; in the case of Thika project, the Kenyan Government ministry of Road and Public works is the steering committee; they have the responsibility of Planning the project and finally give the project managers a written document of the process that should be followed for an effective completion of a project. Steering committee form the budget of time and cost of the project; they are important in the attainment of project goals and objectives of the project. Steering committee are the main decision makers, they are responsible of the project; their main role is to guide and manage the project in the right direction.

Project director/project leader

Thika Road project managers and project directors have their major role as ensuring that the overall performance of the project is effectively undertaken. They are the people on the ground to ensure the directions given by the steering committees have been adhered to. They are guided by the project goals and objectives to ensure planning, execution, monitoring, control and closure of the project are undertaken according to the planned and predetermined manner.

Team leaders (they are at different levels but their tasks are the same)

Thika Road has the following classification of team leaders’ user-team leader, technical team leaders, and application team leader. The following are the roles and responsibilities of the project team leaders:

• Management of project human, information, and physical resources are vested on the team leaders, they are expected to ensure that there is such a combination that offers maximum results.
• Leaders are responsible of building orchestrates and winning team, such a team is dedicated and motivated to see the project successes; Thika road requires employees, both casual and permanent staff work for the good of the entire project.
• They offer mentorship and leadership in the entire project and ensure that processes abide to the plan, work schedules and initiation documents are followed.
• They are the point of communication to the management and advices the board on any changes that might have occurred in the project and needs the intervention of third parties.

Project managers and project directors’ role may vary with project, however, the most important factor is that they hold the project, thus, they are accountable of any occurrence in the project. At every stage, quantity surveyors, architects, and other related professionals give their report gauging the success and the level of completion attained. For example, at Thika Road, there are approximately twenty bridges (undergoing and fry-overs) that the road will have. Before any of the bridge has been completed, the management starts by undertaking feasibility.

Explain How The Project Was Controlled And Co-ordinate

At the feasibility study, the government started by giving the contractor a map of the designated road through which the road was expected to pass. Before the commencement of the project, there were numerous projects/houses and businesses along Thika Road, the challenge were that some of the structures were made on road reserves. To develop the road, the contractor needed to demolish to give pathway to the road.

Demolition was the first challenge that the project faced, it, thus, needs to collaborate and work closely with the Kenyan authority for security guidance and public education. At government offices, queues were seen as people tried to prove that their premises were not on road reserve. The go-ahead to demolish the properties was given by the government. When demolishing, the government gave security to the contractors demolishing machineries like tractors and offered security for the human capital used. This is crucial for the attainment of project goals.

Other than the grabbed land that the contractor was given security and go-ahead to demolish, there are other pieces of land that the project was to affect but they were private properties. The contractors had to serve notice of demolition but with compensation. Every action that the contractor undertook was closely monitored by the government, the contractor was advised to work with local government and administration before making a decision.

At professional level, the project was rated and certified in collaboration of architects from the government side, the contractor, and other private players. The quality surveyors are responsible for giving the pathway or the go ahead; when certifying the project, professionals and specialists of certain industries are included. For example, to ensure that water and drainage have been maintained at the best level, Aqua Plumbers were considered as the quality surveyors as they have wide experience in the area. Other than the private company, a map was given by Nairobi and Thika Water Company regarding where sewage and water line pass; the need for the same is to ensure that there is good collaboration among the two teams.

Identify Project Leadership Requirements And Qualities

To ensure that Thika Road project has been a success, collaboration of the government leaders and those of the contractor are crucial; at their different levels, they should share the following objectives:

• putting all the logistics of a project into place so that there will be full attainment of project goals and objectives; for instance, the government through the ministry of road and public work ensures that the contractors get the required rights and licenses required to complete the project.
• plan, organize and control activities; the activities are taken at different levels depending with the powers and influence that someone has.
• Ensuring that the project is accomplished in time with the available resources and, if possible, have some new strategies of completion of tasks that is better than the original plan.

The leadership traits needed for the completion of the team needs charismatic leaders with high integrity and who are firm when handling issues. The multi-billion project was initiated at a time that Kenya was rated poorly as far as corruption is concerned. The leaders of the project should, thus, be very careful that public resources do not find their way to unwanted people. On the other hand, the demolitions that were to occur along the road needed a leader who knew how to control and manage people.

Leadership is an art of managing and developing strategies; Thika road leaders should be able to manage and organize resources for the benefit of the project. The leader should understand that the success of the project depends on the managerial decisions they make; they have the role of shaping and guiding the project to its path to success. The structure of well-organized organization has leadership at different levels, from the chief executive officer who can be seen as the entire organizational leader to micro teams leaders. When focusing on leaders, there is need to address the issue at all levels including team leaders; whichever the case leaders need to make decisions that are responsive to the situation and stage that the organization is; their decisions must be timely and effective. Other than making decisions at different stage levels, the leaders should assume the task of managing their team members to the attainment of the set team goals and objectives.

Plan And Specify Human Resources And Requirements For The Project

The completion of the project depends on the structuring of the human capital. Thika Road contractors have the main role of managing the human resources on the ground but at the management level the Kenyan Government is included. When managing projects, there are processes that need to take place before others, the allocation of human resources is crucial. For instance, in the construction, there are times that drainage system is hampered, in these times, the teams’ leaders should allocate the right number of human capital and expertise to rectify the situation. There are some projects that must be taken simultaneously, some can be delayed and others are predecessors of others; management of human resources for the project is, thus, important. To have a framework of the project, work breakdown structures are important as they assist making the right decisions as far as human resources are concerned.

Conclusion

To ensure that the project runs smoothly, the parties and stakeholders involve work in close relations to address foreseen problems and have contingency fund to cater for the occurrence of unseen things. The project leaders should manage activities and organize resources (both human and physical) for the project; contractor’s leaders have the role of ensuring that resources are well managed for the benefit of the project.

References

Hamilton, A., 2004. Handbook of Project Management Procedures. New York: TTL Publishing.

Newbold, C., 2007. Project Management in the Fast Lane; Applying the Theory of Constraints. New York: St. Lucie Publishers.

Homeboy Industries is an organization dedicated to rebuilding ex-gang members back into society as full-fledged citizens. In 1988, Greg Boyle took a comprehensive and revolutionary approach to rehabilitate ex-criminals (About us, n.d.). His strategy fundamentally contradicted federal and state policies of mass incarceration (About us, n.d.). Every component and department of Homeboy Industries has been designed to address the organization’s motto, which states that “nothing stops a bullet like a job” (APB Speakers, 2018). They do this by helping ex-criminals solve their personal, mental, and social problems and develop the necessary professional skills.

Stopping the Bullet and Offering a Job

There is a variety of services and classes in Homeboy Industries that can be divided into two categories. Some of them stop the bullet while others offer jobs, figuratively speaking. The first category includes tattoo removal, mental health, domestic violence, legal services and anger management, leadership, substance abuse, and parenting classes (Homeboy Industries, 2018). They help those ex-criminals who want to start a new life by providing mental care and legal support.

Solving the problems of the past is not enough for a person to be fully rehabilitated into society; they need to be shown that they will have long-lasting success in the future. It is the reason why Homeboy Industries also has various training programs and education services. These include art academy, workforce development, solar panel training, case management, and job resource (Homeboy Industries, 2018). By offering a wide range of training options, Greg Boil makes sure that all of his homeboys and homegirls will benefit the community. It is worth noting that his organization also provides jobs for ex-offenders. I believe that religious services and classes would also contribute to the Homeboy Industries cause.

References

About us. (n.d.). Homeboy Industries. Web.

APB Speakers. (2018). Nothing stops a bullet like a job – Gregory Boyle [Video]. YouTube. Web.

Homeboy Industries. (2018). Healing trauma: Beyond gangs & prisons [Video]. YouTube. Web.

Introduction

Healthcare is one of the most complex workplaces, which involves medical help and communication support. Following Joan Toronto (1993), “there is a smooth interconnection between caring about, taking care of, care giving, and care receiving, in reality there is likely to be conflict within each of these phases and between them”. Taking into account healthcare field and the experience of a human service in the field of aged care, there is no conflict between these concepts because the nursing functions and duties involve and imply caring about, taking care of and care giving.

Main body

Historically and traditionally the majority of sick and injured people were cared for by human services. Eventually early hospitals emerged that provided services for those who had no home or family, including orphans, soldiers, travelers, the impoverished, nuns and monks (religious orders), and in some cases the insane. In this situation, there is no conflict between the three concepts because of them are closely connected and interrelated.

Managed care for elderly involves caring about, taking care of and care giving. The tasks and duties of healthcare professionals is to help the aged people to prevent and cope with illness despite cultural or social background. Today, nurses have as much independent moral responsibility for their actions (as they have independent legal responsibility, and are just as accountable for their practice morally as they are legally (Altman et al 1999).

This, in turn, places at unacceptable risk the welfare interests and wellbeing of patients who may, in some circumstances, be dependent on nurses to protect their welfare interests. Nurses must be accorded the recognition and legitimated authority necessary to enable them to fulfill their many and complex responsibilities as professionals bound by agreed standards of care.

It is important for members of the medical profession to realize that nurses do have independent moral responsibilities (and, it should be added, legal responsibilities) when caring for patients and, indeed, can be (and have been) held independently accountable for their actions. It is neither reasonable nor fair to expect nurses to ignore or violate their demonstrable responsibilities to patients and to practice below an acceptable standard of care (Ackley, 1997).

In aged care field, the difference between three concepts does not exist because the potential for nursing to effectively assist with community problems, both disease-related and social, is undeniable, and the advantages of community-based care are numerous: ease in accessibility; services and care that are sensitive to religious, racial, and cultural norms; community participation in the identification of needs; and increased comprehensive services through collaboration with social service agencies. An additional factor with centers affiliated with universities or schools of nursing is their use as sites for clinical experiences for both undergraduate and graduate students (Ackley, 1997).

To avoid hurting the feelings of others, and to ensure that we are being respectful, these options should be made as suggestions for their consideration. Healthcare professionals can never know what changes will be comfortable or suitable for another person, because each of us must decide what suits our personal style and priorities. No longer content to passively submit to treatment, consumers of health care are demanding to know the rationale for regimens and to have access to a second opinion. In extreme cases clients are suing physicians and other health care professionals, including nurses, for ineffective health care.

This potential threat from clients hovers as a powerful source of disapproval, with implications for career advancement and public embarrassment. The loss of one’s job and financial assets could also result from unsafe care (Altman et al 1999).

Today, nurses are aware of accountability for the nursing care we give and of our vulnerability to investigations of these actions through the legal process. Evaluation anxiety is an unpleasant, ever-lurking phenomenon that, as two decades of literature reports, has threatened nurses and other health professionals. As nurses, we are committed to making a positive difference for our clients, yet today’s work environments are loaded with potential deterrents to this goal: inadequate staffing, higher acuity clients, technological advancements, information overload, and the uncertainty of health care reform (Daly et al 2005).

The only difference exists between caring about and care receiving. In the field of aged care, care receiving implies receiving support and care from healthcare professional. Care receiving is closely connected with interpersonal communication and support. Emphasis is on the achievement of specific patient outcomes within a fiscally responsible time frame. In other instances, “care giving” and “taking care of” is used to indicate a nursing model for patient care. Care giving has provided an even greater impetus to the increased use of case management as a mechanism for the coordination and sequencing of care (Powers, 2003).

Historically it has been used by a number of entities including social service agencies, insurance companies, rehabilitation centers, and public health nursing as a means of community service coordination. Although psychiatric—mental health nurses have used it for a number of years, only recently has it been evolving and begun to be incorporated into the practice of nurses in inpatient settings, including emergency care settings (Altman et al 1999).

Theoretically any individual who possesses the appropriate knowledge and skills could be a case manager, since direct patient care might not be part of the role. It stands to reason, however, that physicians and nurses would be the most fitting managers because of their clinical expertise. Each organization, however, may put case management to use differently according to its environment. The nature of the population to be served seems currently to be the primary factor behind the designation of the case manager. Be that as it may, nurses are in a prime position to provide case management in collaboration with physicians (Suzie and Rn, 2006).

Taking care of and care giving implies that the health professionals are in a unique position to exercise courageous and visionary direction in creative health promotion practices and holistic care. In the field of aged care, healthcare professionals occupy a strategic position to help promote and facilitate this paradigm shift in health care. Nursing is in a key position to shape and provide primary health care. Healthcare professionals have been and still can be a strong social force and advocate for change. Thus it is essential that nursing create international links among nursing communities, since all nurses around the globe are facing common issues and experiencing increasing social pressures. The environments in which nurses work worldwide have drastically changed, presenting even greater challenges (Suzie and Rn, 2006).

Conclusion

In sum, a conflict between caring about, taking care of and care giving does not exist because all of them are parts of the healthcare and nursing profession. The ramifications of these responsibilities for the nursing profession, and not least for nursing education and research, are obviously enormous. The aged care is a unique field of healthcare which involves “caring about”, “taking care of” and “care giving”. It is impossible to image aged care without one of this concept.

References

1. Altman, S. H. Reinhardt, U. E., Schactman, D. (1999). Regulating Managed Care: Theory, Practice, and Future Options. Jossey-Bass; 1 edition.
2. Ackley, D. C. (1997). Breaking Free of Managed Care: A Step-by-Step Guide to Regaining Control of Your Practice. The Guilford Press; 1st edition.
3. Daly, J. Speedy. S., Jackson, D. (2005). Professional Nursing: Concepts, Issues, and Challenges. Springer.
4. Powers, B.A. (2003). Nursing Home Ethics: Everyday Issues Affecting Residents with Dementia. Springer.
5. Suzie, H., Rn, K. (2006). Nursing Theories: Conceptual and Philosophical Foundations. Springer.

Introduction

The management of human resources in a health care facility is of critical importance. For that reason, it entails a big share of the operational cost of a hospital. The organization structure of the nurses affects the working conditions of the nurses and enables them to provide quality care. This paper will analyze the importance of the organizational structure and how it affects the normal operations of the rehabilitation center.

Nursing rehabilitation center organizational structure

Rehabilitation centers require many individuals so that the running of the facility is effective and reliable. An organizational structure will help to direct the individuals so that they know whom they are answerable to. Nursing homes are complex and have many partners and personnel in the working environment (Finkelman, 2006).

At the top of the organizational structure is the owner who has the full control of the facility. If the facility is under a company, then the owner of that company is sometimes listed as the director of the facility (Rowland & Rowland, 1997). After the directors, there are administrators who are responsible for the daily running of the facility. The two directors are the director of nursing and the director of rehabilitation services. The nursing director takes care of the nurses and the nursing services in the facility. The rehabilitation services are taken care and managed by the rehabilitation director.

Other directors

Other directors are found in the same level as medical directors; they include directors of the nursing homes and non-medical services directors. These include heads of various sections, kitchen and catering and departments of the recreation. The staff who are tasked with aiding and assisting the nurses come below departmental heads but are placed above the nursing home staff (Yoder-Wise, 2007).

Importance of nursing rehabilitation matrix

The organization matrix in a nursing rehabilitation center cannot be overemphasized. It affects the accountability and the work that is done at the rehabilitation center. With a functional matrix, the staff are able to execute their work in the required capacities. Research shows that by having specific job categories, it is possible to increase the efficiency and the operations of the work that are done. The work will be defined and each nurse will have a clear description of the activities in which they are supposed to undertake. Organizational matrix is very important as they aid in making decisions.

The organizational matrix in the nursing rehabilitation center also affects communication. Nurses and administrators are able to communicate effectively and efficiently in the work environment. With a working organizational matrix, operations are affected as the daily routine is effectively managed. The job satisfaction has also been attributed to a working and well-defined organizational structure. Research has shown that there is a relationship between organizational structure and job satisfaction (Biter, 2006).

The matrix structure is able to function efficiently in a rehabilitation center. Matrix structures are effective in the working environment of the current healthcare industry. The matrix structure allows timely response to the forces that are seen in the external environment.

Organizational structure helps to manage change. We are going to discuss the organizational structure as or first need to change. The things required at changing structures include job redesign or job enrichment and role analyses. Job redesign entails re-assessing any work implemented regardless of the type of work and the skills required to work on the job. This includes allocating tasks, improving on jobs and including enlargement of the jobs. The second thing that it entails role analysis that its main purpose is to focus on what is required by its staff rather than imposing so much work on their current jobs and devising any job descriptions that are new and tasks.

Bibliography

Biter Joseph, Nursing profession. (New York: Cengage Learning, 2006), 543.

Finkelman William, Leadership and management in nursing (New York: Pearson Prentice Hall, 2006), 662.

Rowland Hobet and Rowland Bethwel, Nursing administration handbook (Chicago: Jones & Bartlett Learning, 1997), 326-329.

Yoder-Wise Paul, Leading and managing in nursing (New Jersey: Elsevier Health Sciences, 2007), 621.

Introduction

The author’s current practice setting is an inpatient mental healthcare facility that serves adult and geriatric patients and administers pharmaceutical treatment and non-pharmacological interventions, including cognitive-behavioral therapy. One initiative that the facility could benefit from is adopting a comprehensive clinical decision support system (CDSS) and integrating it into the facility’s EMR system. This paper discusses the hypothetical initiative with reference to barriers and strategies/resources that would support a smooth transition to new working practices.

Rationale for Initiative Selection

The rationale for the initiative relates to CDSS solutions’ ability to promote better patient outcomes. Although treatment mistakes in the aforementioned facility are uncommon, a CDSS would improve psychiatrists’ ability to match patient characteristics with the most recent treatment guidelines and research data and reduce the detrimental impacts of the human factor and exhaustion on decisions’ feasibility and drug interaction analysis (Koposov et al., 2017). Increases in the aging workforce affect the practice setting and add to the risks of clinicians’ failure to account for new evidence in decision-making, and a CDSS would reduce these threats to the minimal level.

Potential Barriers to Implementation

Financial constraints, lack of experience in CDSS utilization, and the clinical staff’s resistance to innovation can be the barriers to proceeding with the proposal. Computerized CDSS solutions may incur considerable installation costs at the implementation stage, and clinicians’ inexperience in using such databases would also involve the need for specialized training programs and initiatives to keep track of the application’s utilization (Liberati et al., 2017). Some professionals’ pre-retirement age might be another contributor to the lack of sound IT and database search skills, thus adding to the intention to resist innovation. End-users’ resistance might also stem from the fear of making disputable treatment decisions because of data entry mistakes and incorrect search queries (Liberati et al., 2017). Therefore, there are multiple barriers to be addressed for smooth change implementation.

Change Management Strategies and Key Resources

Change management strategies would be helpful in facilitating implementation and selecting the resources to overcome barriers to improvement. Particularly, the five-step ADKAR model (awareness, desire, knowledge, ability, and reinforcement) would be applied to pave the way for positive change (Wong et al., 2019). Following the listed steps, it would be crucial to use credible data sources to promote the awareness of CDSS applications’ financial feasibility and positive influences on decision accuracy and evidence-based practice implementation. The next steps would emphasize building the desire to change by organizing CDSS software demonstrations and ensuring the presence of knowledge regarding change by means of lectures for the staff focused on the clinical opportunities of CDSS. Finally, the facility’s ability to implement change would be maximized by establishing the interprofessional teaching team and reinforcing CDSS adoption by offering ongoing technical and clinical support to end-users. With that in mind, the resources for addressing barriers would include the facility’s IT lead, the vendor’s support services, and training materials.

Leadership Strategies

In the discussed case, there would be the need for strategies to advance positive attitudes toward CDSS tools and relevant beliefs among the clinical staff. Using the TIGER competency BBN09 that deals with the identification of key stakeholders and their roles during different stages of IT projects, it would be essential to develop a thorough staff teaching and support plan to prevent nurses’ and psychiatrists’ resistance to CDSS (Shaw et al., 2017). Most importantly, the plan would focus on attitude change through the demonstration of CDSS-related advantages, ranging from the minimization of drug-drug interaction errors to reminders to eliminate delayed dose mistakes. Therefore, making leadership strategies revolve around the maximization of the workforce’s awareness of IT innovations’ benefits is a viable choice.

Conclusion

Finally, CDSS adoption at psychiatric facilities might be fraught with diverse barriers dealing with staff members’ attitudes to technology and doubts regarding such solutions’ cost-effectiveness. Multi-step change management strategies and pre-implementation staff education initiatives can reduce these barriers and promote changes in culture. With adequate human and information resources and IT proficiency, these strategies have significant prospects for success.

References

Koposov, R., Fossum, S., Frodl, T., Nytro, O., Leventhal, B., Sourander, A., Ouaglini, S., Molteni, M., Vaya, M. I., Prokosch, H. U., Barbarini, N., Milham, M. P., Castellanos, F. X., & Skokauskas, N. (2017). Clinical decision support systems in child and adolescent psychiatry: A systematic review. European Child & Adolescent Psychiatry, 26(11), 1309-1317.

Liberati, E. G., Ruggiero, F., Galuppo, L., Gorli, M., González-Lorenzo, M., Maraldi, M., Ruggieri, P., Friz, H. P., Scaratti, G., Kwag, K. H., Vespignani, R., & Moja, L. (2017). What hinders the uptake of computerized decision support systems in hospitals? A qualitative study and framework for implementation. Implementation Science, 12(1), 1-13.

Shaw, T., Blake, R., Hübner, U., Anderson, C., Wangia-Anderson, V., & Elias, B. (2017). The evolution of TIGER competencies and informatics resources: Executive supplemental report. Healthcare Information and Management Systems Society, Inc. Web.

Wong, Q., Lacombe, M., Keller, R., Joyce, T., & O’Malley, K. (2019). Leading change with ADKAR. Nursing Management, 50(4), 28-35.

Summary

This critique paper analyses the research work that was carried out to study if the autonomy in classrooms and the freedom from bureaucracy stimulate teaching and learning. The research was carried out by the use of qualitative data sampling that involved four schools with eighteen respondents each. The findings of the researcher were that the assumptions about the autonomy claims and their effect in classrooms were facile at best.

Critique analysis

The issue of improving students’ performance in school as well as teaching has been argued that it can be achieved through making the learning institutions autonomous by removing the bureaucracies exhibited in these schools.

Ms. Jeannine Fox carried out a study to know if the assumption is right or wrong. Her article has demonstrated the ideas of those who believe that the charter school system is the best.

In carrying out her research work, Ms. Fox used a study sample of four schools, each school had respondents as follows; 18 teachers, four administrators, and one governing board member. This sample size is inadequate to give good results. For instance, it is not realistic to have only one board member interviewed. If such a respondent coiled the answer to suit his/her views or interest will not be easily identified as there is no comparison of answers given.

Furthermore, the schools were chosen because they were willing to participate in the research work. This indicates that the researcher had not designed the best method to choosing the respondents. The best means could have been by randomly selecting the responded schools among the charter schools. This could also have been easier if the study sample was large to allow room for non-respondents.

To know actually if the charter system was of any much different or contribution to the betterment of students and teachers performance, the researcher would have carried out similar research with the traditional system schools so that a comparison can be made to ascertain where the difference occurs and how it contributes to the perceived improvements. According to the research, most of the respondents did not have any experience of teaching in the traditional public schools and the one respondent who had a long experience period and had taught in a traditional public school had different opinions from the others. This respondent did not see much difference between the charter schools and traditional public schools hence the comparison of the study between the public and charter schools could have given better results and conclusions.

The research was actually to establish if the autonomy of the charter systems of education encouraged innovativeness of teachers in teaching and the end how it attracted the student’s performance. But the researcher seems to have concentrated on the way the teachers perceived the system and put little effort in determining actually if there was any innovativeness the system created. The researcher admits to this point and it cannot be possible to have a conclusive remark whether the governance system brought about innovativeness in classrooms or not.

Although the researcher concludes that the bureaucracy assumption is facile there is no exact point that she brought out the question that addressed how the conclusion could have been arrived at. Looking at the leadership, the school she studied had different leadership that affected the school’s performance in different ways. Furthermore, she explains that many of the teachers she interviewed agreed that the community charter school system was very supportive of them being innovative in classwork. This is because it allowed them to take risks to come up with different strategies of teaching.

Also to determine if this innovativeness and the whole system was of any help to improve the student performance, the study should have been extended to as well interviewing students of the charter schools and the traditional schools to see any difference in standards of the performance in those schools.

In the study, there are no clearly stated hypotheses that could enable a reader to know if the research objectives were achieved or not. Hypotheses help to know if whatever the researcher was looking for is true, and if not, then what could be the alternative.

The researcher has used some graphical representation in her work but it has not been labeled not given any explanation. This leaves the reader confused on how and where to apply the graphics. The graphics should have had some small explanations to enable the readers to know what it represents or means.

Conclusion

The research work is faced with many challenges and obstacles that can at a time affect the results. The researcher however did not explain or show any of the faced problems that might have tampered or brought about any inaccuracy of the results.

Even though the research sample was small, the researcher was able to explain how she carried out her research work. This makes anybody interested in doing the same job that was done follow the same procedures and see if the same results will be found or not.

The researcher started by giving out all the relevant background information in the introductory part of the work and the literature review, which helps the reader to understand and have a whole perspective of the work being done and how all related researches have been found out. In the end, this will help a reader to compare all the other findings with the new research work and finally come up with a comprehensive conclusion.

References

Fox. J. L. (2002): Organizational Structures And Perceived Cultures of Community Charter Schools in Ohio, Wittenberg University, Springfield, Ohio.

Introduction

Small businesses form majority of the businesses world-wide. They contribute to the success of most world economies greatly. In developing countries, they are drivers of the economy. Therefore, they are a very critical part of the business society.

Despite their critical importance to our society, small businesses are not as complex as they may sound. Individuals, who in most cases are the owners, run a majority of those businesses. Consequently, their Organizational Structures are quite simple. In the Case under analysis (Sports Shop), the owner performs all the managerial duties whereas the employee tackles the mechanical activities of the business.

Organization Structure

Organization Structure is the process that enables allocation of tasks and responsibilities to different departments in the organization. It influences division of labor to a great extent. This is because Organizational Structure sets clear guidelines as to what role each employee of the organization plays.

In this case, it helps to avoid conflicts in the work place. Therefore, it provides a peaceful working environment. A wrong Organization Structure may mean the end of business for the organization in question. This is because Organization Structure helps to specify who makes what decision and the reason for that.

The Sports Shop Structure is simple as there are only two workers involved. It employs a centralized structure. Hence, the owner makes all the managerial decisions. He (the owner) is responsible for the running of the shop. He only delegates the mechanical part to his employee.

This structure ensures that the owner has full control and responsibility over the business. By making all the important managerial decisions, the owner remains sure that things will go right. The assumption is that the owner undertakes only those activities that benefit the business and help it to grow.

Productivity

As stated previously, small businesses are critical in most world economies, especially in developing countries. This is because they are productive in their areas of business. Since most small businesses sell proprietorships, their productivity heavily depends on the determination and diligence of their owners.

In the recent past, small businesses have recorded high levels of productivity. This is because of the Governments’ efforts in encouraging entrepreneurship to create jobs. The cost of lending money has reduced greatly to enable Small-Scale Investors to invest more. Depressions in economies across the globe have led to massive job losses. As a last resort, economies dedicate their time to small businesses.

Accountability

Because of their manageable nature, small businesses have highly centralized and flat structures. In the Case above (Sports Shop), the employee has to be accountable to the owner. The owner has to be accountable to itself and to the customers. The owner has to be accountable to the employee to give him motivation for doing a good job.

As much as it is the owner’s business, he also has to employ professionalism and to avoid subjectivity in the business. This will help him to avoid conflicts with his employee. This is another type of accountability.

The employee has to be accountable to the owner for any business carried out in his (the owner’s) absentia. The owner has to be accountable to the employee in terms of salary increment/payment. This means that the owner has to be considerate of the welfare of the employee in terms of safety and monetary security.

Planning Skills

Planning is a major part of the organization. This is because, planning helps in the formulation of budgets, monitoring of operations and directing the future of the organization as whole. Planning skills enable managers to visualize the future of the organization and set achievable goals.

The owners of the small businesses do the planning. They decide what they intend to achieve in the short-run and the long run. They may involve the other employees as a source of information but they make the final planning decisions. In most small businesses, the owner’s experience in doing business affects planning. In addition, the environment in which business operates heavily affects it. As the business grows, it employs complex planning skills.

Coordination Skills

Business activities in small businesses follow a regular if not repetitive pattern. Consequently, their coordination requires less effort as the parties involved are accustomed to operating in the pattern.

Coordination is also easy because of the small number of employee/parties involved in performing the various tasks. In this case, there are only two parties involved in the operations of the Sports Shop. However, the owner naturally supervises the operations of the business. Furthermore, the owner performs most of the activities, which makes coordination easier.

Coordination is paramount in ensuring that operations are successful in an organization. It helps to keep operations in line with the Vision and Mission of the organization. It also helps to marry operations with other related operations in order to complete projects successfully. In addition, coordination helps in controlling operations to ensure operations’ completion in time or as required. Finally, coordination ensures efficiency both in terms of time and cost.

Executive Summary

The airline industry is one of the most challenging to operate in. This is due to the various issues, for example, those that affect operations of Air Canada. These challenges include stiff competition from other industry players, the global financial crisis, government regulations, fluctuating world fuel prices, unpredictable weather conditions and volcanoes.

Despite these challenges, the airline has been able to develop a strategy which has seen it grow and expand. However, it is vital for Air Canada to expand extensively to other areas in order to exploit new markets to increase annual sales. More so, it is crucial for airline to sign agreements with major credit providers in order to be cushioned against annual losses.

Background & statement of the problems/issues

The company in the case study is Air Canada, involved in air travel. It is a Canadian company ranked as the fifth largest airline in the world. The airline operates mainly in North America.

The company has faced numerous challenges including having been declared bankruptcy in the year 2004, terrorist attacks in America (9/11) and poor relationships with stakeholders. Other problems faced by Air Canada include stiff competition, unpredictable weather, financial crisis and fluctuating world fuel prices.

Summary of background/situation

Air Canada faces a number of problems in its field of operation, that’s the airline industry. These problems include:

1. A fluctuation in the world oil prices has greatly affected the operations of Air Canada. This has lead to a rise in the ticket prices thus lowering the profits from the airline. This was especially evident during the global recession in 2008. Thus, there was a decrease in tourist in tourist and business travel.
2. Increased competition in the airline industry has been a serious problem to the operations of Air Canada. Some of the rival players in the industry that are eating into the profits of Air Canada include WestJet, Air France-KLM, Air Transat, British Airways and JAL.
3. Unpredictable weather has played a major role in the airline operations. Delays and travel disruptions here are caused by severe thunder showers, snowstorms, severe winds and icy weather. Such delays cause cancellation of flights thus causing frustrations among passengers. The volcano that occurred in April 2010, in Iceland, halted air travels in Europe. This led to cancellation of over 100,000 flights.
4. Government policies in terms of regulation have been a major problem to the operations of Air Canada. These are in terms of high security charges, airport improvement fees and excise taxes charged on fuel.

Air Canada SWOT Analysis

Strengths

Formation of alliances by Air Canada has been a major strength to the airline. Air Canada is one of the founding members of Star Alliance. By being a member, Air Canada passengers do connect with other partner airlines who are members of Star Alliance. For instance, passengers in flights who are members of Star Alliance do share airline lounges while in airports world wide.

Additionally, the extension of partnerships by Air Canada with United, Lufthansa and Continental to create Atlantic-Plus-Plus is strength to Air Canada. The partnership enables Air Canada to integrate routes thus giving it the capacity to compete in the transatlantic segment. Moreover, the creation of new agreements with suppliers and major credit providers has also been strength to Air Canada.

Weaknesses

Unpredictable weather has played a major role in the airline operations. Delays and travel disruptions here are caused by severe thunder showers, snowstorms, severe winds and icy weather. Such delays cause cancellation of flights thus causing frustrations among passengers. The volcano that occurred in April 2010, in Iceland, halted air travels in Europe. This led to cancellation of over 100,000 flights. This is a major weakness to Air Canada.

Opportunities

Launching of new direct services to five popular European gateway cities is a major opportunity to Air Canada. These cities include Geneva, Brussels, Athens, Copenhagen and Barcelona. Additionally, the extensive expansion of Air Canada in 1995 opened up more destinations for the airline.

Threats

There is increased competition in the airline industry. This has significantly reduced the profitability of Air Canada. Some of the major players in the airline industry include WestJet, Air France-KLM, Porter, Air Transat, British Airways and JAL.

Environmental analysis

Air Canada operates in an extremely challenging environment. At home, it faces competition from WestJet, as well as other smaller airlines. These airlines eat so much into the profits of Air Canada by reducing the number of passengers that can use Air Canada. On the international front, the competition for passengers comes some of the well established airlines like Air France-KLM, Porter, Air Transat, British Airways and JAL. These are large companies with a good reputation in the airline industry commanding a good market share.

Government policies in different countries have had adverse effects on the operations of Air Canada. This is through the introduction of levy charges that do reduce the company’s profits. For instance, there higher security charges, fees for improvement of the airport, excise taxes on fuel charged by the federal and provincial government. It has been said that the annual fees paid to the federal government for airport rent amounts to over $300 million.

Consequently, it becomes even expensive for Air Canada flights to land in Canada. From the given information, it can be seen that it costs Air Canada $3400 to land an Airbus 320 in some of the largest airports in Canada. On the other hand, the U.S government only charges $1650 for the same kind of planes landing in U.S.A. It means that it costs half the amount of what the Canadian government charges.

Analysis of alternatives

Expansion

Air Canada can start an extensive expansion program in order to beat the competition that is existing currently. This expansion program could help in opening up new markets in other continents like Asia, South America and Africa in order to increase its annual sales. Such areas present unexploited opportunities which the airline can take in its strategy to compete with other established airlines.

Building partnerships

Air Canada can increase its chances of competing effectively on the global market through extending its partnerships. By so doing, Air Canada would be able to integrate its current routes allowing it to compete in other new market segments. Partnerships are vital in overcoming issues related to the effects of the global crisis.

Air Canada Management: Recommendations

The company has to undertake an extensive expansion program to new areas like Africa, parts of Asia and South America. These are areas that Air Canada does not currently operations or in case they are present, they are on a small scale basis. Opening new markets could give the airline a competitive advantage through increased passenger numbers.

Air Canada can sign agreements with major credit providers so that they can cushion against times disasters. There have been numerous disasters that end up causing delays in flight hence resulting into high losses in the airline industry. These include terrorist activities, unpredictable weather caused by severe thunder showers, snowstorms, severe winds and icy weather, as well as volcanoes.

This condition has ended up causing major delays to flights causing flight cancellations. Airlines have recorded losses during such times. Consequently, signing agreement with major credit providers would protect Air Canada against losses in case of such disasters.

Introduction

Every organization has a structure. An organizational structure refers to the units that define an organization. It refers to how the organization is structured in order to achieve its set objectives. Organizational structure will always determine organizational achievements. An organization that is properly planned, both in its strategic and operational activities is most likely to achieve its goals than the one with poorly planned structure.

Vision, Mission, and Values of an organization are important as far as achieving strategic objective is concerned. A vision refers to the projected ideal position of an organization over a specific period. Vision refers to the image of an organization over a specific period.

Therefore, it is the driving force of the organization and all the other activities in an organization are always geared towards its realization. It is important to ensure that the vision is achievable, measurable, easy to understand, flexible and motivational to the organization’s members.

A mission refers to how an organization plans to achieve its objectives. It refers to the manner in which an organization plans to act in order to achieve its vision. As Kurtz (2008) states, this is the path that an organization takes in order to reach its vision. Values are the principles of an organization that guide its operations.

Values are the distinguishing characteristics of an organization. They are what an organization hold as true in their quest to remain relevant and ethical in the field of practice. They modify mission as the organization moves to achieve its objectives. The three are the forces that determine an organization’s success or failure in achieving strategic goals.

Environmental Analysis

Organizations do not operate in a vacuum. They have an environment within which they operate. The environment can be either internal or external. Internal environment refers to the working conditions of an organization that are within their control. They are internal structures that can be manipulated by a firm.

On the other hand, external environment refers to factors that emerge within an organization but are beyond the control of the organization. Internal environment includes such factors as financial strength of an organization, marketing strategies, type of personnel and production levels.

Suppliers and customers may be part of the internal environment depending on the approach given to them and the level of control an organization has on them. Alternatively, suppliers and customers are always categorized under operational environmental factors. External environment include socio-economic and political systems in society.

Legal factors and technological developments also make up the external environment. When developing long-term objectives, it is important to consider both internal and external environmental factors. This is because the company is subjected to all factors in the process of achieving strategic objectives

Factors Affecting Effectiveness of an Organization

A number of factors determine a company’s effectiveness. The structure of the organization plays a major role in determining success. If an organization is large enough, then it is necessary to decentralize the process of decision making in order to improve communication.

The operation of the firm should be customer centered. Organizations should be market responsive in order to remain relevant and competitive. Attention should not only be given to customers but also employees, suppliers and the entire society. The organization should measure its success based on excellent international standards. They should also be in a position to respond to changing market conditions.

Reference

Kurtz, D. (2008). Contemporary Marketing: Designing Customer Oriented marketing Strategy. New York, NY: Cengage Learning.