Effective Leadership for Enhanced Productivity

This assignment delves into the interdependence of organisation culture and structure, highlighting the importance of appointing workers to complete tasks. It also explores how organisations can enhance operations by providing services to homeless people, and discusses the benefits of participative leadership styles in increasing employee motivation and productivity.

ASSIGNMENT HEALTHCARE
ENVIRONMENT

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
1. Analysing the structure of organisation..................................................................................1
2. Identification of organisational culture...................................................................................3
3. Analysing how structure of organisation can impact on organisational culture.....................3
4. Identifying potential changes organisation can make for improving provision......................4
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................7

INTRODUCTION
To initiate a business which is based on several planning and decision-making process.
Thus, in the present report there will be analysis over the organisational structure proposing the
activities for “Road”. To develop shelter services for the ex-army officers which are homeless
and surviving with life threatening diseases. However, this report is composed of organisational
structure as well as culture which are to be followed by professionals.
TASK 1
1. Analysing the structure of organisation
To analyse the organisational framework and techniques to operate the activities there will
be consideration of appropriate analysis on the level of operations to be done by the
professionals as per their job roles. In respect with developing the home and flats for the
homeless army people and those which are surviving with the health issues there will be
requirement of effective and potential workforce (Gupta, 2017). They make effort in manner for
attaining the goals and meeting the business targets at the right time. However, it has been
estimated and planned by “Road” that they will appoint a team of several individual on which
there will be a team leader, a nurse, 3 supporting staff, 1 employment worker, 2 assistant
supporting worker and 1 cleaner.
Moreover, in terms of analysing the organisational framework and duties assigned to the
professionals on which there will be use of hierarchical organisational structure.
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Figure 1 Hierarchical organizational structure
(Source: The 5 Types of Organizational Structures: Part 1, The Hierarchy, 2018)
To determine the level of operational practices as well as level of qualification required for
performing the duties there will be appointment of workforce on the basis of implicating
hierarchy (Nowacki and Willits, 2018). The lower level of operation has been performed and
handled by the professionals which required less qualification as well as there will be use of
higher efforts made by them in the completion of tasks. These are basically laboured class
employees like cleaner.
On the contrary, there are supervisors which are performing duties are more appointed on
the higher post than labours are assistant support workers. They execute and administer the job
done by their juniors in a right manner or not. Along with this, they also analyse the salaries are
to be payable to them with respect to their efforts and the meting their necessary requirements.
Similarly, at the top level of organisation there are an executor, directors or a leader which
analyse the job roles, pay-offs, duties and time frame for operating the activities. Thus, these are
the operational activities which will be helpful in managing the business operations.
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2. Identification of organisational culture
To determine the organisation culture as on the basis of making appropriate operational
analysis and determination of various activities there will be need of having appropriate
ascertainment of various tasks and duties. Thus, internal culture plays main role in objectifying
the operational efficiency of the business. However, there will be use of Handy’s model which
respect to analyse the several factors that defines the organisational culture. It includes four
elements such as:
Power:
It defines the executional efforts made by senior and top-level manager with respect to
control the workforce in a manner to attain the target. There will be development of several rules
and regulation which will be beyond the bureaucracy (Messiah and Mei, 2018). Along with this,
authorities are capable of taking quick decisions which helps in meeting the targets.
Role:
In this culture all the employees and individual in the organisation have assigned their
duties on they make efforts as per their talent and skills. Thus, it helps them defining their duties
and operational administration which will be helpful to them in governing the business tasks.
Task:
There has bene development of various small teams on which the work will be
distributed. The competition among other teams will encourage the workforce in developing a
smooth relationship among the work and work culture (Junior and et.al., 2018). Along with this,
there will be no influences of any single power source which will affect the team or create and
work-related conflicts.
Person:
This is the culture where an individual treat himself a superior to business. Thus, where
the large number of workforce is being trained in on the basis of same job role, training and
background which will help in performing tasks. The qualification and talent are on the similar
level which will be helpful in governing the tasks and making qualitative efforts in the
operations.
3. Analysing how structure of organisation can impact on organisational culture
The organisation structure has major impact on the culture of company up to a high
extent. First and foremost important is size of organisation as if one firm has more number of
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workers, it will different structure in comparison to other one. The organisation structure impacts
on culture as it has enormous influence on developed structure. Organisation culture is set of
assumptions, shared values, norms and attitudes affecting overall performance of business. There
is mutual interdependency of organisation culture and organisation structure. Road which is a
living scheme being headed by Manager Frank provides way to assist in healthcare.
The organisation structure of firm is hierarchical one which means that business has a
long hierarchy in which tasks are allocated to all employees to be performed as per it. Employees
are ranked at different levels meeting needs of firm (Lizińska and et.al., 2017). The typical
hierarchical structure which is followed in Road is Manager Frank followed middle workers and
lower workers supporting as a staff. This type of culture has major impact on culture of firm as
roles and responsibilities are perfectly aligned in a better way which provides clarity to
employees to perform assigned tasks quite effectually. It induces them to be productive in their
work. For serving homeless people, employees of Road will generate efficiency in a better way
which will benefit people who have become homeless with ease.
Culture of organisation is positively impacted as authority and responsibilities are well-
defined leading to have better performance in effective manner. Moreover, formal weekly
meetings are organised and staff is provided with guidelines to perform assigned work quite
effectively. The clarity in well-constructed roles of employees' helps them to provide better
results. Thus, it can be said that organisation structure has major influence of company's affairs
in effective manner (Mosadeghrad and Saadati, 2018). Hence, organisation culture designs and
impacts organisation structure and forming interpretative schemes as laid down by company's
top level management. This means that Road can attain benefits of its hierarchical structure by
allocating tasks as per the roles of employees.
4. Identifying potential changes organisation can make for improving provision
The changes can be made by firm so that staff may be able to comply with the change.
With regards to this, Kotter's Model of Change has been enumerated below-
Creating urgency-
 Identification of threats for not meeting change
 Examining opportunities for increase in efficiencies
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Building guiding team-
 Identification of team leaders for commitment to initiate change
 Forming strong change coalition
Developing vision-
 Determining core values and vision for company
 Ensuring change leaders are effective in meeting change.
Communicating vision-
 Convincingly communicating vision of change
 Handling concerns and issues of employees with honesty
Removing obstacles-
 Organisational processes are linked with vision
 Rewarding employees for supporting change
Create short-term wins-
 Feeling victory over short-term wins in early stages in change process
 Achieving targets of short-term in nature and rewarding contribution of change
Consolidation of gains-
 Accomplishing continuous change in firm
 Improving individual experiences
Anchoring change in organisation culture-
 Discussing success stories particularly in relation to changed initiatives on opportunities
 Supporting that change becomes part of routine activities of employees.
The two changes which can be provided for improving provision in Road are as follows-
1. The Kotters' model can be followed so that organisation may be able to initiate change
in the best way possible. The vision can be made and changed approach of leader may be
followed and thus, firm can accomplish stated objectives. By embracing transparency in effective
manner, Road may be able to enhance relationship with employees with ease.
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2. Firm can cultivate strong relations with co-workers and inspiring employee's autonomy
by which productivity may be enhanced in a better manner. On the other hand, implementation
of participative leadership style can increase employee's motivation as they will be able to
suggest ideas (Jeppesen and et.al., 2017). This will benefit firm in carrying out higher
productivity and help homeless people. Moreover, firm will be able to attain benefits as
efficiency will be increased and employees will be able to generate good piece of work with
ease.
CONCLUSION
Hereby it can be concluded that organisation culture and organisation structure both are
main terms which have mutual interdependency. The work cannot be complete without
appointing workers as organisation structure and culture is impacted as well. Moreover, it can be
said that Road will be able to enhance its operations by providing services to homeless people.
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REFERENCES
Books and Journals
Gupta, P., 2017. Organisational Structure and Management: In Reference of Banking
Sector. Journal of Management Science, Operations & Strategies (e ISSN 2456-
9305). 1(2). pp.29-35.
Jeppesen, K. K. and et.al., 2017. The strategic options of supreme audit institutions: The case of
four Nordic countries. Financial Accountability & Management. 33(2). pp.146-170.
Junior, F. A. C. and et.al., 2018. Knowledge management, learning, social attitudes and
organisational change in a Brazilian public organisation. International Journal of
Innovation and Learning. 24(1). pp.62-80.
Lizińska, W. and et.al., 2017. Factors contributing to the institutional efficiency of local
governments in the administrative area. Equilibrium. Quarterly Journal of Economics
and Economic Policy. 12(2). pp.339-353.
Messiah, E. and Mei, J., 2018. UNDERSTANDING THE INFLUENCE OF INFORMATION
TECHNOLOGY TO ADMINISTRATIVE–ORGANISATIONAL–DEVELOPMENT:
EASY FLOW OF SUPPLY CHAIN MANAGEMENT–CUSTOMER
SATISFACTION. GLOBAL JOURNAL FOR RESEARCH ANALYSIS. 6(5).
Mosadeghrad, A. M. and Saadati, M., 2018. Relationship between managers’ leadership style
and organisational structure and culture of Qazvin hospitals. Journal of Health in the
Field. 6(1).
Nowacki, J. S. and Willits, D., 2018. Adoption of body cameras by United States police
agencies: an organisational analysis. Policing and Society. 28(7). pp.841-853.
Online
The 5 Types of Organizational Structures: Part 1, The Hierarchy. 2018. [Online]. Available
through :< https://www.forbes.com/sites/jacobmorgan/2015/07/06/the-5-types-of-
organizational-structures-part-1-the-hierarchy/#1cae3a4b5252 >.
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