HEALTH AND CARE ENVIRONMENT TABLE OF CONTENTS INTRODUCTION 3 TASK 13 1. Structure of the organization 3 2. Identification and explanation of its culture 5 4. Structure of organization impacting its cu

Potential changes that organization could make to improve provision 6 INTRODUCTION 6 REFERENCES 8 INTRODUCTION Health care organization and assessment centers inhibits a defined structure and culture that need to be maintained (Borkowski, 2015). This report will focus on the structure and culture of given assessment center in case and “MENCAP CENTER” of UK which provide significant support to adults with learning disabilities formed in the year 1940. TASK 1 1 1.Structure of the organisation Every Organization inhibits different and definite structure that defines

HEALTH AND CARE
ENVIRONMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................3
TASK 1............................................................................................................................................3
1.Structure of the organization....................................................................................................3
2. Identification and explanation of organizational culture
.....................................................................................................................................................4
3. Structure of organization impacting its culture.......................................................................5
4. Potential changes that organization could make to improve provision...................................6
CONCLUSION................................................................................................................................6
REFERENCES................................................................................................................................8

INTRODUCTION
Health care organization and assessment centers inhibits a defined structure and culture
that need to be maintained (Borkowski, 2015). This report will focus on the structure and culture
of given assessment center in case and “MENCAP CENTER” of UK which provide significant
support to adults with learning disabilities formed in the year 1940. This report will analyze
structure of selected organization and its impact on its culture. It will also derive some potential
issue that the assessment center have and provide recommendations accordingly to improve the
identified issues.
TASK 1
1.Structure of the organisation
Every Organization inhibits different and definite structure that defines its chain of
command, communication systems and flow of information within each of its department. There
are number of organizational structures that are adopted by companies to develop standardize
working environment. Organizations tend to follow a hierarchy within each organization
structure. Administrative, Functional, Divisional and Matrix are some common structure adopted
by organization (Ginter, Duncan and Swayne, 2018). Administrative structure is the most
complex structure with utmost high level of commanding and rigid systems. Organizations must
maintain an open and flexible nature within its internal systems to inculcate surplus competitive
advantages. Other than these structures, organizations may be either centralized or decentralized
depending upon principle functions performed within it. Myra bell also need to plan strategic
functions for strengthening the structure of its center and change need to be implemented within
the center. Designing an effective organizational structure and considering related factors may
increase the quality of its organizational procedure and quality of services as well. For better
execution of change strategy, the manager may undergo for Lewis change model and other
theoretical approach.
Any health care assessment center may commonly adopt a divisional structure because of
the presence of departments within it headed by different authorities. Organizations like Mencap
assessment center follow a matrix structure where it has different directors and advisory heads to

manage its various activities (Fatehi and Choi, 2019). It has of number of executives and director
generals who are responsible to look after income generation, communications, strategy
designing, services, quality maintenance and other statutory functions.
2. Identification and explanation of organisational culture
Organization culture is a set of values that are necessary to follow while conducting any
business or organizational activity. Common cultures that are found within organizations are
Task, Power, People and Role. All these cultures focus on defined set of values specifically on
either of the four mentioned elements. An organization with task culture may focus upon tasks
and operations and driven by high quality of working procedures (Fatehi and Choi, 2019).
Similarly, organizations with Power culture are more inclined toward setting power in the
market.
MENCAP is an assessment center which is delivering support to adults with learning
disabilities. Organization inhibits a culture of role as well as task where it believes that it has a
significant role in promoting health care functions. Its functions are highly depends upon
decisions taken by its chief member and its has effectively embraced a culture of role. It has
significant personnel with different roles delegated to increase effectiveness of its services. It
also has a culture of task where it believes on a fact that every health care delivery activities and
task performed by it must be effective and have positive effect.
Organizations of Myra bell must have significant provision like Mencap to select a
proper and suitable organizational structure for regulating all its business activities. If the given
assessment center is selecting a centralized structure then, there must be some assessments
conducted before its selection that may affect its regular tasks delegation may deliver issues in
focusing all departmental functions (Marsden and Giles, 2017). It need to be noticed that,
centralized structure may create a sense of chaos and confusions among employees regarding
tasks execution processes. Therefore, such structure must not be adopted but most health care
units follow a centralized form of organization structure regulate each of its task in a systematic
way.

3. Structure of organisation impacting its culture
Organizations need to select its structure with respect to number of employees,
departments and services provided by it. This function of maintaining or selecting suitable
structure affect its culture as well. Any organizational with a matrix structure will have high
regulatory functions for each of its activities (Sytch, Wohlgezogen and Zajac, 2018). Similarly,
organizations with divisional structure tend to have high amount of flexibility for employees and
have an accessible, open communication. Functional structure within organizations affect the
flow of communication among employees and restrict them to perform tasks on their own.
Matrix structure is one of the most suitable structure that must be maintained within
organizations to strengthen its communication, clear chain of command and to implement other
functions in a desired manner.
Since MENCAP inhibits a matrix form of structure which reflects a task culture directly
affects its services and pattern of delivery. Matrix structure is an effective structure which
develop high level of job satisfaction and their participation in every business or organization
activity (Sytch, Wohlgezogen and Zajac, 2018). Mencap organization has received utmost
efficient planning functions and deliver systems to execute its medical and clinical assessments
due to the adoption of matrix structure. Similarly, Myra Bell may adopt a similar organizational
structure for the assessment center to create a clarity and uniformity of instructions. Depending
upon internal assessments made in past years by Mencap, it had laid emphasis on its
organizational culture to raise its connectivity for increasing its funding options. In year 2007,
Mencap executives decided to enhance its membership functions by increasing their level of
participation at different charity programs as well. All the assessments designed by the team of
executives are smoothly implemented by the organization (Davis, Myers and Rocca, 2018). This
functions may have become due to the adoption of matrix structure, the organization has
received ample amount of strategic modules to inculcate desired outcomes through their services.
Matrix structure has delivered it high level of coordination and support to its employees or staff
members. This structure has increased components of job satisfaction and productivity of carers.
In this way the organization has effectively complied to its task culture with proper management
of higher authorities (Marsden and Giles, 2017). As far as the inclusion of role culture is
considered, the given assessment center have received some issues in developing creativity of
health care professionals. As per the given case team of carers are reluctant to change and they

are finding it more suitable to work in an unchanged atmosphere. This may be topic of concern
for the manager and the center which is reducing the effectiveness of workers. Due to the
adoption of matrix structure, all carers are bound or follow preassigned roles and they cannot
apply any new model or approach to social care. By adopting this structure, role culture has been
4. Potential changes that organisation could make to improve provision
There many instances faced by organizations which create number of problems and
issues due to which a set of variations need to introduce within its structure and culture. Mencap
organizations have complimentary structure and culture though it need to make certain changes
to improve its clinical services. Being a large organization, Mencap should increase the number
of its executives for receiving more strategic advisory committee (Marsden and Giles, 2017).
Based on a case presented in year 2017, Mencap faced some issues due to significant
employment laws due to which the organization was facing certain issues in accumulating bills
and taxes. Therefor, it must opt for process that may expands its financial sources to regulate its
taxes imparted by HM Revenue and Customs. It may opt for an action of combing its different
units into a single unit to deliver sufficient services and shared approach to execute its health
care programs. The assessment center of Myra bell has a flat structure which is less authoritative
and therefore inhibits low risk taking nature.
Furthermore, to increase its quality of its services, Myra Bell and their team members
may increase its mental health and social care services by adopting range of social care model
and improve the model of its community program as well. It may be possible by extending its
range of supporters from different clinical care field. To increase the quality of care in terms of
leisure activities by increasing engagement with country's effective sports clubs. Other changes
that can be made by given assessment center to strengthen its organizational structure is to
increase the engagement within its different units to deploy a specific pattern of services within
all of its centers (Sytch, Wohlgezogen and Zajac, 2018). Apart from adopting Matrix structure,
the center can opt for Adhocracy structure as well, it will develop employees creativity in
treating and handling people with learning disabilities. Such structure will promote the efficiency
of new health care professional to introduce new way of treating such group of people.
CONCLUSION
The report has been summarized that organizations need to be highly attentive in
maintaining standardize culture and structure. It is extremely important for organization specially

any health care center to develop highly acceptable and approachable atmosphere for its
employees and staff. The report has appreciated present organizational structure of Mencap and
its service delivery systems. It has focused on a fact that adoption of matrix structure may
improve the quality of its services and provide high quality of communication and chain of
command. The study has also defined that health care units need to be properly structured and
quality of culture must be promoted to increase the effectiveness of designed structure. Choosing
a proper organization structure reflecting its culture need to be the principle function of
organizations.

REFERENCES
Books and Journals
Borkowski, N., 2015. Organizational behavior, theory, and design in health care. Jones &
Bartlett Publishers.
Davis, K., Carter, S., Myers, E. and Rocca, N., 2018. Health promotion for young people with
profound and multiple learning disabilities. Nursing Children and Young People
(2014+). 30(01). p.28.
Fatehi, K. and Choi, J., 2019. Organization of Multinational Operations. In International
Business Management. (pp. 241-274). Springer, Cham.
Ginter, P.M., Duncan, W.J. and Swayne, L.E., 2018. The strategic management of health care
organizations. John Wiley & Sons.
Marsden, D. and Giles, R., 2017. The 4C framework for making reasonable adjustments for
people with learning disabilities. Nursing Standard. 31(21).
Rooney, J. and et.al., 2018. An evaluation of the Health Equalities Framework for people with a
learning disability. Learning Disability Practice (2014). 21(1). p.32.
Sytch, M., Wohlgezogen, F. and Zajac, E.J., 2018. Collaborative by Design? How Matrix
Organizations See/Do Alliances. Organization Science. 29(6). pp.1130-1148.