Impact of Structural Change on Healthcare Organization Culture

This study explores the potential impact of structural change on the culture of a healthcare organization. It discusses the role of a healthcare manager, the idea for change, and recommendations for implementation.

Healthcare
Environment
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CONTENTS
Contents...........................................................................................................................................2
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Role of manager (Introductory)...................................................................................................3
Potential impact of structural change on culture of organisation................................................4
Idea for change............................................................................................................................5
Recommendation.........................................................................................................................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................8
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INTRODUCTION
The healthcare environment is always considering a major concern to focus on in order to
provide better care and healthier stay to patients so that they become able to cope up with the
health issues they are facing. For maintaining the healthy environment, health care system
required to provide extra services for better care of patients which require them with more fund
to operate services effectively (He and Zeadally, 2014). The major focus of this study is to bring
changes within the organisation so that it can secure more fund from CCG and be able to
improve its services. For performing this report, Chelsea & Westminster Hospital will be taken
into consideration which is a small organisation that integrate health and social care together. It
work toward child Development Services which involve identification, assessment, investigation
and support to children with mental disorder. This involve a description regarding role of
healthcare manager, impact of structural change on culture, new idea for change and
recommendation for its implementation.
MAIN BODY
Role of manager (Introductory)
Being working as a health care manager the main role to be fulfilled is to ensure about
the practitioners, doctors and other staff members of the Chelsea & Westminster hospital must
have all the required resources and instruments that they required in order to provide treatment to
the patients who are suffering from cerebral palsy. This is so because the Chelsea and
Westminster hospital is usually provide services to treat the neurodevelopment disorder, liaising
with primary as well as acute health care along with having networking with the tertiary care and
other agencies to provide better care (Chemaly and et. al., 2014). So, this require the healthcare
manager to ensure that their remain a better coordination of hospital staff members with other
liaising so that better access can be provided to the health care to the patients without any kind of
mistake. Other than this the manager is also responsible for having a look that each and every
action must get performed in right manner and there remain a proper utilisation of resources for
ensuring better quality of work. Despite of this the manager is also responsible to assess the
financial need of the organisation and then presenting it in front of CCG to get more fund which
it required in order exert better care and quality services to the patients. In addition to this being
a health care it is also a responsibility to assure that all the operations get executed in effective
manner within the hospital and when require improvement must be made by brining new change
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to the organisation so that it get adjusted as per requirement of people who are taking services
from it.
Potential impact of structural change on culture of organisation
The organisational structure is defined as the actual framework of an organisation which
represent the work pattern as well as flow of information and order among the people working
within the organisation. This in turn help in forming up the culture of the organisation regarding
the manner in which day to day operations must get performed and pattern that has to be
followed while interacting with people at same or different level (Siani and Maillard, 2015).
Hence it can say that the organisational culture is nothing without the structure followed by
company as the culture represent the picture of business i.e. how the company perform its
business practices. On the other side structure of organisation represent the how the
communication move within the organisation from one part to another, the procedure of
reporting where one person has power to make decision over its subordinate and ultimately how
company gather its resources in order to accomplish its objective.
As the structure followed by the Chelsea and Westminster hospital is hierarchical which
includes that decision are taken by the higher authority only. In this structure the flow of
information as well as orders are downward where no suggestions are moved upward that means
it is a structure which is rigid and involve centralised work to be performed where staff member
work over the order and direction of senior authority (Kolade and Ogunnaike, 2014). Here the
culture remains to be more dependent, strict to the order with lack of flexibility. But in case if
any kind of change bring to the structure or manner in which the flow of operations take place
within the organisation then it bring up a huge influence over the culture which is current
followed within the Chelsea and Westminster hospital. With the changes in the structure within
organisation the flow of orders as well as manner in which decision is to be taken get changes
which further bring changes within the execution of operations. This is so because the
organisational structure is being set up be considering the goal achievements it helps in
motivating the employees and make them work together by making them follow the goals of
organisation and work as a team (Yeager and et. al., 2014). On other side the culture of
organisation is all about shared belief and values that are being established by the leader along
with communication pattern and reinforcement of several methods to the organisational
practices. Hence it can be said that organisational structure is very much connected with the
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culture it follows and a little change in structure brings up a major change within the culture
followed within the organisation. Both the organisational structure and culture affect the progress
of an organisation which can be both in positive and negative manner. Hence, if the Chelsea and
Westminster hospital want to improve its efficiency and effectiveness sin term of performance
then it required to have a strong organisational culture that help it in easily adjusting with the
challenges when it comes to values and belief. This is so because when the structural change also
bring changes within the culture that in turn may affect the performance of organisation in
negative manner when not managed properly (Cao, Jones and Sheng, 2014). Therefore, for
brining nay structural change within the organisation the Chelsea and Westminster hospital must
focuses toward implementing the changes within the culture in such a manner then the
employees be able to accept changes in effective manner as per planned without compromising
over the quality of operation. This in turn help in bring changes in smooth manner which in turn
help in improvising the operations in more positive manner.
This means that if Chelsea and Westminster hospital would be able to maintain an
effective culture then it become much easier to develop a well planned organisational structure
which make it easier for the health care manager to implement changes as per the requirement
present in health care environment and enhance the level of performance toward the welfare of
people. This is so because the performance of an organisation is evaluated on te basis of culture
and structure which are required to be managed critically. In this the structure is consider as
integral part of organisational culture that hep in providing staff members about direction to
work (Swensen and et. al., 2016). In case if organisation won’t able to integrate its structure with
culture then it would not be able to encourage its employees for taking initiative and
implementing changes in successful manner which are very much critical toward improving
performance of health care services.
Idea for change
The Chelsea and Westminster hospital operates toward providing services to the mental related
health for young people and children. This organisation follows hierarchical organisational
structure which is rigid to change as the decision are only taken by the higher authority which in
turn reduces the scope for improvement (Ginter, Duncan and Swayne, 2018). This is so because
the staff members that are actually interacting with the patients have better understanding about
the improvement to be made in particular area. This is also a reason behind the performance of
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the hospital which can be improved if this rigid and authoritarian structure can be added with
more flexibility so that suggestions can be presented in front of the higher authority to bring
changes. But as it follows the hierarchical structure which in turn restrict the changes to be made
as authority remains in few hands (Diller and et. al., 2014). But in order to cure the mental
disorder such as cerebral palsy there are lot of resources and technologies that are required which
in turn not only help in improving the quality of service but also reduces the recovery time
among patients. But for this the Chelsea and Westminster hospital require more fund to invest in
such practices and to implement this it required to bring changes within the organisational
structure as it considers as the base for presenting the flow of operations within a company.
For improving the quality of services and securing new funding from CCG, the Chelsea
and Westminster hospital must focuses toward brining changes within the operational procedure
where new technology must be implemented which in turn not only help in reducing the time of
curing the patient rather also help in enhancing the quality of services by presenting more
accuracy in actions as well as treatment provided to patient. For this it required to change its
hierarchical organisational structure to the divisional organisational structure which in turn help
in separating the resources that are required by each unit in order to perform their operations
separately (Ortega and et. al., 2014). Other than this it also help in determining the individual
requirement of each unit as per their area of operations so that a better presentation regarding the
requirement of fund can be presented in front of CCG which in turn help in getting more access
to financial resources that are required by the organisation for improving its quality of services as
per the requirement of patients and health care environment.
Recommendation
For brining changes within the structure of the organisation, the Chelsea and Westminster
hospital has to deal with several challenges as it directing influence the flow of operations as
well as manner in which operations must get executed that have its direct impact over the
performance of organisation. These influences can be presented in both the manner such as
positive and negative manner. but in order to implement this change in positive manner
following recommendations are provided,
 The health care manager of Chelsea and Westminster hospital must focus toward
providing appropriate guidance to the staff members regarding the manner in which they
must have to perform operation after the change get implemented within the organisation.
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This in turn help in directing the efforts of staff members in right direction so that the
errors of mistake can be avoided.
 The health care manager of Chelsea and Westminster hospital can take suggestions from
the staff members before implementing the changes and provide them with idea regarding
what benefit they will get with this change in order to influence them to accept change in
positive manner and make them aware about things that get change with these
modification. This make it easier for them to accept changes and implement in positive
manner.
CONCLUSION
From the above performed report it can be summarised that organisational structure and
culture plays a significant role within the functioning of an organisation. This is so because it
helps in deciding the procedure of performing operations and manner in which the orders get
flow within the organisation. But in order to perform operations effectively an organisation must
focus toward the requirement of health care environment so that it become easier to determine
the changes that it required to made in order to fulfil the changing requirement of patient toward
getting access to better care in Borough.
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REFERENCES
Books & Journals
Cao, Q., Jones, D.R. and Sheng, H., 2014. Contained nomadic information environments:
Technology, organization, and environment influences on adoption of hospital RFID
patient tracking. Information & Management, 51(2), pp.225-239.
Chemaly, R.F. and et. al., 2014. The role of the healthcare environment in the spread of
multidrug-resistant organisms: update on current best practices for
containment. Therapeutic advances in infectious disease, 2(3-4), pp.79-90.
Diller, T. and et. al., 2014. The human factors analysis classification system (HFACS) applied to
health care. American journal of medical Quality, 29(3), pp.181-190.
Ginter, P.M., Duncan, W.J. and Swayne, L.E., 2018. The strategic management of health care
organizations. John Wiley & Sons.
He, D. and Zeadally, S., 2014. An analysis of RFID authentication schemes for internet of things
in healthcare environment using elliptic curve cryptography. IEEE internet of things
journal, 2(1), pp.72-83.
Kolade, O. and Ogunnaike, O., 2014. Organizational citizenship behaviour, hospital corporate
image and performance. Journal of competitiveness, 6(1), pp.36-49.
Ortega, A., and et. al., 2014. The influence of change-oriented leadership and psychological
safety on team learning in healthcare teams. Journal of Business and Psychology, 29(2),
pp.311-321.
Siani, H. and Maillard, J.Y., 2015. Best practice in healthcare environment
decontamination. European Journal of Clinical Microbiology & Infectious
Diseases, 34(1), pp.1-11.
Swensen, S. and et. al., 2016. Leadership by design: intentional organization development of
physician leaders. Journal of Management Development.
Yeager, V.A. and et. al., 2014. Using resource dependency theory to measure the environment in
health care organizational studies: A systematic review of the literature. Health Care
Management Review, 39(1), pp.50-65.
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