Impact of Structural Change on Organizational Culture in Healthcare

This assessment explores the potential impact of structural change on the culture of healthcare organizations. It discusses the importance of organizational structure in shaping employee behavior and suggests adopting a matrix structure for positive changes. It also recommends updating organizational policies to attract funding from CCG.

HEALTHCARE
ENVIRONMENT

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
Potential impact of any structural change on the culture of the organization.............................1
Explanation of ideas for change..................................................................................................3
Recommendations to implement the change...............................................................................5
CONCLUSION................................................................................................................................5
REREFENCES................................................................................................................................6

INTRODUCTION
Each and every healthcare organization has a healthcare manager who has different kinds
of roles and responsibilities within an organization. Healthcare managers are responsible for
working with policy makers, physicians, observe care provided to patients, accounting and
budgets and make efforts to ensure smooth functioning of organization. They are also
responsible to secure funds that are required so that flow of funding can be secured and if any
kind of innovation or organizational chance is required to be brought then it can be brought
within the organization so that required source of funding can be secured (Iacobucci, 2018). This
assessment will lay emphasis upon a social enterprise that have a hierarchical structure and helps
in providing a financial source of income to families of people who are suffering from cerebral
palsy. They develop various kinds of support programs for such people. This assignment will
also focus upon ways in which this social enterprise can secure funding’s from CCG.
MAIN BODY
Potential impact of any structural change on the culture of the organization
Overall structure of an organization plays a vital and important role for an organization. It
is important for organizations to focus upon their overall structure in a positive and negative
manner. Bringing changes within an organizational structure can directly impact overall
organizational culture this is because structure of an organization directs the manner in which
employees behave and work every day. If changes within the structure are brought in an
appropriate manner then it will impact existing organizational culture positively (Baker, 2020) .
Not only this, it will eventually strengthen values of an organization. When changes brought
within an organizational structure are according to the existing cultural values of the company
then it can lead to strengthen positive implications of structural chances and will also promote
positive behaviour change within employees and other staff members. There are different kinds
of organizational structures in health and social care business and it is important for social
enterprises to adopt an appropriate organizational structure so that changes within organizational
culture can be brought positively which will eventually help in generation of positive behaviour
within individuals.
In order to increase efficiency of an organization and increase opportunities for
organization to expand in future it is important to adopt an appropriate structure of organization.
It is important for organizations to distribute their employees within growth so that they can
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perform their roles and responsibilities in a proper and appropriate manner. it will help them in
reducing input and maximizing output. Appropriate structure within an organization led to a
culture in which different attitude, behaviour and traits of people is changed. These changes can
directly impact overall functions and output of an organization. These changes are important to
be focused upon as it can directly or indirectly impact overall reputation of organization that can
further help and organization in securing funding’s (Peprah and Ganu, 2018). For a social
enterprise that provides opportunities for people so that they can become financially
independent, financial sources of funding’s is an extremely important factor which is required to
be focused upon.
Structures also help in identification of type of relationship that health and social care
enterprises have between their employees and employer. In order to bring positive changes
within culture of social enterprise it is important for them to bring changes within their structure
so that they can secure funding’s from CCG. Some of the most common type of structures in
health and social care business are as follows:
 Functional organizational structure: It is a kind of structure in which organization is likely
being divided into small groups with specific roles and task. It is mostly hierarchical in
nature in which employees or supervisors report to their senior level officer or employees
 Divisional Structure: It is horizontal in nature in which organization has several horizontal
objectives that are requoted to be achieved. It further helps an organization to control their
resources in a proper and appropriate manner. Each of the division of the organization
operates separately and reports to chief executing officer of their department.
 Matrix Structure: It is also known as hybrid organizational structure in which all the
functions of an organization (Felipe, Roldán and Leal-Rodríguez, 2017). It is a kind of
structure in which employees report to more than one senior as per the need and requirement
of the organization.
 Flat Structure: It is a kind of structure which is mostly seen in small organization where they
do not have a proper structure. IT can be horizontal as well as vertical.
Out of all of the above organizational structure each social enterprise or health and social
care organization has a frontline employee, bridge employees, supervisor, management and
senior management on the basis of which overall structure of social enterprise or any other
healthcare organization is chosen.
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Frontline: All the main service providers such as nurses, healthcare practitioners, therapist et. are
considered as frontline providers of services that re provided to patients. They are the one who
directly work with their patients and also works as liaison between social care facility, patients
and their family members.
Bridge employees: They are one of the most important requirements for providing social facility
to people. they are mostly extensive assistant staff members like human resource department
who works as a bridge between management, caregivers and other staff members (Zeyada,
2018).
Supervision: In social enterprises a quality assurance manager is appointed whose main
responsibility is to supervise and provide direction to care givers so that proper service can be
provided to the patients and their family members.
Management: It is another important part of organizational structure of health and social care
business who helps in proper management of roles and responsibilities of all the other employees
and staff members of the organization.
Senior management: Main function of senior management is to ensure that all the business
functions or activities are being carried out as per legislation, organizational procedures and
policies with desired outcome.
Explanation of ideas for change
Currently social enterprise chosen has a hierarchical or functional organizational structure
in which all the main primary functions of organization are divided as per their main functions.
But this structure does not bind all the members of an organization together. Social enterprise
can adopt and bring changes within their organizational structure as per matrix organizational
structure. It is a kind of structure in which functions or departments are developed as per the
prioritises and functions of the organization so that all the employees or staff members can
participate and fulfil their roles and responsibilities in any kind of situation (Ryan and et. al.,
2017). If social enterprise brings changes within their organizational structure as per the structure
all the employees might have more than one senior dependent upon type of project or situation.
It can also be said that within current hierarchical structure if functional dimensions are added to
the structure then it will help the organization to bring positive chances within their
organizational culture. This will further help in bringing positive changes within all the
employees as they will be able to adopt themselves in any kind of situation and if they will have
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any kind of issue or problem then they will be having more than one senior to contact and
resolve the issue. However, matrix structure is a bit challenging because it is a bit difficult to
report to multiple seniors and because of this communication process can also become a bit
difficult. It might take a bit more time then usual for all the employees to get use to the new
structure and bring changes within their behaviour but adopting and getting used to this structure
can help employees in gaining an understanding of all the functions of the organization and
bringing changes within their behaviour, attitude and working manner accordingly. It can further
help in broadening skills and knowledge of employees which will not only help tin growth and
development of employees but will also help in improving values of the organization. It is one of
the main steps which will help the social enterprise to enhance their values and efficiency in
providing excellent results (Kwon, 2017). Dual reporting will help in ensuing effectivity of
results that are required to be archived.
Another kind of changes that can be brought within social enterprises in order to increase
funding is bring changes within organizational policies and procedures. Bringing changes within
policies is one of the most important part of a social enterprise as it helps them to identify and
attract more source of funding. Social enterprise has various kinds of public and private funding
policies. Healthcare manager should remain updated with all kinds of public policies that are
enacted at local, federal or state level. Remaining updated with all kinds of legislative regulations
of laws can help them to bring changes within their public policies will help the organization in
identifying new source of public funding and will also help in identifying training and
development requirements for their employees and staff members so that their current knowledge
and skills can be updated. Healthcare manager should also focus upon private policies helping in
identifying ways in which they can enhance or improve services provided to target people and
can also help in ensuing that maximum number of cerebral Palsy people are helped. Both public
and private polices are required to be updated because it is one of the main sources though which
improvement within their facilities and services can be brought (Hock, Clauss and Schulz, 2016).
It is also important because CCG funding’s are allocated to those organization who focus upon
providing and fulfilling needs of a specific target people who cannot afford healthcare services.
By bringing changes within private and public polices will help in fulfilling this basic
requirement of CCG funding allotment.
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Recommendations to implement the change
Here are following recommendations though which identified changed can be brought
within social enterprise which will help them in bringing improvement within the organization:
 In order to effectively bring changes within polices of social enterprise can be brought by
researching about continuous changes within legislative frameworks, programs or policies.
This research will help the organization in identifying changes or updates within policies that
are required to be brought and will also help in prioritizing changes within policies as their
need and requirement. After conducing proper research, social enterprise can prepare to bring
changes within their policies by understanding ways in which updated law will affect their
working and will influence their stakeholders. This can be done by gearing up advocacy
work so that required changes within polices can be brought accordingly.
 In order to bring changes within organizational structure and shift from functional
hierarchical structure to matrix structure can be changed in following ways: Bu developing a
rule bound formal structure in which all the functionalities of the organization are prioritized
and distributed in such a manner that all the employees can work in any kind of condition.
This will help in pre-defining already existing relationship between all the employees and
senior management of the organization. This will help in enhancing efficiency of human
resources, organizational capital, resolve targeted problem, enhance social value, and bring
required social chances within the organization and achieve desired outcome. This will help
in increasing organizational value and reputation.
CONCLUSION
From the above assessment it has been concluded that healthcare manager plays a vital
role in bringing changes within an organization for securing funding’s from a defined source or it
can also be said that healthcare manager can bring required change to secure CCG funding’s by
meeting their criteria. It has also been concluded that bringing changes within organizational
structure can help in bringing changes within organizational culture which can further help in
enhancing positive behaviour of employees and can also help them in providing their service to
larger population. Changes such as changes within organizational structure, updating
organizational policies can help social enterprises to secure funding’s from CCG by meeting
their pre-defined criteria.
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REREFENCES
Books and Journals
Baker, C., 2020. Mental health statistics for England: prevalence, services and funding.
Felipe, C.M., Roldán, J.L. and Leal-Rodríguez, A.L., 2017. Impact of organizational culture
values on organizational agility. Sustainability. 9(12). p.2354.
Hock, M., Clauss, T. and Schulz, E., 2016. The impact of organizational culture on a firm's
capability to innovate the business model. R&d Management. 46(3). pp.433-450.
Iacobucci, G., 2018. CCG criticises NHS England after being ordered to cut GP funding.
Kwon, Y., 2017. Social Enterprise Policy in the United Kingdom 2006-2016: A critical analysis
of the political, economic and social context (Doctoral dissertation, University of York).
Peprah, W.K. and Ganu, J., 2018. The convergence of organizational culture, structure and
human capital performance: A conceptual analysis. Archives of Business Research. 6(5).
pp.212-221.
Ryan, D., and et. al., 2017. Variation in CCG policies for the treatment of carpal tunnel
syndrome. The Bulletin of the Royal College of Surgeons of England. 99(1). pp.28-31.
Zeyada, M., 2018. Organizational culture and its impact on organizational citizenship
behavior. International Journal of Academic Research in Business and Social
Sciences. 8(3). pp.418-429.
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