Organizational Structure and Culture

This report discusses the organizational structure, culture, and politics of the NHS and their influence on employee behavior. It also explores the impact of local and central government policies on the NHS and different management styles in the healthcare sector.

Organizational
Structure and Culture

Table of Contents
INTRODUCTION...........................................................................................................................3
Section 1 Organizational structure, culture and politics..................................................................3
NHS organizational structure with mapping out organizational chart.........................................3
The role of organisational culture and its influences on employee behaviour.............................4
The impact of local government and central government policies on NHS................................5
Assessing of monitoring and accountability in NHS...................................................................6
SECTION 2.....................................................................................................................................6
Different approaches to management style in NHS.....................................................................6
Concept of motivation and their application to public service organizations..............................8
Reflection on the importance of concept of organizational behaviour to the performance of
team in public sector....................................................................................................................9
CONCLUSION..............................................................................................................................10
REFERENCES..............................................................................................................................11

INTRODUCTION
Organization culture and structure is important aspect for success of business. It is
necessary for the business to understand differences between organization culture and structure
creating direct impact on employee and profitability of firm. an appropriate structure and cultures
of company will help employees to have follow up on organizational goals work together as
effective team (Yoes and Silverman, 2020.). The national health service is publicly funded
healthcare system in England. the NHS have complex structure and cultures which is difficult to
understand due to wide range of different organisations with different roles, responsibilities and
specialities.
In this report, there will be discussion of organizational structure, culture and politics of
NHS and how they are influencing behaviour of organization. There will be explanation
regarding impact of local and central government policies. Besides all, different management
style and approaches of NHS will be discussed in order to keep employees motivated in
uncertain work environment
Section 1 Organizational structure, culture and politics.
NHS organizational structure with mapping out organizational chart.
Organizational structure tends to be the internal framework in which a firm is organized
with underpinning to keep coalition functioning. structure tends to operating manual which
direct all manager and employees regarding working and delegation of power. More specifically
structure tends to describe all members of company are accepted, which leadership is chosen and
how decision is to made.
NHS is responsible for providing their national directions on the service improvement
and transformation, governance and accountability, standards of best practises and quality of
data. There is different type of organization structure such as functional structure, hierarchal
structure, divisional structure and matrix organization structure. As been the highly funded local
government health organization, NHS have been following the functional structure.
Functional structure divides organizations into department based on respective
function. Each department will be headed by functional manager and employees as per their role.
This will ensure employee using with skills and achieving busines objectives (Waterson, 2020).

The organizational structure of NHS has been broadly on the activities such as task allocation,
coordination supervision directed to organizational aim achievement. This have consistency of
several branches, departments and workgroups. In wide spectrum, NHS have been viewed with
encompassing into two dimension such as primary care and secondary care. NHS organization
have arranged the firm into important seven department on the basis of function who are working
together to improve health and social care. So, the different department are-
The department for health is the government responsible for funding and coming up policies in
regards of upcoming healthcare system of UK.
NHS England is the umbrella body which is overseeing healthcare departments. This
department cannot directly infer in any decision.
Clinical commission group who are responsible for commissioning in local areas. They ae run
by the GPs, nurses, consultants as being in charge for around 60% of budget.
NHS foundations trust is providing up care to CCG commission including up hospitals,
ambulance, mental health, social care and primary care services.
Thus, proper sub structuring of the organizational maps are as follows-
• Strategy, policy and governances which is defining the strategic agenda as per need of
clients and evolving political, technical government and market environments.
• Product development is regarding improvement in health outcome for people in England
along with equipping health and care workers with user centred approaches and security.
• Data services have primary responsibility for driving data quality linking it to
furthers across systems with reliable statistic and insights (Pope, 2019).
• Infrastructure and networks responsible for reliable systems, performant in all live
systems operating in health and care system
• Corporate services are centre for expertise and management for functional, commercial
and people function. This have consistency of finance, estates, commercials and HR with
organizational transformation.
• Assurance and risk management as strategic and collaborative partner providing out
independent assurance and strategic delivery of risk. This can be look into changing programmes
and corporate function.

The role of organisational culture and its influences on employee behaviour.
NHS is looking into a culture that is efficient s putting up the patient first, promoting trust
with respect and equality. The organization is trying out to have been sufficiently open up with
transparency in the working environments. This will impact in making employees to be free to
face any challenges with robustly, regardless of status and encouraged to move forward.
Culture is helpful in representing the collective value and belief who are working in
rogation influenced by history, its primary task, key individuality, management strategy, external
level constraints and respective circumstances. As per the Harrison model of cultures,
organizational culture divided into four segments as role, task, power and person culture. NHS
is following the role culture in which cultural is totally reliant in formal rules and regulations.
This type of organizational culture will have proper job descriptions of different position. In
addition, it will pay major emphasis on the personal traits and characterise belonging to these
positions.
Role culture create direct impact on employee behaviours turning out to be high
performance culture as being supportive, positive and proactive. This culture has allowed
employee to have in competitiveness in business environment. (Kesiilwe and et.al.2018.) As the
result they are efficient and always feel connected as culture and employee behaviour are always
interlinked NHS have made up with high performance culture with clear business goal setting ,
defining responsibilities , creation of trust environments and encouraging employee to grow at
continuous level.
Role culture have several impact of NHS employee performance as everyone is sharing
their value and belief through various development programmed doe b NHS to keep them
motivated. NHS is providing proper communication, safety, collaboration and growth to prevent
boredom and job stagnation turning out everything interesting.
The impact of local government and central government policies on NHS
Governments create rules and framework forcing out the business to transform the
different function of business environment. On the other hand, local governments are
implementing laws and policies with are development by central government in order to create
the secure and prosper business environment for NHS. The past decade of UK have witnessed

as the increasing degrees of tension in relation between the central and local governments have
created up with assertive controls over local authorities expenditure and activities of NHS.
Local authority has always role in public health. there is public health roles and career
opportunities available in local government. NHS gave creation of local enterprise partnership
and local industries strategies across the England as NHS confederation have been pointed out.
this have turn out to the significant opportunity for NHS organization with economic
development of local region. NHS have been talked as the biggest employer in England
overlooking local importance’s with high level of deprivation (Armstrong and et.al.2019). NHS
is key employer providing up the good term good terms and conditions and opportunities for
high-quality, professional work, and contributing to the local economy by investing in the region
and in training and education for staff. The integrated care system has provided the NHS chance
to take up with innovative steps for reducing the health inequalities and effect of determinant of
economies as it has been never done before.
Assessing of monitoring and accountability in NHS
The NS performance framework have been developed in accordance with principle of
change. the framework has the clear thresh holds for intervention in underperforming
organization. This have been ruling based process for assessing monitoring and accountability
including defined timescales for demonstrating improved performance.
Chain of command= The line of authority
Command in its simplest definition is the line of authority and responsibility along which
orders are passed within the nursing department. in NHS nurse keep proper attention over the
cain of command to come with solution to negative situation. This is also helpful for nurse to
protect it license in case of negative outcome.
NHS span of control
In the NHS, nurse’s supervisor has the greatest variation in span of control. Nurse’s supervisor
has the greatest variation in span of control ranging fewer than 12 nurses to more than 173 in
frontlines nurses (Alderwick and et.al., 2018). This represented greater variation with different
leadership role. it is just an examples NHS have high level of managerial levels dealing between
the administrative staff, staff, supervisors and many more. On an average their span of control
has ratio of 18.8. NHS have been partially centralizing and decentralized according to different
level of management. At the high level the approach followed by the public organization is

purely centralized following up the government and local rules and regulation moving to lower
level of manager the approach of decentralization have been accepted gaining major level of
effective.
SECTION 2
Different approaches to management style in NHS
Management style refers a way in which managers perform their functions and accomplish all
their pre-determined goals. It consists of the way in which they make decision, plan and organize
work. Management styles play a vital role in public sector as it makes able to company to
improve and maintain quality as well as efficiency of services.
Human relationship management: This approach of management theory plays a vital
role in improving quality of service of NHS which they provide to people. In this theory,
manager focuses on improving efficiency in employees' productivity. They also believe that
employees are the central resource, so they should be developed towards higher level of
creativity and fulfilment (Mash and Adler, 2018). Manager in this approach, support to their
employees in their growth and performance. It makes employees of NHS able to improve health
of people.
Scientific management theory: This management theory analyses workflows. The main
aim of this theory is to improve labour productivity. They focus on performing all functions in a
scientific manner after knowing their pros and cons. Manager of NHS advances idea that
workers and manager require to cooperate each other. Developer of this theory, Taylor also
believes that money is one of the main things which can motivate employees and that is why he
promoted the idea of fair day's pay for a fair day's work. So, by providing enough pay to workers
according to their performance, manager can make use of this theory and can improve quality of
their services. Improved quality is the main key of success of public organisations.
System approach: This system approach style of management views organization as a
purposeful system and provide the best way to manager of looking at the organization as a whole
social system. They focus on creating a system and culture where people of different stages can
work together and where talent are utilized in an effective manner (Castro-Ríos, Reyes-Rubina
and Nogueira-Hidalgo, 2017). It makes NHS able to accomplish their goals and improving health

and social care services. In this approach of management style, manager interact with external
environment for identifying their impacts on the overall performance of the company.
Contingency theory: This theory claim that there is not the best way of organizing
corporation and leading company as ways of management depend upon the current situation and
both internal and external organizational factors. So, as per this theory, manager requires to
identify the best management style as per the current situation and accomplish goals by
motivating employees and other organization with which it works. So, it completely depends
upon traits of managers as how it selects management style and motivate employees for
improving healthcare services.
So, on the basis of above discussed approaches to management style, it can be said that t
plays an important role in public sector and help them out in improving health and well-being of
people.
Concept of motivation and their application to public service organizations
In the context of motivation, it can be said that it is the reason for people's action. It also
refers need that requires satisfaction. When employees feel that their all needs are being satisfied
by employers then they are more likely to stay with the company and help them out in
accomplishing their goals (Gray, Wilde and Shuts, 2018). There are some models of motivation
by which public service organizations like charities, social enterprises and NHS England can
improve public services and improve their image as well. Content and process models of
motivation can be beneficial for NHS England.
Content model of motivation include herzberg's2 factor theory.
Herzberg's theory: This motivation theory in organizational behaviour can help manager of
NHS in understanding needs and their satisfaction level.
Hygiene factors: It includes basic needs which every employee have and seek from their
company such as: working condition, salary, improved relationship and others. It includes basic
needs for which people work but these factors do not encourage employees for working harder.
Their absence can de-motivate and can lower their interest in working. So, it is important to
satisfy these needs for all employees (Altimetry, Shawana and Maude, 2017).
Motivators: It includes all those factors which encourage employees to work harder and if they
are being satisfied then employees are more likely to put extra efforts to company. These factors
increase employees' job satisfaction and also boost their confidence. It includes: Job promotion,

achievement, responsibility, recognition and growth. By satisfying such needs, manager of NHS
can make their employees able to stay with them and improving their performance. It is found
that NHS is facing problems in staff retention as due to work pressure, employees are less likely
to stay with NHS. So, by applying this theory they can increase staff retention rate (Herzberg's
Motivation Theory, 2018).
Process theory (Vroom expectancy theory)
Vroom expectancy theory: This theory assumes that behaviours result from conscious choices
among alternatives, whose main aim is to improve performance, pleasure and decreasing pain. It
also believes that employees' performance dependents on their own personal skills and individual
factors like knowledge and experience.
Valence: It is believed that needs of employees vary as some employees give value to money
and some gives to working environment, culture and appreciation. So, they have different
perceptive in getting value and by understanding their value, NHS can increase staff retention
rate.
Expectancy: This factor states that every employee within an organization, have some
expectation in return of their work. So, it is believed that when employees are given appropriate
rewards on the basis of their performance and work then they are more likely to work harder and
become loyal towards company (Yes and Silverman, 2020). So, by providing financial and non-
financial rewards, NHS can improve overall performance.
Instrumentality: It refers contribution which employees give to company. This factor states that
employees, who give extra efforts should be given several opportunities and attractive rewards as
it makes them feel valued and motivated.
So, overall, it can be said that motivation plays an important role in improving
performance, productivity and quality of products.
Reflection on the importance of concept of organizational behaviour to the performance of team
in public sector
Organizational behaviours are the study of understanding employees' behaviours and
performance in the workplace. It is important to understand the way in which people behave as it
helps manager in knowing their needs and motivating accordingly (Romeike, Nienaber and
Schewe, G., 2016). With the help of model I can describe the importance of organizational
behaviours on team performance of NHS.

Description: I want to discuss some fundamental concepts of organizational behaviours
which direct affects performance of team such as: perception, motivated behaviour, human
dignity and value of the person. All these concepts play a vital role. For example: Motivated
behaviours of employees in NHS make them and their team members able to improve
performance, reducing errors and bringing innovation.
Feeling: I feel that an ability to understand human behaviours within an organization
have impact on the whole organization. When employers understand the reason as why
employees are behaving like this then they can satisfy their needs by using appropriate
motivation factors. Manager can improve team performance as well.
Evaluation: I identified 4 main elements of organizational behaviour which contribute in
moulding behaviours of employees such as: people, technology, structure and working
environment. It may have critical impacts as if NHS provide better working environment and
also use effective organizational culture then it can have positive impact on employees'
behaviours and make them able to work harder (Jamshed and Majeed, 2019). Whereas,
ineffective structure and lack of technology can increase pressure and can make them frustrated.
Analysis: I Found out some effectiveness of OB and it’s all element. Team working has
several benefits for public sector companies as when employees work in a team and divide tasks
according to their skills then it increases overall efficiency, improve communication and
productivity. Overall environment in which people work whether individually and, in a team,
have critical impacts. But it can be said that by making use of effective team theories and
focusing on relationship culture rather than task culture, NHS can solve their problems of staff
turnover and satisfy their stakeholders' needs.
Conclusion: It can be said that organizational culture, advanced technology and ability of
manager of understanding behaviours of their employees play a vital role. It increases confidence
among team members and improve their relation with company as well.
CONCLUSION
From the above study it has been summarized that organizational structure and culture
plays an important role in influencing employee’s behaviours. Different types of organizational
structures have some advantages and disadvantage and selection is mainly dependent on the
nature and size of the company. Further, it has discussed impacts on local and governmental

policies on overall performance of public sector organizations. It has also shown effectiveness of
management theories for public sector organizations as how it makes manager able to
accomplish their goals. Lastly, it has discussed effectiveness of Herzberg's and Vroom's
expectancy motivational theory for increasing staff retention rate and improving image.

REFERENCES
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