Organizational Structure and Culture

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.