The Role of Healthcare Manager: Structure and Culture Analysis

This essay delves into the multifaceted roles of healthcare managers, emphasizing their responsibilities in fostering quality patient care, managing budgets, and ensuring compliance with regulations. It examines how organizational structure significantly influences organizational culture, highlighting the interplay between hierarchical structures and cultural norms. The essay further presents various organizational structures prevalent in healthcare, business, and social care settings, illustrating their impact on operational efficiency and employee behavior. Key aspects of healthcare management, including staffing, financial oversight, and emergency preparedness, are also explored. The essay also provides examples of healthcare manager roles in nursing homes, from assessing residents' needs to managing staff and resources. The discussion covers how organizational structure and culture affect individual behavior and how these factors influence the success of mergers and acquisitions in healthcare.

STRUCTURE CULTURE AND THE HEALTHCARE
MANAGER ESSAY

Table of Contents
Introduction......................................................................................................................................3
Scenario 1: Discuss the role of the healthcare manager..................................................................4
Scenario 2: Explain how organizational structure impacts organizational culture..........................7
Scenario 3: Present different organizational structures in business, health and social care
organization...................................................................................................................................10
Conclusion.....................................................................................................................................13
References......................................................................................................................................14

Introduction
The given project covers three separate scenarios all related with the health care and change
management in the organization from health care point of view. The health and social care are
related to the part of clarifying the ways societies function just as exploring influential roles
within societies of well-being and social consideration. The connection between individuals and
the vitality of societies and their impact on welfare management and social inclusion were
further examined from the perspective of care staff and patients using administrations. The
impact of the external climate on administrative behaviors as relevant as welfare associations and
social considerations was investigated.

Scenario 1: Discuss the role of the healthcare manager
Medical clinics, centers, and other medical services offices offer a variety of patient care through
specialists, assistants, demonstration specialists, and other clinical staff. In any case, to be
beneficial, to offer quality support and pay for going to the Company, emergency clinics should
address authoritative specifications, such as design, human resources and procurement. Medical
service administrators or clinical administrations monitor these benefits by running errors
(Loveridge and et.al., 2017).
The primary responsibility of health care managers is to cultivate a climate in which essential,
quality medical services can be delivered with maximum benefit. They decide on spending plans,
organize and procure supplies, monitor funding and benefits, and issue regular letters. They are
aware of important laws, innovations and principles of medical care and speak to their
associations at external meetings, such as network discussions and social events specifically
dealing with finance (Connolly and et. al., 2012). To determine medical care needs and how
clinical choices affect the methodology and accountability of their offices, administrators hold
routine meetings with specialists, vendors, and patients.
The roles of managers vary according to their titles and the functions of their facilities.
Emergency clinic officers are responsible for confirmations, staffing and maintaining a clinical
focus, ensuring that patients receive the necessary administrations. In very large offices, clinical
administrators rely on a specific department, for example, medical or nursing procedure. They
set goals and strategies for their areas of responsibility after discussing with other clinical leaders
and the CEO. Wellness data leaders ensure that accurate clinical information is protected from
easy and inconsistent acces.
Health care managers are increasingly looking forward to the initiatives and responsibilities of
the board for the various units and offices. To determine the key functions, capabilities and
responsibilities of nurses and other directors of medical care, a study was conducted to
differentiate the significance and amount of time these individuals devote to selected exercises.
Despite measuring time and the importance of selected exercises guided by each ecological
situation, some key tasks, skills and responsibilities emerged in the training areas (Hemphill,

and et. al., 2015). Despite the ecological situation, leaders and leaders at all levels in medical
service associations invest critical energy measures and see high letter motivation, critical and
dynamic thinking, cooperation and commitment with different orders, individual development
and cost control.
Some of the roles of Managers in nursing home include:
 To assess the day-to-day needs of an older resident, these leaders need to have working
knowledge of the physical and mental effects of the maturation cycle. This information
enables nursing home leaders to nurse, organize drugs or provide effective treatment to a
resident or to improve their lifestyle.
 With an in-depth understanding of a resident's real limitations, these experts can assess
where and how that person can benefit from help with daily exercises, such as washing or
eating. Previous clinical relationship and engagement skills with bedside practices are
essential for working with residents with imaginative mental barriers.
 As an essential resident facilitator, nursing home administrators play the role of the
patient between staff and specialists. They should ensure quality consideration for a
resident by transmitting different signals or results from both players, while at the same
time ensuring that doctors and physicians visit afterwards.
 These experts should also use their powerful interpersonal skills to explore the passionate
elements of counseling residents and their families in the transition to nursing home
consideration. These experts work with families on a consideration plan and associated
costs, providing the resources expected for the mourning cycle.
While the decision-making processes of nursing home managers typically revolve around the
high demands of residents, they would also need to change staffing requirements to be just as
powerful. Starting with the quotation, leaders are responsible for measuring the size of the
production meeting where they should evaluate each competitor's capabilities and commit to
being a good choice for the office (Holloway, and Galvin, 2016). When on duty, medical service
administrators are responsible for preparing new representatives to provide routines and
instructions, particularly in relation to management or collaboration with residents and their
families.

During the course of a staff member's employment, nursing home executives must take steps to
determine employee performance, make the new offering accessible, and establish disciplinary
action where necessary.
Ensuring the well-being and safety of employees is a constant goal for managers. These experts
will not only be in charge of wellness education courses, but will also understand the HR side of
the board. Leaders know the benefits of representation and advocacy for evaluation purposes and
work to determine how employee wealth affects the office as a whole.
These professionals are responsible for controlling and overseeing gifts or other financial
guarantees proposed for the general nursing home business (Jauch, and et. al., 2013). It is the
responsibility of medical service managers to differentiate the cost that is affordable and there is
a need to have funds allocated and where exactly those funds will come from. The health of a
nursing home’s residents is regularly notified to present proposed actions or improvements to a
board of directors which accepts the need to designate reserved areas and the source of these
funds (Arefin, Hoque and Rasul, 2020).
The strength of nursing home residents is simply enhanced by the best possible support from the
office itself. Heads of medical services make efforts to ensure that facilities and equipment are in
place for residents and staff. The office must adhere to fire and safety codes and to ensure this,
nursing home managers delegate their life support staff to deal with any issues promptly and
confidently.
Similarly, nursing home administrators perform and manage legitimate cleaning and system care
with the cleaning and catering departments so that residents can have quality, personal, home-
like appointments. Similarly, the offices turn to these experts to decide how to deal with
emergencies. Nursing home administrators provide employees with catastrophic facilities, such
as hardware, readiness and unexpected departure plans. These experts are also the biggest
influencers in office. As well as the fact that managers are launching and enforcing norms in
accordance with government and state laws, however, they are also thinking about solutions to
office problems or consistency going through (Kernan, and et. al., 2014). Outfitted with a
complete comprehension of Medicare, Medicaid, standing rules and other legitimate
arrangements, they remain completely mindful of occupants' privileges so they can enhance the

nature of their drawn out remain. The capacity to decipher state and government rules into
compelling nursing home practices considers an office to run easily as both a business and as a
safe house of humane consideration.
Scenario 2: Explain how organizational structure impacts organizational
culture
Organizational structure and organizational culture have a place among ideas with the highest
pictorial and controlling force in understanding the causes and types of practices of individuals in
societies. Therefore, these two ideas are often used in research as free factors to clarify different
wonders found in groups and different types of associations. The effects of authoritative structure
and culture on different parts of the board are usually studied independently and freely (Klasnja,
and Pratt, 2012). However, there are examples of research spreading the onboard influence of
both the culture and the facility in their common collaborations. Unfortunately, despite the fact
that it is naturally obvious that hierarchical culture and authoritarian structure should have a
profound influence on each other, there has been hardly any in-depth study examining their
direct shared impact.
It would be very useful to explore the connection between authoritarian structure and culture, as
both determine the behavior of society. At least they do it in different ways. A culture of
evaluation is a natural feature of authoritarian behavior, as it coordinates how individuals work
in society by working from within and determining assumptions, attributes, standards and
attitudes as individuals govern themselves in the normal activities of society . Furthermore, the
hierarchical structure is an external factor influencing people's behavior from an external
perspective, through adequate barriers established by the division of labor, the circulation of
authority, the accumulation of unity and coordination. In this way a person's behavior in society
is due to the influence of his lifestyle and structure, just like the influence of the different parts.
After that, studying the common influence of culture and hierarchical structure is important for a
complete understanding of individual behavior.
An Organizational culture can be defined as “a set of suspicions, characteristics, standards and
perspectives, expressed through images that people in society have created and acquired through
common knowledge and that help them to determine the importance of their environment, the

general environment and the way in which they achieve it ". As this definition suggests,
authoritarian culture has an intellectual department and a brand. The psychological sector
includes common assumptions, beliefs, standards and perspectives offered by the society's
individuals and which also shape their psychological (explanatory) plans. In this way,
authoritarian culture determines how individuals in society see and determine the worldview, as
well as the way in which they work. The psychological significance of hierarchical culture
promises a remarkable way of reconciling meaning and a unique response to the wonders in and
around society. After all, if there is a rigid culture in a society, everyone in society decides,
makes movements or engages in collaboration in a similar design that is expectation. The images
are a well-known piece of authoritarian culture and show its intellectual division. Semantic,
social and material images further reinforce, add and change hierarchical culture (Loveday, and
et. al., 2014). Organizational structure models, as a specific arrangement of measures of support,
guide and model the way in which the individuals of the association perform their functions in
the achievement of the aims of the association. In different authoritarian models the subjects of
society decide, move and communicate within the work of society in completely different ways.
After all, we tend to predict that the model of authoritarian structure influences the hierarchical
culture. It is quite possible to imagine that the appearance of the behavior under the control of the
basic system in society, from one point of view, and the suspected behavior and social
characteristics, in turn, influence it quality, i.e. in strengthening or weakening the hierarchical
culture (Sparks, Dana, 2020).
One of the biggest challenges that faced by managers in post-M&A is the evaluation of the
variables that influence the determination of the classification difference in the new group from
the authoritative parts of equality and culture. In case of M&A, this fact means that two groups
or associations have to coordinate and representatives have to cooperate. M&A welcomes a
number of vulnerable developments. Change is a reality and it must be recognized that there is
much more energy and vitality than many leaders think.
Mergers affect culture in this profound, sudden, and overwhelming manner. For example, as
often as possible, organizations buy companies that come from a very particular business
background. At that point, the parent group, starting from the idea that its wealth can be

regenerated in acquisition by acquiring the company's approach in the same way, places the
sensitive co-harmony between the supply chain and the company climate.
As organizations are acquired and merged, however, manufacturers find that the props are drawn
from their essential characteristics or validations. It is not known whether these essential ideas
will be affected or how they might have changed. This adds a great deal of vulnerability and
causes individuals to have to rely on just what the organization needs and the material to excel in
the new business plan of things. Employees need to understand what their organization is
responsible for. Without a reasonable lie about the virtues of society, they will be skeptical of
which principles should be upheld. This, in turn, makes the table dynamic in terms of dynamics.
Constantly, there are sufficient errors in combining organizations' customs and ceremonies to
make numerous representatives uncomfortable with the circumstance. A few people will turn out
to be conditional until they sort out what is adequate convention in the parent organization.
Additionally, it is regular to see the acquirer confounding the conduct of obtained organization
faculty.
The impact of organizational structure on service delivery in health and care organizations
Nurses, nurse practitioners, as well as physical therapists normally constitute of the care givers of
the health and social care facilities and are considered to be modern administrative providers.
The well-trained specialists work directly with patients and act as liaisons between patients,
family individuals as well as the welfare office and social considerations. They have a
responsibility to respect patients as well as to communicate on a daily basis with patients as well
as their families after pushing the doses. (Lancaster, 2010) Great care workers are needed to
ensure that welfare office and social consideration work productively. The human resources
department is responsible for ensuring that there are talented experts in customer care in the
welfare and social consideration offices, for example receptionists just as secretaries and human
resources act as a scaffold between whether parental figures help staff just like the administration
(Yoon, 2020).
The impact of organizational culture on service delivery in health and care organizations
Making a fruitful hierarchical culture in the offices of welfare and social consideration
considered a difficult task. It is essential that there is a mission statement that is seen as a strong
thing simply as a marked sense of purpose to guide behavioral ideas. This specialization must

create a sense of connection, as passionately as it does build an inbound network for the
company's goals. Fundamental to a sense of belonging to an authoritarian culture it is useful
because the foundations of this culture are interconnected (Beaton, MacIndoe and Wang, 2020).
Coordination of efforts is motivated by collaboration just like building consensus within people
at meetings. In foundations with strong leadership of an organization, people are willing to work
harder than necessary to help colleagues make the collection better as it needs wealth. However,
the possible cooperation between guardians makes for collaborations just like allowing each
parent to put their individual loyalty to offer some sort of support to guardians of patients.
(Lancaster, 2010) Similarly, teamwork turns into a robust vehicle for data exchange just as a
result of the replay connections; people are also becoming familiar with who has the information
to solve specific test situations. In this way, by placing the resources in philanthropy, the council
in the office of welfare and social opinion will create a social corner in which there will be strong
management of administrations towards patient’s thereby increasing patient administration. In
addition, fertile hierarchical associations promote specific incentives to provide competent
patient support through the comfort grant just as a reward to parental figures for offering elegant
types of care (Dopson and Fitzgerald, 2006).
Scenario 3: Present different organizational structures in business,
health and social care organization
1. Functional Structure
A functional structure takes into account a higher degree of specialization and the potential for a
deeper space than a vertical structure. Greater specialization also pays attention to a more visible
workspace, associated with greater efficiency. Although the work in a utilitarian structure will be
particularly specialized, it is halfway organized by the Director, as before. A practical structure
takes into account a positive communication chain from top to bottom and establishes between
the boss and the utilitarian wards, so it is based on a generally tall structure. The incongruity
within a practical structure is that the specialized strain can cause high levels of professional
frustration and fewer cycling developments for the industry (Daft, 2015).
Advantages
i. The design permits division of labor and encourages specialization.

ii. It is easily understood by the employees. It needs no specialized knowledge for them to
understand that there are several departments, each performing a separate function, and all
departments must work in unison to achieve an organization’s goals.
iii. Functional design eliminates duplication (Daft, 2015).
Disadvantages
i. Employees may lose sight of the organization as a whole.
ii. Horizontal integration across functional departments often becomes difficult as the
organization increases the number of geographic areas served and the range of goods and
services provided (Palmer, 2011).
2. Customer structure
Organizations that offer services, for example, medical services, generally use a messenger-
based structure. While similar to the structure of the company, the specific business segments
behind them are each part of a specific group of customers, such as outpatient, critical care, and
emergency patients. Since the customer makes a fundamental difference, it's good to change the
administration. Reps can get around that type of customer and be more productive with that type
of customer. The leaders of each user community would report directly to the Chief Clinical
Officer and the Head of Clinic. This is also intended to avoid coverage, disarmament and
dismissal. User structure is appropriate when the object or administration of the association
needs to be tailored to obvious customers (Harrell 2011).
Advantages
Running a customer-focused business will build a unique customer base. Customers are even
more willing to buy from reputable organizations that consider their needs when making items
and administrations. Likewise, the messenger is an ongoing donation of organizations that
provide a strong incentive to train their staff to strengthen customer support (Lancaster, 2010).
Disadvantages
Customer-focused businesses in organizations works only on the requirements and needs of
customers, which can adversely affect the innovation of an organization. Because groups are
based on messengers, they can go against the creation of ideas to develop articles or create new

ones, so they start needing improvement. While customers understand what they need,
organizations should work innovatively to come up with ideas that customers may not consider
on their own when they get an overview of their needs (Lancaster, 2010).
3. Geography structure
If an organization spans multiple geographic regions, and the item or administration should be
limited, it frequently requires association by district. Geographic organizing includes gathering
exercises dependent on geology, for example, a Latin American division. Geographic organizing
is particularly significant if tastes and brand reactions vary across areas, as it takes into account
adaptability in item contributions and showcasing procedures. Likewise, geographic organizing
might be essential in light of cost and accessibility of assets, dispersion procedures, and laws in
unfamiliar nations. Coca Cola structures topographically in light of the expense of moving water.
NetJets, a private flight organization, needed to make a different organization in Portugal to work
NetJets Europe, on the grounds that the substance must be claimed by a European Union
transporter (McDaniel, 2011).
Advantages
i. It enables the company to cater to the needs of the different regions more effectively.
ii. It has some of the advantages of decentralization.
iii. It is very useful where proximity to the local market can result in cost reduction (McDonald,
2012).
Disadvantages
i. It requires more persons with general management abilities.
ii. It may sometimes cause fragmentation and duplication of functions.
iii. It increases problems of central management control.

Conclusion
This assignment delves with the aspect of health and social care organizations for comparing as
well as contrasting different types of organizational structures in health and social care. At that
time the notion of an authoritarian culture in welfare administrations and social consideration has
been analyzed. The ways in which the hierarchical supportive corner is just like the social part of
welfare societies and social considerations influencing administrative transport are clarified.

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