MOD004054: Structure, Culture and Healthcare Manager Essay

This essay delves into the intricate relationship between structure, culture, and the role of healthcare managers within the context of the NHS foundation trust. It begins by defining the importance of organizational structure and culture in healthcare settings, emphasizing how they influence the efficiency and effectiveness of operations. The essay then explores the responsibilities of healthcare managers, including their roles in financial management, care coordination, health information management, and legal compliance. The main body of the essay presents three scenarios, first discussing the healthcare manager's role in ensuring quality service and profitability. The second scenario explains how organizational structure directly impacts organizational culture, detailing the impact of the structure on the values, ethics and mental ability of employees. The third scenario presents various organizational structures in healthcare and business, demonstrating how these structures influence the working standards. The essay concludes by summarizing the critical aspects of structure, culture and the healthcare manager.

Structure, culture and the
healthcare manager essay

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
Scenario one – Discuss the role of the healthcare manager...................................................1
Scenario two - Explain how organisational structure impacts organisational culture............4
Scenario three – Present different organisational structures in business, health and social care
organisation............................................................................................................................6
CONCLUSION................................................................................................................................8
REFERENCES................................................................................................................................9

INTRODUCTION
Structure and culture of a business basically define the working capabilities under which
various functions and operations are conducted in ordinate manner. An organised culture creates
higher reference framing under which overall design is developed by which dominant culture
and its awareness, values, norms and attribute is enhanced. It also reflects the mental ability,
ethics that collectively encourage better level of creativity and innovation in sustained manner. In
relation to healthcare industry its structure allows an individual to carry forward its duty with
better efficiency in successful manner (Ray, 2016). In this continuous modifications in terms of
engrained within which successful implementation in healthcare is processed in imperative
mode. The report below is based on NHS foundation trust as it is a semi-autonomous
organisational that is a unit of National Health Service in England. The report below consists of
role of healthcare manager that remit practice and successful provision of health, organisational
structure that has direct impact on organisational success and development. Furthermore report
includes various organisational structure of business in terms of health and social care
organisation.
MAIN BODY
Scenario one – Discuss the role of the healthcare manager
The healthcare manager plays essential responsibilities and roles that remit its practices by
which future success and growth become successful. The clinics, hospitals and other health care
facilities are provided to the patient as through diagnostic, nurses, doctors and other staff of
medical. In order to make profit and to provide quality goods and services by which long term
sustainability of business is attained with perfection. In this hospitality service provider always
get managed, control and administrative the task and actions along with the consideration of
assigned budget. In this health care services is promoted by manager by which long term profit
and sales is overseas (Cooke, 2016). In this manager perform various roles that are primary
prospect under which working surround get fostered. Thus positive working surround is
developed by which efficiency and quality both get enhanced under which profit and stability
both get emphasised. In this determination of budget, receiving and ordering of supply
management, administration of benefit and payroll, distribution of effective communication and
induction of strategy is processed systematically.
1

The manager ensure that they have relevant health care laws, representation of external
meeting with other organisation, management of technological and standards, investor gatherings
and community forums. In order to measure health care it is required to manage need and
demand of decision making as it is affected with the procedure of finance facilities, conduction
of regular meeting with doctors, patients and vendors. In addition role of manager is changes as
per accordance to various functions in which hospital administrators make adequate charge of
admissions, up keeping and staffing of medical centres, make ensure that receive better service
that is essential for patients (Cavicchi and Vagnoni, 2017). Whether, in prospect of larger
facilities the clinical manager maintain clear and certain focus as well as concern on various
activities such as nursing and surgery so that productive service is processed. In this certain goals
and procedure is addressed as by managing different consulting services. The health manager is
act as a safeguard in which sensitive and casual authorisation is accessed systematically.
The role of healthcare manager in NHS foundation trust as within the sphere of practice
within which organisational, framework, financial information and knowledge, legal format that
certainly clears different ways through which doctors, nurses processed their working with better
efficiency. In this balanced level of effectiveness is addressed that induces ever-changing laws
and policy related to healthcare. In this manager of NHS analyse complex landscape that is
helpful to enhance business practices, patients by which level of possibilities is enhanced
(Kjellström and et. al., 2017). To manage the sustained accessibility coordination and endurance
of smooth implementation in various parts must get ensure that patients administer and receive
effective care is promoted in suitable mode. The health care manager works in multi-dimensional
as consisting development goals, personal management, quality improvement, efficiency
development, financial planning and management, infrastructure development, public relations,
internal communication and compliance. It is furthermore briefly explained below as:
Care coordination: The manager must have coordinated with other individuals that assist
to create overall work schedule with the health service provider by which effectual
coordination’s is processed. In this quality services is delivered that is provided to the individual
or a team as by monitoring overall working capacity by which overall services are facilitate in
successful manner. In support of this coordinators get worked well and get direct interaction in
patient and doctors so that suitable concern and feedback is collected. In this manager has
2

specialisation in specified area by which healthcare a service of NHS is provided with clear
supervision, teams throughout the processing of facilities.
Finance and budget: It is a responsibility of a health service manager by which they have
maintain clear focus to manage its finance under which rate of asset and liability is managed and
controlled with perfection. In this adequate track and record is maintained by which appropriate
level of budget and its constraint is managed with the budget proposition. It is also being used to
create and project the future credibility by which sustained projection is attained as per need and
requirement of NHS. As by monitoring the billing and payment of patient various realities is
getting managed by representing financial realities. In addition corporate accounting and its
management also get processed with easiness that attains balance in order to achieve long term
stability.
Health information: It is a role in which manager maintain all the medical records as by
making widespread adoption. In this balanced level of information is collected that ensure
balanced level of complaint get recorded and maintained so that sustainability is maintained as in
order to secure and kept the personal information of patients (Gandhi, Berwick and Shojania,
2016). This information also get manages so as to make all knowledge up-to-date by which
technological landscape is managed as by offering proper information with support of digital
conduct. It is a primary responsibility by which technological specialisation is ensuring so that
electronically health record is stored and accessed as by following all schemes and policies with
better portability and accountability.
Legal and policy compliance: It is a responsibility under which direct focus is developed
that assist to keep change in impactful manner. In his creation, training, development and
implementation of staff is required and get changed with the support of local, state and federal
laws and regulations that is relatable on healthcare delivery on NHS. In this specified services
get prepared as in which legal jargon is induced in clear manner by which suitable facility and
management within team is processed
Insurance: It is role of a health service manager by which they get cultivate so that
effective understanding is induced and it is processed by making deep enough knowledge of
billing, contract renewals, patient access, documentation compliance, reimbursement negotiation.
The manager of NHS also gets in contact with insurance company, patients and upper level
service provider within management.
3

Personnel: It is a practice that is followed by health care manager in which human
resource such as retaining, supervision, training, recruiting and staffing is processed within
healthcare setting. For this NHS get hired high quality and skilled candidate is hired so that long
term employment is processed that enhance working network.
Scenario two - Explain how organisational structure impacts organisational culture
An organisational structure and culture changes the working standards by which ability to
manage and control various prospect of business is getting enhanced and simplified. Culture
usually defines the overall entity by which both internal and external aspects is analysed in
productive manner (Block, 2016). As on the basis of structure better and clear level of
information and knowledge is processed by which achievability of standardised target and
objectives is a change systematically. In support of culture suitable information is spread within
the business that beams and channelized formalised implication successfully. It is also being
processed with the adequate following of legitimization as it directly get managed with the
changing behaviour of employees over daily basis of time. The culture of NHS foundation trust
reflects value, image, attribute, behaviour, ethics and mentality of employees. In support of
family-friendly culture usually encourage sustained level of innovation and creativity by which
suitable framework is developed in actual basis. In support of organisational structure and culture
of NHS foundation trust and it is as briefly explained below as:
Basic: In an organisational culture mentality, values and work ethics within employees
and employer. As in regard cut throat competition aggressive level of competition is induced as
in which NHS promote the working standards by which they also provide bonus as well on the
basis of working performance and productivity. In prospect of structure direct impact over tax
liability and its day to day activities and task is processed in flexible manner.
Control: The structure assist to induce balance operation by which balanced entity and
chain of command is managed. In relation of tight control NHS uses centralised approach in
which autonomy is placed to each individual. As in initial stage suitable culture is developed by
which customer interaction is enhanced (Waterson, 2018). In addition to this strong calmness at
working place is addressed that actually mistreat employees rather than putting collective efforts
through which positive and hostile change is implemented.
The NHS foundation trust has managed its human nature that inherently lead in skilled
and talented workforce, interrelationship with ordinates is maintained, effectiveness is enhance
4

that improvise working standards and applicable implication of required resources as in order to
promote valuable changes is achieved in timely frame. On the other hand culture is promoted
with support of values that is usually customer, people and team oriented in which rewards and
other benefits is offered on the basis of profitability. In addition to this suitable stability,
attention towards working schedule, innovation and creativeness is induced by which better
healthcare services is promoted to all the patients as by offering better treatment in suitable
mode.
As per consideration of specified scenario small hierarchical GP surgery gets joined all
together with the service provider care. It is processed with support of flat structure
ChangemakerXchange as it is a global community that is provided empower space, safe and run
to young change maker. In this profound modification is fostered as by lasting connection that
enable to peer learning by making meaningful collaboration. They get followed flat structure
where as GP surgery uses hierarchical structure by which collective working is processed as by
enhancing productivity. The existing culture of both enterprises is having higher and strong
impact over existing culture. In support of this collaboration supportive change is induced as
with the better suitability under which working capability is addressed successfully.
The merger of flat and hierarchical structure get operate various functions as by putting
direct emphasis over self management that is processed by each individual productively. In this
employee get empowered to get advance its goals and objectives by which individual
responsibilities and motivation is enhanced over continuous period of instance. In this decision
making is addressed with support of communication channel and as by managing various
services that is offered in effectual basis. It is essential to make better level of modification so
that working efficiency is enhanced over repetitive mode.
Both the enterprise has its own vision and mission but by working collaboratively its
ability to enhance its working credibility is enhanced as by achieving both short and long term
objectives and goals. It induces higher level of association so that they are able to fulfil market
requirement and expectations as well. In relation to healthcare service provider it is essential that
employee get and provide better treatment by which ability to develop and enhance performance
is increases.
5

Scenario three – Present different organisational structures in business, health and social care
organisation
Organisational structure refers to that approach which reflects the outline related to how
several activities are supervised to attain the objectives of the firm. It includes different structure
that can be shown below in context of healthcare organization (Queenan, Kull and Devaraj,
2016).
Flat structure- It defines that organisational structure in which only few layers of
administration can be shown. In this manager can control the number of subordinates that
represents as a short chain of command due to which communication can be done easier. If a
healthcare business enterprise could use this structure it includes some beneficial and drawbacks
can be shown below:
 Advantage- The main advantage of flat structure within healthcare organisation is that it
can lifts the workers level of responsibility within business firm. This also helps in
eliminating the extra layers of the management because of this coordination and
communication can be improvised between all the team mates and workforce. Flat
structure encourages the effective decision making that can take short time and also
processes among the workers effectively and efficiently (Nelson III, 2017).
 Disadvantage- The major drawback of flat structure within healthcare company is that
produces and generates the generalisation of work rather than specialisation due to which
image of the firm is to be affected. In this a particular function of a employee that is
perform in their job is not clear due to which objective cannot be attained effectively of
any dysfunction can be conduct with patients. Due to fewer layers opportunities cannot
be capture because of these changes cannot be implemented successfully. This also
deduct the likelihood of workers on learning management practice related to healthcare.
Functional structure- It elucidate as the most common category of the organisation
structure that an enterprise use for grouping the employees according to their skills, experience
and capability. In this every employee is supervised by their group head as per their roles. In
terms of health and social care organisation that is operated in Southwark by CCG, can adopts
the use of functional structure. In this Clinical Commissioning Group can bifurcate the
employees as per their skills and roles into several functional units? In this knowledge can be
6

effectively adopted by the person that helps in attaining the task in appropriate manner (Ferris
and et. al., 2018). It has some advantage and disadvantage that can show below:
 Advantage- In this employee is bifurcate as per their skills and experience so that
achieving the objectives is to be easy and clearly. It also beneficial for CCG in which
health and social care firm can show their productive results in assigning suitable faculty
can correct place.
 Disadvantage- To adopting this structure the major weakness is that it cannot maintains
a effective connection between departments due to which Clinical commissioning group
can face the issue of lack of cooperation and higher conflicts due to which major
complications can be arise.
Matrix structure- In these subordinates can report more than one superior rather than
one manager overseeing all factors of a project. In context of CCG adopts this matrix in
operating the new health and social care firm than it can bifurcate the user lines(Park and et. al.,
2017). In this organisation can perform the double responsibility for balancing the functional and
project task. It has some pros and cons that can shown below:
 Advantage- This organisation structure is very beneficial because it helps in
communicating the several departments so that collaboration can be maintained and work
can be attained. This will adopted by CCG at operating new firm in Southwark for
solving the conflicts and developing the cooperation between team mates.
 Disadvantage- In relation to CCG, at the time of setting the business in Southwark, this
structure will develops the confusion between authority because of this workers cannot
focus on their work and objectives cannot be attained effectively. It also includes more
cost due to which operating cost is to be suffered and will create blockage in promoting
services within Southwark (Belasen and Belasen, 2016).
From above explaining organisational structure, functional organisational structure is
useful and effective as it helps the management in implementing services by the Health and
social care organisation that is operated by CCG. In this several functions is to be divided that
are CCU, NICU, ICU, paediatrics departments and many more according to their skills
employees are to be selected for their position so that they can attend patient appropriately.
Every department is managed by functional department in which doctors, nurses, ward boys are
involves. Due to this management can be done properly; communication is also reflective with
7

clear and concise explanation, Easy accountability. In this firm can also follow the job retention
of nursing and ward boys so that effectiveness is to be maintained in every functional
department.
CONCLUSION
From the above explanation it is concluded that structure, culture of health and social
organisation reflects as very responsible because for attending the patient effectively and
efficiently. Effective culture helps in developing the communication, relation between the
employees so that task can be done effectively and efficiently. To effective analyse the
organisational culture this report study the handy culture model that helps in adopting the best
culture so that goals can be accomplished on time. Further it involves the organisation structure
with their advantage and disadvantage due to which manager can enhance the skills and
capability of candidates due to which cooperation and productiveness can be maintained. This
structure and culture of organisation helps in implementing changes as per the demand of
business environment so that negativity can be removed and positivity can be gained.
8

REFERENCES
Books and Journals
Belasen, A. and Belasen, A.R., 2016. Value in the middle: Cultivating middle managers in
healthcare organizations. Journal of Management Development.
Block, P., 2016. The empowered manager: Positive political skills at work. John Wiley & Sons.
Cavicchi, C. and Vagnoni, E., 2017. Does intellectual capital promote the shift of healthcare
organizations towards sustainable development? Evidence from Italy. Journal of Cleaner
Production. 153. pp.275-286.
Cooke, M., 2016. TeamSTEPPS for health care risk managers: Improving teamwork and
communication. Journal of Healthcare Risk Management. 36(1). pp.35-45.
Ferris, R. and et. al., 2018. Perspectives of patients, clinicians, and health system leaders on
changes needed to improve the health care and outcomes of older adults with multiple
chronic conditions. Journal of Aging and Health. 30(5). pp.778-799.
Gandhi, T.K., Berwick, D.M. and Shojania, K.G., 2016. Patient safety at the
crossroads. Jama. 315(17). pp.1829-1830.
Kjellström, S. and et. al., 2017. Work motivation among healthcare professionals. Journal of
health organization and management.
Nelson III, K.E., 2017. Nurse manager perceptions of work overload and strategies to address
it. Nurse Leader. 15(6). pp.406-408.
Park, J.J. and et. al., 2017. The chemical engineering research laboratory as context for graduate
students' training: The role of lab structure and cultural climate in collaborative
work. Learning, culture and social interaction. 13. pp.113-122.
Queenan, C.C., Kull, T.J. and Devaraj, S., 2016. Complements or substitutes? Culture–
technology interactions in healthcare. Decision Sciences. 47(5). pp.851-880.
Ray, M.A., 2016. Transcultural caring dynamics in nursing and health care. FA Davis.
Waterson, P. ed., 2018. Patient safety culture: Theory, methods and application. CRC Press.
9