Report: Analysis of Organizational Power Management Strategies

This report delves into the critical aspects of organizational power management, emphasizing the significance of employee satisfaction and industrial relations. It examines the role of collective bargaining as a formal negotiation process between employees and employers, highlighting its importance in resolving grievances and fostering a positive work environment. The report also explores the concepts of Magnet Accreditation and Shared Governance within healthcare facilities, underscoring their impact on efficiency, patient care, and organizational success. By analyzing these elements, the report aims to provide insights into effective strategies for managing organizational power, promoting employee welfare, and achieving competitive advantages in various industries, particularly healthcare.

RUNNING HEAD: ORGANIZATIONAL POWER MANAGEMENT 1
Management of Organizational Power
Student Details
6/11/2019
Organizational Power Management

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The employment relations or industrial relation is the very common term that is in use in
recent days. It is important for any organization to maintain industrial relations with its
stakeholders. The stakeholders of an organization can be its customers, employees, employer
organizations, government, trade unions, and court/ tribunals. They are a different group of
people who have some stake in that organization. It is different from employee relations, as it
just not talk about relations with employees, apart from that it also talks about the relationships
with other stakeholders of the organization (Banfield & Kay, 2012).
The soundness of industrial relation is important in order to have a competitive advantage
among others and to be successful in the market. In order to have sound industrial relations, it is
important to satisfy all parties involved. In this project, only the satisfaction and motivation of
employees in an organization is analyzed. No other stakeholder of an organization is taken into
consideration. Employees are considered prime assets of a company, this is the reason their
welfare becomes important. For this purpose, there is a term in human resource management that
is known as labor welfare (Department, 2019).
In order to protect the rights of employees in an organization and taking care of them
properly, it is important for every organization to analyze the circumstances carefully which are
related to its employees and then take corrective actions accordingly. Some measures can help an
organization in settling the grievance that can occur among employees of any organization. The
factors of grievance can be a misunderstanding among employees as well as with the
management (Baccaro & Howell, 2011). The methods, which can be used by an organization to
solve any grievance they are or may face in their organization future, our collective bargaining,
negotiation, adjudication process, courts, and tribunals, etc. In this project, the detailed
information about collective bargaining and its impact on an organization is discussed briefly.
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Collective bargaining is a formal negotiation among employees and employer of the company. It
does not involve any court or tribunal; however, involve an officer mainly appointed for this
purpose in the organization. The process of collective bargaining involves mainly representative
of three parties that are representative of a trade union, which is taking care of the issue,
representative of employers, and representative of employees (Gallagher, 2011).
Beatrice Webb introduced the concept of collective bargaining around 1891. He has also
identified the concept of industrial relations in Britain. Since then it is used by almost every
organization to settle some type of industrial disputes between employer and employees with the
help of a proper process of negotiation between those two parties in order to arrive at a particular
decision. The decision that both the parties have arrived at must be satisfying the requirements of
both the parties and no further misunderstanding should be there (Rainnie, 2016).
Collective bargaining is just a negotiation process among professional parties in order to
arrive at a particular decision. It can also be applicable to any situation in general terms. In order
to make the environment of an organization more open and interactive, it is advised to those
organizations to build up the capacity of effective collective bargaining in their company.
Collective bargaining involves the relationships of employee-employer (Rainnie, 2016). The
process of collective bargaining can take place in different stages. It can be a single stage model
or can be a multi-stage model. In the single stage model, bargaining takes place between
representatives of employees and employers. No other parties are involved in this bargaining
process. On the other hand, the multi-stage collective bargaining process involves multiple
parties in which issue among them with some, as there to secure rights of other parties only get
involved (Papadakis, 2011).
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In the nursing profession or any health care facility there are two basic concepts that
define the efficiency of that health care, are Magnet Accreditation and Shared Governance. As
being a part of the nursing profession it is of utmost importance that the facility provided by my
team and me to patients must be the integration of core values, beliefs and Excellency (Carberry
& Cross, 2015). Magnet Recognition is a type of award that recognizes the excellence of the
respective health care facility. American Nurses Credentialing Center (ANCC) awards this
prestigious tag to the hospital around the globe. It is a type of standard mark of excellence, core
values that percepts itself that the hospital will provide care, and cure the patients by following
basic concepts of ethics (Gallagher, 2011).
Shared governance is a top model among the effective governance of health care
industries. In this type of model, the hospital design such type of nursing practices that is the
integration of belief and core values of the nursing profession in order to get quality in caring
services for all patients it serves (Rainnie, 2016). This model was introduced in order to bring
efficiency in work as well as make the nursing profession effective and satisfactory. The
principle of shared governance according to scholars is a model that is the mixture of
professional practices. Shared governance is founded on the principal pillars of accountability,
responsibility, equity and effective decision support system (Department, 2019).
In today’s scenario, shared governance and magnet recognition for various health care
facilities is very important, as in order to be successful as well as to attain a competitive
advantage over other it is important for those organizations. Both are the reorganization for the
successes and well-working environment of health care facilities. Higher officials of American
country give one, however other is the implicit concept in nature (Munhall, 2012). Shared
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governance is not a reward, infect it is the method or way of governance, which should be
effective and efficient at the same time (Seifert, 2013).
Shared governance in every organization especially in health care facilities is not just
important it is relevant also. It has many benefiting elements for all the parties involved in the
business of that health care facility. In the health care facility that is taken into consideration for
particularly this project, in which I am working as a health care expert, is also an organization
that got its Magnet Reorganization for its excellence in various health care facilities and in the
environment they have been provided to various patients (Mello, 2015).
Considered a health facility unit, where I am working the Magnet Reorganization is
already given. It is given as the organization is following shared governance principles, practices
and procedures. The patients that are being treated in the health care facility in which I am
working is taking care of every measure of shared governance. Shared governance helps our
organization by providing us the information and by teaching us about the importance of
effective and clean health care activities. In this way, our organization takes care of every patient
by following and fulfilling every step of shared governance principles and procedures (Rodney
& Varcoe, 2016).
One can make it clear from the information given in the completely easy that the safety
and security in a health care facility and of utmost importance for the organization as well as for
its patients also. In order to be competitive in nature, it is important for me as well as for my
organization to follow each measure of shared governance (Winston, 2016). On the other hand, it
can also be clear from the paragraphs that collective bargaining is considered as one of the best
instruments in organizations to handling grievances and any type of chaos. However, it is not
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only the sole method, apart from it the serious matters of organizational relations are taken care
off in the courts and tribunals set up by the respective government or the governing body of the
cooperation
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Bibliography
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Gallagher, A. (2011). Moral distress and moral courage in everyday nursing practice. Online
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Munhall, P. (2012). Nursing Research. Jones & Bartlett Learning.
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London: Routledge.
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Rodney, P., & Varcoe, C. (2016). Towards Ethical Inquiry in the Economic Evaluation of
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