Organizational Structure Analysis Report: Sidney Community Hospital

This report provides an in-depth analysis of the organizational structure of Sidney Community Hospital, a community hospital in Sydney. The report begins by outlining the hospital's current bureaucratic organizational structure, highlighting its advantages such as clear communication and equal treatment, but also its disadvantages, including red tape and inefficiency in adapting to changing patient needs. The report then explores the need for a new organizational structure, specifically a matrix structure, to better meet the demands of the growing population and improve patient care. A comparison of the authority and responsibility in the current and suggested structures is presented, along with the pros and cons of the matrix structure, such as improved collaboration and a more flexible environment. The report concludes by emphasizing the importance of an effective organizational structure in enhancing employee performance and patient satisfaction, recommending the adoption of a matrix structure to address the hospital's challenges. The report utilizes several academic sources to support its findings and recommendations.

NURSING

Table of Contents
INTRODUCTION...........................................................................................................................1
Sidney community hospital ...................................................................................................1
Pros and cons of functional organizational structure.............................................................2
New organisation structure. ...................................................................................................3
Comparison of authority and responsibility of current and suggested structure towards
meeting organization goals.....................................................................................................3
Pros and cons of the suggested structures..............................................................................4
CONCLUSION................................................................................................................................5
REFERENCES................................................................................................................................6
APPENDIX-1..................................................................................................................................8
APPENDIX-2
..........................................................................................................................................................9

INTRODUCTION
Organisation structure is very important for any company to determine their
success in the market and in the eyes of their stakeholders. Organisation structure is process of
allocation of activities, supervising and co-ordinating the operations which is directed towards
the achievement of organisation gaol and aims. It consists of different policies and rules which
help the company to outline the different responsibilities and roles and how they are delegated. It
also includes structure of the flow of information which is done in the hierarchical way. To
create better understanding this report, Sidney community hospital is being selected. It is the
community hospital and situated in the Northern suburbs in the Sydney. They provide general
acute surgical, medical care, speciality services and emergency care.
Sidney community hospital
The organisation is old so they have tradition organisation structure which is not able to
satisfy the needs and wants of the consumer. So they need to adopt the new structure so that they
can able to care the wants of the growing population (Matchar and Eom, 2017)..
Sidney community hospital have adopted the tradition that bureaucratic organisational
structure but now the team of company is reviewing different firm's structure which help them to
shift the external and internal environment. The report includes different advantages and
disadvantages of the traditional organisation structure and the roles and responsibilities of the
different people in the hospital.
In such health and care organisation, they suffer different difficulties and problems. .
Organisation strategy is the process where the company plans for what they want to do and how
they will do it. Corporate strategy is always influenced by company's mission, vision and their
overall operation strategies.
The company's mission is Sidney community hospital want to serve the highest quality
services to the related to the health care with their partners and to their community. Vision
statement of the organisation is Sidney community hospital Want to provide world class standard
health care to their community (Corey and Borlongan, 2017). Organisational structure is related
to the relationship between people in company. Structure of the firm reflects their culture,
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policies, norms and strategies. Sidney community hospital adopts the bureaucratic organisational
structure which is also known as pyramid command format. It is complex and large
organisational structure where hierarchy is being followed and it consists of three levels that are
top, middle and lower. Lower level is accountable to complete the tasks assigned by the middle.
Whereas, middle level is responsible for the implementation of strategies. Further, top level
management has authority for making decisions, strategies, policies and long term plans.
Company is governed by different rules, procedures and laws. Gradually, the population of
Northern suburbs in Sydney is increasing and they require health and care facilities when they
are injured and have some medical problem. The population includes the small families and
retirement people who need nursing facilities. With this consideration of their structure, hospital
is not able to serve efficient and effective services to community. As the hospital is old, they
possess poor company structure. This is affecting the overall performance of company and they
are no more able to satisfy needs and wants of customers. This structure has different advantages
and disadvantages, that are as follows:
Pros and cons of functional organizational structure
Clear communication: In bureaucratic organisation structure they follow As this is the
hierarchical format and the flow of communicate is done in particular format. All workers know
that who is responsible for whom, such as supervisor is accountable for workers so they know
that which information is communicated to whom. In this way, complete relevant information is
transferred to the right candidate and response can be taken at the right time.
Equal treatment: In the bureaucratic organisational structure, hierarchy is decided that is
top, middle and lower. At the top level, all executives are there. At middle level, there are
managers while, lower section involves workers (Hossain and Herbert, 2017). So, each
individual knows about the task he/she needs to perform and through that way they are treated in
the right way.
Strict work and policies: There are no games played in the organisation in bureaucratic
organisational structure as policies are strict and that are needed to be followed by people in the
organisation.
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Currently, company is able to accommodate 110 bed facilities and they provide different
services in case of emergency and surgical. There are several hospitals in that area that can able
to serve 110 bed facility but the Sydney community hospital have capacity to serve 120 bed
facility in the hospital as well as they can able to cope up with the dynamics wants of patients.
Red tape: In the organisational, there are lots of work and in the bureaucratic organisation
structure that work is done on the paper which can take a long time and large cost. By this way,
all the decisions are taken on time and the urgent decision will be served better solution. . If there
is delay in the decision making, organisation is not able to cope up with the difficult problems
which lead to decrease in profitability and productivity of company. In case of this hospital, if
decisions are not taken on time so the patient will not be treated properly (Guo and Li, 2016).
The organisation is old and outdated, people are now complaining about the company’s
service delivery system. They need to adopt modern equipment and technologies for the purpose
of health care system. The management of the hospital consider restricting the organisational
structure and utilising the old technologies and techniques for more productivity.
New organisation structure.
They need to change their company's structure according to the growing needs of the customers
and population. Hence, the old structure is not able to fulfil the needs and wants of the customers
or patients. The problem in old structure is that the top-level executives are not allotting the
authority and responsibilities in proper way due to which there is inefficiency in the working of
the hospital. They need to divide the employees into different section or teams which will help
them to create harmonious adjustment between employees. By this way, organisation can serve
quality of care to every type of patients (McGeorge and Todd, 2017).
Comparison of authority and responsibility of current and suggested structure towards meeting
organization goals.
The organisation can adopt the matrix structure where they have line and staff structure
with the comparison in the responsibilities and authority which state that there is clear
relationship in the company and have horizontal and vertical chair of command. The manager of
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the organisation have the responsibilities for the vice president vertically and the vice president
have the responsibilities horizontally.
The decision, effectiveness and strategies of the company is dependent on the mission,
vision and core values. Vision is that position, the firm want to achieve in the future, mission
reflects the purpose of the firm’s existence and core values are the decision and strategies which
are taken by the venture in order to achieve their mission and vision. In the Sydney community
hospital, organisational structure is the key constraint which creates various difficulties for the
employees to meet the needs and wants of the patients. The organisation need to adopt the
management team approach so that they can be able to cater to the needs of all growing
population. It is the approach where there is no boss in the organisation and all the members of
the organisation work in teams or groups. This will help them to share their ideas and work on
the different strategies in order to deliver and serve the hospital in the effective and efficient
manner. This approach is better than that approach where there is one leader in the organisation.
Here all the members of the hospital will put their best efforts in order to serve the best quality
service to the patient (Corey and Borlongan, 2017).
Pros and cons of the suggested structures
There are different advantages and disadvantages related to the new organisational
structure of the Sydney community hospital. In the recent time, the hospital was traditional and
poor and no more able to satisfy the needs and wants of the patients, so the company need to
adopt the new organisational structure which help them to satisfy the needs of the growing
population. With the new structure, they are allocating the authority and responsibilities to the
members of the hospital which help the employees to deeply understand their roles and
responsibilities and they will perform their task in the effective and efficient manner. They will
able to update their doubling and the bed-facility. In the old structure, they were providing only
110 beds and now they will able to provide 200 beds (Ireland and Cumming, 2016). In the old
structure, they were not having capacity to treat some or specific diseases but with the new
structure the hospital will treat every disease because of having skilled doctors and new
equipment. The major disadvantage is that the structure is new so the employees will take time to
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adopt it and this might cause several problems in the hospital as they are already comfortable
with the old one so the employee will try to resist the new structure.
Pros of the matrix structure
 There will be proper horizontal and vertical chain of command because the structure is
having the both divisional and functional design.
 There will be proper collaboration between the multidisciplinary groups.
 They can able to adopt the chaining environment.
 As per the organisation mission and vision, the matrix structure is appropriative one
because it can able to cater the needs and wants of the consumer.
Cons of the matrix structure
 They may be conflict between the employees of the organisation as there is dual authority
system.
 Decision making process will be delayed and slow as the information is to be
communicated to the different people in the organisation.
 The cost for the administration will be extra and high.
CONCLUSION
Since organisational structure creates a large impact on the capability of the employee to
perform their task, they require such structure that will help them to motivate them to work
effectively and efficiently. Sydney community hospital was old so they were not able to cater the
growing needs of the population. So, they needed to adopt the new structure. New roles and
responsibilities can be communicated in order to work in a better way and give best services to
satisfy the patient’s needs (Chaowalaksakun and Kosachunhanun, 2016).
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REFERENCES
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Observational Study in a Community Hospital in Japan (2012–2014). Nursing research. 65(5).
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hospital for seamless transfer bypassing emergency department in patients with acute myocardial
infarction. Journal of the American College of Cardiology. 68(16). p.C96.
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Hossain, M. S. and Herbert, R.D., 2017. A pilot randomised trial of community-based care
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Van Biesen, W. and Levin, A., 2016. Renal replacement therapy for refugees with end-stage
kidney disease: an international survey of the nephrological community. Kidney International
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McGeorge, P and Todd, D., 2017. The Inner Sydney Urban Partnership for Health and
Wellbeing. International Journal of Integrated Care. 17(3). pp.35-41.
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Ey, S. and Brunett, P.H., 2016. Feasibility of a comprehensive wellness and suicide prevention
program: a decade of caring for physicians in training and practice. Journal of graduate medical
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Ireland, A. W. and Cumming, R.G., 2016. Associations between hospital-based rehabilitation for
hip fracture and two-year outcomes for mortality and independent living: an Australian database
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Demirkol, A. and Lintzeris, N., 2017. Integrated management pathways for alcohol and drug
clients into treatment (impact) service reduces emergency department visits. International
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Chaowalaksakun, P. and Kosachunhanun, N., 2016. Action Research: Development of a
Diabetes Care Model in a Community Hospital. Pacific Rim International Journal of Nursing
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Hexter, K. W and Martis, S., 2016. Housing Impact of Shale Development in Eastern Ohio.
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October 2016.
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APPENDIX-1
Illustration 1: Traditional organisation structure
(Source: Traditional organisation structure, 2016)
APPENDIX-2
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Illustration 2: New organisation structure
(Source: Matrix structure, 2016)
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