Hrm 531 Week 6 Organizational Models Paper

A) There are several issues in the case of Mr. J that need to be examined. Using nurse sensitive indicators “reflect patient outcomes that are determined to be nursingsensitive because they depend on the quality or quantity of nursing care” (American Sentinel University, 2011). Mr. J. was not receiving acceptable care, because his daughter noticed a red, depressed area over Mr. J’s lower spine, similar to a severe sunburn. This skin condition is the first stage of a developing pressure ulcer. a. Nurses should be aware that a patient with limited mobility is at risk for skin breakdown, and pressure ulcers.

The SWOT analysis is commonly known as a tool for business analysis. Its main use is for looking at strengths and weaknesses to do with the organisation, current or future opportunities and possible internal and external threats. These can then be dealt with to make them into a positive.

Organizational structure is a system used to define a hierarchy within an organization which improves operational efficiency by providing clarity to employees at all levels of a company. A systematically outlined structure can also provide direction for internal promotions, allowing companies to create employee advancement routes for entry-level workers. In other words, it identifies each job, its function and where it reports to within the organization. Harley-Davidson’s organizational structure, for example, assists centralized control of the business through the company’s arrangement of its components in terms of their interactions and functions. As one of the world’s oldest motorcycle manufacturers in the world, Harley-Davidson Inc. maintains this organizational structure and centers its current focus on a limited number of markets. While the business continues to grow by international expansion, Harley-Davidson’s corporate structure focuses mainly on the fact that most of the company’s revenues are generated in the United States. Thus, Harley-Davidson has a functional organizational structure that is based on the company’s current focus on the motorcycle markets in developed countries, especially the United States, in addition to ensuring centralized control of business activities. The basic characteristics of Harley-Davidson’s organizational structure include Function based groups, Centralization, and Global hierarchy.

First of all, in order to improve patient safety, staffing levels need to be appropriate. In this case, as the patient load increased, the staffing level did not. There was only one RN and on LPN on duty. As a proponent of acuity based staffing, I would have a system in place that allowed for staff to be assigned based on a patient acuity scoring system that would be implemented, that would staff the unit not only based on the number of patients but also for the care required. In this case we have a patient that requires constant monitoring, as well as another emergent respiratory distress patient. Had another nurse been assigned to the unit, Nurse J, who was trained in conscious sedation, would have been able to adhere to the existing policy and provide constant monitoring of Mr. B which most likely would have avoided the outcome presented in this scenario.

The relationship between an organization’s strategy and structure are extremely important because it “directly impacts a firm’s performance” (Rothaermel, 2013, p. 309). Also, as an organization grows, it should reevaluate the current strategy and structure to ensure that it remains the optimal choice for the organization (Rothaermel, 2013). The four types of organizational structures, listed in order of least to most complex according to Rothaermel (2013), are: (1) simple, (2)

Three charts have been prepared. The first details the exact structure of the expansion, the second places the proposed expansion’s chart into EMBERS’ current organizational chart with the addition of a COO role. The third chart shows a future goal for the EMBERS structure that will theoretically maximize efficiency of key CEO and COO resources while promoting independent growth of each EMBERS Staffing Solutions branch. Following these charts is the rationale behind the creation and a brief description of the roles at the new branch.

In stage 1, unfreezing is where disconfirmation creates hassle and discomfort, which causes guilt and anxiety and drives and motivates the person towards change. But unless the person feels comfortable with dropping the old behaviors and adopting new ones then change will not occur. This means the person must be psychologically safe in order to replace the

One of the themes in Thomas McCraw’s book American Business Since 1920: How It Worked is mastering centralized control through decentralized management. As the business world rapidly expanded competition for market share between the larger companies increased. More task management was necessary in order to delegate within the businesses as they expanded. The market was also changing and as an answer to that some companies implemented a revised version of traditional management; decentralized management (McCraw, 2009).

“The next era of growth evolves from the successful application of a decentralized organization structure. It exhibits these primary characteristics: 1. Much greater responsibility is given to the managers of plants and market territories. 2. Management often concentrates on making new acquisitions which can be lined up beside other decentralized units. 3. Communication from the top is infrequent, usually by correspondence, telephone, or brief visits to field locations” (Greiner, 1998).

The new company I am in charge of is a restaurant called Red Brick Tavern. I want to promote a human resources approach when it comes to the treatment of my employees, I want my employees to take on the jobs given to them with a role making mindset. When conflict does arise in my restaurant, as in any organization, I would like to see my employees use a collaborative approach. I believe that these approaches will allow for my employees to understand each other better because the expected methods and attitudes they are to have are ones that promote respect, individuality, and acceptance.

Traditional companies with boundaries, rules, and extensive plans are at a supreme disadvantage in today's globalized world, where technology changes daily and the value chain commands changes of its own. In a traditional company where people are categorized into neatly defined positions with their job descriptions filed in triplicate in the human resources department, the way a company plans its business can cause it to sink or swim. Bad planning can mean lost opportunities, being overtaken by the competition, loss of revenues, or watching its niche slip away because of a new technology, an alteration in the global marketplace, or simply a failure to market its product effectively. When changes occur, they happen too

As a model, the consultants recommended that the company evolve to a more differentiated organization using a tool called “decision matrix”. The process would involve assembling the key business and then creating a process to analyze how they should be decided. The process would involve assembling the key business, geographic, and functional managers from each business and engaging them in discussion about the decisions.

In light of the phenomenon, the objective of this essay will be focus on investigates the relation between centralization and productivity of the firm. Meanwhile, finding optimal shape of hierarchies. The main factors would be size and type of firms. Some models suggested by researchers in organization field will be used and real world problems will be provided. The effects of centralization and decentralization will also be discussed. At the same time, this essay will also analyse the factors contribute to these

Decentralization accelerates the growth and diversification of U&I products and markets. The products will be treated as separate division so can have a fastest reaction time to the changing demands of its special market ().

In a centralized organizational structure one individual is responsible for making all the decisions and maintains control of the company by giving direction. While Decentralized organizational structures often rely on several persons with the authority to make final decision for the company’s well being. Some benefits associated with a centralized organization are as follows: Reduction in cost in the work environment, having a focused vision on one common goal and Reduction in conflict. A Few drawbacks of a centralized organization include, No secrecy because all ideas and decisions are conveyed to all, No special attention and Delay in work. Advantages associated with Decentralization are; Huge relief is provided off the top managers, Greater use is made of employees skills and Decision making is left up to educational and well informed people.