The Organizational Structure Of A Business Organization Essay

An organizational analysis is an important tool to become familiar with how medical businesses and organizations are able to meet standards of care, provide services for the community and provide employment to health care providers. There are many different aspects to evaluate in an organizational analysis. This paper will describe these many aspects and apply the categories to the University Medical Center (UMC) as the organization being analyzed.

· If the sole trader is ill or on holiday, there is no one to cover

One key responsibility of working as a manager is to recognize the best way to organize and run an organization. A manager who can work with and put into motion the structure and plans of a company is very important to the life of the organization. Chief Executive Officer of Chick-fil-A Dan T. Cathy is an example of such a manager and business owner. Chick-fil-A began its journey in 1960 in Hapeville, Ga. Since then the second

Organizational issues are often the most difficult part of managing projects. Taking the time to analyze an organization can help identify, understand, and solve potential problems. All organizations consist of four different frames: structural, human resources, political, and symbolic. Each of these frames describes a particular way of looking at organizations and how they function. For example, it can be used to identify the project stakeholders to help meet their needs and expectations or simply can be used to decide which college to attend.

Another major issue that needs to change is the managerial style. Currently, DCCL is operating in a classical managerial style. This has caused problems from poor communication, lack of motivation, low job satisfaction, and increased employee turnover rates. In order for DCCL to change their managerial style, they need to re-evaluate which style would work best. We believe that DCCL will excel with a shift to a human relations managerial style; this will allow for more autonomy and individual responsibility from employees, while still allowing managers to retain a level of control. Currently, managers are having to make every decisions and also supervise employees, such as the TSS’s, to an extreme degree.

Hospitals have organizational structures that allows them to carry out their duties efficiently and successfully. What separates the organizational structure of a healthcare organization from a business, essentially that the hospital 's organization is chiefly founded on the amalgamation of medical and administrative staff (Carayon, et al., 2014). The organizational structure of the twenty-first century solutions in health care hospitals involves, both divisional and hierarchical structure. In the of the chain of command hierarchy, there are various levels of professional’s that fall under other levels within the facility, and each staff member is organized in regards to departments that are related to their (KSA’s) skills, attributes and job duties (Carayon, et al., 2014). Hospital organization philosophies is based on development of values and ethics, with the understanding on moral principles relating to human conduct. These systems are comprised with the processes in decision making and determining the best actions to consider between the difficult alternatives when pertaining to patient care.

As the Atha Corporation grows changes will need to occur to the structure of each functional area. Within H.R. we added two more Human Resource Generalists. These generalists will simply be used for management to delegate more tasks and take on the goals planned. One new generalist will focus on culture, incentives, welfare and safety, and employee counseling. The other will focus on recruiting, building space planning, performance management, and committee facilitation. Each of these focused tasks tie directly into the goal, objectives, and plan already laid out for this department.

Topshop was founded in 1964 in Sheffield within the ladies fashion store chain Peter Robinson Ltd. The first official stand alone store was opened in 1974, followed by Topman being introduced in 1978 exclusively for male customers. Topshop has over 300 stores in the UK and over 100 stores internationally and has a flagship store in both London andn New York. It is part of the Arcadia Group which also owns Dorothy Perkins, Burton and Miss Selfridge.

Two of the biggest areas affected by this downfall were the motivation of the workers or the workers “motivation to contribute”, and the workers trust in management (Newsome, 2015). As what happened when Scanlon was introduced, the employee morale improved, changing to the new Engstrom plan with a more simplified format would do the same thing over time. One of the ways that management could start working on their relationship with staff is to get them more involved which would show they are comfortable with “empowering” their staff. Empowerment is any process that provides greater autonomy to employees through the sharing of relevant information and the provision of control over factors affecting job performance (Newsome, 2015). This involvement would come in the form of an organization wide monthly meeting; those who participate in the meetings would be rewarded. Empowerment would create an opportunity for workers to start making suggestions again, and they would be praised for suggestions that make improvements to their daily task. These meetings would play an important part because it would allow management to show that they are open to participation from workers. Participative managers consult with their employees, bringing them in on problems and decisions so they work together as a team (Newsome, 2015). It would be an opportunity for management and workers to discuss how to make Engstrom great again, while working to mend the trust issues that developed over time. A company cannot run successfully if management does not listen to its people; “people leave managers not companies” (Fernandez,

Looking at three approaches by Freeman and Cameron’s (as cited in Lam, 2014, pg.137), we will consider the changes in work design, changes in technology and change in structure. In addition we will look at what Similarly and Cascio (as cited in Lam, 2014, pg. 137) suggest for steps to restructuring. In these steps the most important action is to communicate to all employees of what is being considered and what is going to happen. Also suggested is to seek employee’s input for making change which could include a round table meeting lead by Mr. Ramon

Johnson & Johnson is a global American health care manufacturer founded in 1886. The Family of Companies – as they call themselves – consists of more than 250 operating companies in 60 countries employing about 118,000 people worldwide. (J&J)

Before the nineties the Coca-Cola company was having a centralize system of control, but after sometime they realized that if they had to meet the demands of the customers they should adopt a decentralized system in which the authority of decision making is distributed between different managers so that every sector can be managed effectively. This system was implemented in the nineties by the company’s board of directors. Now the organization is having two groups who are responsible for operating:

The International Commission of Jurists-- Australian Section was founded in 1958 chaired by the then Chief Justice of the High Court of Australia, Sir Owen Dixon OM GCMG. Sir Own Dixon became the founding President and has a long line of successors including my supervisor and current President, the Honorable John Down AO QC (International Commission of Jurists - Australian Section). The office I work in is that of the President where it is myself and my supervisor doing work for the International Commission of Jurists. There are no other members present on a daily basis as many of them have other positions besides being members of the ICJ. My supervisor and the President of the ICJ also has many other positions to tend to making the work very diverse in nature. “John Dowd is President, International Commission of Jurists Australia; Deputy President, New South Wales Mental Health Review Tribunal, President, ActionAid Australia (formerly Austcare); Goodwill Ambassador, Cerebral Palsy Alliance; former Chancellor, Southern Cross University” (The Honorable John Dowd AO QC).

The Back & Neck Care Center’s hierarchical structure is comprised of eight individuals (Appendix B). At the top are founders and Drs. Gregory Tarnow and

The mechanistic view of an organization began with the industrial revolution. The view is a reflection of society's radical change from a rural agricultural base to one more impersonally based on centralized urban industry employing great numbers of people. The first changes began in the late 1600's and early 1700's with rudimentary machines replacing manual labor or accomplishing things not previously possible because of size, weight, or sheer numbers. The greatest industrial growth was during the 1800's period, which was exponential at its end and the outset of our century.