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Saturday, 24 May 2014 15:31

Authority, Structure, and Organization Featured

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Authority, Structure, and Organization


The board of directors has the responsibility of ensuring that each part of the plan is implemented. However, the board’s role is more or less to act as a oversight body. The executive leadership is mandated with the task of decision making and providing guidance to other role-players in the implementation framework of the plan. The quality improvement committee will ensure that the relevant standards of accreditation are met during all stages of the implementation process (Block, 2006). The medical staff members are vital in terms of making technical contributions to the plan especially in terms of enhancing treatment outcomes. The department staff and middle management are tasked with the mandate of facilitating the implementation process in terms of fulfilling the different subordinate roles.


 Communication

The outcomes of the plan are communicated to the executive leadership. In contrast, it is the role of medical staff and the quality improvement committee to communicate the outcomes. On their part, the executive leadership reports to the board (Ginter, 2013). This hierarchical framework is vital in terms of boosting the efficiency of the entire communication process. The medical staff has the responsibility of facilitating for data collection, and hence the compilation of reports in view of the findings.


 Education

Communication is among the most essential components of the implementation framework of any plan. When the standards of communication are highly effective, excellent outcomes are obtained. In contrast, the efficiency of the plan’s implementation is put into disarray when the framework of communication is ineffective. These attributes underline the essential role of educating the different staff members about the plan. They will be issued with written communication that provides adequate explanations of their respective tasks (Hansten, 2008).  This will ensure that the relevant standards of clarity are attained. In addition to written communication, the use of electronic communication will also be vital. This involves platforms such as emails and slides.


 Annual Evaluation

Evaluation is massively essential in terms of ensuring that the projected goals of a plan are attained. This exemplifies the significance of evaluating the pertinent elements of the plan that will cater for evaluation. The first aspect of evaluation involves the patient outcomes. Improvements in the quality of outcomes will show that the plan is highly effective. In contrast, poor quality of outcomes will highlight the plan’s inefficiency (Hernandez, 2009). The accuracy standards of data collection will also be essential elements for the evaluative framework. Minimal accuracy or errors will highlight the plan’s inefficiency. In contrast, the absence of errors in data collection will be excellent indicators of the plan’s efficacy. In order to monitor and implement changes, the evaluation will be done continuously on monthly basis. This will help in terms of early detection of implementation challenges.


 External Entities

The decision-making process in an organization is strongly influenced by different external entities. Such influence can be exemplified in various ways. Firstly, professional interest groups are influential in terms of ensuring that an organization complies with the stipulated professional standards. Such groups can pressurize an organization if its framework of decision making is not compliant with the set standards. These groups are also influential in that they agitate for the involvement of employees in decision making (Ogilvie, 2010). Government agencies are also immensely influential in an organization’s decision making process. These agencies act as regulators. They require an organization’s decision making process to be consistent with the stipulated legal guidelines. Accrediting bodies are influential in that the organization must comply with the specified regulatory framework.


 References

Block, D. J. (2006). Health care outcomes management, Sudbury, MA: Jones & Bartlett   Learning

Ginter, P. (2013). Strategic management of health care organizations, Hoboken, NJ: John Wiley & Sons

Hansten, R. (2008). Relationship and result oriented health care, Port Ludlow, WA: Lulu

Hernandez, S. (2009). Strategic human resource management in health services, Mason,    OH: South-Western

Ogilvie, L. (2010). Strategic planning for nurses, Sudbury, MA: Jones & Bartlett   Learning


 

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