Structure of organization of a clinic Assignment

Structure of organization of a clinic - Assignment Example When laying off employees, treat them with respect, not like they are criminals. Be objective and  prepare  exit  benefits for them guided by the time they have worked for the organization, the titles they  hold  and their outstanding contribution to the organization. Making decisions on lay off and determining which employees and positions to let go, it is  responsible  to protect employee privacy. It is unethical to discuss issues regarding lay off in  common  areas. Documents containing information regarding layoffs must  be  confidential. Changes  introduction  in nursing care delivery In order to  deliver  similar or better services as it was before the downsize, it is necessary to  motivate  the remaining employees so that they may not  feel  overburden. Setting up a new framework on the duties and responsibilities will be  necessary. Employees should be given guidelines on how to cope with the work load. Employees may be required to work in  several  areas. For example, a nurse who used to work in one  ward  may be required to work in two wards. A procedural  framework  may also be  necessary. Services issued by  different  employees may be given by one employee. ... es, CEO,  SVP  Patient services,  SVP  Maternal Child  division, labor and Delivery manager, Maternal Child Manager, Paediatric Manager, Assistant Nurse of Clinical Coordinator, Staff RN, Nursing Assistants and Scrub Technician. Organizational structure is a system ensuring that all employees  get  coordinated to ensure the company achieves its goals. This  organization  structure  is  effective  because all these people oversees and coordinates employees and all the activities of the organization. The board of trustees acts in the best interests of the organization (Nelson &  Whitcomb,  2002). Board of trustees comprises of shareholders who oversee all the activities conducted are beneficial to the organization. The board of trustees exercises their powers for the financial benefit of the organization. Their inclusion in the organization is  crucial. This  organization  is  effective  as it includes a CEO. The CEO is responsible for success of t he organization. The CEO is responsible for Operations, marketing strategy, human resources, financing, hiring, creation of  company  culture, firing, compliance with safety regulations, PR, sales amongst other duties. His/ her responsibilities cannot be delegated. SVP  Maternal Child  division  deals with all programs of reproductive health, making it an essential component of the organization. Labor and  deliver  manager oversees employees in labour and  delivery  department. He/she ensure that patients  get  treatment and taken care of  well. He/she ensures that all operations are running well, in areas experiencing difficulty he finds for solutions. He/ she is responsible for the program and structural development making him or her an  influential  person in the organization structure. Paediatric manager makes sure that all

Change Agents Research Paper Example | Topics and Well Written Essays - 250 words

Change Agents - Research Paper Example The change agent is unbiased and he looks for solutions to resolve the issue taking into considerations the needs of all parties involved. Resistance to change can negatively impact the plans to implement change at a company. The managers must communicate with their employees to explain to them how the change management initiatives will affect their job routines. Change initiatives often fail due to a lack of change management (Swati, 2012). Resistance to change can hinder the ability to change the culture of an organization. Management intervention is needed to resolve resistance to change (Mariana, Violeta, 2011). The managers have to demonstrate to the employees the benefits of the initiative. If resistance to change persists it can have devastating effects on a company. The efficiency and productivity of the workers decreases which hurts the profitability of the firm. Long periods of resistance to change can escalate into work strikes or even complete shutdown of an operation. Managers have to react in a proactive manner to handle resistance to change effectively. Mariana, P., Violeta, S. (2011). Opportunity to Reduce Resistance to Change in a Process of Organizational Change. Annals of the University of Oradea, Economic Science Series, 10(2). p698-702. Retrieved February 9, 2013 from EBSCOhost database. Swati, M. (2012). Managing Employee Resistance to Change a Comparative Study of Indian Organizations and NMCS in Delhi-NCR Region. Researchers World: Journal of Arts, Science & Commerce, 3(4). p64-71. Retrieved February 9, 2013 from EBSCOhost