Riverside Hospital has a combination of centralized and decentralized design. The centralized design of the organization includes hierarchy procedures, guidelines, and processes that are regularly useful in order to regulate operations of particular activities. These activities are those seen in management, finances, marketing, accreditation, and legal issues. In contrast, the decentralized design of the…
The old hierarchical structure continued in the new BID. There were layers of management with bureaucratic processes. Each department seemed to run independently of one another. Managers and chiefs were in psychic prisons as they seemed unable to move forward. Things remained as they always had, with no room for change. The board made decisions on a group-think basis, using past practices because of an inability to accept the changes that had been recommended. The organization could be called egocentric with its fixed idea of who it is and the unspoken need to remain the same old BI hospital.…
Administrators must continuously seek opportunities to increase the profitability of their practice or facility. Throughout this course, you will develop a plan to integrate a current and emerging trend in health care in your organization. Your Executive Summary to integrate a current or emerging solution into your organization will include the following:…
When two entities merge together, cultural change can be a major challenge. Operational, functional, and organizational elements at all levels of the new organization can be disrupted when incorporating two organizations into one. Disruption can cause stress on all involved in the merger, however, these challenges aim to produce positive results during the transition and beyond. Mergers present opportunities to expand one or more of the departments in the organizations involved. A chance to show creativity is introduced and new…
* We have to recognize that organizations exist within broader cultural units that matter in today’s global world because mergers, acquisitions, joint ventures and special projects are often multicultural entities who must have the ability to work across cultures.…
A solution to establish equal power within the new organization should be to equally distribute leadership positions between PRMC and BRMC. For instance, instead of having the CEOs from each compete for a spot they could create a dual management role. This goes the same for the hospital board and medical leadership positions. The four medical leadership positions should be comprised of two PRMC and two BRMC doctors. The hospital board should be composed of seven PRMC and seven BRMC employees with the fifteenth member being the unbiased vice president of human resources to break tied decisions. Nevertheless, these solutions could be a problem. It is inevitable that BRMC staff will be stronger at taking on leadership roles since they never had…
We want total control by the Metropolitan hospital community-staff governing board of the budge allocations, medical policy along the above points, hiring, firing, and salaries of employees, construction and health code enforcement.…
Without drastic measures, the hospital may soon be forced to close its doors. The closing of a hospital this size would cause a negative impact on the town and the people in the community. In order to be part of the solution I will be recommending the steps needed to assist the organization on making the decisions not only to make a full comeback but also to be able to continue their success for many years to come.…
In my current position we have a shorter but similar line of hierarchy. We are a small clinic owned by a large corporation out of Tennessee that handles almost all of the administration aspects of our operations. More locally there is a regional manager that will have either a Bachelors in business administration or in Health care administration. These individuals are in charge of hiring for clinics in their area, as well as overseeing the profit and services of those clinics. There is a single Physician who manages the overall care for the 7 clinics in our region. In each clinic there is either a Family Nurse Practitioner or a Physician’s Assistant who runs the clinic and sees patients, they are assisted by one or two Medical Assistants/Patient…
Cross-border mergers and acquisitions can create a number of challenges with the HRM team. After studying the difference between mergers and acquisitions, I determined that both have their own individual issues when it comes to strategizing HRM. Mergers (when two companies enter an agreement to join their operations together), create a challenge with deciding which of the two HR teams will take over the newly merged operation. When a company merges, each company entering the agreement has to agree on which leaders from each will be the best fit for the position in the new operation. There are staffing issues such as twice as many employees, and wether there are enough new and existing positions to put them (if not, it could result in layoffs). Each company has their own policies and procedures that may have made that company successful, or even produced different types of services or products. A merger or acquisition can cause personell issues, which often go overlooked for a period of time. If not thoroughly analyzed, this type of agreement (M&A's) can produce a high failure rate.…
With social structure and technology rapidly changing, business globalisation has been regarded as a worldwide trend. While there have been many cases and literature on management of culture integration for merger and acquisition from a Western perspective, few have discussed cultural integration in an Asian context.…
Whenever an acquisition takes place, general expectation is that the overall productivity would increase however, cultural misalignment often leads to decreased productivity and lower revenues and therefore, combined entity would be of less worth than expected. For example a consensus culture based company may be good at making best decisions but at the cost of time lost. On the other hand, a command-and-control culture based company may be good at making fast decisions but such decisions are prone to risks. Combination of such two cultures will need a strong Culture transformation strategy to foster value creation in the long run.…
We live in a world of global markets which demand a global corporate culture that does not impose uniformity but capitalizes on diversity. It implies not only the acceptance of the cultural change within the impact of globalization but also the management of working together.…
How will intlisation affect the whole company initially? Will the larger culture gap prove tougher than the smaller? Generic initial issues and frameworks,lecture 3, gives a good overview. (intro). What are the obvious issues faced? Language, distance, new, see the psychic distance thing.…
Aligning your team 's or organization 's culture with strategy James Manktelow MindTools.com Mind Tools - Essential skills for an excellent career! What is the first thing that pops in your mind when you hear the term corporate culture? A great many people refer to the classic phrase coined by the McKinsey organization, that culture is “how we do things around here”. And while that may be true, there are so many elements that go into determining what you do and why, that this definition only scratches the surface. Whether you can define it or not, you know that culture exists within your team or your organization. It’s that ethereal something that hangs in the air and influences how work gets done, critically affects project success or failure, says who fits in and who doesn 't, and determines the overall mood of the workplace. Culture often becomes the focus of attention during periods of organizational change - when companies merge and their cultures clash, for example, or when growth and other strategic change mean that the existing culture becomes inappropriate, and hinders rather than supports progress. In more static environments, cultural issues may be responsible for low morale, absenteeism or high staff turnover, with all of the adverse effects those can have on productivity. So, for all its elusiveness, corporate culture can have a huge impact on an organization’s work environment and output. This is why so much research has been done to pinpoint exactly what makes an effective corporate culture, and how to go about changing a culture that isn’t working. Fortunately, while corporate culture can be elusive, approaches have been developed to help us look at it. Such approaches can play a key role in formulating strategy or planning change. The Cultural Web, developed by Gerry Johnson and Kevan Scholes in 1992, provides one such approach for looking at and changing your organization’s culture. Using it, you can expose…