Transcript Organization of health services - Home

Organization of
health services
• The term organization refer to " any
collection of persons, materials,
procedures, ideas or facts so managed
& ordered that in each case the
combination of parts makes a
meaningful whole that at achieving
organization objectives.
• In other words the process of
organization implies the arrangement
of human & nonhuman resources in an
orderly fashion to make a meaningful
whole that accomplishes organizational
objectives.
Acquisition of human & non
human resources
• After deciding on the major operating units &
departments the required resources must be
acquired & fitted in the right place. On
appointment every employee must be
informed of what is expected of him (his/ her
responsibility) & what is within his / her
power (his/ her authorities). This is usually
found in the "job description".
Organizational charts
• formal relationship between people in
various position in the organization.
• They shown who supervises whom & how
various jobs& departments are linked
together to make achieve coordinated
system.
• Main channels of communication (downward,
upward , horizontal, and diagonal)
• Downward flow of authority (orders &
commands) from superior to subordinate to
= chain of command.
• Upward flow of communication
(accountability) from subordinates to
superior.
• Horizontal flow of communication between
employees of the same level.
• Diagonal communication flow between
employees of different level have different
functions (e.g. between nursing station and
pharmacy )
In a chart solid lines denotes
lines of command (line of
authority) whereas dotted lines
denotes counseling or
advisory line.
Types of charts
• Skeleton charts: these present only the
main units or departments of the
organization
• Personal charts: these show the major
positions or titles and may be the names of
persons occupying them. It is simply a
diagram of the formal authority structure. It
shows by job title , who reports to whom,
and who has authority over whom, but does
not show the extent of that authority or the
duties each person in the organization is
expected to perform, except in so far as
duties are implied by job titles.
• organizational manuals
including job description are
prepared in relation to charts.
Rarely we have a functional
chart.
• Functional chart: include a brief
description of the functions, purposes,
duties and activities of each person,
but these are rarely done since they are
usually replaced by manuals including
(job description and job specification)
Advantages of organizational charts
1. The executive managers to think more
specifically about the actual relationship
between workers.
2. It give a quick visual illustrations of the
structural design & communications in the
organization.
3. they can be useful tool to familiarizes
outside about the organization as well as to
train & orient new employees since they
show lines of authority, channels of
communication.
Disadvantages of organization charts
1. Must be updated continuously.
2. not practical with executives whom like
freely changes jobs & relations of
employees.
3. Preparation & circulation may be expensive
in a large organization.
4. May produce hard feelings for those low in
the hierarchy.
5. Difficult to describe all relationships of the
entire organization on the chart.
Formal VS informal organizations
• The formal organization is planned
prescribed structure that displays the
formal organizations pattern of
authority and responsibility
relationships.
• The informal organization is unplanned
interactions
• between members which actually not
depicted on any organizational chart.
These relationships and interactions
which occur spontaneously between
members of the organization.
• The basis of the interaction between
these informal groups or subsystems
may be social, technical, or power ties,
may be, the informal organization
affects to a great extent the
achievement of the organizational
goals.
Positive aspects of informal
organizations
• Complement the formal organization.
• Provides necessary social values and
stability to workgroup.
• Simplifies the manager job.
• Provide an additional channel of
communication (grape vane).
Negative aspects of informal organization
1. Dissimilar objectives.
2. role conflict.