Nurs 619 Assignment 4.1 Leonard-Griggs Case Study

Samantha Doran

Maryville University

Nurs 619 Assignment 4.1: StudyLeadership

Rhonda Pugh, Ed.D., MSN, RN

August 1, 2024

Introduction

This Nurs 619 Assignment 4.1 case study evaluates functional organizational structures in healthcare, comparing authoritarian vs. democratic leadership. It proposes transformational changes to improve clinic teamwork and efficiency.

Formation of an organization depends primarily on its motive. A corporation determines its purpose and work by defining its goals and objectives. The structure of an enterprise differs from the other types of groups by its undertaking, purpose, and its wants. The structure of each agency is segmented into departments, which may be specialized to shape the unit’s mission. For example, human resources management, home responsibilities, and accounting departments will each be separate departments with their objectives, resources, and strategies, which are benchmarked with each one (Olden 2019).

Therefore, every branch will be prepared in a superior manner, and employees at every branch can have personalized competency skills, awareness, and know-how specially designed to serve their respective specific area of knowledge. The aspect that is an inequality among departments is that every division has to work with others towards the employer’s objectives. If no sprinting or teaming to a not-unusual aim and mission is possible, the mission of the business is at stake as all departments attempt their own goals (Olden 2019). The agency diagnosed within the Leonard-Griggs study has a strong structure because of the horizontal hierarchy, the centralization, and the specialization.

Organizational Structure

Rationale

Leonard-Griggs Primary Care operates 5 locations in the community in South Carolina. Leonard-Griggs employees include 12 health carriers and 60 assist staff, including nurses and nursing assistants, administrative staff, and clerical staff. Sadie Ratcliff is the price director of the government office of Leonard-Griggs. Sadie introduced a delight survey to all 5 locations. The survey may collect information around the evaluations of the customers regarding the provider, the workplace workforce, doctors, nurses, or even the very area of the facility.

The administrative managers of the workplace vicinity have been entrusted with the responsibility for the activities invested in increasing patient satisfaction. Leonard-Griggs’ summer intern, Jessie Hartley, was tasked with implementing the program. Jessie was responsible for distributing the prizes and surveys to 5 of the places. Shady Bluff Scientific Health Centre, within the Shady neighbourhood, was the first facility where the surveys could be accessed. Jessie called the health centre’s Ms. Robin, who oversees the checkout process, to inform her of the plans and why the pleasure marketing campaign and commenting on that survey may be delivered out during checkout. Mrs. Robin was not initially sure of the new Leonard-Griggs strategies, as well as the satisfaction survey (Olden 2019).

Nurs 619 Leonard-Griggs Case Study

Useful structures are seen in the work of Leonard-Griggs owing to the centralization, vertical organization, and specialization. The best example of how Leonard-Griggs can be referred to as a purposeful form is the vertical form. A perfect example of this structure is the fact that the executive director, Sadie Ratcliff, is tasked with the duty of conducting the delight survey. Centralisation is another example of approaches that Leonard-Griggs observes can be described as a positive kind. Centralization is rather like a company employing a vertical hierarchy (Freeman 2020). An effective example of centralization is how Sadie has a weekly convention with the directors of every site. Through such conferences, Sadie makes a conclusion and further communicates to the control what Leonard-Griggs’ goals and intentions are most probably going to be. Centralization and verticality allow Leonard-Griggs to determine how facts are shipped to staff, and further the possibility of delegating responsibilities to staff (Freeman 2020).

Specialism is the 3rd example of why the Leonard-Griggs study has an effective structure. In every one of the five centres, every branch is particularly accurate to meet the demands and skills needed for those specific responsibilities and duties. No matter what project it is, the health practitioner, nurse or nursing assistant, social work management, human resources cleansing, or housekeeping, every branch is specifically capable of performing its process in the topic it’s far. This is why organizational structure separates job characteristics into special departments with similar duties, knowledge, skills, and information (CliffNotes 2021).

The Appendix shows that, as can be seen within the Appendix, elements of a helpful form can be seen. The purposeful chart has been selected because the vertical hierarchy, centralization, and specialization can easily be seen. Sadie Ratcliff is at the top of the hierarchy with every sanatorium and departmental position. It is a representation of centralization and vertical hierarchy. Summer Hartley is right beside Sadie, but she is smaller as she’s her summer intern. She is operating primarily with Sadie. She is also her summer intern and works for her. In every one of the clinical sites is a department that details the departments of each. They are unique and specialize according to their role, expertise, and enjoyment.

Discussion of Pros and Cons

All organizational forms are defective, yet each form has a strength. The strengths of pragmatic forms include specialization of the job and performance. It also allows the development of capacities and knowledge that increase autonomy and resourcefulness with added ease of application for agencies of any size. Advantages of specialization are that it sanctions every branch to be categorized together in line with the details of their work responsibilities, abilities, and skills (Olden 2019). In an effective framework, the communication problem is an additional benefit due to the well-established hierarchy of command, or horizontal hierarchy, and specialization of responsibilities. Effectiveness is among the blessings of this kind since it is simple, which improves performance and supports training (CliffNotes 2021). A good example of ingenuity is how the staff at Shady Bluff protested and vented their grievances to Sadie. A rare example is the job position specialization found in clinics. They consist of directors and nurses, vendors, and the secretarial staff.

The limitations of a purposeful device are such that it cannot apply horizontal coordination methods, incremental decision-making, and the necessity of specification. The practical structure can be more suitable for tiny organizations as the decision-making is centralized and it occurs at the best level of the hierarchy. This results in incremental decision-making, which means that these diversifications to improvement and alterations are not so easy to make (CliffNotes 2021).

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A good illustration is clear in the case of Sadie, who considered brushing off remarks from employees and was unwilling to consider the concerns of the staff. It is also a sign of another issue, i.e., that Nurs 619 Assignment 4.1 Leonard-Griggs Case Study excludes the voices of other attitudes and opinions. Therefore, the vertical design creates disengagement among departments and poor communication and cooperation. Lastly, a purposeful organizational design may also require means of horizontal coordination to help achieve more coordination and cooperation among departments. A perfect illustration can be observed within the approach that the summer season attempted to address its staff members’ issues relating to the survey of pride with patients.

In addition, the concept of specialization might also have a dreadful impact because it discourages supporting other departments in terms of view, as each department has its own task and activities (Olden 2019). Specificization discourages interdependence and communication because it concentrates attention on one area of information. This impacts the perspectives of most departments, and also restricts the scope of items that departments can and should be capable of doing. Sadie is blind to the impact that the addition of job tasks to workers will have on their workload.

Application

The main concepts that can be used for the unusual case can be seen in theories and leadership styles that can be found within the organizational framework, as well as the change roots, so that you can make sure that the organization is viable. The research revealed two types of management, namely democratic and authoritarian. One of the best examples of leadership that was once authoritarian came from the government director, Sadie Ratcliff. Sadie Ratcliff’s summer intern, Jessie Hartley, sat down with Sadie on the trip to Shady Bluff. She relayed her dilemma to Sadie. Sadie would not listen and commanded the office staff. Jessie’s conversation with Sadie can be seen as a piece of democratic leadership since she echoed employees’ concerns and suggested more verbal interaction and collaboration (Stanley 2017). The two management theories in this research are transformational and transactional.

Sadie Ratcliff is the best example of transactional management since she is busy with her personal ambitions, as well as completing and acting on the client pride surveys, instead of listening to them. Robin’s concerns nearly overwhelm her activity and workload responsibilities. Summer Hartley demonstrated transformational management in her communication with Sadie. Robin and Sadie. During the period that summer spoke with Sadie. Robin heard her concerns and attempted to motivate her. Robin and the staff of workers were to perform as well as they could while distributing the questionnaires. Summer listened to the concerns raised by utilizing the body of employees’ women or issues, or even broached these problems at some point in her dialogue with Sadie. Summer time was a form of transformational leadership given that she was more focused on changes to the benefit of everyone (Stanley 2017).

Nurs 619 Assignment 4.1 Leonard-Griggs Case Study

The organizational framework that is evident plays a crucial role in this study. There was a chain of command from the government director, Sadie, to the administrators, the summer-time intern, and the workplace staff. In a weekly meeting, Sadie addressed each scientific manager of the website online regarding the survey of patient satisfaction. In the interim, Sadie instructed summer time to begin the task, earlier than which she’d train the team of workers responsible for clerical work on their new responsibilities. That is the appropriate example of the purposeful shape’s frailties since the horizontal hierarchy once ceased being dominant and desired horizontal cooperation as well as verbal communication tactics. It also reduced the pace of decision-making, along with poor adaptation to changes in the workplace and innovation.

What changes are needed to enable this form’s beneficial functioning can lie in the way of management. Sadie has to embrace a democratic style of leadership that could allow her to listen to the judgments of the staff she works with. One other change to this structure is to include transformational management at the top, no longer the direct result of the intern. A third option is to encourage and inspire your employees instead of being against and oppressive. This can be achieved by taking Sadie to every scientific lab and speaking about the idea with employees instead of leaving it up to one person to do so. With this technique, Sadie would have learned about the actual wants and problems. One very final exchange is the use of horizontal communication and dialogue techniques. It became a problem since it constricted Sadie’s mindset to the actual workers’ contemporary paintings burden.

Conclusion

In Nurs 619Assignment 4.1 the organizational design that was established in this study is beneficial. This case study provided examples of the means by which this handy form is advantageous and disadvantageous, and also diagnosed desired changes. The disadvantages that were realized in the study seem to dominate the advantages. The blessings of a well-functioning form are evident. These are vertical structure, specialization, and effectiveness. However, these advantages weren’t applied to make this form practical to maximize efficiency and creativity. It requires horizontal collaboration and communication methods that motivate and promote change. Finally, restructuring the structure of Leonard-Griggs’s functional department is necessary. Changes within the management style from one of absolute authority to a democratic method and transitional to transactional are paramount. It’s highly significant to be alert and listen to the needs of your employees. From the cleaning sector to the doctors, in all processes, there exist responsibilities that make a corporation meaningful and cooperation between them essential. Such changes are urgent for Leonard-Griggs’s objective and an attempt to poll the patient satisfaction. In the absence of proper collaboration and a weak course, the ability of the team to collaborate closer to the objectives and goals is impeded.