COC should be available to other offices’ patients and be willing to adapt to a changing environment. This includes sending patients’ records to their primary care provider in a timely manner and being open to referring to local providers for specialized testing such as MRIs and nerve studies. If resources are scare, organizations will often adopt various strategies with others instead of trying on their own and rightly so (Daft, 2008, p. 159). A benefit of understanding external environment is responding in a way for an organization to survive. Implementing a comprehensive Organizational Theory Plan (OTP) for Cochise Orthopaedic Clinic (COC) will result in the provision of exceptional customer service. The next topic of discussion is
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Patients need to feel comfortable when they visit the doctor, hence it sticks to what is tried-and-true. The strong relationships with other offices allow the staff to see and know what works in the community and implement any changes needed. These changes are not always successful, but in the face of uncertainty they are often the best option at the time.
Coercive Forces: According to the Oxford American Dictionary (1980), coercive means to use coercion or “to compel by threats or force” (pp. 161-162), which suggests the similarity is due to pressure. This is often a result of political influence such as laws or rules. COC sees this from laws dealing with privacy, such as HIPPA, insurance regulation, and rules for keeping records and studies. Even though these rules and laws must be implemented in an organization, they do not always add to its effectiveness.
Normative Forces: When an organization makes a change that stems from professionalism, it is considered a normative pressure (DiMaggio & Power, 1983, p. 152). In the case of COC, employees need sufficient training in medical and x-ray procedures in order to meet the standards required for their positions. They also meet the norm by following procedures considered professional by the office, industry, and community. Team members embrace shared values when it comes to caring for patients which allows them to keep COC’s goal …show more content…
Their own individual reality is created by enactment or social construction. What does COC fall under? A brief look at both will answer that question.
Enactment: When an environment is created out of a manager’s past and present perceptions it is referred to as an enacted environment (Weick, 1969). A manager’s previous and current experiences also decide if he or she feels the environment is stable and certain, neither, or a combination (Jones, 1988). In this situation employees’ input, thoughts, and concerns are often not heard or considered. COC’s manager and office do not fit this description.
Social Construction: In contrast, social construction, as its name suggests, puts more focus on the social aspect and includes participative management (Berger & Luckmann, 1966). Organizations are social entities, as Daft reasons, which includes managers and employees (2010). As discussed previously, COC’s manager holds meetings to discuss problems and gather input from employees. The phrase “we are all in this together” encourages team members to share ideas and concerns knowing they will be listened to and their thoughts considered. A participative management style allows COC to adapt to changes, make improvements, and possibly reduce future
Patients need to feel comfortable when they visit the doctor, hence it sticks to what is tried-and-true. The strong relationships with other offices allow the staff to see and know what works in the community and implement any changes needed. These changes are not always successful, but in the face of uncertainty they are often the best option at the time.
Coercive Forces: According to the Oxford American Dictionary (1980), coercive means to use coercion or “to compel by threats or force” (pp. 161-162), which suggests the similarity is due to pressure. This is often a result of political influence such as laws or rules. COC sees this from laws dealing with privacy, such as HIPPA, insurance regulation, and rules for keeping records and studies. Even though these rules and laws must be implemented in an organization, they do not always add to its effectiveness.
Normative Forces: When an organization makes a change that stems from professionalism, it is considered a normative pressure (DiMaggio & Power, 1983, p. 152). In the case of COC, employees need sufficient training in medical and x-ray procedures in order to meet the standards required for their positions. They also meet the norm by following procedures considered professional by the office, industry, and community. Team members embrace shared values when it comes to caring for patients which allows them to keep COC’s goal …show more content…
Their own individual reality is created by enactment or social construction. What does COC fall under? A brief look at both will answer that question.
Enactment: When an environment is created out of a manager’s past and present perceptions it is referred to as an enacted environment (Weick, 1969). A manager’s previous and current experiences also decide if he or she feels the environment is stable and certain, neither, or a combination (Jones, 1988). In this situation employees’ input, thoughts, and concerns are often not heard or considered. COC’s manager and office do not fit this description.
Social Construction: In contrast, social construction, as its name suggests, puts more focus on the social aspect and includes participative management (Berger & Luckmann, 1966). Organizations are social entities, as Daft reasons, which includes managers and employees (2010). As discussed previously, COC’s manager holds meetings to discuss problems and gather input from employees. The phrase “we are all in this together” encourages team members to share ideas and concerns knowing they will be listened to and their thoughts considered. A participative management style allows COC to adapt to changes, make improvements, and possibly reduce future