There are many major supportive resources and competencies needed for strategies to succeed in healthcare organizations. Moseley (2009) states, that the strategy may require resources such as, “money in certain amounts; physical space of certain dimensions; particular types of equipment; specified numbers of people” (p. 228). Money, physical space, equipment, and people are all major resources needed for strategies to succeed in healthcare organizations. Without money, strategies will not have sufficient funds to support the implementation; without physical space organizations will not have a place to implement the strategies; without the equipment strategies will not have a way to be put into action; and without the right people there will
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Systems are “collections of policies, procedures, and protocols, combined with people who understand them and their purposes” (Moseley, 2009, p. 228). Systems include accounting and budgeting system, management information system, compensation and reward system, and planning system. According to Entrepreneur Media (n.d.) human resources is the “department or support systems responsible for personnel sourcing and hiring, applicant tracking, skills development and tracking, benefits administration and compliance with associated government regulations”. Human resources provide the organization with the people required to implement strategies and tasks. McLaughlin (n.d.) states that organizational culture “is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations”. Organizational culture is the attitude and values each organization claim they follow and must follow in order to maintain their dignity in the market. For example, if a hospital states that they value patient satisfaction and then turn around and not care about the patients, then they will most likely not …show more content…
Organizational structure basically is a system that defines each position, its function and where it reports to within the organization. It develops an organizational chart in which it defines the level of positions and who they report to. Organizational structure is very important when implementing strategies; when a specific strategy needs to be developed and implemented for a particular function or division of the organization it is important to know the structure of the organization is working efficiently and the lines of communication between the different functions or divisions are effective. If they are not working efficiently then they could be the cause of strategies to fail. There are different types of organizational structures including functional area, product/market divisional, and matrix. Friend (n.d.) states that a functional area structure is based on each job duties. Functional area structure is the grouping of employees on the basis of the function each performs in the organization, such as marketing or patient care. Friend (n.d.) states that product/market divisional structure is “suitable for organizations with distinct business units, while a geographical structure provides a hierarchy for
Systems are “collections of policies, procedures, and protocols, combined with people who understand them and their purposes” (Moseley, 2009, p. 228). Systems include accounting and budgeting system, management information system, compensation and reward system, and planning system. According to Entrepreneur Media (n.d.) human resources is the “department or support systems responsible for personnel sourcing and hiring, applicant tracking, skills development and tracking, benefits administration and compliance with associated government regulations”. Human resources provide the organization with the people required to implement strategies and tasks. McLaughlin (n.d.) states that organizational culture “is a system of shared assumptions, values, and beliefs, which governs how people behave in organizations”. Organizational culture is the attitude and values each organization claim they follow and must follow in order to maintain their dignity in the market. For example, if a hospital states that they value patient satisfaction and then turn around and not care about the patients, then they will most likely not …show more content…
Organizational structure basically is a system that defines each position, its function and where it reports to within the organization. It develops an organizational chart in which it defines the level of positions and who they report to. Organizational structure is very important when implementing strategies; when a specific strategy needs to be developed and implemented for a particular function or division of the organization it is important to know the structure of the organization is working efficiently and the lines of communication between the different functions or divisions are effective. If they are not working efficiently then they could be the cause of strategies to fail. There are different types of organizational structures including functional area, product/market divisional, and matrix. Friend (n.d.) states that a functional area structure is based on each job duties. Functional area structure is the grouping of employees on the basis of the function each performs in the organization, such as marketing or patient care. Friend (n.d.) states that product/market divisional structure is “suitable for organizations with distinct business units, while a geographical structure provides a hierarchy for