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Organizacional structure Rawhia salah Assistant Prof. of Nursing 2015/2016 Nursing Management and leadership 485.

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Presentation on theme: "Organizacional structure Rawhia salah Assistant Prof. of Nursing 2015/2016 Nursing Management and leadership 485."— Presentation transcript:

1 Organizacional structure Rawhia salah Assistant Prof. of Nursing 2015/2016 Nursing Management and leadership 485

2 Definition of organizational structure Types of organizational structure Managerial level Organizing patient care 2 Outline

3 Levels allow efficient management of hospital departments. The structure helps one understand the hospital’s chain of command. It refers to levels of management within a hospital. Definition of organizational structure

4 1.Formal structure It provides a framework for defining managerial authority, responsibility, and accountability through departmentalization and work division. 2. Informal structure is generally a naturally forming social network of employees 4 Types of organizational structure

5 The organization chart defines formal relationships within the institution. 5 Relationships and chain of command

6 Communicator

7 7 Managerial level FIRST LEVELMID LEVELTOP LEVEL Charge nurse Team leader Primary nurse Unit supervisor Department head Chief nurse Focus primarily on day-to-day needs at unit level Integrating unit- level day-to-day needs with organizational needs Look at organization as a whole as well as external influences Scope of responsibility

8 8 Managerial level FIRST LEVELMID LEVELTOP LEVEL Short-range, Operational planning Combination of long-and short- range planning Strategic planning Upward; generally relies on middle level managers to transmit communication to top-level managers Upward and down ward with great centrality Top-down but receives subordinate feedback both directly and via middle- level managers Scope of responsibility

9 9 Examples of organizational structure

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16 Nurses address each patient individually, through: Collaborative process of assessment, planning, facilitation and advocacy for options and services to meet an individual’s health needs Communication and available resources to promote quality cost-effective outcomes 16

17 17 Staffing

18 It is concerned with the human resources of the readiness. It is concerned with acquiring, developing, utilizing, and maintaining human resources. It is a process of matching jobs with individuals to ensure right man for the right job. 18 Staffing

19 Definition of staffing It is the process of determining and providing the acceptable number and mix of nursing personnel to produce a desired level of care to meet the patient’s demand.

20 Importance of staffing Discovering and obtaining competent nurses for various job. Improve the quantity and quality of output by putting right man for right job. Improves job satisfaction of employees Reduces cost of personnel by avoiding wastage of human resource.

21 Factors affecting staffing 1-Patient factors Patient type ( age, sex, diagnosis). Fluctuation in admission. Length of stay. Complexity of care.

22 22 2. Staff factors :.Personnel policies (job, overtime, part time, work).. Educational levels of staff.. Job description. Factors affecting staffing

23 3. Environmental factors Number of patients' beds. Organizational structure. The type, philosophy and objectives of the hospital and the nursing service Factors affecting staffing

24 3. Environmental factors Budget Layout of the various nursing units and resources available within the department 24 Factors affecting staffing

25 25 Steps in staffing

26 26 Promotion and Transfer Performance Evaluation, Appraisal Employee reward/motivation Training and development Orientation & Placement Selection Recruitment Manpower planning

27 1. Manpower planning/requirements Forecasting and determination of the manpower requirements of the organization Manpower Planning is divided into two: 27 Steps in staffing

28 1. Manpower planning/requirements a. Qualitative Analysis (Job Analysis): Job analysis is a study of job content to determine human requirements i. Job Description: is the study of the job duties and responsibilities to determine human abilities required for implementation. 28 Steps in staffing

29 1. Manpower planning/requirements a. Qualitative Analysis (Job Analysis): ii. Job Specification: of the minimum acceptable human qualities necessary to perform a job properly Steps in staffing

30 1. Manpower planning/requirements b. Quantitative Analysis It means to ensure a fair number of personnel in each department and at each level Steps in staffing

31 2. Recruitment It is the process of attracting potential employees and stimulating them to apply for jobs in the organization Steps in staffing

32 3. Selection - It Is the process of choosing from among applicants the best-qualified individual or individuals for a particular job or position Steps in staffing

33 3. Selection - It Involves verifying the applicant’s qualifications, checking his or her work history and deciding if a good match exists between the applicant’s qualifications and the organization’s expectations Steps in staffing

34 4. Placement & Orientation - Placement The nurse leader is able to assign a new employee to a position within his or her range of authority, where the employee will have a reasonable chance for success. Steps in staffing

35 4. Placement & Orientation _ orientation Planned, guided adjustment of an employee to the organization and the work environment. It includes all activities that will be performed to educate the new employee about the organization and employment and personnel policies and procedures. 35 Steps in staffing

36 5. Training and development Nursing leaders should apply techniques, skills, and knowledge of motivation to help workers achieve what they want out of work and organization goals 36 Steps in staffing

37 6.Employee reward and motivation Activities intended to improve knowledge, skill and attitudes of managers and employees 37 Steps in staffing

38 7.Performance Evaluation, Appraisal It is a systematic way of evaluating a worker’s performance and his potential for development 38 Steps in staffing

39 8. Promotion and transfer Promotion means movement of an employee from his/her present job to a job which is better in terms of status or prestige. 39 Steps in staffing

40 Determine that each employee is adequately socialized to organization values and unit norms. Use creative and flexible scheduling based on patient care needs to increase productivity and retention. 40 Steps in staffing

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