NURS 4455 Module 3 Assignment 2 Organizational Analysis–The Organization

NURS 4455 Module 3 Assignment 2 Organizational Analysis–The Organization

NURS 4455 Module 3 Assignment 2 Organizational Analysis–The Organization

Organizational Analysis–The Organization

Them aj or assignment for this course is analysis of your organization (or an organization that you have worked for if you aren’t currently employed).In this assignment, you will report the organization’smission,philosophy,and administrative structure. You will compare and contrast whatyoufind with the characteristicsoforganizations you have learned aboutin the lecturesand presentations and in your own investigative reading.

Complete this assignment to demonstrate your analysis of the big picture of your organization.


•             Explain how organizations function.

•             Compare and contrast characteristics of leadership and management.

•             Apply trends, issues, theories, and evidence as guidelinesf or management decisions.

•             Evaluate effectiveness of communication patterns using specific management situations.

Expected elements for scholarly writing:

•             Ensure correct grammar and spelling

•             Assignment should be submitted as an APA Paper, including title page and references.

•             Title page is required for this Assignment and the UTACON version is expected format.

•             1-inch margins, 12 size Times New Roman font.

•             Please provide all references used to support your opinions and clarify positions in the paper.

•             The reference list begins on a separate page from the content.

•             Headings are expected and must be connected to the assignment criteria following APA style.

•             An introduction is expected providing a brief look at what is planned within the body of the paper. However, no heading is used over the introduction in APA format. A Summary is usedand should have a heading over it.

•             For all other style questions refer to the American Psychological Association. (2020).

Publication manual of the American Psychological Association (7th ed.) Washington, DC: Author.

Introduction of the Organization

Provide a concise description of the healthcare organization, including type of agency, size ,geographic location, services provided, target clientele, accreditation status, and community relationships.

Examination ofthe Organization

Identify the organization’smission,philosophy,and theadministrative structure.Identifythetypeof organizational structure thefacilityrepresents (functional,matrixreporting,jointpractice,etc.).Give examplesthatsupportthetype you selected.

Strengths and Limitations

Discussmajorstrengthsand limitationsoftheorganization.

Care Delivery System

Describe the nursing care deliverysystem(s)used.Include delegation examples ofmanager,charge nurse,licensed staffto unlicensed staff.

Outcomes and Measurements

Discuss two  specific patient outcomes and explain how they are measured and monitored. Include one system–wide outcome and one nurse–sensitive clinical indicator.

Organization analysis allows the organization to have precise information on the current state of the institution and the changes that would affect its operation in the future. Each organization tends to conduct analysis after one year to determine its preferences and future direction. Building on the current information on an organization aid in developing the future of the same organization. The purpose of this paper is to conduct a five-part organizational analysis of a healthcare organization by carrying out a SWOT analysis, brief organizational assessment, a gap analysis, executive briefing report and leadership implications.

Part 1: SWOT or PEST Analysis


v  Willingness to invest in performance

v  Developed brand

v  Adequate number of senior nurses

v  Developed financial system


v  Increased levels of customer dissatisfaction.

v  Reduced ability to attract professionals

v  Reduced return on Investment

v  Poor working environments


v  Access to international global talents

v  Increased opportunities on adjacent markets

v  Changing technology landscape

v  Reducing the cost of market entry


v  Threats of new entrants

v  Increased government regulations and bureaucracies

v  Poor US-China trade relations


Part 2: Organizational Assessment

Category Performance Indicator & Measurement Target or Internal Benchmark Explanation/References


v  Increased production

v  Effective equipment utilization

v  Fulfillment time

Every quarter The effective use of the expensive equipment at the Clinic needs to increase production and decrease the time taken in treatment.
Finance v  Variation in Budget

v  Return on Assets

v  The profits and Revenues

Every quarter The Clinic had a total of $15.6 billion in revenue in 2021, and its ROA was 34.1% (Mayo Clinic, 2022).
Customer v  Patient Satisfaction

v  Market Share

v  Patient Retention

Monthly The patient survey conducted in 2021 showed that many patients were dissatisfied with the services at the Clinic. Besides, the reduced market share came from the increased dissatisfaction levels of the customers.

Learning and


v  Employee retention

v  Employee satisfaction

v  Changes Implemented

Monthly High employee turnover implies that employees are not performing to the best of their ability and are dissatisfiedwith the current organizationalculture.


Mayo Clinic has been in operation for many years. The increased application of technology and customized care on patients has elevated its brand in the past. The main mission of the health care clinic is to inspire and have a positive contribution to the healthcare industry and the wellbeing of patients. The Clinic has been planning to achieve this mission by offering the best care to all patients through an integrated clinical practice, including research and education. The vision of the Clinic is to offer incomparable experience as one of the most trusted health cares in the industry (Mayo Clinic, 2022). The value of the Clinic is to ensure that the needs of the patients become a top priority at the institution.

Mayo Clinic was built on a foundation of humility and pride by the Mayo brothers. These two features have been defining the culture of the organization to date. Physicians and allied health care staff at the Clinic take pride in their scientific, educational, medical, and administrative achievements. The workers at the Clinic are humbled by the fact that the Clinic does not celebrate its stars (Mayo Clinic, 2022). All employees are treated equally to allow other employees to feel a sense of belonging on the team.

The current strategic direction at the company is to modernize the Clinic and automize major operations at the Clinic to attain the required quality and safety of patients. The Clinic has been thriving on caring with awareness as one of the top priority strategic goals. It meets this goal by providing high-quality and culturally competent care that aligns with all patients at the Clinic. Besides, the Clinic has been focusing on the community by increasing the diversity of patients to develop new treatment interventions that would result in high-quality outcomes (Mayo Clinic, 2022). These strategic goals have also been defining the expenses at the Clinic as the management would want to invest in practices that would increase the quality of health care delivery at the Clinic.

Part 3: Gap Identification

Category Performance Indicator & Measurement Target or Internal Benchmark Identify the Variance or Gap


v  Increased production

v  Effective equipment utilization

v  Fulfillment time

Every quarter The amount that the Clinic has used in new equipment is not commensurate with the effective utilization.
Finance v  Variation in Budget

v  Return on Assets

Every quarter The budget at the Clinic has been high in the recent past because of the expensive technological devices bought by the company.
Customer v  Patient Satisfaction

v  Patient Retention

Monthly Low patient satisfaction and retention indicate a major issue on the performance at the Clinic.

Learning and


v  Employee retention

v  Employee satisfaction


Monthly The increased employee turnover implies that many employees are not satisfied with the Clinic’s current working condition, hence forcing them to look for greener pastures.


The gap analysis shows that Clinic has a high budget because of the complex equipment that it buys in all its outlets. The complex and sophisticated technological equipment require corresponding professionalism to operate and meet the effective utilization of these devices. However, the expected returns and increased quality of services that need to be increasing patient retention and patient satisfaction have not been effectively utilized. Nurses in the hospital setting require constant training on modern technology to sharpen their skills in the operation of these machines (Al-Hussami et al., 2018). The training programs enable nurses to offer better and improved care services in the hospital. However, in the case of Mayo, few professionals understand the operation of the current technology installed at the institutions hence cannot serve the growing patient number at their various outlets. These issues have raised the problem of employee dissatisfaction and low retention of the nurses. Dissatisfied employees and patients have a negative impact on the healthcare facility because more funds are used in hiring and training new staff do not reflect on the required quality. These clinical issues need effective solutions to improve patient outcomes.

The health care operating expense at Mayo clinic has gone high by 15.5% to $3.5 billion in 2021. The Clinic saw its expenses increasing across various categories such as salaries, benefits, supplies, and purchases. This increase should positively reflect the production and achievement of the goals at the company (Mayo Clinic, 2022). However, the expected performance and production at the company have been falling below the expectation. The current gap analysis shows that the increase in the expense does not align with the required skills and expertise in nursing that would aid in utilizing the assets. The company was in a strong financial position before COVID-19, but the current increase in expenses and the pandemic hit have affected the revenue at the company limiting its ability to meet its goals. These gaps imply that Mayo clinic is undergoing a major problem limiting it from reaching its expected goals. Moreover, the identified gaps also affect the organization’s culture and values (Al-Hussami et al., 2018). The expectations of employees and patients are not met while the management invests highly in effective measures to increase employee and patient satisfaction. These issues have been affecting the normal function of the Clinic despite the measures that have been taken to solve the issues in the recent past.

Part 4: Leadership Recommendation

The change leadership required at Mayo clinic is on the implementation strategy. The technological assets at the company need to be placing the Clinic as the health care institution of choice for many patients and health care professionals. Change is part of any organization’s strategy that aligns with achieving its goals. Each leader chosen in an organization would permanently ratify their policies which they believe would meet the standards set for the company (Erlingsdottir et al., 2018). However, various factors tend to affect the changes. The success of a proposed change starts from action research that would reveal the issues and problems that require a particular change process to go through within an organization. Amazon needs to be flexible in implementing changes.

The positive and successful change and leadership at Mayo should start from the leader. The leadership style adopted in managing all tenets of change plays a significant role in the change process. Change leadership at Mayo is critical to access premium efficiency and guaranteeing promising health care outcomes (Al-Hussami et al., 2018). Leaders who advocate for change provide headship progress and mentorship openings for junior staff. Leading with employees in mind is one of the essential strategies that have been allowing Mayo to adopt the current level of flexibility towards change (Al-Hussami et al., 2018). Such leaders advocate for on-job mentorship programs that enhance routine supervision among nurses, which further improves nurse experience on compassionate care. Mentoring employees on the operations of the new devices and applying the modern technology at the Clinic would aid in utilizing the acquired assets.

Mayo clinic requires leadership that does not exist in seclusion. These leaders influence change by aiding their team members to achieve their purposes. A better perception of the ideologies related to management and leadership is very significant to student nurses who are bound to experience the concepts in their careers. As a leader, modeling the change subordinates want to participate in the change process would be the best means to influence change in an institution (Hechanova et al., 2018). Influencing change requires leaders to express their willingness to embrace the change their chat about and speak from a place of experience. The required leadership strengths should promote strong leadership, including exceptional communication skills, establishing good partnerships, and intercultural sensitivity. Influential leaders are always good communicators, and collaboration skills are also crucial (Issah, 2018). Intercultural sensitivity is also equally important since it enables a leader to handle individuals from diverse backgrounds.

Part 5: Leadership Implications

The realization and solution of the current problem of underutilization of resources at Mayo clinic would come from effective leadership. Retaining experienced nurses is paramount, especially as the nursing profession ushers another shortage era (Erlingsdottir et al., 2018). Cases of shortage of skilled nurses in a hospital would affect the quality of care and patient safety. The first-line managers in the health care setting need to devise effective strategies to enhance job satisfaction. The environment-related for the nurses impacts their ability to unleash their full potential at the hospital.


Issues at Mayo clinic surround ineffective utilization of resources where employees are not trained on the effective skills to operate the current technology installed at the Clinic. The quality improvement and safety initiatives at the hospital depend on the skills exhibited by the nurses. The nurses and nurse leaders have an imperative role to play in ensuring that experience and professionalism define health care delivery at a hospital. Mentoring new nurses by the existing skilled nurses is an activity managed by the hospital management.




Al-Hussami, M., Hammad, S., & Alsoleihat, F. (2018). The influence of leadership behavior, organizational commitment, organizational support, subjective career success on organizational readiness for change in healthcare organizations. Leadership in Health Services.

Erlingsdottir, G., Ersson, A., Borell, J., & Rydenfält, C. (2018). Driving for successful change processes in healthcare by putting staff at the wheel. Journal of health organization and management.

Hechanova, M. R. M., Caringal-Go, J. F., & Magsaysay, J. F. (2018). Implicit change leadership, change management, and affective commitment to change: Comparing academic institutions vs business enterprises. Leadership & Organization Development Journal.

Issah, M. (2018). Change Leadership: The role of emotional intelligence. Sage Open8(3), 2158244018800910.

Mayo Clinic. (2022). Mayo Clinic – Mayo Clinic. Retrieved 15 February 2022, from

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Discussion Questions (DQ)

Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.

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Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.

One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.

I encourage you to incorporate the readings from the week (as applicable) into your responses.

Weekly Participation

Your initial responses to the mandatory DQ do not count toward participation and are graded separately.

In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.

Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).

Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.

APA Format and Writing Quality

Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).

Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.

I highly recommend using the APA Publication Manual, 6th edition.

Use of Direct Quotes

I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.

As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.

It is best to paraphrase content and cite your source.

LopesWrite Policy

For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.

Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.

Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?

Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.

Late Policy

The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.

Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.

If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.

I do not accept assignments that are two or more weeks late unless we have worked out an extension.

As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.


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Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.

Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.