Topic 4: Organizational Structure

Grand Canyon University Topic 4: Organizational Structure-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University Topic 4: Organizational Structure assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for Topic 4: Organizational Structure

Whether one passes or fails an academic assignment such as the Grand Canyon University Topic 4: Organizational Structure depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for Topic 4: Organizational Structure

The introduction for the Grand Canyon University Topic 4: Organizational Structure is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for Topic 4: Organizational Structure

After the introduction, move into the main part of the Topic 4: Organizational Structure assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for Topic 4: Organizational Structure

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for Topic 4: Organizational Structure

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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A high-reliability organization (HRO) is an institution with foreseeable and verifiable systems that support consistent operations while catching and correcting potentially catastrophic errors before they happen. They operate in complex, high-hazard domains without serious accidents or disastrous failures (Cantu et al., 2020). The elements necessary for creating HRO include Preoccupation with failure. The organizations in developing HRO seek to reduce errors in organizational processes by focusing on areas of the potential loss. In addition, creating HRO requires that every team member share concerns with others and the organizational climate such that all staff members are comfortable with the complexity of the organization (Cantu et al., 2020). Moreover, sensitivity to operations which entails being proactive and real-time identification and prevention of defects and harm is necessary. Similarly, organizations need to be aware of errors and correct them by committing to resilience (Veazie et al., 2019). Further, the element of deference to expertise calls for respectful yielding, domain-specific knowledge, experience, and relative skills.

The Relations of HRO to Safety and Quality

The relations of HRO to safety and quality are that both seek to do the right thing at the right time and have the best possible result while taking all the appropriate measures to prevent errors and adverse effects (Gutzeit et al., 2021). Overall, HRO, safety, and quality in an organization purpose to eliminate negative impacts and enhance efficiency by being sensitive to operations.

The Approach, the Nurse Administrator, Can Use to Execute Elements of HRO

The nurse administrator’s basic approach in the organization to implement HRO is teamwork. Moreover, HRO interventions primarily comprise reinforcement approaches, error prevention education, and leadership training. In addition, it includes enhanced root cause analysis processes using an electronic tracking system and the promotion of a just culture where all stakeholders are collectively responsible for positive or negative outcomes (Veazie et al., 2019). The elements require collectivism to implement. The elements underscore the central point that high-reliability organizations (HROs) are not organizations that do not experience failure. Further, they combine into an organization that mobilizes expertise around highly varied challenges that require teamwork for the expected end of high safety, quality and reliability.

References

Cantu, J., Tolk, J., Fritts, S., & Gharehyakheh, A. (2020). High-Reliability Organization (HRO) systematic literature review: Discovery of culture as a foundational hallmark. Journal of Contingencies and Crisis Management, 28(4), 399-410. https://doi.org/10.1111/1468-5973.12293

Gutzeit, M. F., O’Brien, H., & Valentine, J. E. (2021). Organizational Safety Culture: The Foundation for Safety and Quality Improvement. In-Patient Safety and Quality Improvement in Healthcare (pp. 15-35). Springer, Cham. https://doi.org/10.1007/978-3-030-55829-1_2

Veazie, S., Peterson, K., & Bourne, D. (2019). Evidence brief: Implementation of high-reliability organization principles. Department of Veterans Affairs (US), Washington (DC) PMID: 31233295.

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Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS: Topic 4: Organizational Structure

Organizational systems describe the structure of an organization. An organizational structure comprises functions, relationships, responsibilities, authorities, and communication of employees within each part of an organization. There are two types of organizational structures: formal and informal. The formal structure is generally highly planned and publicized, while the informal structure is unplanned and often concealed. The purpose of this paper is to describe the organizational structure in our organization and leadership style and their relationship with nursing turnover.

Organizational Structure

Our organization has a functional organizational structure. Employees are grouped into departments by specialty, with similar tasks performed by the same group and reporting to the same manager. The various departments include medical-surgical, reproductive health, pediatrics, psychiatry, specialty clinics, pathology, radiology, finance, procurement, informatics, biomedical engineering, and marketing. Each department has staff trained to carry out specialized tasks and report to the same leader. For instance, the reproductive health department has employees trained in that specialty, like midwives, obstetricians, gynecologists, and certified nurse midwives, while the finance department has employees trained in finance and accounting.

Organizational Leadership Strategy

The organization applies Transactional leadership, which is sometimes referred to as managerial leadership. The transactional leadership behaviors employed in our organization are targeted to monitor and control employees through rational and economic means. The functional organization structure aligns with the Transactional leadership strategy since the structure entails the head of the department setting objectives, assigning tasks, and clarifying expectations so that employees can achieve the organization’s desired outcomes. The leaders use contingent rewards to focus on exchange and trade relationships, providing tangible or intangible support and resources to employees in exchange for their efforts and performance, and sanctioning unattained performance levels (Mekonnen & Bayissa, 2023). To deal with surprises or non-routine events, the leaders sometimes rely on management by exception, revising and updating standards, and monitoring deviations from these standards.

Nursing Turnover

Some disadvantages of the functional organization structure include limited decision-making among employees, narrow scope, and the lack of a common organizational purpose. The head of the department is usually responsible for making decisions, and the employees do not have much say, which lowers their morale and demotivates them, leading to high turnovers. Fattah et al. (2022) explain that employees appreciate participative decision-making through collaboration and commitment to the organization, which reduces their intention to leave. Moreover, narrow scope and a lack of a common organizational purpose affect employee morale and performance, which increases the intention to leave and nursing turnover. On the other hand, transactional leadership is insufficient when creating significant change in an organization or inspiring followers to achieve at higher levels. Mekonnen and Bayissa (2023) explain that the leadership strategy is premised on compliance by the followers, and the leader uses rewards and punishments to ensure compliance. This lowers nurses’ morale and motivation towards their jobs, leading to turnover.

Additional Driver

Workplace Violence (WPV) is one of the factors associated with nursing turnover. Kafle et al. (2022) explain that WPV is directly linked to high job stress, reduced job satisfaction, absenteeism, burnout, fatigue, sleep disorder, PTSD, fear, suicide, and increased staff turnover. More than 70% of nurses are persistently worried about being victims of WPV. These stresses reduce job satisfaction and increase psychological stress, adversely affecting their work and personal life (Kafle et al., 2022). Violence results in psychological distress, which increases nurses’ intention to leave and contributes to high turnover rates in organizations.

Healthcare Leader Recommendations

The primary contributors to WPV are increased stress among nurses, understaffing, the demanding nature of the nursing job, and prolonged waiting periods. These factors contribute to dissatisfied patients and relatives, who react by causing physical and psychological violence to healthcare providers. For instance, most reported causes of WPV occur in the waiting rooms of emergency departments and are attributed to prolonged waiting periods (Wirth et al., 2021). As a healthcare leader, I would recommend preventive measures at the administrative level. The management and leadership teams of healthcare organizations should manage the understaffing by implementing measures that promote safe nurse-to-patient ratios (Kafle et al., 2022). This would reduce the job demand and high stress levels among nurses and ensure patients do not wait for prolonged periods before being attended to. In addition, I would recommend that the management of hospitals improve the working environment and ensure the organization implements a zero-tolerance policy against WPV. Furthermore, I would recommend regular staff training on enhancing patient-nurse relationships, communication skills, stress and anger-control management, and de-escalation skills.

Organizational Structure Preference

I would prefer to work in an organization with a horizontal organizational structure, also known as a flat structure. This type of structure has few hierarchical layers and a wide range of control. I prefer it because it stresses an employee-centered approach and fosters teamwork and collaboration. The structure has the advantage of employee autonomy.

The leaders give employees the flexibility to organize and control their work, which gives them freedom and independence to perform their roles and responsibilities (Heeringa et al., 2020). A sense of autonomy is associated with reduced staff turnover as it increases employee motivation. Furthermore, top managers in the horizontal organizational structure empower employees to participate in decision-making, increasing job motivation and innovation among employees (Heeringa et al., 2020). Employing the horizontal organizational structure can significantly reduce the nurse turnover rate in our organization.

Conclusion

Our organization has a functional organizational structure and applies the Transactional leadership strategy. The organizational structure and leadership style are unsuitable for preventing nursing turnover as they do not foster participative decision-making. Workplace violence is also a contributor to nursing turnover and generally affects nurses’ work life, contributing to reduced productivity and quality of care. This can be addressed by implementing safe nurse-to-patient ratios, a zero-tolerance policy against WPV, and regular staff training.

References

Fattah, J., Yesiltas, M., & Atan, T. (2022). The Impact of Knowledge Sharing and Participative Decision-Making on Employee Turnover Intention: The Mediating Role of Perceived Organizational Support. SAGE Open, 12(4), 21582440221130294. https://doi.org/10.1177/21582440221130294

Heeringa, J., Mutti, A., Furukawa, M. F., Lechner, A., Maurer, K. A., & Rich, E. (2020). Horizontal and vertical integration of health care providers: a framework for understanding various provider organizational structures. International journal of integrated care, 20(1). https://doi.org/10.5334/ijic.4635

Kafle, S., Paudel, S., Thapaliya, A., & Acharya, R. (2022). Workplace violence against nurses: a narrative review. Journal of clinical and translational research, 8(5), 421–424.

Mekonnen, M., & Bayissa, Z. (2023). The Effect of Transformational and Transactional Leadership Styles on Organizational Readiness for Change Among Health Professionals. SAGE open nursing, 9, 23779608231185923. https://doi.org/10.1177/23779608231185923

Wirth, T., Peters, C., Nienhaus, A., & Schablon, A. (2021). Interventions for workplace violence prevention in emergency departments: a systematic review. International journal of environmental research and public health, 18(16), 8459. https://doi.org/10.3390/ijerph18168459

Lopes Write Policy

For assignments that need to be submitted to Lopes Write, 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.

Communication

Communication is so very important. There are multiple ways to communicate with me:

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.

Important information for writing discussion questions and participation

Welcome to class

Hello class and welcome to the class and I will be your instructor for this course. This is a -week course and requires a lot of time commitment, organization, and a high level of dedication. Please use the class syllabus to guide you through all the assignments required for the course. I have also attached the classroom policies to this announcement to know your expectations for this course. Please review this document carefully and ask me any questions if you do. You could email me at any time or send me a message via the “message” icon in halo if you need to contact me. I check my email regularly, so you should get a response within 24 hours. If you have not heard from me within 24 hours and need to contact me urgently, please send a follow up text to

I strongly encourage that you do not wait until the very last minute to complete your assignments. Your assignments in weeks 4 and 5 require early planning as you would need to present a teaching plan and interview a community health provider. I advise you look at the requirements for these assignments at the beginning of the course and plan accordingly. I have posted the YouTube link that explains all the class assignments in detail. It is required that you watch this 32-minute video as the assignments from week 3 through 5 require that you follow the instructions to the letter to succeed. Failure to complete these assignments according to instructions might lead to a zero. After watching the video, please schedule a one-on-one with me to discuss your topic for your project by the second week of class. Use this link to schedule a 15-minute session. Please, call me at the time of your appointment on my number. Please note that I will NOT call you.

Please, be advised I do NOT accept any assignments by email. If you are having technical issues with uploading an assignment, contact the technical department and inform me of the issue. If you have any issues that would prevent you from getting your assignments to me by the deadline, please inform me to request a possible extension. Note that working fulltime or overtime is no excuse for late assignments. There is a 5%-point deduction for every day your assignment is late. This only applies to approved extensions. Late assignments will not be accepted.

If you think you would be needing accommodations due to any reasons, please contact the appropriate department to request accommodations.

Plagiarism is highly prohibited. Please ensure you are citing your sources correctly using APA 7th edition. All assignments including discussion posts should be formatted in APA with the appropriate spacing, font, margin, and indents. Any papers not well formatted would be returned back to you, hence, I advise you review APA formatting style. I have attached a sample paper in APA format and will also post sample discussion responses in subsequent announcements.

Your initial discussion post should be a minimum of 200 words and response posts should be a minimum of 150 words. Be advised that I grade based on quality and not necessarily the number of words you post. A minimum of TWO references should be used for your initial post. For your response post, you do not need references as personal experiences would count as response posts. If you however cite anything from the literature for your response post, it is required that you cite your reference. You should include a minimum of THREE references for papers in this course. Please note that references should be no more than 5 years old except recommended as a resource for the class. Furthermore, for each discussion board question, you need ONE initial substantive response and TWO substantive responses to either your classmates or your instructor for a total of THREE responses. There are TWO discussion questions each week, hence, you need a total minimum of SIX discussion posts for each week. I usually post a discussion question each week. You could also respond to these as it would count towards your required SIX discussion posts for the week.

I understand this is a lot of information to cover in 5 weeks, however, the Bible says in Philippians 4:13 that we can do all things through Christ that strengthens us. Even in times like this, we are encouraged by God’s word that we have that ability in us to succeed with His strength. I pray that each and every one of you receives strength for this course and life generally as we navigate through this pandemic that is shaking our world today. Relax and enjoy the course!

Hi Class,

Please read through the following information on writing a Discussion question response and participation posts.

Contact me if you have any questions.

Important information on Writing a Discussion Question

Your response needs to be a minimum of 150 words (not including your list of references)
There needs to be at least TWO references with ONE being a peer reviewed professional journal article.
Include in-text citations in your response
Do not include quotes—instead summarize and paraphrase the information
Follow APA-7th edition
Points will be deducted if the above is not followed

Participation –replies to your classmates or instructor

A minimum of 6 responses per week, on at least 3 days of the week.
Each response needs at least ONE reference with citations—best if it is a peer reviewed journal article
Each response needs to be at least 75 words in length (does not include your list of references)
Responses need to be substantive by bringing information to the discussion or further enhance the discussion. Responses of “I agree” or “great post” does not count for the word count.
Follow APA 7th edition
Points will be deducted if the above is not followed
Remember to use and follow APA-7th edition for all weekly assignments, discussion questions, and participation points.
Here are some helpful links
Student paper example
Citing Sources
The Writing Center is a great resource