In this assignment, the study is mainly dependent upon three tasks. In the initial phase assignment, the basic idea of the relationship between the external environment and the health and social practice shall be studied and linked with the current topic of discussion. In the second part of the assignment, the study shall be continued regarding the comparison between different types of organizational structures in health and social care shall be studied. The theory of organizational structure and different kind of culture in health care shall also be studied in this part of the assignment. The study also deals in the effect of organizational structure and the delivery of the organizations. The various ways through which leadership affects the effectiveness of the health and social care organizations shall be analyzed and discussed in addition to the thorough discussion to be conducted on the specific leadership contributions in a health or social care organizations.
There are the presence of different kind of organizations such as the private, public, nonprofit making organizations and formal or informal organizations. The private organizations are the ones, which are owned by any individual or a group of individuals. In addition, in many type of private organizations, any Government body or Government authority does not hold the organization. It is also not held by any nongovernmental organization or by a group of a number of shareholders. The employees of any company who do not deal in the shares and debentures of the company (Currie and Lockett, 2011) do not hold mainly the private companies. Many of these companies are not listed or registered with any registration board of the Government. The private sector hospitals and clinics come under this category. On the other hand, the Public sector organizations are the ones, which are generally owned by any Government concern or the Government as a whole (Kaplan et al. 2010). The decision regarding the organizations are taken by the Government itself and it is seen that most of these organizations do not function for commercial success. Most of these concerns run on a no profit any loss strategy. The Government hospitals and clinics can be termed to be the Public sector organizations. The non-profit organizations are the ones, which function with no motive of earning profits. These kinds of concerns are mainly operated to provide people with different kind of social services. Mainly the hospitals and NGO, which operate without making profit, come under this category. These kinds of organizations mainly aim to provide the people with good quality treatment facilities at minimal or free of cost. The formal organizations are the ones where is a rigid form of structures, rules and proceedings. Generally, no flexibility is allowed in these kinds of organizations. On the other hand, the informal organizations are the ones where there remains much space for bringing amendments in the overall structure and rules of the organizations. Amendments are brought according to the needs of the situation and much flexibility is allowed here. Generally, the small clinic and the small health check up centers work in the pattern of informal organizations.
In a power culture, the a few people of the organization (Andersen et al. 2013) mostly hold the power. These people have a full influence over the whole organization. In this kind of culture, the various decisions taken by the authority are taken on a quick basis and the employees are mainly recognized on the basis of their performance rather than the way through which they do the job. In a role culture, all the individuals of the organization mainly make the decision and the control. The power in the organization mainly depends on the post held by that person. Task culture organizations are the ones where various kind of groups are formed in the organization to enquire about the various performance and achievements made regarding any specific assigned task. These groups enquire about various issues faced or the progress made in the tasks. The power in this kind of organization lies in the hands of the most powerful teams. In case of the VSO organization, the most powerful team would have been given the power of control. The last culture model is the Person Culture. In this culture structure, the people having the power look upon themselves as all-powerful and unique (Øvretveit, 2011). They consider themselves better than the whole organization. In context of the interview, it can be said that if a single person does not hold the power of the organization and if the person does not consider himself superior to the organization, then it shall be good for the whole organization.
The individual kind of behavioral theory mainly depends upon factors such as proper motivation, personality, stress, conflict etc. it can be clearly said that the personality of a person heavily influences the overall behavior of that person. If the personality of the person is very introvert, then the person does not feel willing to talk much. This results into communication barrier in the organization (Reeves et al. 2011). In case of motivation, if the person is heavily motivated in a good manner, then he tries to behave in a proper manner. On the other hand, if the person feels de-motivated, then the person loses temper and behaves in an undesired manner. If the stress and conflict prevails, the person fails to behave properly with other people in the organization. In an group behavior theory the behavior of the individuals in the group mainly depend on factors such as ambiguity, compliance etc. it is seen that if there is much ambiguity between various members of the group of there is ambiguity between two groups, then the people fail to behave in the most desired manner. Most of the times they fail to behave in a proper manner. If there is compliance between the people, then good or the desired kind of behavior can be expected from the people.
The productivity and the supervisions conducted in the organization influence the overall organizational culture and structure (Edelman et al. 2013). If the proper procedure is not followed in the organization, the end result can be properly derived in the best form and thus it can be said that the delivery of the services gets disrupted. Thus, it can be clearly mentioned that a proper structure and culture of the health and social care organization should be maintained in order to ensure the proper delivery of service from that organization (Grol et al. 2013).
Leadership is an important part of an organization that defines its functions and services produced by the respective organization. However, it is even more important n case of functions of a not for profit organization as it do not generate profits from the market. Therefore, it has to be made clear in such organizations so that there is an efficient leadership leading the organization towards a better future through serving the needy (www.health Knowledge, 2017).
While discussing in the context of the given organization Voluntary Service Overseas (VSO) it can be stated that there are a number of officers present in the organization that has enriched its background of functioning in the market. As found within the case study, Voluntary Service Overseas (VSO) has received Dr. Philip Goodwin as the Chief Executive of the organization. While discussing about the leadership power of the person it should be mentioned that, he is an efficient person with greater IQ. The person can thus be described as an optimistic person with positive attitude towards the world (www.kiranai.sakura.ne.jp, 2017). Thus, it can be viewed in such context that his views has extended the organization so that it has become functional over a number of countries such as Africa, Asia as well as UK. Therefore, it has been found that there has been a positive vision transformed to the organization that has been instilled by the positive values of CEO of the organization.
In the context of the management styles in the organization, it has been found from an effective study of the organizational functions and structure that the organization follows management style that depicts dual structure. The organization Voluntary Service Overseas (VSO) has been involved in a participative style that includes direct participation of all internal stakeholders of the organization. The internal stakeholders like managers, accountants and the volunteers have been directly attached to the organization during decision making. As a result, there has been growth of strong sense of responsibility and values within the organizational stakeholders. Thus, there has been an increasing participation of the same in organizational functioning. On the other hand, Voluntary Service Overseas (VSO) has kept up with their consultative style that demands a consultation in the organization to fulfill their purposes or functioning.
However, such factors have led to installation of self-confidence within the members working in the organization. Therefore, there is existence of equal power and authority in the organization making it function very effectively in more than one nation.
The context of organizational effectiveness speaks about the organizational motive to use all the resources in an effective way. In order to achieve organizational goals the organization has made the best use of the scarce resources such as human resources, funding, etc, that are usually scarce in such not for profit organizations. Moreover, the organization has kept an eye on the fact that they do not overlook the needs of their staffs while fulfilling the needs of their service users.
Thus, it has been assessed from the functions of the organization that the effective leadership in the organization has led to an effective organizational monitoring (Scribd, 2017). This has in turn affected the functions of the organization through increasing the effectiveness of the services produced by Voluntary Service Overseas (VSO). This part has aimed to understand the effects of leadership over an organization like Voluntary Service Overseas (VSO).
Effectiveness of functioning of the volunteers: An organization is mainly based on the functions or the services provided by the internal stakeholders of the organization. In the case of Voluntary Service Overseas (VSO) it has been found that the internal stakeholders of the organization includes educationalists, nurses, doctors, businessmen, health care workers as well as scientists from all over the world. As a result, there has been enhancement of the services in terms of effectiveness and perfections.
There is various kind of role that are played by proper leadership in a healthcare organization. Proper leadership can guide the actions in a proper way and reduce the waste of effort and contribution. Further, proper leadership helps in motivating the staffs of the organization and helps in saving time and economic resources (Who.int, 2017). With the proper motivation of the volunteers and the staffs in context of the VSO organization, it can be said that if proper leadership could be ensured, then the volunteers could be motivated and trained properly and the goals of the organization could be finally achieved.
In this study, the connection existing in between the social care organizations and the outer environment has been studied. The result and influence shown by cultural and structural phenomenon prevalent in organizations on the HSC service delivery has also been studied in this assignment. In addition to this, the role played by the leaders in these kind of organizations have also been studied here.
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