I need help with Organizational Dynamics paper
Applied Summary Project 1
Applied Summary Project
Shanequa Wilder
Liz Rhee
ORD460
Geneva College
January 21, 2017
This week we learned about the five models of organizational behavior, autocratic, custodial, supportive, system and collegial. Organizations differ in the nature of the systems they develop and maintain and the results they achieve. (Newstrom, 2015)
Five years ago I worked for a company called MedExpress Urgent Care. MedExpress is company that is a national leader in delivering high-quality, convenient, affordable health care in a patient-centric manner. They have developed a unique approach to health care, which is centered on delighting patients at every opportunity. There was always a full medical team, and they were also open 12 hours a day, every day. They provided a broad scope of services including urgent care, employer health services, and basic wellness and prevention services. There were no appointments needed, and they would collaborate and coordinate care with other local healthcare providers to ensure the best possible outcomes for patients and their families.
I think that I could probably uses two out of the five models to describe this company. The model that fits best would be the collegial model. The collegial model is an extension of the supportive model. In the collegial model the structure of an organization is developed in a way that there is no boss nor subordinates, but all are colleagues who have to work as a team. Each one of the employees has to participate and work in coordination with each other to achieve the target rate. No one is worried about his status or a job title. The team requires adopting new approaches, research and development and new technologies to better their performance. While working there everyone worked as a team and we achieved great success by doing so. Our manager there was always positive and motivating to all of her staff. This company was the first of its kind in our area. It was up to the employees to make it what it is today. With the success came good recognition, when we scored well as a team we had good incentives to keep us motivated to do well.
The supportive model also applies to this job, because it had some characteristics from this model. Management created a favorable organizational climate in which the employees helped to grow to the greater capacities and achieve things of which they were capable in compliance with the goals of the organization. Supportive behavior helps in creating friendly interaction with a high degree of confidence and trust. I believe the collegial model was the one that was most prominent. It supported more characteristics of what I experienced while working there. As we also learned from the chapter, there is no one permanently “best” model, because what is best is contingent on what is known about human behavior in whatever environment exists at the time. (Newstrom, 2015)
Applied Summary Project
Shanequa Wilder
Liz Rhee
ORD460
Geneva College
February, 11 2017
The motivational system of MedExpress Urgent Care can best be explained as one that recognize with a Two-Factor Theory. The theory labels factors causing dissatisfaction of workers as hygiene factor due to their influence on the manner in which the jobs were performed. Hygiene factors in this context are used to refer to the policies, supervision, working conditions, salary, safety, and job security (Citation?). For example, an individual working in a too hot environment in summer and too cold environment in winter will not be motivated to work. Motivators are the factors that are intrinsic to the job and include the things such as achievement, recognition, advancement, and growth responsibilities (Citation?). They do encourage employees to work harder. The theory is a valuable aid to the managers since it points out on improving job environment and the manner in which work is performed. It emphasizes on the need for employers to motivate their employees for them to be productive. It is, however, important to state that there should not be sole focus on hygiene factors alone. Managers should give employees opportunities for challenging work. (Newstrom, 2015)
Incentives have been found to have positive impact in improving performance of employees. A productive company has an effective assessment and rewarding systems aimed at encouraging motivation. Money is considered one means of rewarding employees. Money as an economic value is a medium of exchange for allocation of resources. Money as a social value is used to represent employer’s evaluation of employees and indicates an employee’s status relative to other employees (Citation?) . Money is a measure of accomplishment with employees comparing it with others. It gives the power to influence others and employees respond to it as a reward. Employees to identify the points at which they are equal use the cost and reward. Money is an extrinsic reward rather and intrinsic. The amount always differs with employee. Payment of extrinsic rewards decreases the intrinsic satisfaction received. (Newstrom, 2015) We would often have contest with other MedExpress offices within our district. A reward was given to the person who sold the most prescriptions for the week, or the office that had the most patients.
Performance appraisal is one way of evaluating employee’s performance, sharing of their information and the finding ways to improve performance. The process involves, providing feedbacks and having good working relationships. The performance appraisal system is well defined and objectives are clearly communicated. It is based on careful job analysis and has adequate studies to support it. It involves setting goals and providing of extensive feedback systems. An employee of the organization performance appraisal was experienced in what? Please elaborate. The management had extensive feedbacks systems. The managers were always there to motivate the employees. Outstanding teams were rewarded. Employees were given incentive to motivate them to work harder. Positive and negative leadership styles are consistent with this OB model. The positive leadership style emphasizes on providing rewards and takes a supportive approach. It is characterized by constructive conversation approach in communication. The negative leadership emphasizes on threats, fear, and harshness. Workplace bullies often ridicule, insult, blame, harass, or make unreasonable demands. (Newstrom, 2015)
I experienced positive type of leadership at MedExpress Urgent Care. The environment was characterized by good communication approaches. The managers were supportive and rewards were awarded to individuals that performed well.
The organization behaviors and dynamics were consistent with the organizational behavior model. Employee’s performance was boosted due to the motivation and leadership style that have been adopted by the organization. Motivation, which was majorly brought about by offering incentives, led to employees working hard to improve performance. The employees were given personal credit for the good work they do. The employees get feedbacks on their past performance. They have complete control of their destiny and take responsibility for their actions. MedExpress Urgent Care did not exercise power motivation. The organization’s employees could be regarded as high-energy workers considering the fact that they were alert spirited and enthusiastic.* They ensure they provide quality service to the patients. Their strong desire to work is brought about by the good managerial style adopted by the facility. The staff is ready to receive patients at all times,* and there is no need for appointments.
In MedExpress Urgent Care, the staff and not the management, which exists to offer help in difficult situations, majorly do the decision-making. The decisions in the facility are arrived by consensus rather than division or conflict. The organization structure is flat or horizontal and not vertical. This means that all the individuals have equal right to determine the policy and influence decisions obeying the collegial model.
Collegial models depict the people’s needs wishes of professional colleagues. There is creation of formal and informal opportunities in a means to elaborate policy initiatives. There is huge emphasize on expertise authority rather than official authority (Citation?).
The collegial model is strongly normative and do not seem to portray reality. The decision making process is slow and cumbersome,* because decision-making is done by consensus. The decision-making may be difficult to sustain considering that the top management remain accountable to the governing body. Collegial processes success depends on the attitude of staff .
You need a concluding paragraph that summarizes this section of the paper.
Hi Shanequa,
I reset your margins since they are automatically set in APA format. When you go to Format at the top of the screen, scroll down to paragraph, and then set the margin left and right at 0.
Content: 13/15
Organization: 11/15
Support: 7/10
Style/Mechanics: 12/15
Page Requirements: 5/5
Total: 48/60
References
Newstrom, J. W. (2015). Organizational Behavior Human Behavior at Work. New York: McGraw- Hill Education.
https://www.medexpress.com
https://www.educba.com
