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Dynamics of Powers in Organizations
Select an organization you have worked for or that you have researched to base your discussion on. Examine the pros and cons of that organization’s personal sources of power, in particular, how it affects employee job satisfaction, organizational loyalty, and job performance—and how it impacts employees’ social, negotiating, and political styles.
Provide the URL of the organization. Provide examples as well as a minimum of one scholarly source to support your thoughts.
Discussion question responses should be at least 200-300 words. No essay needed.
**Sample answer should look like this below** - (APA style)
Select an organization you have researched
Mayo Clinic is a nonproﬁt, integrated, multispecialty medical practice with more than 60,000 employees. It operates three main campuses in Minnesota, Arizona, and Florida and a community network of clinics and hospitals called the Mayo Clinic Health System. Mayo performs-optimal-team-based-coordinated-care. Mayo Clinic’s success derives largely from its commitment to two core values: “The needs of the patient come ﬁrst” and “team-based medicine”(Berry & Seltman, 2008). Rather than individual doctors proudly entrenched in their own practices and beholden to no one, the Mayos envisioned physicians of many specialties working together with only their patients’ well-being to consider. Teamwork was demanded, not simply encouraged. Sharing knowledge was a requirement, not a hope. Integration around the patient’s best interest was uncompromising. The Mayos insisted on a ﬁxed salary for physicians so they would have no incentive to provide any more or any less care than the patient required (Clapesattle, 1941).
Examine the pros and cons of that organization’s personal sources of power
Mayo Clinic is a physician-led organization non-profit organization, with a single governing board, the Board of Trustees. Physicians maintain leadership roles in conjunction with clinical practice. Legitimate power of leaders make decisions for the betterment of the entire organization. Mayo Clinic operates under a consensus decision making model, governed by committees representing the three shields of the practice, education and research. Mayo Clinic is one of the best hospital in the US. It offers amazing patient care, good company culture, and because of it's salary caps limited competition. On the other hand, it salary is based on years working at Mayo, no external experiences are considered.
How it affects employee job satisfaction, organizational loyalty, and job performance plus impacts employees’ social, negotiating, and political styles.
Mayo Clinic model teamwork in senior management; establish high performance standards attainable only through teamwork; celebrate group effort and achievement; avoid favoritism toward certain individuals; and share information openly and delegate responsibility so that employees feel included. Medical director of the Mayo Clinic and chairperson of the Mayo Clinic lead programs in medical humanities based in the arts and diverse expressions of human culture into the healing environment. These programs are intended to improve patient experience and outcomes, increase employee satisfaction and prevent burnout, and improve learner outcomes, especially communications skills. Each project initiative are led by a physician-nurse-administrator triad supported by system engineers and organization development professionals. Mayo Clinic spent more than usual on lobbying to advance its initiatives. Overall, Mayo Clinic leadership approach is consensus-driven, and it’s cautious. Mayo is one of the most careful organizations that I have seen in my entire career. Its consensus-driven in that they take their time and get a lot of input before they make a big decision, but then, when they make it, they move quickly. A primary driver of discontent in the workplace is poor leadership. People don't leave organizations they leave managers/leaders.
Swensen, S., Kabcenell, A., Shanafelt, t., & Sinha, S. (2016). Physician-Organization Collaboration Reduces Physician Burnout and Promotes Engagement: The Mayo Clinic Experience. Journal of Healthcare Management, (61)2. 105-128.
Berry, l., (2014). Team Base Care at Mayo Clinic: A Model for ACO. Journal of Healthcare Management, (59)1. Retrieved from http://www.ache.org/pdf/secure/gifts/59_1_BerryandBeckham.pdf
Mayo Clinic. (n.d.). Retrieved from http://www.mayoclinic.org http://www.mayoclinic.org/documents/mayo-effect-10-things-pdf/doc-20079459
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