Some alternatives are based on the aspect of centralization and changes within the organization. In total, they include developing a common WHS culture and policies, missions and values, training programs, as well as teamwork and consistency of the entire team, including managers and employees, to ensure the above principles. In addition, they consist of group meetings with staff and administration, employee education, laying the principles of WHS culture and policy. They have introduced incentives and motivation to improve the quality of working personnel and create a stable WHS environment and a favorable microclimate.
Sinclair and Snowdon should speak to Shea when considering the impact of each alternative on physicians and nurses, pros and cons of these initiatives. Firstly, through learning the culture of WHS, employees will follow uniform and well-established norms, values, and traditions. Workers with an already established culture will apply it in practice and show responsibility in their work and high-efficiency results. The organization will be competently structured, so missions, goals, and objectives will be clearly defined. Moreover, the development of centralized training will help implement employee development within several departments of the organization.
All health care institutions within the WHS and its employees will have similar functions and tasks, adhere to consistency. However, some employees who are used to working in their usual way may not like these innovations. In addition, any adjustments to the structure and system of the organization require time. It carefully considered decisions, the need for monetary compensation for advanced employee training.
Secondly, stakeholders, managers, and administration can ensure consistency at all stages in the WHS concept. Accordingly, it will be possible to develop new key working moments, share them with colleagues. In addition, group meetings will help unite employees and management to solve common problems and improve established elements to ensure a high quality of service to patients. Nevertheless, structural changes, exercises, and team huddles require a lot of money, effort, and time, and not every interested party will agree with the initiatives.
Centralization is the process of making the most critical organizational decision, which is in the hands of an individual or a particular group of people. Centralization plays a significant role in ensuring discipline, subordination, and competent organization in the company. It improves the control and coordination of specialized independent functions, reduces the number and scale of erroneous decisions made by less experienced managers.
Centralized solid management allows to avoid a situation in which some departments grow and develop at the expense of others or the organization as a whole (Gitman, 2018). The management makes it possible to use the experience and knowledge of the staff of the central administrative body more economically and efficiently. The centralization of training and development depends on implementing innovations at all stages and levels, considering costs and productivity, responding to the requests (Bhasin, 2019). The critical success factors are balance in everything, compliance with standards, the definition of processes, competent management of the level of service, and ‘transparency’ of costs.
First of all, top management is an essential link in the structure of the organization. The decision made by the management should be implemented throughout the organization and unconditionally executed by all employees (Kirk, 2018). The lower staff cannot challenge this decision, even if they do not like it. (Bhasin, 2019). Centralized training is best when instructors understand the needs and requirements of employees.
The development of learning should be a collaborative process, providing an opportunity for everyone to speak out. The leader should dictate and impose his model of vision of the situation and listen to colleagues’ opinions (Kirk, 2018). This is one of the best ways to build trust and interest in the framework of centralization. In addition, it is imperative to keep records for the development of future projects and reports on the processes during the development of training (Dodson, 2019). Thanks to a competent leader who will apply a creative approach to issues, centralization is seen better.
Secondly, it is achieved when uniformity and consistency in decision-making are made. Centralization will make it possible to make quick, timely, and operational decisions in the short and long term. In some cases, the integration of enterprise operations is necessary. The degree of success of centralization is also explained due to the harmony or disharmony of the distribution of personnel according to the level of professionalism, motivation systems, orientation to the development of informal management.
The centralized training and development department might support a culture of system-ness at WHS in the following aspects. For example, it is necessary to integrate technical processes, organize standard services, and corporate identity to support a culture of consistency. All resources and processes should be managed in the concept of one cohesive organization, subordinate to one manager or a management group. This allows combining a wide range of information and identifying effective analytics and management organization. Moreover, to maintain consistency in everything, a leader is needed to see the whole picture, know interpersonal communication, and understand how to eliminate barriers. Senior management should be responsible for making their decisions and listening to the problems faced by employees. The information is transmitted in due course, and the decision is final.
Bhasin, H. (2019). The 6 features of centralization: Its advantages and disadvantages. Marketing91. Web.
Dodson, A. (2019). Centralized vs. decentralized training: Is one model better? ttcInnovations. Web.
Gitman, L. J., McDaniel, C., Shah, A., Reece, M., Koffel, L., Talsma, B., & Hyatt J. C. (2018). Introduction to Business. OpenStax
Kirk, A. (2017). Disadvantages of a centralized training function. Bizfluent. Web.