Question one

Life cycle model of organization development describes the development of the organization over time (Burke, 2017). The organization is supposed to develop over time;, therefore, the organization follows the organizational life cycle to grow. The life cycle describes all the activities that occur during the development of the organization. The development life cycle also comes with challenges; hence the organization needs to survive the challenges. The life cycle help in overcoming the problems since the life cycle repeats itself; hence the activities repeat themselves. Once the employees have overcome specific challenges, they acquire the skills to solve the obstacles again when they occur.

When employees face the challenge of having an error while handling patients, the nursesgain the problem-solving skills to solve those specific challenges when they happen in the future. Life cycle ensures things happen again; hence the nurse knows how to address the challenges. Different problems come up while one is working since there are particular challenges that they have never come across(Burke, 2017). The life cycle of the organization equips the nurses with the skills to solve the problems.

Question two

The 3Cs of an organization include the communication, coordination and the control, and they are interlinked; therefore they depend on each other for the success of the organization. The 3Cs simplifies the complexity of the organization by helping in the sharing of the information within the organization (Daft, &Marcic, 2016). Communication ensures that the stakeholders within the organization know what is expected of them. Coordination helps the stakeholders to work as a team to achieve the objective of the organization. The control is responsible for ensuring that all the activities within the organization happen according to plan. The control coordinates all the activities within the organization.

Question three

To ensure that activities in the hospital are coordinated effectively, there is direct supervision to monitor activities at each stage. There is standardization of skills to ensure that all the employees have knowledge of the area they are allocated in and that the processes for undertaking the tasks are standardized (Rahim, 2017). The organization has standard outcomes of the work and informal communication between employees as well as the management is recognized.

Question Four

Routine and ad analysis help get knowledge of the data in service management such as in hospitals. Routine analysis means a regular and systematic analysis which is carried out when reporting is undertaken to determine how capable, effective and efficient a system is (Daft, &Marcic, 2016). On the other hand, ad hoc analysis involves detailed investigation and testing to find out the reasons for drastic changes in performance. In an organization, the more attention is dedicated to performing the routine analysis whose aim is to fulfill the organizational objectives while less time is devoted to comprehensive ad hoc analysis of data. Examples of routine data in a health organization include name, address, and date of birth. Examples of ad hoc data used in healthy organizations include education data and employment data. Through action plans the organization can develop follow-up plans for people in different locations.

Question Five

An organizational chart is an internal structure used to show the flow of power and responsibilities. A typical organizational structure reduces confusion since there is a clear reporting structure;, therefore, it is clear to the staff on whom they can report to wherever there is an issue (Fayol, 2016). An organizational chart also helps new employees in connecting with the people in the organization more efficiently. The organizational charts, however, have weaknesses which include failure to acknowledge informal communications. For an organizational chart to be effective, it has to be updated. Updating it is a challenge especially if the organization is large and keeps adding departments and roles.

References

Burke, W. W. (2017). Organization change: Theory and practice. Sage Publications.

Daft, R. L., &Marcic, D. (2016). Understanding management. Nelson Education.

Fayol, H. (2016). General and industrial management. Ravenio Books.

Rahim, M. A. (2017). Managing conflict in organizations. Routledge.

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