NR 534 Week 4 Discussion; Organizational Structure Power and Lines of Authority - Part 1 Individual, Responses

command, managerial roles are 昀氀uid and there are two kinds of managers; func琀椀onal and project managers [CITATION Pat19 \l 1033 ]. This structural design is used at all levels, organiza琀椀onal and departmental. This structure encourages communica琀椀on at every level of the chain of command, star琀椀ng from the top down or the bo琀琀om up. In a typically hierarchal structure, communica琀椀on is usually encouraged in a ver琀椀cal chain of command, however in the matrix structure it is also encouraged to be horizontal across departments when appropriate. This type of communica琀椀on is referred to as lateral communica琀椀on and has been shown to increase morale in the work place. The structural organiza琀椀on of a company should align with the mission and vision of the organiza琀椀on. The matrix structure provides organiza琀椀onal support while allowing opera琀椀on along a cross-dimensional framework. Our organiza琀椀onal structure clearly outlines job func琀椀ons and repor琀椀ng guidelines by using an organiza琀椀onal chart to illustrate the company’s opera琀椀ng structure. One nega琀椀ve feature of the matrix structure is the poten琀椀al for blurred lines of communica琀椀on (Marquis & Huston, 2017). The organiza琀椀on where I work has its own sub groups. For instance, I work in Tower Health Medical Group which falls under the larger organiza琀椀on of Tower Health System. Informa琀椀on is typically communicated within our smaller group with a few point personnel who are responsible for communica琀椀ng it across to other levels. In our smaller structure communica琀椀on is across departments quite easily, however in a larger sense, I feel that informa琀椀on is o昀琀en lost or miscommunicated to other departments. This can be an issue when those individuals have job func琀椀ons that are a昀昀ected by that lack of communica琀椀on. Gleeson, P. (2019, Jan 28). advantages and disadvantages of matrix organiza琀椀onal structures in business organiza琀椀ons. Retrieved from Small Business Chronicle: h琀琀ps://smallbusiness.chron.com/advantages-disadvantages-matrix-organiza琀椀onal- structures-business-organiza琀椀ons-26350.html Marquis, B., & Huston, C. J. (2017). Leadership roles and management func琀椀ons in nursing: Theory and applica琀椀on (9th ed.). Philadelphia, PA: Wolter-Kluwer. Professor Response When power struggles or con昀氀icts arise between leaders, team outcomes may be severely damaged. Power struggles o昀琀en distract the team from the focus. It can disrupt mee琀椀ngs, ruin team collabora琀椀on and can be contagious causing more disrup琀椀on [ CITATION Gre17 \l 1033 ]. One way to mi琀椀gate power struggles and communica琀椀on issues is to transi琀椀on to a collabora琀椀ve leadership model. Collabora琀椀ve leaders consistently seek out diverse opinions and ideas from the team to build strategies and solve problems. Greer, L. L., Van Bunderen, L., & Yu, S. (2017). The dysfunc琀椀ons of power in teams: A review and emergent con昀氀ict perspec琀椀ve. Research in Organiza琀椀onal Behavior, 37, 103-124. doi:10.1016/j.riob.2017.10.005 Response CNO’s o昀琀en have a very demanding, complex role. The CNO is the leader of the RNs at the direct point ofpa琀椀ent contact. Many CNOs feel con昀氀icted in choosing between being an advocate for the pa琀椀ent and being an advocate for the RN. However, by advoca琀椀ng for their RNs they are also posi琀椀vely [Pick the date]