本篇文章講述的是管理建議。創始人/領導者的五個要素，持續的文化獎勵，穩定的勞動力，管理文化網絡和社會化存在於這個框架中(Northhouse, 2004)。在昆士蘭的衛生保健中，缺少了加強組織文化的要素。由於組織的等級結構，像選擇和社會化這樣的要素都缺失了。勞動力不穩定，文化網絡管理不到位。在對昆士蘭衛生保健機構進行分析後，提出了各種建議。這些建議將有助於改善昆士蘭衛生狀況。本篇代寫essay文章由澳洲論文人EducationRen教育網整理，供大家參考閱讀。
Five elements of founders/leaders, culturally consistent rewards, stable workforce, managing the cultural network and socialization are present in this framework (Northhouse, 2004). Elements used in strengthening the organization culture were missing at Queensland health care. Elements like selection and socialization were missing because of hierarchical structure of the organization. Workforce was not stable and cultural network was not managed effectively. After conducting the analysis on Queensland health care organization, various recommendations are developed. These recommendations will help in improving the situation at Queensland health.
For integrating decision making, it is recommended to use better communication within the team. The main problem in the organization is coming from the side of leadership. Practice and style of leadership needs to be changed or modify according to the current requirements. Leadership styles like collaborative and participative will help in increasing trustworthiness among the team members. Every decision will be explained directly with the team members and meaning of each decision and task will be similar (Taghizadeh and Shokri, 2015).
Employee empowerment is recommended in the organization but after introducing various stages. Before introducing employee empowerment, it is recommended that training is conducted for the employees. At time, employees are not willing to take decisions because they are under the environment of strict supervision. Starting with a small department or team, empowerment will be introduced (Jury et al., 2009). Employees will be trained on the basis of small and big decision making. They need to differentiate between big and small problems and how they need to take supervision and command from top management in respective decisions. Skills and competencies of the employees will be checked before imposing employee empowerment. If the employees have the strength and skill to take decisions for their team and department, they will be asked to take decisions (Gill, 2006).
Employee empowerment will resolve the issue of strict control and no authority coming from the side of the employees. Control will be present along with collaboration with top management but employees will have a separate space of mind where they can take their decisions. In hierarchical structure, employee empowerment is difficult because of long chain of command and complex communication channels. It is recommended that pilot testing should be conducted before spreading employee empowerment throughout the organization (Fraser and Simkins, 2009).
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