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).