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Title Name Course Date Teacher’s Name 1 ORGANIZATIONAL STRUCTURE PRESENTATION ACTION PLAN, 2 Organizational Structural Presentation Action Plan, Part II The task for our project consisted of our team developing an action plan and determining our audience. Learning team B chose our selected audience to be a new diverse management team that will be over the Hispanic Senior Services. Our standpoint will be that of the board of directors. As board of directors, we would be speaking with them about ways to extend our long-term care services and come up with an action plan. The action plan must include methods to integrate management, administrative and health care services amongst the diverse clientele.

The board of directors will propose how they want to coordinate those services into a cross-functional medical environment. In efforts to relate to the need outside of the facility, new changes must go into effect. Due to the expansion, certain positions inside and outside of the facility need to be filled by bilingual healthcare workers. The new Hispanic Senior Services team must consider how to hire and train several new employees. This new team will alleviate cultural and communication barriers.

Each team member in learning team B has agreed to cover discussion statements and subtopics. Team B has modified the original plan, it is now called Action Plan II, and discloses what deliverables, challenges, and circumstances occurred while working on the new plan. Define Each Team Members Deliverables Team member April was responsible for discussing the steps involved in organizational planning and the functions of management. The information presented also had to include the steps used in the plan and implementation concerning the change within the organization. In addition, the discussion statements must reveal how those steps could be applied to the scenario.

Team member Vanessa had to explain the effects of financial and human resource management control issues and address the subtopics that went with her discussion statement. Team member Stevee was responsible for organizational structure in communication and ethical issues in today’s health care organizations. Team member Chantle was responsible for explaining the propose strategies and methods needed to influence organizational change and to minimize conflict and address the subtopics listed.

What Worked Well For the Team? Team member April suggested that what worked well was choosing who will take certain discussion statements early on in Action Plan I. Team member Vanessa Creekmore felt that one of the up sides was having a strong leader that kept everyone on track to get each part of the assignments in on time. What Challenges Did the Team Encounter? There were a few challenges. One of the first challenges for April was narrowing down the amount of information into a few slides. The chapters the class has been discussing provided so much valuable information, it made the selection process difficult.

Another challenge was that the planning strategies where probably some that could have been applied to other questions that my team mates were assigned. Vanessa thought one of the biggest challenges was the lack of communication on her part due to some personal issues and the lack of effort that was put into some assignments. For many assignments, Stevee biggest challenge is digging up as much information about the topics for her assignment to flow efficiently. There are many points to cover when looking at the effects of organizational structure on communication. It is taking more time to cover all of the subjects. Chantle thoughts were that every team faces challenges. The biggest challenges are conflict of schedule, some of us are on different time zones, have different works schedules and also have personal life.

How Did The Team Overcome Those Challenges? April’s challenges were overcome by choosing the most effective and practical business strategy. When concerning the use of the same information, it was the only option to explain the discussion. The angle chosen was from a different perspective so it could be used in both situations. Vanessa’ challenge was over come when she was able to communicate with the team and get her work done in on time. With much research, Stevee has overcome her challenges and has found the material. The only thing left to do so far is combining the information and creating the PowerPoint. However, by having a broad spectrum of ideas about the question, it is easier for her to create her power point so far. When she started looking for information on ethical issues in today’s health care organization, the information was provided easier than she expected. What Would The Team Do Differently, Why? There is nothing that April would do differently. She feels confident in knowing that the statements where explained fully and to the best of her ability. April has provided her slides, references, citations and speaker notes and is finished with her portion of the team assignment.

Vanessa said, “This team has worked together to through the good and the badâ€. Vanessa also thinks that communication is the biggest key factor when it comes to working with a team because the lack of communication can leave other team members doing extra work but you can’t have too much communication. Chantle also agreed that the most important ingredient for a successful team is communication. She also feels that team members should make sure all assignments are completed in a timely manner. Secondly, always plan ahead in case of foreseen incident may occur. A Chantle final thought concerning the team is “this team has work together and produce great quality work.â€. If Stevee had the opportunity to do anything differently, she would have chosen two topics that related closer to each other. By doing this, the information would flow better along with making research easier.

Paper For Above instruction

The development and implementation of an effective organizational structure is vital for the success of healthcare organizations, especially in diverse, multicultural environments. As healthcare institutions expanding their services to accommodate diverse populations, strategic planning and inclusive management become crucial. This paper examines an action plan devised by a team to enhance Hispanic Senior Services through innovative organizational strategies, emphasizing communication, cultural competence, and team collaboration.

Organizational planning begins with understanding the unique needs of diverse clientele and designing management functions that promote seamless integration of services. April's role in explaining the steps involved in organizational planning highlights the significance of systematic strategies in orchestrating change. Effective organizational planning entails establishing clear objectives, developing actionable steps, and implementing policies that adapt to cultural nuances. For instance, in addressing Hispanic Senior Services, management must prioritize cultural competence, bilingual staffing, and community engagement to build trust and improve service delivery. These steps align with the management functions such as planning, organizing, leading, and controlling, which are essential in orchestrating organizational change.

Financial and human resource management are critical control issues that influence organizational effectiveness. Vanessa's discussion underscores how resource allocation, budget management, and staffing control directly impact service expansion efforts. In healthcare settings serving diverse populations, controlling costs while ensuring adequate staffing with bilingual professionals is a delicate balance. Human resource management strategies must include targeted recruitment, culturally sensitive training, and retention programs to maintain a skilled workforce capable of overcoming language and cultural barriers.

Communication and ethical considerations are central to organizational success, especially when managing diverse teams. Stevee’s focus on organizational communication structures emphasizes how transparent, culturally sensitive communication channels foster trust and ethical practices. Ethical issues such as equitable treatment, confidentiality, and informed consent gain heightened importance in multicultural environments. Ethical competence development, as discussed by Kålvemark Sporrong et al. (2007), is crucial for healthcare professionals to navigate complex cultural situations ethically and professionally.

To facilitate organizational change, Chantle's emphasis on strategic influence and conflict mitigation highlights the importance of leadership in managing resistance and fostering collaboration. Change strategies like stakeholder engagement, comprehensive training, and adaptive leadership help minimize conflict, especially when schedule conflicts or cultural differences pose challenges. As noted by Taylor, Nicolle, and Maguire (2013), effective cross-cultural communication is fundamental in reducing misunderstandings and ensuring collaborative efforts are successful.

Despite challenges such as information overload, communication breakdowns, and scheduling conflicts across time zones, the team demonstrated resilience by employing strategic solutions. April's effective selection of pertinent information and perspective broadening helped distill key concepts into manageable presentations. Vanessa's proactive communication and Stevee’s research efforts enhanced team coherence. These approaches reflect the importance of leadership, clear communication, and strategic planning in overcoming organizational obstacles.

In conclusion, the case study exemplifies that successful organizational development in healthcare depends on comprehensive planning, culturally competent staffing, effective communication, and ethical practices. The collaborative effort of the team illustrates how strategic interventions—such as targeted recruitment, structured communication, and leadership—are essential to meeting organizational goals. Future healthcare organizations aiming for inclusivity and excellence must embrace these principles, ensuring that the management structure adapts to the evolving demographic landscape, ultimately improving health outcomes.

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