Fractals In Healthcare Organizations: A Case Study
Fractals in Healthcare Organizations
In this week’s discussion board we were asked to apply the concept of fractals to organizations, groups, and teams. A fractal as explained by Gialamas, Pelonis, and Medeiros (2014), “is a rough or fragmented geometric space that can be split into parts, -or neighborhoods – each of which is (at least approximately) a reduced-size copy of the whole.” More simply put fractals are much like a head of broccoli where each individual floret greatly resembles the whole in both structure and composition (Gialamas et al., 2014). Regardless of the healthcare institutions organizational design fractals exist at both the macro and mirco levels. When applied to a healthcare, fractals can represent different components …show more content…
27). In complex adaptive systems such as healthcare organizations interactions within the organization and between the organization and external environment are necessary in order to provide effective care. The organization’s purpose, mission, vision, culture drive the attitudes, behaviors, and philosophies that ultimately guide members toward accomplishing the organizations overall strategic objectives. Much like the broccoli florets in the aforementioned analogy, an organization’s members, groups, and individuals should possess the similar philosophies and goals. It is through these collaborative efforts and shared decision-making that the organizational mission is …show more content…
This makes work much more meaningful and satisfying. As a discharge planner at my institution I know that my role is to facilitate transitions of care. When my duties are carried out effectively patients experience safer transitions and in turn are more satisfied with their care experience. The hospital on the other hand maintains lower readmission rates which circumvent Medicare penalties, promote value-based care, and maintain the financial viability of the institution.
Reference
Gialamas, S., Pelonis, P., & Medeiros, S. (2014). Metamorphosis: A collaborative leadership model to promote educational change. International Journal of Progressive Education, 10(1), 73-83. Retrieved from http://web.a.ebscohost.com.ezproxy.liberty.edu/ehost/pdfviewer/pdfviewer?sid=dede8651-fa90-468b-9b30-53b62baca13f%40sessionmgr4008&vid=1&hid=4101
Ionescu, V. (2014). Leadership, culture and organizational change. Manager, 20(1), 65-71. Retrieved from http://search.proquest.com/openview/4ea6ff4cc8a9793c4ac12ebe26f98a48/1?pq-origsite=gscholar&cbl=2032296
Porter-O'Grady, T., & Malloch, K. (2015). Quantum leadership: Building better partnerships for sustainable
In this week’s discussion board we were asked to apply the concept of fractals to organizations, groups, and teams. A fractal as explained by Gialamas, Pelonis, and Medeiros (2014), “is a rough or fragmented geometric space that can be split into parts, -or neighborhoods – each of which is (at least approximately) a reduced-size copy of the whole.” More simply put fractals are much like a head of broccoli where each individual floret greatly resembles the whole in both structure and composition (Gialamas et al., 2014). Regardless of the healthcare institutions organizational design fractals exist at both the macro and mirco levels. When applied to a healthcare, fractals can represent different components …show more content…
27). In complex adaptive systems such as healthcare organizations interactions within the organization and between the organization and external environment are necessary in order to provide effective care. The organization’s purpose, mission, vision, culture drive the attitudes, behaviors, and philosophies that ultimately guide members toward accomplishing the organizations overall strategic objectives. Much like the broccoli florets in the aforementioned analogy, an organization’s members, groups, and individuals should possess the similar philosophies and goals. It is through these collaborative efforts and shared decision-making that the organizational mission is …show more content…
This makes work much more meaningful and satisfying. As a discharge planner at my institution I know that my role is to facilitate transitions of care. When my duties are carried out effectively patients experience safer transitions and in turn are more satisfied with their care experience. The hospital on the other hand maintains lower readmission rates which circumvent Medicare penalties, promote value-based care, and maintain the financial viability of the institution.
Reference
Gialamas, S., Pelonis, P., & Medeiros, S. (2014). Metamorphosis: A collaborative leadership model to promote educational change. International Journal of Progressive Education, 10(1), 73-83. Retrieved from http://web.a.ebscohost.com.ezproxy.liberty.edu/ehost/pdfviewer/pdfviewer?sid=dede8651-fa90-468b-9b30-53b62baca13f%40sessionmgr4008&vid=1&hid=4101
Ionescu, V. (2014). Leadership, culture and organizational change. Manager, 20(1), 65-71. Retrieved from http://search.proquest.com/openview/4ea6ff4cc8a9793c4ac12ebe26f98a48/1?pq-origsite=gscholar&cbl=2032296
Porter-O'Grady, T., & Malloch, K. (2015). Quantum leadership: Building better partnerships for sustainable