Organizational Model
This paper discusses an organizational model that is used in an organization that I am familiar with. The organization deploys a decentralized organizational model. It operates in the healthcare industry. Although it offers healthcare services, some of its functions are contracted to encourage flexibility, innovation, and creativity. The organization has marketing, manufacturing, communication, service delivery, and distribution satellite networks. Subcontracting some functions that require an advanced skill base facilitates learning and adoption of change, especially in terms of technology, almost instantly whenever it occurs in the environment. The satellites are linked to a centralized system that mainly consists of directors who engage in the development of tactics of minimizing overheads. This way, the center acts as the regulator of organizational functions. It links all the satellites such that a two-way communication loop is created.
Knowledge Sharing
Workplace trends, whether within or outside the organization, help workers to stay connected with the widening array of coworkers and consultants with an aim of sharing knowledge. The organization recognizes that innovation and creativity are of no help without the facilitation of knowledge sharing. It encourages it (knowledge sharing) by developing a shared teamwork vision to minimize competition between workers. The plan helps in the creation of attractive incentive schemes for people who participate in the sharing of knowledge. It enhances the development of coaching, counseling, and mentoring programs as a way of inducing common attitudes, values, and assumptions. These programs contribute towards the development of a culture of learning and sharing.
Involvement of Employees in Formulating Solutions
The organization involves all employees in the formulation of solutions to problems so that the chosen solution is not considered an effort of only one employee. However, to maintain the spirit of innovation and the creation of new solutions, appropriate incentives and regulations are given to people who conceptualize a given solution together with those who facilitate its analysis and evaluation (Frans, 2006). This process of employee involvement calls for effective two-way communication. The directors and satellite managers play collective roles in the process of selecting ideas that can be deployed to solve any problem. As a common rule, all generated ideas are equally important.
The Most Effective Technique in the Sharing of Information and Ideas
Information sharing is most effective if all employees within an organization are aware of the purpose and need of sharing individual capabilities. Consequently, to facilitate information flow, an appropriate organizational culture or structure is necessary. Cafolla (2007) considers bottom-up management essential since it not only creates a learning environment but also encourages participation and collaboration. When organizational stakeholders, including employees, are strategically organized such that they engage in the process of developing innovative and creative ideas, companies gain a competitive advantage.
An effective technique that fosters knowledge sharing clearly demonstrates to the employees the importance of not holding back their knowledge and skills. This situation requires not only ardent but also effective communication to convince them that they may risk losing essential personal gains from an organization due to their excessive reliance on their skills and knowledge at the expense of their organizational success (Barrett, 2006). Appropriate remuneration concerning knowledge, skills and innovative ideas may also push people to be productive.
Application of Techniques in a Healthcare Environment
A decentralized organizational model that fosters a two-way communication plan finds application in healthcare settings. Adaptation of the strategies that are used in the organization in question to suit healthcare organizations, in general, is necessary. This goal can be achieved by encouraging employee empowerment through strategies such as collective collaboration and/or involvement of all employees in decision-making processes (Tsai & Beverton, 2007). This plan makes all stakeholders in an organization develop confidence that they are part of any formulated decision.
Technology Contribution
Involving all employees in idea formulation and decision-making gives rise to a useful database. Issues such as data analysis, interpretation, and implementation introduce the need to incorporate technology that is applicable in the processing and storage of information. Technology can help to increase the speed of sharing information through techniques such as video conferencing and email teleconferencing (Ali, Whiddett, Tretiakov & Hunter, 2012). Employees can also share information through social media networks and blogs, which operate on a technological platform.
Reference List
Ali, N., Whiddett, D., Tretiakov, A., & Hunter, I. (2012). The use of information technologies for knowledge sharing by secondary healthcare organizations in New Zealand. International journal of medicine, 81(7), 500-506.
Barrett, J. (2006). Leadership Communication. New York, NY: McGraw-Hill.
Cafolla, L. (2007). Championing change from the bottom up. China Staff, 13(7), 33-41.
Frans, J. (2006). The Medicci Effect: Breakthrough Insights at the Intersection of Ideas Concepts, and cultures, Harvard, Cambridge, MA: Harvard Business School Press.
Tsai, Y., & Beverton, S. (2007.) Top-down management: An effective tool in higher education? The International Journal of Educational Management, 21(1), 6-25.