- NURS FPX 8010 Assessment 1 Political Landscape Analysis.
Formal and Informal Lines of Power
Every organization adheres to a structure when performing its work. These structures are established to support the achievement of organizational goals, the accomplishment of its mission, and the realization of its vision. Every organization also has a power structure that guides itsorganization’s workings, and it can be categorized as a formal or informal power structure.
According to the rank and responsibilities of an individual in the particular organization, they are provided with the official power or, in other words, the formal power. On the other hand, your authority is considered equally as the informal power borne out of relations with the workers. Thus, official power depends on the organizational chart, while unofficial power depends on people’s perceptions (Davoren, 2019).
Organizational Power Influences on Executive-Level Decision-Making
This is because organizations usually present their structure by outlining the various positions with their respective hierarchical order. Such a chart represents the organisation’s officials’organization’s hierarchical position and shows how responsibilities and authorities are divided within the corporate entity. This type of power is different and depends on improvisation and flexibility, and, again, the leader is not necessarily the most influential person.
However, an individual with the most influence, to the effect that they mobilize others to attain a specific objective, may benefit from an informal power. Thus, based on the perceived ideas reflected in personality characteristics, power in the form of flux may belong to the most qualified, experienced, or appreciated in their field (Davoren, 2019). In the context of the case scenario specified, the developed system is not-for-profit, though it is designed to function for several rural counties. The specific type of healthcare organizational structure that the hospital utilizes is the hospitalist model in which all in-patient services are covered; therefore, some existing structures and the previous practice will have to transform to reflect the contemporary practice.
In the last structure, which placed physicians at the organisation’sorganization’s centre, the APRNs reported to the Department of Nursing. This not-for-profit hospital is located in one state that demands a supervising physician for an APRN to work.
NURS FPX 8010 Assessment 1 Political Landscape Analysis
Moreover, it is essential to note that the hospital’s goal is to attain Magnet recognition, which should be the pulse of any healthcare facility. He has been with the organization for over a quarter of a century, has experience in one of the organization’sorganization’s most profitable service lines, and is popular and respected in his community, as he participates on several community organizations’organizations’ boards.
With such a background, he can efficiently work with the newly appointed CNO to achieve this new change for the firm and ensure that it transforms into a high-reliability organization.
The Impact of Power on Organizational Policy
A policy is a formal statement of beliefs, principles, and directions an organization states and follows to attain a particular objective. It is a generalized instruction on the organization’sorganization’s strategy for resolving a problem concerning a facet of the organization.
Thus, it lets employees know the organizational perspective and ensures that activities are performed according to rules and regulations. Therefore, its policies and procedures relay the link between the organization’sorganization’s mission, value, and daily functioning (Sarna, 2022). In any organization, it is usual that power is the essential part of the totality of what is used. According to the traditions of other people, a person who occupies certain ranks is distinguished by visibility, authority, and control. On the other hand, authority puts a person in a better position to change people’s actions and perform their duties optimally (Munduate & Medina, 2017).
In this case scenario, we have a CMO who has stood the test of time, has a good reputation, and is acknowledged by many in the community. His power and position will impact the organizational policy, as the latter will be modified for APRNs.
That is why it becomes essential for me as the new CNO to work even more closely with the APRNs, to understand the APRNs’ issues as thoroughly as possible, to know the APRNs’ goals and aspirations, and to use the power capacity in its best manner, to develop workable solutions that would also be beneficial for all parties involved in the immense sense.
I will also have a good working relationship with the CMO to apprise him of my decisions on the APRNs. I now know that formulating the right policies must be implemented for my organization to succeed. Thus, I am passionate about positioning the main stakeholders who will contribute to achieving the organization’sorganization’s magnet status as joyful and contented with their part (Moon, 2019).
Sources of Power
Every organization adheres to a structure when performing its work. These structures are established to support the achievement of organizational goals, the accomplishment of its mission, and the realization of its vision. Every organization also has a power structure that guides its workings, and it can be categorized as a formal or informal power structure.
According to the rank and responsibilities of an individual in the particular organization, they are provided with the official power or, in other words, the formal power. On the other hand, your authority is considered equally as the informal power borne out of relations with the workers. Thus, official power depends on the organizational chart, while unofficial power depends on people’s perceptions (Davoren, 2019).
NURS FPX 8010 Assessment 1 Political Landscape Analysis
As the CNO, I will apply the rest of the power strategies to successfully meet the organizational objectives other than coercive power. Force is not helpful in the development of any organization. It is essential to state that coercion has the effect of severely disrupting purpose.
First, as a newly recruited employee, I will use referent power in any decision. I want to pull my team together and gain their loyalty. This is very important because if there is loyalty, there is always success. I will also use expert and informational power in my organization.
With my experience, I worked with the new CEO. As a result, we were able to record his experience and work with the CMO, who had an excellent reputation, and we achieved our objectives. Furthermore, it has been defined that a person’s activity and energy index rise to the number of power sources to which a person has a right (Bus401, n.d).
Conclusion
As with most power types, formal and informal power work well in an organization if applied correctly. To achieve the aimed organizational and strategic objectives, one needs formal power. In certain times, informal power can be equally helpful, too, as could be seen when the formal incantation holders learn and harness the informal influence to better serve organizational goals.
Unlike coercion, all other sources of power apart from the CNO will be required to transform my organization into a high-reliability organization. My goal is magnet status, and I will use all available and appropriate tools to achieve it and ensure that everyone who helped in the process is satisfied.
Reference
BUS401: Sources of power. Saylor Academy. (n.d.). Retrieved January 28, 2023, from
https://learn.saylor.org/mod/page/view.php?id=12975
Davoren, J. (2019, March 7). The difference between formal and informal power in organizations. Small Business – Chron.com. Retrieved January 28, 2023, from
https://smallbusiness.chron.com/difference-between-formal-informal-power-organizations
20648.html
Moon, S. (2019). Power in global governance: An expanded typology from Global Health. Globalization and Health, 15(S1).
https://doi.org/10.1186/s12992-019-0515-5
Munduate, L., & Medina, F. J. (2017). How does power affect those who have it and those who do not? Power inside organizations. In (Ed.), An introduction to work and organizational psychology (pp. 176–191). John Wiley & Sons, Ltd.
https://doi.org/10.1002/9781119168058.ch20
Sarna, S. K. (2022, November 22). Organizational policies and procedures.