Organization Theory And Human Relations Model

Throughout the developed world, the health care system is constantly faced with many unique challenges. Everything from daily business practices, location, reduced budgets, local populace and high medical utilizers may present many unique situations. Hence, it is important for a successful health care system to be diverse and have the ability to respond to challenges as they arise. Thus, health care organizations need to provide quality services, be efficient, and constantly strive to improve services and reduce waste (Boak, Dickens, Newson & Brown, 2015).

One aspect an organization may use as a guide is to implement key components from is organization theory in order to improve overall health care services. Whilst, the theory in itself is only information but in order to achieve success an individual

An individual who applies the Taylorist model generally focuses on tasks of individual workers and how the worker may conduct task efficiently (Burns, Bradley & Weiner, 2012). Generally, a Taylorist manager will break work processes down in order to determine the most efficient method for completing a task. The human relations model is based on the belief that people desire to be part of a supportive team that encourages development and growth. An individual with this mindset focuses on informal organizations of workers and individual needs, morale, quality of life and conflict management (Burns, Bradley & Weiner, 2012). The Weberian model firmly believes in a formal hierarchical managerial structure with a rigid from of rules that are not influenced by individual differences (Burns, Bradley & Weiner, 2012). Lastly, resource dependent and population models focus on the external environment and how inter-organizational relationships, market strategies and available external resources may impact an organization (Burns, Bradley & Weiner,