Discuss Your Concerns About Delegation and Your Responsibility and Assignment

Discuss Your Concerns About Delegation and Your Responsibility and Liability Regarding Delegation - Assignment ExampleThe placard nurse also provides information to physicians within the organization. A centralized structure has few sources of information and discourse in its hierarchical system. The keeping nurse has been mandated to provide information for physicians as well as clinical nurses (Yoder-Wise & Patricia, 2010). In a centralized structure, most decisions be made by the hospital chief decision maker or the head of the nursing home. The hospital has a hierarchical model of administration, and every swear outer has a clear definition of his/her duties and responsibilities. Information flow in the hospital follows a top-bottom structure, that is, from the top executive smoothen to the clinical nurses (Marquis & Huston, 2006). One manager or head nurse can be in charge of different departments. Staff nurses are not included in study decision-making processes or the implementation process. It takes centralized structures a long period of time to respond to emergency activities due to high bureaucracy levels in the hospital. In a decentralized structure, decisions are made at different organizational levels. Hospital workers are consulted before major decisions affecting their departments are made, and they are involved in the implementation process. ... rses in a decentralized organization are involved in decision-making processes, and this increases their job responsibilities, leading to job satisfaction. This improves staff nurses clean-living responsibilities and decision-making capabilities. Decentralization empowers staff nurses and physicians to formulate their unit level work plans, policies, and procedures. Middle level hospital managers are responsible for decision-making, and this improves their morale (Finkelmann, 2006). Information flows faster in a decentralized organization due to the rock-bottom bureaucracy levels, which, in t urn, are caused by the existence of informal communication networks. The head nurse or nursing director is relieved of some decision-making responsibilities and assumes a supervisory role. Middle managers other nurses experience schoolmaster growth due to increased responsibilities entrusted to them. They are in charge of goal evaluation, policy recommendation, institute work improvement, and determining staff schedule. The expertise of staff nurses is utilized during decision-making and change implementation, which is a form of empowerment and encourages skipper growth (Daly, Speedy, & Jackson, 2003). Centralized structures give nursing directors and top executives greater control over the organization, since they make major decisions in the hospital. The responsibilities of every manager in the organization are clearly defined, which provides high levels of accountability. Hospital employees put up limited responsibilities, since they are not involved in decision-making activit ies and change implementation processes. Change implementation is the state of a selected team of nurses, which gives them complete control and authority over the process. Information flow in the