Discuss the predominant leadership style
After reviewing the keynote and studying the readings, you should now be ready to proceed with your assignment. In this
assignment, you will conduct an organizational analysis based on what you have learned from the readings in this unit. Using
Collins work as a model and framework for advanced organizational analysis (and other references as needed), analyze a
system, organization, and/or subsystems. Consider each of the concepts proposed by Collins breaking down the organizations
strategic plan, financial management and systems, organizational structure, leadership, organizational culture, performance
outcomes, etc. Collins research is good and provides a framework based on science rather than opinion or anecdotal
observations. Consider the writings of Senge (1990) found in the Fifth Discipline and other related writers and models when
performing an organizational analysis.
As part of this analysis, consider interviewing members of the staff, board members, organizational historians, key
administrative personnel (CFO, CEO, CNE, etc.). Review what is written about the organization and its system in the local
paper, regional documents, trade journals, etc. These qualitative methods, along with review of clinical, financial and other
evaluation measures (quantitative measures), will provide a more holistic perspective of an organizational systems
If you choose to perform the analysis of the practice setting in which you intend to do a capstone project, this assignment
could provide you with much foundational work for your practice change. Immerse yourself into your organizational system,
getting to know the inner workings, how decisions are made, informal and formal networks, how change and innovation are
perceived, and other organizational system dynamics.
GUIDELINES FOR ORGANIZATIONAL ANALYSIS ASSIGNMENT
Using Collins work as a model and framework for advanced organizational analysis (and other
references as needed), analyze a system, organization, organization systems and/or subsystems.
Consider each of the concepts proposed by Collins breaking down the organizations strategic plan,
financial management, organizational structure, leadership, organizational culture, performance
outcomes, etc. Collins work is a good foundational text, along with Fifth Discipline (Senge, 1990)
and other related writers and models.
When analyzing an organizational system, along with Collins work, consider chaos theory and
complexity science (Wheatley, Porter-O-Grady), learning organizations (Senge), change and
innovation (Gladwell, Rogers, Quinn). If you have not found these references in the required or
recommended course readings, google the names of these authors and learn more about their
contributions to understanding organizational behavior and leading complex systems. Such
references may be useful in arriving at a greater level of understanding of organizations necessary to
truly transform our current health care systems. As part of this analysis, consider interviewing
members of the staff, board members, organizational historians, key administrative personnel (CFO,
CEO, CNE, etc.). If you are not familiar with the organization/system, it will be essential that you
talk to members of the organization who can help you develop a rich understanding of the leadership,
culture, and decision-making patterns. Consider what is written about the organization and its system
in the local paper, regional documents, trade journals, etc. These qualitative methods, along with
review of clinical, financial and other evaluation measures (quantitative measures), will provide a
more holistic perspective of an organizational systems performance.
The paper should be carefully written in a formal style, based on primary sources, provide an
integration of ideas, and be 4-6 pages in length, excluding title page & reference list. Organized
flow, logical progression of ideas, and clarity in thought are essential. Please use headings to
Grading Rubric Criteria Points
Introduction paragraph (one paragraph). There must be a thesis statement at the end of the
paragraph that tells the reader the purpose of paper and what will be discussed.
Establishes healthcare organizations in the 21st century as complex adaptive systems
(Wheatley, Plesk & Greenhalgh, Deming) and discusses the challenges of transformation
of complex systems.
Identify an organization, system or subsystem within a larger system. You may want to
use the system in which you have been working or one where you anticipate working.
Give an overall description to include such aspects of the mission, philosophy, values,
overall goals, structure, resources, etc.). Discuss whether your organizations mission
and values are alive and well?
Describe the organizations culture using Scheins definition of culture (assumptions of
group members learning to cope with internal and external pressures and consequently
explaining behaviors and feelings within the organization. Reflect on the organizations
norms, traditions, sacred cows. Describe the organizations climate (dynamic, supportive,
innovative, bold, stagnant, caring, etc.) and employees attitudes, fears, and behavior
(engagement, commitment, resistance to change, etc.). Describe the organizations
/3 culture for learning (Senge, Deming). Support discussion with examples.
Discuss the predominant leadership style (central vs. hierarchal, autocratic vs.
participative, transformative, etc.) for the organization (Porter-OGrady). Support your
leadership assessment with examples.
Based on Collins research findings and conclusions, describe the organization, agency,
system, etc. and note the level of greatness (Collins). Is there is a low level of
greatness? What in particular can you identify as lacking? If there is a high level? What
examples or evidence can you describe to validate this determination of the greatness
What evidence exists regarding the systems readiness for change? What are the next
steps to ready the organization for change? How can you personally and in the role of a
DNP enhance or sustain readiness? Using this systems analysis, how will you apply this
information to a future improvement plan?
Conclusions: Summarize the essential points of paper (one paragraph). /1
Papers over the page limit will be penalized by a disregard of content over the page limit.
Thomas, P. (2014). Evaluating organizational frameworks for systems change. In Hall, & Roussel (Eds), Evidenced-based
practice: An integrative approach to research, administration, and practice (pp149-170). Burlington, MA: Jones and Bartlett.
Roussel. L. (2014). The nature of the evidence: Microsystems, macrosystems, and mesosystems. In Hall, & Roussel (Eds),
Evidenced-based practice: An integrative approach to research, administration, and practice (pp172-184). Burlington, MA:
Jones and Bartlett.
Engebretson, J. C., & Hickey, J. V. (2015). Complexity science and complex adaptive systems. In Butts & Rich (Eds),
Philosophies and Theories for advanced practice nursing (pp 111-135). Burlington, MA: Jones and Bartlett.
Collins, J. C. (2001). Good to great. New York, NY: HarperCollins Publishers.
The recommended readings are strongly encouraged to broaden your understanding of key concepts relative to organizational
science and change theory. The readings have been subdivided into the following categories to help you locate content
appropriate to the topics:
These readings provide knowledge essential for performing an organizational analysis (the assignment for this unit). You will
be expected to integrate important ideas and evidence from this material into your unit assignment.
Healthcare in the 21st century is complex; thus, the theory of complexity science is applicable to this new age. The
mechanistic mind-set of the industrial years, still in place in many organizations today, is no longer an appropriate
thinking for addressing contemporary problems. Complexity science recognizes the many self-adapting mini-systems within each
larger system. Nelson, Batalden, and Nelson (2007) describe healthcare systems as consisting of microsystems, mesosystems,
and macrosystems. I suggest you do a little reading for yourself to see how the smaller systems fit into the larger and how
each system influences the behavior of the others. Because system pieces are dynamic and constantly adapting, outcomes are
unpredictable. Most of us, growing up in an industrialized society, are probably more comfortable with linear thinking (where
cause and effect provides explanation and predictability); however, the reality is life is messy. Plesk and Greenhalgh
(2001) state that unpredictability and paradox is inherent in complex systems; consequently, some things are simply
unknowable. However, the unknown should not serve as a deterrent to understanding and improvement efforts. We are not victims
of systems, we are co-creators.
Nelson, E.C., Batalden, P.B., & Godfrey, M.M. (2007). Quality by design: A clinical microsystems
approach. San Francisco, CA: Josey-Bass.
Plsek, P.E., & Greehalgh, T. (2001). Complexity Science: The challenge of complexity in healthcare. British
Medical Journal 323, 625-628.
Edward Deming suggests four key elements give rise to profound knowledge necessary for improving a system: (a) appreciation
of the system, (b) theory of knowledge (in other words, how do we know what we know), (c) knowledge of variation and (d)
human behavior. A new lens search for profound knowledge is required for improving our nations health care. So what does
this profound knowledge stuff really mean?
Take a moment to watch this short video clip applying Demings System of Profound Knowledge