NHS FPX 8010 Assessment1 Political Landscape Analysis - Formal and Informal Lines of Power

There are several different types of lines of power in an organization. In the hospital setting, we have the CEO, Chief Nursing officer and chief financial officer. These roles are clearly defined in the organizations chart of hierarchy and explains each role and responsibilities. The chart is given to employees in orientations and get to know the chain of command and who does what in their organization. In informal power, relationships are built, and trust is developed within them as well as networking. The chief nursing officer had both formal and informal lines of power. The CNO has the authority and power which is better know as formal lower and informal through the relationships and communications with others. Whren a new director is hired in a company, the experience and title grant you formal power but the informal line of power due to lack of tenure and relationship with the company.

 As a new director in my organization, I have formal line of power, but the informal power will need to be built. I ‘m still building on my relationship with my colleagues and the company. I know eventually I will have both formal and informal lines of power. My performance and overall achievements will have an impact both positively and negatively in my organization. Collaboration with my superior and team is crucial. We are all stakeholders in our organization and share the same vision and goals. In order to be effective and follow the companies policies, we need to be open minded and respect others input. Negative feelings or remarks can overall affect the organization. Management studies and organizational sociology have long acknowledged the importance of organizational politics in change processes (Waring, Bishop, Clarke et al., 2018). Struggles with communications has been an issue in organizations. We are seeing many leaders be closed minded and seeing the effects of it. As leaders, we are trained how conflict resolution and listening of all complaints and ideas. Power comes from team collaboration and a strong leader with the skills.

Organizational Power Influences on Executive-Level Decision-Making

The organizational chart has a purpose for employees. We need to better understand our superiors to be better leaders and in our role. Policies are changing all the time in healthcare. It is imperative to understand the reasoning behind it to better execute and roll it out. In my organization, I always ask on what impacts a policy has and benefits to better assist in implementation. I always look up to my superior for guidance as a new leader. I always understand new policy and find solutions to help everyone impacted by it whether it be the providers or medial assistants. Since my informal line of power is still new, I need to look at it from a different angle objectively. “Strategic agility is known as being able and capable of adapting to new strategies in a business and finding new innovative ways for change.” (Shirey, 2015). 

I would need to change the direction to the change and communicate effective and flexible ways to providers who might think differently. These are the traits that help build upon the informal line of power. Great traits to build on informal line of power is supporting and trusting of others and respect. At work I’m always being told that providers are seeing to many patients and workload is increasing. My goal is to find clarity and understanding of both parties to execute a decision. I always commit to finding a solution that makes it work for all parties involved. An awareness that is sharp and intense is strategic sensitivity. It takes a constant environment scan, along with a lot more foresight, to accomplish this… [Strategic agility] is the ability to spot game-changing opportunities and seize them decisively (Shirey, 2015).

An awareness that is sharp and intense is strategic sensitivity. It takes a constant 

environment scan, along with a lot more foresight, to accomplish this… [Strategic agility] is the ability to spot game-changing opportunities and seize them decisively (Shirey, 2015). In organizations there are many factors that can affect relationships and or projects and we need to make sure that we are driving positive vibes and communication for success. Power is contingent. It all depends on the view of a person and that is very important. I will need to find new strategies in meeting our providers needs to address at employee meetings. I need to make sure that I’m objective in findings. We need a healthy working environment as the foundation to implement change of any kind.

The Impact of Power on Organizational Policy

The Medical director for my organization current lines of power is respected and powerful. The medical director already has a vision and goals that he is working towards and is set o