OBJECTIVES

General Objectives
After three days of exposure to organizational analysis at Davao Mediquest
Hospital Inc in Mc Arthur Highway Lizada Toril Davao City, Davao del Sur, the BSN 4
14I, group 35 aims to systematically evaluate the hospital's structure,
communication patterns, and resource allocation to assess the quality of patient
care and staff satisfaction. By identifying strengths and areas for improvement, we
aim to provide evidence-based recommendations that enhance nursing practices,
optimize organizational efficiency, and promote better patient outcomes.

Specific Objectives
To fulfill the overarching goals, Group 35 has defined the following specific objectives:
a. Clearly delineate the boundaries of Davao Mediquest Hospital Inc. as a healthcare
system, specifying its scope of services, departments, and external partnerships that
influence its operations.
b. Analyze the alignment of the hospital's overall goals and objectives with its mission
and vision to ensure that all organizational activities are directed toward a common
purpose.
c. Define both the formal and informal organizational structures to evaluate the
effectiveness and transparency of decision-making procedures within the hospital.
d. Identify patterns of work segmentation among nursing and other staff, analyzing
how these patterns affect overall operational efficiency and workflow within the
organization.
e. Establish the prevalent leadership styles within the organization and assess how
personal distribution aligns with departmental goals, workloads, and employee
satisfaction.
f. Identify and propose effective communication channels for nurses to provide
feedback on organizational practices and policies, promoting a culture of openness and
responsiveness.
g. Determine the specific roles and responsibilities of nurses within the organization,
focusing on how these roles contribute to patient care management and quality of
service delivery.
h. Define key performance indicators that measure operational efficiency in nursing
activities, ensuring they align with the organization’s strategic goals.
i. Analyze internal and external factors impacting nursing work, assessing their effects
on nursing roles, responsibilities, and overall job satisfaction.
j. Develop and propose an alternative organizational chart for Davao Mediquest Hospital
Inc. that enhances clarity in roles, responsibilities, and communication
among staff.

CHAPTER I INTRODUCTION
I. Organization as a system Introduction
A. Philosophy of the organization
• Definition of Organization: A formal assembly of individuals working together to achieve
shared goals.
• Structure and Framework: Organizations establish roles and responsibilities to guide
individuals toward objectives.
• Hospital Objectives: Hospitals ensure patients receive timely and appropriate treatment from
the correct providers.
• Impact of Structure: The organization’s structure affects role distribution, coordination, and
information flow.
• Positive Culture: A focus on teamwork, professional growth, and communication enhances
patient care and staff satisfaction.
• Mission Statement: Davao Mediquest Hospital’s mission emphasizes holistic care, promoting
overall health and community trust.

A.1. History of Davao Mediquest Hospital Inc.

• Davao Mediquest Hospital Inc. began serving the community on April 10, 1994
known as Davao Mediquest Multi-Specialty Clinic, located at Saavedra Blag., Agton
St., Toril, Davao City for four (4) years from 1994 - 1998.
• 2000 the DMHI gained the accreditation from the Philippine Health Insurance
Company (PHIC). With 17 bed capacity.
 • In 2005, the DMHI had acquired the foreclosed St. Mary's Hospital, located at Mac
Arthur Highway, Lizada, Toril, Davao City
• 2006 was accredited as secondary hospital by the Department of Health – Manila
with 46 beds capacity.
• November 15, 2007 the hospital transferred in this new site, and has since
continued to improve its services and infrastructure. Classified as a level 1 hospital
under the new DOH category.

A2. Vision, Mission, Core values, Goals, and Philosophy of the hospital
VISION
• Davao Mediquest Hospital inc., deliver a holistic, quality, efficient, socially conscious
community.
• Davao Mediquest Hospital Inc, shall be the lead health care provider in terms of
services, equipments, facilities in Toril District and its neighboring barangays in Davao
City.
MISSION
• Davao Mediquest Hospital Inc., is a private corporation health care provider, whose
mission is to deliver excellent and quality health services to our patients through a
holistic approach.

B. Formal Organization
B.1. Line Structure
• Definition of Formal Organizations: Structured groupings with distinct roles
and regulations aimed at achieving specific objectives.
• Hierarchy and Processes: Dependence on a defined hierarchy and processes
ensures clarity in responsibilities and smooth operations.
• Promotion of Uniformity: Formal frameworks enhance collaboration and
accountability among members.
• Adaptability to Change: Research highlights the importance of formal
mechanisms to manage change as technology evolves while maintaining
organizational ideals of order and accountability.
B.2. Decision - Making Process
• Importance of Collaboration: Essential for effective decision-making in complex
organizational contexts, fostering diverse perspectives.
• Benefits of Diverse Teams: Collaborative decision-making enhances creativity,
innovation, and problem-solving skills.
• Centralized Decision-Making at Davao Mediquest Hospital: Higher
management retains decision-making power, allowing for consistent resource
allocation and policy implementation.
• Advantages of Centralized Systems: Increases productivity and is especially
beneficial in crisis situations requiring prompt action.
• Decentralization Benefits: Empowers frontline employees to make timely
decisions based on situational awareness, improving patient safety and care
outcomes.
EXPLANATION:
Centralized decision making- So, like, in centralized decision making, most of the
decisions are made by the higher-ups, right? It’s super important for organizational
analysis kasi it gives clear direction and unity sa organization. This way, madali lang i-
implement yung goals and policies. The benefits are like faster decision-making, better
coordination, and easier control over operations, you know? But then again, it can also
limit innovation and creativity since hindi masyadong na-involve yung mga employees sa
lower levels.
Decentralized- Decentralized decision-making is super important sa organizational
analysis kasi nagbibigay ito ng empowerment sa mga employees at encourages them to
take initiative. When decisions are made at various levels of the organization, it leads to
faster responses sa changes sa market and better understanding of local conditions. This
approach also fosters creativity and innovation, since bawat team or department can tailor
their strategies based on their unique insights. Overall, decentralized decision-making
enhances collaboration and strengthens the organization as a whole, leading to improved
performance and adaptability.

Up’s and downs:

Centralized decision-making is when power and authority are concentrated in a single
leader or a small group, making it easier to implement decisions quickly and maintain a
consistent direction within the organization. Sa ganitong setup, madali ang
communication dahil iisa lang ang nagde-decide, which can lead to faster execution of
plans. However, this can also lead to a lack of input from other members, resulting in
decisions that might not fully consider the diverse perspectives within the team. Ang
downside nito ay maaaring magdulot ng frustration at disengagement sa mga empleyado
dahil feeling nila hindi sila kasama sa proseso.

On the other hand, decentralized decision-making spreads authority across various

levels and departments, encouraging participation from more individuals in the
organization. This promotes creativity and innovation, as employees at different levels
can contribute their ideas. Mas maganda ang morale dito kasi nararamdaman ng mga
empleyado na valued ang opinions nila. Pero, may mga challenges din ito. For instance,
it can lead to inconsistencies in decision-making and slower execution, especially if there
are too many opinions to consider.

COMBINATION OF DECENTRALIZED AND CENTRALIZED (HYBRID)

Centralized and Decentralized Decision Making: In an organization, you can have
centralized decision making kung saan ang mga major decisions ay ginagawa ng top
management. Dito, ang mga leaders ang may control at responsibility sa lahat ng major
na decisions. This can lead to consistency sa policies and procedures, pero minsan,
nagiging slow din ang decision making kasi ang lahat ay kailangan dumaan sa taas.

On the other hand, decentralized decision making naman is when authority is given to
lower levels of management. Dito, ang mga managers sa iba't ibang departments or
branches can make decisions that are more relevant to their specific area. This promotes
quicker responses to issues, mas mabilis ang action, pero minsan, nagiging inconsistent
ang policies kasi iba-iba ang decisions ng bawat department.

Combining Centralized and Decentralized: When you combine both approaches, you
create a hybrid decision-making model. Sa ganitong setup, major strategic decisions can
still be centralized to ensure alignment with the overall vision of the organization, while
operational decisions can be decentralized.
Halimbawa, kung ang isang company ay may centralized approach sa financial planning,
pero sa marketing, binibigyan ng autonomy ang mga marketing managers to make
decisions based on their market analysis. This way, you can achieve efficiency at
flexibility.
So, in organizational analysis, combining both allows for a balance. It ensures that the
company has a clear direction from the top, while also empowering lower levels to adapt
to changes quickly. This can lead to better overall performance, because both the leaders
and the front-line employees can contribute to decision making.

B.3. Group of Work Segments

• Grouping Work Segments: Organizes tasks and responsibilities based on
similarities in function, goals, or expertise.
• Benefits: Enhances resource allocation, streamlines workflows, and improves
communication across specialized departments.
• Healthcare Example: Ensures cohesive functioning of medical, administrative,
and support services.
• Outcome: Contributes to effective patient care and overall organizational success.

B4. Department Comprising the Organization

• Department Structure: Hospitals consist of specialized units (e.g., nursing,
surgery, radiology, laboratory) that collaborate to provide comprehensive patient
care.
• Distinct Roles: Each department has specific responsibilities contributing to the
overall healthcare delivery system.
• Support for Mission: Departments are organized to align with the hospital’s
mission and adapt to changing patient needs and the healthcare environment.
B4.1. Department Heads

President/CEO : Dr. Grageda

Medical Director : Dr. Reyes
Ancillary Services Director : Dr. Estoque
Finance Director : Dr. Cabusas
HR/Support : Dr. Bararez
Services Director
Hospital Administrator : Dr. Panuda
Director of Nursing Service : Calunsag, Jonas M., RN, MN
Nurse Supervisor : Unggay, Aprille Rose A., RN
ER Head Nurse : Lacea, Angelo James R., RN
GN Head Nurse : Dionisio, Marjorie A. RN
OR/DR Head Nurse : Jimmy, Shareeza A., RN
ANNEX Head Nurse : Arellano, Marjorie RN

B4.2. Number of Personnel in Every Department

Nursing Service Organization 31

Finance 2

Pharmacy 4

Laboratory 7

Radiology 4

Philhealth 3

Utility 5

Medical Technology 1

Accounting 3

Dietary 4

Medical Records 1

HR 2

CSR 1

Social Worker 1
 DEPARTMENT OF HEALTH (DOH) - LEVEL 1 HOSPITAL
DEPARTMENT NO. OF
PERSONNEL

TOP MANAGEMENT

Medical Director 1

Ancillary Services Director 1

Finance Director 1

HR/Support Service Director 1

Hospital Administrator 1

Director of Nursing 1

Department Head (Specialty) 1 per department

B4.3 Type of Work Being Performed

• Chairman of the Board: Directs operations, leads meetings, ensures
governance, monitors financial stability and care standards, and links board with
executive leadership.
• President and CEO: Oversees hospital administration, manages daily
operations, ensures financial stability, maintains care standards, and complies
with regulations.
• Board of Directors: Sets strategic direction, ensures financial stability, oversees
CEO, and maintains patient care quality.
• Medical Director: Manages clinical services, ensures quality treatment, and
coordinates clinical procedures.
• Ancillary Services Director: Oversees support services like radiology and
pharmacy, managing compliance and optimizing operations.
• Finance Director: Manages financial planning and budgeting, ensuring resource
optimization and financial stability.
• HR/Support Services Director: Manages HR operations, talent acquisition, and
maintains a secure workplace.
• Hospital Administrator Director: Oversees hospital operations, resource
allocation, and adherence to regulations.
• Repair and Maintenance Consultant: Manages maintenance of hospital
infrastructure, ensuring safety and operational efficiency.
• Nursing Service Director: Oversees nursing staff and operations, ensuring
regulatory compliance and quality care.
• Nurse Supervisor: Manages staffing and administrative tasks, ensuring high
patient care standards.
 • Head Nurse: Oversees nursing staff in a unit, ensuring care standards and
regulatory compliance.
• Staff Nurse: Provides direct patient care, assesses health, and coordinates care
plans.
• Nursing Aide: Supports nursing staff with direct patient care tasks, ensuring
patient comfort and safety.
B5. Interrelationship of Different Department
• Interdepartmental Relationships: Critical for teamwork and achieving common
goals.
• Cohesive Work Environment: Promotes cooperation, increasing efficiency and
organizational effectiveness.
• Enhanced Awareness: Employees understand how their contributions align with
overall goals, improving efficiency and productivity.
• Shared Responsibility: Fosters a culture of collaboration and enhances overall
performance.
• Primary Healthcare Hospital Focus: Strong coordination and clear
communication among departments to provide quality patient care.
• Leadership Meetings: Regular discussions among key officials to address
hospital needs and improve operations.
B6. Communication Flow
• Importance of Communication: Essential for transmitting information about
organizational goals, policies, and procedures.
• Impact on Success: Effective communication significantly influences an
organization's success or failure.
• Need for Strategy: A well-implemented communication strategy is crucial for
organizational survival.
• Influence of Backgrounds: Individual experiences affect information
interpretation, highlighting the need for clear communication.
• Consequences of Ineffective Communication: Can lead to costly mistakes
and hinder decision-making, impacting overall performance.
• Types of Communication at Davao Mediquest Inc.: Utilizes both downward and
upward communication between different levels of authority.
Diagram 1. UPWARD COMMUNICATION

• Two-Way Communication: Upward

communication allows employees to share
thoughts and experiences with
management.
• Alignment: Ensures that all employees
and management are aligned and the
company operates smoothly.
• Employee Voice: Provides a platform
for employees to express opinions and
concerns.
• Work Quality Improvement: Enhances
the overall quality of life at work for
employees.

DIAGRAM 2. DOWNWARD COMMUNICATION

• Information Flow: Downward

communication transmits information
from upper management to lower levels of
the organization.
• Content: Includes rules, procedures, and
instructions communicated by department
heads or hospital administrators.
• Audience: Directed towards support
personnel and healthcare professionals at
various organizational levels.
EXPLA NATIONS:
There are two (2) types of communication in the Davao Mediquest Inc., applying the downward
and upward communication, directly from the highest to the lowest level of authority or vice versa.
UPWARD: STAFF, OFFICE IN CHARGE, HUMAN RESOURCE, DIRECTOR OF NURSING,
PRESIDENT
Upward communication refers to the flow of information from lower levels of an organization to
higher levels, like from employees to management. Sa ganitong sistema, mga empleyado can
share their ideas, feedback, and concerns, which helps management understand what’s
happening on the ground. This type of communication is crucial kasi nagbibigay ito ng
pagkakataon sa mga staff na ipahayag ang kanilang mga opinyon, makapagbigay ng
suggestions, at matulungan ang mga leader sa paggawa ng mas informed decisions. In this way,
upward communication fosters a collaborative work environment and encourages transparency
within the organization.
Cons: Upward communication, although important, may have some disadvantages sa
organizational analysis. First, it can create barriers for employees, lalo na kung hindi sila
komportable or confident sa pag-share ng kanilang ideas or concerns sa mga superiors. This can
lead to missed opportunities for feedback and innovation, kasi sometimes, the management might
not receive valuable insights from their team. Additionally, when upward communication is limited,
it can cause frustration among employees, making them feel unheard or undervalued, which can
ultimately affect their motivation and productivity. So, while upward communication is essential, it
also has its challenges that need to be addressed

DOWNWARD: PRESIDENT, DIRECTOR OF NURSING, HUMAN RESOURCE, OFFICE

INCHARGE, STAFF.
Downward communication sa organizational analysis ay yung proseso kung saan ang
impormasyon ay pinapasa mula sa taas papunta sa ibaba ng organizational hierarchy.
Halimbawa, ang mga managers o executives naglalabas ng mga directives, policies, o
instructions sa kanilang mga subordinates. This type of communication is crucial kasi dito
naipapahayag ang mga goals at expectations ng company, and it helps in ensuring that everyone
is aligned sa vision ng organization. Kaya, important na malinaw at effective ang downward
communication para hindi magka-confusion at para ma-motivate ang mga empleyado sa kanilang
mga tasks.
Cons: Downward communication, sa organizational analysis, may disadvantage siya kasi
madalas hindi lahat ng impormasyon ay naipapasa ng maayos mula sa taas pababa. Sometimes,
nagkakaroon ng misinterpretation o misunderstanding, lalo na kapag ang mga employees hindi
fully engaged or hindi sila nabigyan ng chance to ask questions. This can lead to confusion, low
morale, at feelings of disconnection sa team. Kapag hindi klaro ang directions o feedback, parang
ang hirap din for employees to align sa goals ng organization, resulting in inefficiency and
frustration.

C. Informal organization
• Definition: Informal organizations consist of social structures and connections
that develop among coworkers.
• Characteristics: Unlike formal organizations with official policies, informal
organizations arise from shared interests and interpersonal relationships among
staff.
• Communication at Davao Mediquest Hospital: Uses informal networks, such
as messaging apps, to enhance communication.
• Importance: These channels improve responsiveness and clarity, especially
during critical situations like emergency care.
• Spontaneous Interactions: Informal communication occurs in casual settings,
enabling real-time updates and coordination among healthcare professionals.
EXPLANATION:
As we observe at the Davao Mediquest Hospital Inc., the communication that they used was
through messenger with these informal networks in enhancing communication within healthcare
settings.

C.1. Goals & Objectives

• Definition of Goals: Vision of future achievements or desired outcomes requiring planning
and commitment.
• Organizational Objectives: Short- to medium-term targets that help assess performance and
strategies.
• Importance: Clear objectives are vital for quality healthcare and institutional success.
• Goals and Objectives of Informal Organizations:

• Foster community and inclusiveness.

• Support development of informal leaders.
• Strengthen communication pathways among team members.
• Provide resources for stress management and work-life balance.
• Engage key influencers within the organization.
C.2. Characteristics of Informal Organizations
• Organic Spontaneity: Informal organizations evolve naturally among individuals
with shared interests or backgrounds.
• Flexible Structures: Their structures can change based on interpersonal
dynamics.
• Emotional Support: They encourage companionship and emotional backing
among members.
• Social Interactions: Interaction often occurs through social events and informal
conversations.
• Resistance to Change: Established norms may resist changes imposed by formal
systems.

CHAPTER II
ANALYSIS OF DATA
A. Analysis of the Organizational Structure
a. 1. Levels of Management

• Influence of Management: Management significantly affects organizational

performance and longevity through tasks like organizing, supervising, and
planning.
• Key Management Duties: Responsibilities include strategizing, coordinating,
leading, and supervising to achieve goals like profit increase, market expansion,
and quality improvement.
• Top-Level Officials: CEOs and board members establish the organization's
strategy and future goals.
• Middle Managers: Connect senior leadership with frontline employees, interpret
strategies for practical implementation, and oversee departmental activities.
• Lower-Level Managers: Responsible for daily operations, quality control, and
ensuring that strategic objectives are met. They also facilitate communication
between employees and management.
• Impact on Culture: Frontline managers influence workplace culture and
employee morale through active support and supervision.

A.1. Line and Staff Authority

• Authority in Organizations: Authority is linked to decision-making power,
crucial for effective operations (Johnson & Lee, 2021).
• Line Authority: Defines hierarchical structure and chain of command, ensuring
streamlined decision-making and accountability in hospitals.
• Staff Authority: Provides advisory support and specialized knowledge without
direct managerial control, enhancing line employee effectiveness (Garcia &
Chen, 2022).
 • Collaboration: Close cooperation between line and staff roles is essential for
operational efficiency at Davao Mediquest Hospital Inc.
• Advantages: Balances managerial control with specialized expertise, improving
decision-making and organizational success.
• Challenges: Includes communication barriers, power conflicts, slower decisions,
and resistance to change (Zhang & White, 2022).

A.2. Authority, Responsibility, and Accountability

• Authority and Responsibility: Effective organizations require a balance of authority
(decision-making rights) and responsibility (task obligations) (Marquis & Huston, 2020;
McGrath & Whitty, 2020).
• Healthcare Context: Clear delegation of authority promotes efficient decision-making and
reduces bottlenecks at Davao Mediquest Hospital Inc. (Turner, Aitken, & Bozic, 2021).
• Accountability: Enhances patient outcomes and fosters trust among healthcare teams
(Dunham, 2021; Thompson et al., 2022).
• Challenges: Fear of punishment can hinder accountability and innovation (Baker & Lucas,
2023).
• Key Roles:

• Director for Nursing Services: Develops policies, recruits, and oversees nursing
operations (Parreira et al., 2021).
• Nursing Supervisor: Manages daily operations and compliance in key units (Gunawan
et al., 2019).
• Head Nurse: Oversees unit functions, budget management, and patient care protocols.
• Staff Nurse: Provides direct patient care and acts as patient advocates (Toney-Butler &
Unison-Pace, 2023).

a. 2.1 Centralization and decentralization

• Centralization: Decision-making power is held by higher management;
strategies and policies are created by top executives (Smith, 2021).
• Advantages of Centralization: Enhances command and uniformity but may
slow responses to local demands.
• Decentralization: Empowers middle and lower-level managers to make
decisions, fostering leadership development (Johnson, 2022).
• Davao Mediquest Hospital: Uses a mix of both structures; the CEO has
ultimate authority, ensuring clear communication but potentially delaying urgent
decisions (Hernandez, 2021).
• Decentralized Authority: Allows departmental managers to make quick
decisions, improving efficiency and patient care.
A.3. Levels of Decision – Making
• Decision-Making: Involves selecting actions to meet goals by evaluating
options, data, and outcomes (Johnson & Taylor, 2021).
• Centralized Decision-Making: Centralized hospitals focus authority at the top,
promoting uniformity and adherence to standards (Smith et al., 2022).
• Decentralized Decision-Making: Allows independence at various levels,
encouraging innovation and adaptability (White & Green, 2021).
• Davao Mediquest Hospital: Operates with a centralized structure, ensuring
consistency in policies and efficient operations.
• Technology and Interdepartmental Participation: Uses digital tools to boost
collaboration and efficiency across departments, supporting real-time cooperation
and adaptability.
A.4. Differentiation of Activities
• Departments at Davao Mediquest Hospital Inc.: Medical Director, Ancillary
Services Director, Finance Director, HR/Support Services Director, Hospital
Administrator.
• Adaptation and Efficiency: The hospital continually adapts to evolving industry
needs to improve service and operational efficiency (Staffbase, 2021).
• Clear Roles and Communication: Effective healthcare management requires
well-defined departmental roles and strong interdepartmental communication to
ensure smooth patient care and performance (Smith & Johnson, 2023).
A.5. Span of Control
• Definition: "Span of control" refers to the number of staff or subordinates a
manager oversees directly (Thomas & Hargreaves, 2021).
• Importance in Healthcare: An appropriate span promotes teamwork, effective
communication, and high-quality patient care (Carter et al., 2023).
• Span Range: Typically, healthcare managers oversee 12-20 subordinates.
• Broad Span: Increases direct communication and reduces hierarchy but limits
individualized guidance (Davies & Rogers, 2022).
• Narrow Span: Allows closer supervision and better decision-making but may slow
processes and lead to micromanagement (Wilson et al., 2023).
B. Channels of Communication
• Definition: Communication channels are the methods for sharing information, either
horizontally among peers or vertically between authority levels (Grimsley, 2023).
• Types of Communication:

• Verbal: Includes spoken and written forms essential for consultations, medical record
documentation, and ensuring patient understanding (Hess et al., 2022).
• Non-Verbal: Eye contact, gestures, and posture enhance trust, empathy, and patient
satisfaction (Sullivan et al., 2020).
• Importance: Effective channels support high-quality patient care, teamwork, and safety by
ensuring clear, impactful, and timely communication (Arnold & Boggs, 2020).
B.2. What is the usual direction of information flow?

• Communication Directions:

• Upward Communication: Allows frontline staff to provide feedback, raise concerns,

and suggest improvements to management, enhancing decision-making and workplace
conditions (Klein et al., 2023).
• Downward Communication: Management shares organizational objectives, guidelines,
and procedural updates, ensuring clarity of roles and responsibilities (Vermeir et al.,
2020).

• Benefits:

• Creates a feedback loop fostering open communication, transparency, and trust.

• Supports a responsive healthcare environment, improves collaboration, and enhances
patient care (Leach & Baker, 2020; Sullivan et al., 2020).

EXPLANATION:
What is the usual direction of information flow? -In organizational analysis, the
usual direction of information flow is top-down and bottom-up. So, from top-down, the
higher management shares the organization’s goals, vision, and strategies with
employees. This flow helps ensure that everyone is aligned with the organization’s
direction and objectives. Meanwhile, bottom-up flow allows employees and lower-level
managers to share feedback, ideas, and concerns with the higher-ups, giving them
insights into what's really happening on the ground. This two-way communication is
super important para everyone is informed and engaged in achieving the organization’s
goals!

B.2. How is downward communication accepted?

Key Factors in Downward Communication Acceptance:

• Clarity: Clear, straightforward messaging reduces confusion and resistance

(McDaniel et al., 2021).
• Trust in Leadership: Trust in leaders' honesty and abilities fosters an open
environment and boosts compliance (Hess et al., 2022).
• Feedback Mechanisms: Encouraging feedback creates a partnership, making
staff more receptive to directives.
• Training and Support: Preparation aids in smooth policy adaptation and better
outcomes.
• Organizational Culture: Open communication and teamwork culture enhance
acceptance, while rigid cultures may hinder it (Sullivan et al., 2020).
EXPLANATION:
How is downward communication accepted? -In organizational analysis, downward
communication is super important kasi ito yung flow of information from higher-ups (like
managers or leaders) down to the employees. Usually, ito yung mga instructions,
company policies, or feedback coming from the top level, going down sa mga team
members. For this to be accepted well, dapat clear and respectful ang delivery, kasi if it
feels too strict or impersonal, medyo nakakababa ng morale. So, kapag effective ang
downward communication, mas naiintindihan ng employees ang goals ng organization,
making them feel included and motivated.

B.3. How accurate is upward communication

• Definition: Upward communication flows from lower-level employees to higher authority,
covering issues, advancements, and employee sentiment (Berhanu, 2024).
• Factors Affecting Accuracy:

• Organizational Culture: Openness and trust encourage honest feedback; fear or rigid
hierarchy can distort information (Agarwal et al., 2022; Sullivan et al., 2020).
• Feedback Mechanisms: Regular surveys and check-ins foster genuine input and show
that management values employees' perspectives (Hess et al., 2022).
• Interpersonal Dynamics: Trusting relationships enhance open communication, leading
to better decision-making and patient outcomes (McDaniel & Harris, 2021).

EXPLANATION:
-In organizational analysis, upward communication is super important, pero its accuracy
can be challenging. Kasi, when employees report ideas or issues up the hierarchy,
medyo filtered na minsan ang info. Either natatakot sila sa judgment ng higher-ups or
gusto nilang present themselves in a positive light, kaya they might hold back certain
details.

Another factor is the communication channels used. If it's informal, like casual chats or
feedback sessions, pwedeng mas honest, pero minsan hindi rin ito documented well.
Pag formal channels naman, like reports or meetings, the info might be more accurate
but may take longer to reach the top.

So overall, accuracy depends on the openness ng organization to receiving feedback at

all levels. Kung encouraged ang open and transparent culture, upward communication
can be more reliable and useful in organizational analysis.

C. Is there an informal organization resisting the formal one?

• Alternative Communication: Informal organizations create unofficial

communication channels, like discussions in break rooms or social gatherings,
where staff express concerns or critique ineffective policies (Scott et al., 2021).
 • Impact on Culture: Informal networks shape hospital culture, fostering
camaraderie that can challenge the formal hierarchy if management overlooks
staff morale or patient care issues.
• Advocacy and Influence: Informal networks can push for change, pressuring
the formal organization to address systemic issues, which can positively or
negatively affect organizational effectiveness and employee satisfaction (Sullivan
et al., 2020).

EXPLANATION:
-Yes! In an organizational analysis, sometimes may informal organization that forms
within the formal structure. Basically, ang informal organization is like a group of
employees or teams na hindi officially recognized, pero nag-e-exist siya. They
sometimes go against or resist the formal rules or policies set by management.

Example, let’s say may mga employees na hindi agree sa mga bagong rules or policies
ng company, like stricter attendance or added tasks. They might band together
informally to influence others to work around those rules, or mag-usap sila to resist the
formal setup without direct confrontation. Minsan, nagiging challenging ito sa
management kasi hard to control ang informal groups, and they have influence sa mga
kasamahan nila.

So, in analyzing an organization, dapat i-consider ang informal dynamics since they can
impact team morale, performance, and even the company’s culture in subtle but
powerful ways.

CHAPTER III
NURSES’ ROLES IN THE ORGANIZATION
EXPLANATION:
So, in an organizational analysis in nursing, the role ng mga nurses is like super
important kasi they’re the ones on the frontlines, handling patient care and coordinating
with other healthcare professionals.

They help assess the workflow ng buong system—like, kung smooth ba yung process
from admissions to discharge or may areas na need i-improve. They also provide
insights sa patient outcomes and kung paano mas mai-improve yung quality ng care,
kasi sila yung direct na nagha-handle ng patients. Sa analysis, they’re involved in
identifying gaps—like, ano pang pwedeng i-level up sa equipment, sa staffing, or even
sa policies para lahat efficient and safe for both the staff and the patients.

Basically, sila yung bridge ng leadership and frontliners, kaya their feedback is crucial
sa decision-making ng organization.
A. Philosophy of the Department
The Nursing Service of Davao Mediquest Hospital, Incorporated believes that all
Filipino people have the right to access and receive healthcare delivery benefits
regardless of socio-economic status, race, age, and gender or gender preference.
VISION
The Nursing Service of Davao Mediquest Hospital, Incorporated advocate and promote
excellence in providing holistic care to all patients within Toril, Davao City and its
neighboring districts and provinces.
MISSION
1. Provides equitable and quality nursing care to all patients
2. Provides the highest level of nursing care and established performance standards in
accordance to the Nursing Act of 2002 and the institutional nursing policies
3. Observes ethico-moral practices throughout nursing care
4. Participates in administrative decision making through improving healthcare personnel,
equipments, and facilities

EXPLANATION:
HOW IMPORTANT A PHILOSOPHY OF THE DEPARTMENT IN THE NURSES
ROLES IN THE ORGANIZATION?
So, like, the philosophy ng department is super important sa role ng nurses sa
organization kasi parang it gives them guidance and purpose, diba? Yung philosophy,
it's like the core values and beliefs na sinusundan ng mga nurses, kaya aligned yung
mga actions nila with the mission ng department.

For example, if the philosophy ng department is more on patient-centered care (“The

Nursing Service of Davao Mediquest Hospital, Incorporated holds the belief that every
Filipino has the entitled access to healthcare benefits regardless of social standing,
ethnicity, age, and gender or gender preference”) then yung mga nurses mas magiging
focused on providing the best care para sa patients and making sure na yung decisions
nila are in line with that value. Parang it helps them know why they're doing things, kaya
it supports their roles sa organization and keeps them motivated to follow the standards
and quality expected sa healthcare setting.

In an organizational analysis, you can see kung paano naka-impact yung philosophy sa
teamwork, sa patient outcomes, and even sa overall vibe ng workplace. So, having a
clear department philosophy actually makes it easier for everyone to understand and
fulfill their roles better.
B. Responsibilities and Goals
EXPLANATION:
How the responsibilities and goals important in the nurses roles in the
organization in an organizational analysis in nursing?
So, like, sa nursing org analysis, super crucial ang understanding ng responsibilities
and goals ng nurses. Kasi parang ganito, 'yung mga responsibilities nila – like patient
care, health education, at leadership tasks – sila ang main backbone ng healthcare
system, diba? So without clear responsibilities, magulo lahat and parang hindi aligned
sa org goals.

Now, 'yung goals naman, they're like the mga target that guide nurses para ma-achieve
'yung best patient outcomes, tapos ito rin nag-help sa org na maging effective. Kapag
may clear goals si nurse, mas madali ma-focus ang priorities and ma-track ang
progress nila. So parang super aligned dapat ang individual roles sa goals ng
organization para smooth lahat.

In short, these responsibilities and goals create the structure and direction na kailangan
ng nurses to deliver high-quality care, kaya they're, like, super important sa org
analysis.

B.1. Patient Care Management

• Patient Care Management Model: Focuses on comprehensive care across the
treatment course, assessing patient needs, tailoring treatment, coordinating
multi-specialty care, and tracking progress. Aims for better health outcomes,
efficient resource use, and multidisciplinary teamwork (Bodenheimer & Berry-
Millett, 2020).
• Chief Nurse/CNO: Oversees nursing structure, policy, quality patient care, and
HR in nursing, balancing clinical and managerial roles to improve patient care
and staff conditions (Aiken et al., 2020).
• Nursing Supervisor: Leads nursing teams, manages daily operations, bridges
communication gaps, and promotes safety and quality care, with a focus on staff
development (Bagnasco et al., 2020).
• Head Nurses: Combine clinical care with administrative roles, ensuring quality
care, policy adherence, and managing staff rotation and shortages (Harris,
2022).
• Staff Nurses: Primary caregivers responsible for patient assessments,
medication, progress monitoring, and patient education, critical for managing
rising care demands (Smith et al., 2020).

EXPLANATION:
How the patient care management important in the nurses roles in the
organization in an organizational analysis in nursing?
Patient care management talaga is like the core, or kumbaga, foundation ng nursing
roles in any organization. Kasi, if walang proper care management, magfi-fail yung
basic purpose ng healthcare org, which is, syempre, to deliver quality patient care. In an
organizational analysis, part nito yung pagtingin sa how nurses manage and coordinate
care. Yung role ng nurse is like super essential kasi they’re the ones na closest to
patients—always making sure na okay sila, maayos ang treatment plan, and lahat ng
needs nila are met.

Another thing, sa side ng org, patient care management helps para lahat ng processes
smooth. If well-managed ang patient care, mas efficient yung whole system, less stress
for nurses, and mas high-quality yung services. Plus, kapag may structured care
management, the organization as a whole is better at meeting goals and ensuring na
everyone, from patients to healthcare workers, is supported.

So basically, patient care management is like central talaga to nursing roles and sa
success ng organization as a whole.

How chief nurse, nursing supervisor, head nurse, staff nurses important in the
nurses roles in the organization in an organizational analysis in nursing??
Sa isang healthcare organization, bawat nurse role – from chief nurse, nursing
supervisor, head nurse, hanggang sa staff nurses – super essential talaga ang bawat
isa kasi iba-iba ang functions nila pero aligned lahat sa goal ng patient care.

1. Chief Nurse: Siya ang pinaka-bossing ng mga nurses sa organization. Si chief nurse
ang nagpa-plan at nag-se-set ng policies and standards para sa buong nursing
department. Important siya sa big picture kasi siya ang nag-ensure na ang buong
nursing practice is aligned sa overall goals ng hospital at, syempre, para sa best patient
outcomes.

2. Nursing Supervisor: Siya yung medyo hands-on sa managing ng mga nursing units.
Si supervisor ang nagche-check kung okay ang operations and kung properly staffed
ang bawat area. Kapag may problema sa shift schedules o resource shortages, siya
ang unang naka-monitor. Para siyang bridge between the head nurses and chief nurse,
making sure smooth ang day-to-day operations.

3. Head Nurse: Sila naman ang heads ng specific departments or units, like ER or ICU.
Si head nurse ang nagle-lead sa mga staff nurses at nagtutulong na i-implement ang
mga policies ng chief nurse sa practical setting. Kung may specific issues sa unit, kay
head nurse ka lalapit. She’s super crucial kasi siya yung nagiging “face” ng nursing
leadership para sa mga staff nurses on the floor.

4. Staff Nurses: Eto na yung nasa frontlines, talagang hands-on with the patients. They
carry out the direct care and assessments, monitor patients, and give meds. Kung
walang staff nurses, walang mag-execute ng care plans sa floor. Sila ang heart ng
patient care delivery, kaya essential talaga.

In an organizational analysis, makita mo dito ang hierarchy and flow ng communication.

They all have unique but interlocking roles that keep the system running.
B.2. Operation Resource Management
• Operating Resource Management: Focuses on daily business operations to
boost profitability, optimizing production, and supply chain efficiency (Coursera,
2023).
• Board Communication: Professional, structured communication via meetings,
memos, and reports; promotes open communication at all levels.
• Chairman of the Board: CEO-led, manages board activities, influences strategy,
and ensures alignment with shareholder interests (Murray, 2023).
• President and CEO: Develops strategic vision, oversees operations, and
manages resources for organizational goals (Daft, 2021).
• Board of Directors: Governs the hospital, comprising directors who ensure
quality care and financial stability.
• Nursing Service Director: Leads nursing services, oversees patient care
quality, sets guidelines, and coordinates with other executives (Kelly & Tazbir,
2021).

EXPLANATION:
Operation Resource Management is super important sa role ni nurse kasi, alam mo
yun, it helps talaga sa efficient workflow ng team at ng buong hospital organization.
Kapag effective ang resource management, mas maayos yung gamit ng equipment,
supplies, and even time ni nurse, kaya mas smooth yung flow ng work.

Parang ang goal dito is, di ba, to make sure na lahat ng resources nasa tamang lugar,
at the right time, para mas mabilis ang response sa mga needs ng mga patients. It also
helps in managing costs, so hindi overspend si hospital, and naka-focus talaga sa
patient care.

In the bigger picture, kung ayos yung operations resource management, it contributes
sa overall organizational performance. So, mas gumaganda yung outcome ng mga
patients, and at the same time, nagiging mas sustainable yung resources ng hospital,
which is beneficial talaga for everyone. Ganern!

How chairman of the board, president and ceo, board of directors, nursing
service director in operation resource management important in the nurses roles
in the organization in an organizational analysis in nursing???

Chairman of the Board – Siya yung pinaka-boss, like the ultimate kuya/ate overseeing
everything from a high-level view. Super important siya kasi siya ang naggaguide sa
vision and direction ng organization. So, if ever may big, big decision sa hospital or
nursing org, like expansions or super major changes, he/she/they ang naggo-go signal.
Parang the guardian of the mission and vision.
President & CEO – Parang si bossing na all-arounder, hands-on sa mga operations
and the business side. Like, siya yung nag-e-execute ng mga plans, making sure
smooth ang mga processes, finances, and goals. For nurses, mahalaga siya kasi
he/she/they keeps everything organized—benefits, staffing, and budgets—para yung
mga nurses, they can focus on their patients without worries.
Board of Directors – Sila ang supporting crew na nagbibigay ng wisdom, advice, and
approval sa major plans and strategies. Usually may iba’t ibang expertise sila, so they
help the org decide on what’s best for the team. Lahat ng mga big decisions na nakaka-
affect sa nurses—like training programs or new patient care protocols—dadaan sa
kanila for approval.
Nursing Service Director – Parang super ate/kuya ng mga nurses sa floor.
He/she/they is the one na nagmamanage ng nursing resources, mga staffing schedules,
and yung quality of patient care. Ang role niya is super important kasi parang siya yung
nakakaintindi sa real-life struggles ng mga nurses sa floor. Like, if kulang sa staff or
may need for more supplies, siya ang magre-report sa taas para ayusin. This makes
sure na smooth ang daily life ng nurses and ultimately, the patient care.

Together, sila ang dream team making sure na si nurse can do the job effectively, may
support, and tuloy-tuloy ang mission ng organization to provide excellent patient care.

B.3. Human Resource Management

• Human Resource Management Functions: Involves recruitment, selection,
deployment, and supervision of staff to meet organizational goals (Dessler,
2021).
• Employee Growth and Retention: HR ensures guidelines to promote employee
satisfaction, motivation, and retention.
• Labor Compliance and Inclusion: HR management adheres to labor laws and
promotes diversity for a cohesive, driven team.
• Employee Relations and Satisfaction: Manages staff relationships,
performance evaluations, and implements strategies to improve workplace
satisfaction (Bratton & Gold, 2021).

EXPLANATION:
How human resource management important in the nurses roles in the
organization in an organizational analysis in nursing??
Human resource management, or HR, sobrang importante in a nurse's role, especially
sa organizational analysis ng healthcare setup. HR helps define ang responsibilities and
boundaries ng bawat nurse, kaya klaro ang mga roles. Sa recruitment and staffing, HR
ensures na tama ang number of nurses sa bawat shift, so hindi sila overstressed or
under-supported sa duty.

HR also provides mga tools for continuous development, like trainings and certifications
na makakatulong sa skills ng mga nurses. Kasama dito ang mga compliance sa
standards and guidelines, so updated sila sa best practices and safe patient care. Isa
pang aspect ay ang support for well-being, kasi HR handles mga benefits, leaves, and
mental health support para ma-address ang burnout, which is crucial in nursing.
 In the bigger picture, HR helps with strategic planning by analyzing staffing trends,
performance reviews, at mga feedback. This way, nakakatulong ang mga insights nila
para i-improve ang overall efficiency at patient outcomes ng organization. Kaya HR
really makes a huge impact on both the individual nurse and the healthcare system as a
whole.

C. Environment Influences affecting the nurse’s work

This section discusses the internal and external environmental influences affecting nurses
work at Davao Mediquest Hospital Inc.:

EXPLANATION:
how environment influences affceting the nurses work important in the nurses
roles in the organization in an organizational analysis in nursing??
Sa nursing, ang environment or kapaligiran, sobrang importante! First, ang physical
environment, like the hospital layout, can affect how nurses work. Kung organized ang
areas, mas madali mag-move around, which means more efficient care for patients.
Kapag cluttered, mas mahirap maghanap ng equipment, so it can lead to delays.

Next, ang social environment, which includes relationships with colleagues and doctors,
super essential din! If the workplace is supportive, mas motivated ang nurses to perform
well. Teamwork is key, kaya kung may positive relationships, mas maganda ang
collaboration, leading to better patient outcomes.

Lastly, ang organizational culture—like the values and norms of the hospital—can
shape how nurses approach their work. For example, if the organization values
continuing education, nurses are encouraged to upgrade their skills, which helps them
adapt to changes in healthcare.

So, to sum it up, ang environment greatly influences how nurses do their jobs. It affects
their efficiency, collaboration, and professional development, which are all crucial for
providing quality patient care and achieving organizational goals.

C.1. Internal Influences

• Internal Influences on Organizational Success: Structure, culture, leadership,
employee skills, and values shape performance, adaptability, and strategic
planning (Robbins & Coulter, 2021).
• Healthcare Internal Factors: Teamwork, communication, and resource
allocation are crucial for patient safety, quality care, and operational efficiency.
• Nurse Staffing Ratio: Adequate ratios improve patient outcomes, reduce
mortality, and lower nurse fatigue (Aiken et al., 2021).
• Leadership Styles: Management and leadership approaches impact culture,
morale, and productivity (Kotter, 2021).
 • Technology Integration: Supportive culture, leadership, and training improve
tech adoption in patient care.
• Hospital Facilities: Design, technology, and layout influence productivity,
teamwork, and patient outcomes.

EXPLANATION:
How environment influences affecting the nurses work in internal influences like
bursing staff ratio, lack of proper staffing, leadership and management styles,
modern technologies and infrastructures, hospitals structures and available
facilities important in the nurses roles in the organization in an organizational
analysis in nursing??
In the nursing environment, ang mga internal factors ay super importante sa work ng
nurses. First, yung nursing staff ratio. Kapag mababa ang ratio ng nurses sa pasyente,
mas challenging ang work. Parang sobrang daming tasks per nurse, so nagiging
stressful, and the quality of care may suffer.

Next, if there's a lack of proper staffing, parang ang hirap mag-cope. Nurses need enough
support para ma-manage yung workload. Kung kulang sa tao, sometimes di mo na
maibigay yung best care sa patients, which is super crucial.

Yung leadership and management styles also play a big role. If the leadership is
supportive and open sa feedback, mas motivated ang nurses to perform well. Pero kung
strict and unsupportive, it can create a toxic work environment, na hindi maganda for
everyone.

Sa modern technologies and infrastructures, dapat updated tayo. With the right tech, like
electronic health records and telehealth, mas madali ang documentation and
communication, which helps improve patient care. Pero kung outdated ang systems, it
can lead to frustration and inefficiency.

Finally, the hospital structures and available facilities are vital. Dapat may access ang
nurses sa complete tools and resources para makapag-provide ng quality care. If kulang
sa facilities, mahirap i-meet yung needs ng patients.

In summary, ang environment ng nurses sa organization ay critical. Kailangan balanced

ang staff, supportive ang leadership, and modern ang facilities to ensure that nurses can
do their jobs effectively and provide the best care to patients.

C.2. External Influences

• Hospital Location: Davao Mediquest Hospital Inc. is located along McArthur
Highway in Toril, Davao City, offering accessible healthcare services like
emergency care, diagnostic tests, and specialty treatments.
• Access: The location on McArthur Highway provides convenient access by
various transportation modes, important for the high-population area.
 • Opportunities Abroad for Nurses: Nurses skilled in organizational analysis can
pursue international roles in health system enhancement, technology
assessment, and policy development, addressing workforce shortages globally
(International Council of Nurses, 2021).
• Career Growth: Such roles enable nurses to engage in leadership, resource
allocation, and strategic planning, benefiting both career development and global
healthcare systems.

EXPLANATION:
How environment influences affecting the nurses work in external influences like
hospital location and opportunities abroad important in the nurses roles in the
organization in an organizational analysis in nursing??
In an organizational analysis sa nursing, ang environment plays a crucial role sa
trabaho ng mga nurses. For example, hospital location can significantly affect patient
demographics, access to resources, and even the stress levels of nurses. Kung ang
hospital ay nasa urban area, mas maraming patients ang maaaring makapasok, pero
mas mataas din ang workload. On the other hand, if the hospital is in a rural area, less
ang patients, pero limited din ang resources.

Now, opportunities abroad are super important. Many nurses consider working
overseas because of better salaries, advanced technology, and professional
development. Ang mga opportunities na ito can attract and retain nurses sa
organization. If the hospital has connections or partnerships abroad, it can enhance the
career growth of nurses. This also helps in improving patient care kasi mas well-trained
ang mga nurses.

Kaya, sa isang organizational analysis, kailangan i-consider ang external influences like
location and international opportunities, kasi they shape the nursing workforce and
ultimately affect the quality of care provided in the organization.