Reference no: EM133187424

In responding to your classmates' posts, analyze the social systems they have described. Offer ideas for maintaining or establishing a social system in your classmates' scenarios. Encourage further elaboration by asking your classmates questions and offering alternative viewpoints.

In my experience, the more time you work for an organization, the more you can see the functional and dysfunctional aspects of the organization. I have worked for the same company for almost 9 years and as I have moved through different positions, different facilities, and finally into management, I have seen my share of attitudes and behaviors change the dynamic of a facility. In my business, employees have the greatest impact on the functional and dysfunctional aspects of the organization. In my case, my former administrator was not seen as a team player, more of an authoritative manager who micromanaged and demanded results. As a new clinical manager, this was a very uncomfortable position to start with as employee morale was low, staff turnover was high and patient care was suffering. This administrator had been at the center for many years and I was hoping when I started as a new face of the center I could restore some of the enthusiasm to the staff while improving policies and procedures to improve our patient satisfaction. Unfortunately, the administrator was resistant to organizational changes and made it very difficult for me to implement the needed changes. Her lack of awareness directly affected what the center and the staff needed making it impossible for the organization to expand and succeed. The functionality of the center suffered and as a result of this, much more staff left and I was disheartened myself.

The center like any place is a social system that is made up of human relationships interacting in many ways (Newstrom, 2015). When dealing with patient care, I tried to present functional SMART goals as a way to engage top performance from the employees at our center. The five principles of Locke and Latham's goal-setting are clarity, challenge, commitment, feedback, and task complexity (Newstrom, 2015). Locke and Latham's five goal-setting principles are designed to improve the chances of success. As an effective manager, that is the clearest path to gaining the trust of my employees as well as providing the best care to patients and effectively fulfilling my company's mission statement.