organizational analysis: centre volunteers in medicine (cvim)

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Organizational Analysis: Centre Volunteers in Medicine (CVIM) Brought to you by: Triple “B” Bill Castor Bethany Walker Bowser Juanita

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Organizational Analysis: Centre Volunteers in Medicine (CVIM). Brought to you by: Triple “B” Bill Castor Bethany Walker Bowser Juanita. Non-profit corporation Provides services to the medically underserved population of Centre County, Pennsylvania Working uninsured. - PowerPoint PPT Presentation

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Page 1: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Organizational Analysis: Centre Volunteers in

Medicine(CVIM)

Brought to you by:Triple “B”Bill Castor

Bethany WalkerBowser Juanita

Page 2: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Organizational Background

• Non-profit corporation• Provides services to the medically

underserved population of Centre County, Pennsylvania – Working uninsured

Page 3: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Structure and design• Board of Directors• Five full-time employees• Flat or informal functional design

Page 4: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)
Page 5: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

General direction, mission, goals, and strategy

• “To seek to understand and serve the health and wellness needs of the medically underserved who are residents of Centre County .”

• Acquire necessary external resources– Resource Dependence Theory– Coalition with Mount Nittany

• Distinctive niche within Centre County

Page 6: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Vision Statement

“May we have eyes to see those who are rendered invisible and excluded, open arms and hearts to reach out and include them. Healing hands to touch their lives with love and in the process heal ourselves”

Culture and values

Page 7: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Culture and values• Overall culture is welcoming and

informal– Friendly atmosphere– Child-friendly waiting rooms– Casual Dress code for Staff

• Creates welcoming environment for patients

– Holistic Approach to health care• Clinical Services• Social Services

Page 8: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Decision-making process• CVIM’s organizational structure most

resembles a functional design• Decision-making process must synch with

org culture– Informal culture

• Horizontally decentralized– Influence and decision making is shared

laterally throughout organization– Policy changes and assurance measures are

more easily implemented when decision-making and communication is lateral

Page 9: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Conflict, power, and politics• Internal conflict

– Conflict arises when top-down decisions must be made

– Accountability to patients– Functional in nature

• External conflict– Competition over obtaining funds, could be

avoided– Functional in nature

Page 10: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Conflict, power, and politics• Power

– At time lies with the Board of Directors but also can be distributed between volunteers and employees

• Politics– CVIM is able to use its position to form

relationships within the community to obtain assets

– Does not duplicate services already provided in the community

– Very little internal politics present

Page 11: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Organizational domain and environment

• Non-duplicative primary and preventive dental and medical services to the working uninsured residents of Centre County

• Potential patient base of 11,000• Shares environment with Penn State,

health care organizations, and non-profit organizations

Page 12: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Inter-organizational relationships

• Mount Nittany and Geisinger• Pharmaceutical companies

– $470,000 in medications from indigent drug programs

• Written rules and procedures to remain eligible

• Resource Dependence Theory

Page 13: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Evaluation of effectiveness• Annual Report Anaylsis

– Treated 4,528 patients in 2004-05– $500,000 budget, value of care was $2 million,

which is comparable to similar organizations

• Tracking of Common Diagnoses– Depression, hypertension, high cholesterol, and

anxiety– Tracked to make sure they are providing care

that addresses the main needs of the community

Page 14: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Size and life-cycle stage

• Since its inception in 2003 CVIM has experienced an increasing number of patient visits

• Fiscal year 2003-2004, 5,061 visits• Fiscal year 2004-2005, 7,328 visits• Goal for 2005-2006 is 9,000 visits

Page 15: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Size and life-cycle stageCVIM’s operations have outgrown its current

capacity

• Currently CVIM operates with:– 5 physical examination rooms– 3 dental examination rooms– Cramped receptionist area– Small medical records room

• To serve more pts and operate efficiently CVIM is in need of:– 6-8 physical exam rooms– 5 dental examination rooms– Larger receptionist area and medical records room

Page 16: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

• As CVIM grows, the importance of adequate space and functional equipment becomes increasingly important

– Patient Service and Satisfaction– Morale of employee and volunteer staff

• Herzberg’s Two Factor Theory Motivation: Volunteers and employed staff work at CVIM

because they are motivated by the intrinsic rewards of helping others

Hygiene: Hygiene factors influencing CVIM staff include adequate workspace and functional equipment

» If these hygiene factors are not present staff will become dissatisfied and unmotivated

Size and life-cycle stage

Page 17: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Size and life-cycle stage• Health care service organizations

typically go through four phases in their life cycles (Starkweather & Kisch, 1971) – Search– Success– Bureaucratic– Succession

Page 18: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Size and life-cycle stageLife Cycle Phases

1. Search Phase• Organization is new• Focused on establishing identity• Finding methods of procuring necessary resources• Organization is open and informal

2. Success• Found achievement in procuring resources

– Staff, patients, and finances• Organizational design becomes more formal to

accommodate larger scale operations

Page 19: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Size and life-cycle stage• Life Cycle Phases continued…

3. Bureaucratic

• Conformity to rigid rules and procedures• Little feedback from clients• Organization may begin to decline b/c of inability to

respond to environmental changes 4. Succession

• Development of new ways of providing services

Page 20: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

• Currently– CVIM is in the success phase

• Successful at procuring resources• Formalizing structure to accommodate growth

• Future– Moving toward Bureaucratic phase

• Stricter operating rules and procedures• May decline due to changes in environment

Size and life-cycle stage

Page 21: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Future changes and adaptations• CVIM is in “darling” phase

– Once organization leaves this phase, there could be fundraising problems

• Supply changes in the pharmaceutical industry– Potential problems obtaining free

medications

Page 22: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Conclusion

• Even though CVIM differs from health care organizations in the area, CVIM still aims to effectively interact the elements of cost, access, and quality.

Page 23: Organizational Analysis:  Centre Volunteers in Medicine (CVIM)

Special Thanks to:Maryanne Neal, Clinical Director, CVIM

Thank you for your time and attention.Feel free to ask any questions.