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. Non-profit corporation Provides services to the medically underserved population of Centre County, Pennsylvania Working uninsured. - PowerPoint PPT Presentation

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  • Organizational Analysis: Centre Volunteers in Medicine(CVIM)Brought to you by:Triple BBill CastorBethany WalkerBowser Juanita

  • Non-profit corporationProvides services to the medically underserved population of Centre County, Pennsylvania Working uninsuredOrganizational Background

  • Structure and designBoard of DirectorsFive full-time employeesFlat or informal functional design

  • General direction, mission, goals, and strategyTo seek to understand and serve the health and wellness needs of the medically underserved who are residents of Centre County .Acquire necessary external resourcesResource Dependence TheoryCoalition with Mount NittanyDistinctive niche within Centre County

  • Culture and valuesVision 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 valuesOverall culture is welcoming and informalFriendly atmosphereChild-friendly waiting roomsCasual Dress code for StaffCreates welcoming environment for patientsHolistic Approach to health careClinical ServicesSocial Services

  • Decision-making processCVIMs organizational structure most resembles a functional designDecision-making process must synch with org cultureInformal cultureHorizontally decentralizedInfluence and decision making is shared laterally throughout organizationPolicy changes and assurance measures are more easily implemented when decision-making and communication is lateral

  • Conflict, power, and politicsInternal conflictConflict arises when top-down decisions must be madeAccountability to patientsFunctional in nature External conflictCompetition over obtaining funds, could be avoidedFunctional in nature

  • Conflict, power, and politicsPowerAt time lies with the Board of Directors but also can be distributed between volunteers and employeesPoliticsCVIM is able to use its position to form relationships within the community to obtain assetsDoes not duplicate services already provided in the communityVery little internal politics present

  • Organizational domain and environmentNon-duplicative primary and preventive dental and medical services to the working uninsured residents of Centre County Potential patient base of 11,000Shares environment with Penn State, health care organizations, and non-profit organizations

  • Inter-organizational relationshipsMount Nittany and GeisingerPharmaceutical companies$470,000 in medications from indigent drug programsWritten rules and procedures to remain eligibleResource Dependence Theory

  • Evaluation of effectivenessAnnual Report AnaylsisTreated 4,528 patients in 2004-05$500,000 budget, value of care was $2 million, which is comparable to similar organizationsTracking of Common DiagnosesDepression, hypertension, high cholesterol, and anxietyTracked to make sure they are providing care that addresses the main needs of the community

  • Size and life-cycle stageSince its inception in 2003 CVIM has experienced an increasing number of patient visits

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

  • Size and life-cycle stageCVIMs operations have outgrown its current capacity Currently CVIM operates with:5 physical examination rooms3 dental examination roomsCramped receptionist areaSmall medical records roomTo serve more pts and operate efficiently CVIM is in need of:6-8 physical exam rooms5 dental examination roomsLarger receptionist area and medical records room

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

    Patient Service and SatisfactionMorale of employee and volunteer staffHerzbergs Two Factor TheoryMotivation: Volunteers and employed staff work at CVIM because they are motivated by the intrinsic rewards of helping othersHygiene: Hygiene factors influencing CVIM staff include adequate workspace and functional equipmentIf these hygiene factors are not present staff will become dissatisfied and unmotivatedSize and life-cycle stage

  • Health care service organizations typically go through four phases in their life cycles (Starkweather & Kisch, 1971) SearchSuccessBureaucraticSuccession

    Size and life-cycle stage

  • Life Cycle Phases 1. Search PhaseOrganization is newFocused on establishing identityFinding methods of procuring necessary resourcesOrganization is open and informal

    2. SuccessFound achievement in procuring resourcesStaff, patients, and financesOrganizational design becomes more formal to accommodate larger scale operations Size and life-cycle stage

  • Life Cycle Phases continued 3. BureaucraticConformity to rigid rules and proceduresLittle feedback from clientsOrganization may begin to decline b/c of inability to respond to environmental changes 4. Succession Development of new ways of providing servicesSize and life-cycle stage

  • CurrentlyCVIM is in the success phaseSuccessful at procuring resourcesFormalizing structure to accommodate growthFutureMoving toward Bureaucratic phaseStricter operating rules and proceduresMay decline due to changes in environmentSize and life-cycle stage

  • Future changes and adaptationsCVIM is in darling phaseOnce organization leaves this phase, there could be fundraising problems Supply changes in the pharmaceutical industryPotential problems obtaining free medications

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

  • Special Thanks to:Maryanne Neal, Clinical Director, CVIM

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

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