Organization Psychology Essay

During the period amidst 2002 and 2005 a fag endcer aggregate in Jordan i. e. King Hussein Cancer Center (KHCC) variety showd its organization illustration from traditional to transform model. The occupy for version was in response to multinational factors of the environment in govern to accommodate the needs of its s wageholders. Initi altogethery the touch was called Al-Amar center which had operations and image problems that were affecting the organization (Miller, 2006). Al-Amar centre was sensed to be ineffective institution for caring of trampcer .However it has transformed into a comprehensive centre for cancer that resemble western styles. The take a shit of this centre changed to King Hussein Cancer Centre (KHCC) following the change between 2002 and 2005 there were improved cargon aids and improved its feel levels. In the same period the center was accredited and achieved Joint tutelage International (JCI) (Miller, 2006). Organization Psychology Following the changes of KHCC it was able to achieve accountability, fiscal balance, certificate of accreditation from the international body and diversification of the service.There are cardinal concepts which are believed to have led to the rapid changes in KHCC these are international culture, transformational lead and governmental competence (Jeffrey, Gregory & Andrew, 2007). Both natural and political values are included in transformational leading formulation. Transformational leadership can be explained by looking at the values, norms and cultural organization behaviour others are like internal negotiations, political influence in assessing much(prenominal) resources and setting external boundaries.The mechanisms that facilitated changes lie within the capabilities of the leaders and their behavior. The leaders in KHCC were seen to sacrifice themselves a great deal in drawing out(p) themselves and the pursuit. The leaders were devoted to attend to the needs of diligents a nd those of lower level employees. This was in an effort to raise the wellnesscare standards the attributes that result from transformational leadership are ordinary and are mediated by specific cultural expectations from the lower employees (Miller, 2006).The characteristics of leadership in KHCC were not cultural specific. There is new form of leadership that is different from the previous one. The new leadership is goal oriented and allows amour of the followers in identification, implementation and evaluation of projects and programs aimed at improving the work of the healthcare. However transformational leadership can be autocratic or elected but the form of leadership that is observed in KHCC involves all the stakeholders in the project design and implementation of their programs.The aspect of involvement of the stakeholders fall chthonic four components in KHCC i. e. intellectual stimulation, idealized stimulation, ideological motivation and undivided consideration (Jef frey, Gregory & Andrew, 2007). Inspirational motivation can be created by leaders by articulating the future of the organization through setting of higher(prenominal) goals and standards that are inspiring and appealing to the follower. These goals or standards make the follower to be optimistic in what they are doing and so they will sacrifice themselves charge where there are difficulties.For an organization to move to higher level of service it requires the team members to sacrifice themselves. Activities such as problem solving, daily have-to doe with and working in late hours in align to meet the goals and objectives of the organization requires personal sacrifice and therefore there is need for the stake holders to be motivated (Miller, 2006). Initially the safety of the patients was compromised and therefore the leaders and the followers of KHCC committed themselves inured to create higher standards and improve the health care serve.Idealized influence can be achieve d when the follower esteem or emulate a leader as being ideal. The followers of KHCC admired their leaders since they had high level of commitment, show of professionalism and they were willing to take care of patients. Respect of the leaders is likewise necessary in the acquisition of the vision of the organization. In KHCC the goals are expressed to the team as inspirations and all the stakeholders are involved. There is training for staff at all levels ground on the individual needs.Team building serves to reinforce commitment uncouth respect and gathering ideas. Intellectual stimulation and individual consideration are behaviors among the leaders that attend to individuals with challenging issues or needs, concerns and soliciting the ideas of others (Andrea, 1997). Cultural sensitivity as well contributed to the transformation of KHCC. This refers to the art of understanding the preference, norms and biases which may result to ineffective patient interaction. Cultural sens itivity and competence contribute to the success of the organization.At KHCC the staffs are recruited with knowledge of orbicular technologies and communication that contribute to a medical alliance globally. Currently many international corporations are living expatriates with both topical anaesthetic and western knowledge. Cultural competence can be gained by deploying culture technology (Bommel, 2005). Prior to the transformation of KHCC entropy technology was poor and therefore the rapid harvest-festival of the center required a wider distribution of information technology.At KHCC video conferencing internet and e-mail access, access to national and global libraries of health, telepathology have been made possible. The increased uptake of information technology has influenced international culture (Moe, 2007). The establishment of the information technology was to enhance the health services to patients. The technologies have made KHCC to advance into western center for cancer. There is modern training that has facilitated competent and qualified clinical scientist who is familiar with therapeutic and clinical oncopology practice.Through the training they have succeeded in both internal and international medical environment (Bommel, 2005). End of life is a service that has been implement in KHCC and did not exist previously. This is a system that was implemented during transformation and was aimed at prolonging life. The system is also aimed at paying attention to lumber of life of patients. The staffs have been able to create and mobilize cultural back through training that they undergo under palliative care.The staff has also diversified their language in order to break the language restraint and cater for the needs of all the stake holders. The influence and control between the stakeholders also have contributed to the rapid transformation of KHCC. The confidence and trust that is created by the leaders confer the followers willingness to f ollow or have an score of their willingness. KHCC staffs were able to create this confidence among their followers and therefore contributed to the rapid growth (Andrea, 1997).The staffs were also genuine and sincere in their commitment towards the achievement of KHCC the alliance between the domestic organization of healthcare, senior staffs and the overseas organization was resilient for the transformation of KHCC. This relationship enabled the center to use effectively the technologies in order to cater for the needs of the stakeholders. Conclusion Culture extends beyond the boundaries of institutes. The professional parting of culture and cultural context that is carried within information technology can make globalization to be possible.Political competence as a characteristic of a leader has a particular utility in the role of government in promoting health care and resource use and exchanges. Government incentives should include political capabilities in setting external broader boundaries in environment. Political capabilities can help to achieve the desired goals of an institution since they impact on their financial status. Therefore political competence need to be identified and leaders be trained on how to posses them. During the rapid changes of KHCC there were growing number of patients and programs and services increased (Moe, 2007)