Effective Communication



Effectivecommunication deepens connections, enhances decision making,teamwork, and problem solving. Effective communication is the basisof teamwork and knowledge sharing. The type of the organizationalmodel adopted by the organization also influences the effectivenessof knowledge sharing (Droege, 2014). This paper will address thefunctional type of organizational model, knowledge sharing, and staffinvolvement at Florida Hospital as one of the familiar organizations.


Organizationalmodel refers to the way in which a given organization arranges jobsand people to ensure that work can be performed and goals achieved(Droege, 2014). Different organizations adopt different modelsdepending on their respective strategic objectives. For example, theFlorida Hospital has a functional organizational model, which isconfirmed by division of the operations into different units, such aspsychiatry, surgery, billing, nursing, and housekeeping among others.A functional model is preferred by many organizations (including theFlorida Hospital) because it allows organizations to structuredifferent functions by expertise (Droege, 2014). The managers ofdifferent functions report directly to the head of the hospital.Functions are grouped depending on the type and the level of skills,knowledge, and resources that are required to facilitate efficientdelivery of services.

Knowledgesharing is among the key factors that help organizations to remaininnovative and competitiveness in the industry. Knowledge sharing isachieved at Florida Hospital by seeking information from thedepartment as opposed to individual members of staff. The decision bythe top management to look for information from the departmentschallenges the members of the department to put their heads together,which facilitates knowledge sharing (Bloomfire, 2015). Mentorship isanother effective method of sharing knowledge and information amongthe members of staff. For example, the newly hired health careproviders are mentored by experienced ones who informs them how thehospital operates and what the management expects from them.

Thestaff engagement has been a priority for Florida Hospital since itsmanagement understands the significance of an engaged workforce inadvancing the healing ministry. The Florida hospital has been forseveral years for its staff engagement program that creates aplatform for the members of staff to make their contributions onmatters that affect their professional lives and the progress of thehealth care facility at large (Florida Hospital, 2015). This is aconfirmation that the hospital has been using staff engagementstrategies that facilitate effective sharing of knowledge. One ofthese strategies is collaboration and the spirit of working together.Collaboration enhances ideas and reduces the waste time.Collaboration has been achieved by creating an environment thatallows members of staff to make their contributions at thedepartmental level in an effort to find solutions to differentchallenges affecting the department or the hospital at large.

AlthoughFlorida Hospital has managed to facilitate collaboration within itsfacilities, it is evident that the current organizational modelreduces the effective use of teamwork as a tool for sharingknowledge. Teams are the best platforms for knowledge sharing andcollaboration. Teamwork benefits both the organization and employees.According to Thompson, Buchbinder &amp Shanks (2000) teamworkenhances coordination of care, client satisfaction, staffsatisfaction, increased productivity, quality of care, and efficientuse of resources. The functional model adopted by the hospital turnsdifferent functional areas into silos where each one of them focuseson its respective set of responsibilities. In addition, differentfunctions are formed by members of similar specialties, which meanthat there is little to be shared since they all understand similarconcepts and perform similar functions. This has made teamwork anineffective tool for sharing knowledge at Florida Hospital.

Theuse of teams as effective tools for sharing knowledge can be appliedin the hospital workforce by changing the organizational model to amatrix model. A matrix model facilitates the grouping of members ofstaff into teams that are composed of individuals with differentspecialties (Droege, 2014). This implies that different members ofthe work teams will make varied contributions, thereby enhancingefficiency of each of the teams and the quality of health careservices delivered to clients. Changing the organizational model isthe prerequisite step that ushers in other methods of sharingknowledge. For example, team members with different skills appreciatethe contribution of each other and this facilitates effectivecollaboration leading to quality outcome.

Knowledgesharing influences the competitiveness of the organization. With thecurrent level of technology, employees can share knowledge faster,with a larger group of professionals, and in a clear and moreeffective ways. The modern technology offers a large number ofknowledge sharing tools (such as web-based communication andconferencing, instant messaging, wikis, and online repositories) thatcan help employees with different specialties share knowledge withoutthe need to travel out of their departments (Hedgebeth, 2007). Someof these tools (such as instant messaging and telemedicine) allowemployees to share knowledge and information in real-time, whichsubstitute physical teams with virtual teams.


Knowledgesharing is among the key factors that increase the competitiveness oforganizations. The type of the organization model determines thecapacity of the organization to form work teams and facilitates theprocess of knowledge sharing. Functional model limits the capacity ofthe organization for form effective teams while a matrix model allowsthe organization to form teams comprised of members with differentspecialties. The modern technologies bridge the challenges thatorganizations face when establishing work teams. This is becausetechnology facilitates real-time sharing of knowledge and theestablishment of virtual teams.


Bloomfire(2015). Five ways to encourage knowledge sharing within yourorganization. Bloomfire.Retrieved July 18, 2015, fromhttps://bloomfire.com/blog/522359-5-ways-to-encourage-knowledge-sharing-within-your-organization/

Droege,B. (2014). Organizational structure. Advameg,Inc.Retrieved July 18, 2015, fromhttp://www.referenceforbusiness.com/management/Ob-Or/Organizational-Structure.html

FloridaHospital (2015). Florida Hospital workforce recognized for employeeengagement excellence. FloridaHospital.Retrieved July 18, 2015, fromhttps://www.floridahospital.com/news/florida-hospital-workforce-recognized-employee-engagement-excellence

Hedgebeth,D. (2007). Making use of knowledge sharing technologies. VINE,37 (1), 49-55.

Thompson,M., Buchbinder, B., &amp Shanks, H. (2000). Anoverview of healthcare management.Sudbury, MA: Jones &amp Bartlett Learning LLC.