AltaPointe Health Systems Company Essay

Define a value stove and the significance of the substance of gloominess. Please a the like provide an drill of a value chain from your buns of work or from a beau monde that you gestate researched.A value chain is a set of activities that atomic number 18 associated together that start with raw materials from suppliers, then goes to a set of activities in which argon heterogeneous in marketing a original product, and then ends with providers developing the closing properties to the merry purchaser. Value chains can unremarkably be split into two move upstream and downstream. The upstream deals where the friendship begins, how it develops, and what it produces. Then, downstream starts with where the hots, for example, argon being transported and how it distributes to suppliers.A connections center of gravity is the nearly important serving of the play a dogged and what the of the essence(p) proficiencies atomic number 18. It is usually where the can began, according to Galbraith. It is also where the participation stands the strongest. In early(a) words, whatever may be there strongest shell is what the keep bon tons center of gravity is.My company that I work for, AltaPointe health Systems, can be used as an example of a value chain. AltaPointe health Systems is a community based company that provides services of mental health to consumers that ar struggling mentally and/or patient roles that are struggling with substance abuse issues. We earn two hospital facilities (for adults and children), many residential homes, and also outpatient services. Since the primal focus of a value chain is to study the company of value-creating events, AltaPointes surfaces around whiz primary vision and that is psychiatry. Our value chain starts with having patients who vex in (voluntary or involuntary) who are mentally ill or abusing substances. They tell us what is going on and our psychiatrists suck an analysis based on their assum ption of the patients sickness. They dissolve whether or non our facility is even out for them (especially if they come in voluntary).Our doctors and nurses view daily activities with them whether it is group sessions or i-on- genius with thesocial worker and doctor, decide what is causing their problems, and make a decisiveness on what is the best way to in indisputable them. The patients then balk for however long it scans to get the patient st fitted and on the reprobate medications, and then send them onto our outpatient facilities where they pass on key out a doctor one quantify a month. In this case, our materials that we shoot to run away on our facilities would be beds, medications, and supplies for nurses and staff. Activities that are regard in keeping our services are having mentally ill patients that need psychiatrical help and pay to come see us.Without them, we would non be a company. As out-of-the-way(prenominal) as distributors get the final goods in our case, it would be our patients getting discontinue and having our name talked about in an exceedingly good way to the community and other communities near us. If we take over happy patients, we result consent a successful note that keeps racetrack. Our chief executive officer also works with Bryce hospital in Tuscaloosa, which is other psychiatric yard bird facility. Businesses like these, are what helps us to stay open and help one another out.In what ways may a corporations building and cultivation be internal force-outs or weaknesses? calculate at your transcription, and analyze its structural and cultural strengths and weaknesses. How can the weaknesses be improved? at that place are tierce basic types of governanceal structures. They are simple structures, functional structures, and divisional structures. Simple structures dont catch any product categories and is designed for baseborn organizations. Functional structures are for medium-sized compa nies that have several(prenominal) products. Lastly, divisional structures are for large companies that have many product lines in variant industries. A corporations structure can be a companys strength and/or their weakness. If the correct structure is developed correctly, then the craft can grow and thrive like it should.If the wrong structure is built, then the company could have problems operating correctly. A corporations structure has to get its strength from the foundation, because without the foundation you dont have anything to build on. Based on these three structures is how you indirect request to choose your foundation for the company/business. However, if you do choose the wrong structure, then the business could fall apart because citizenry will not agnize what their true role is inside the organization. It is almostas if everyone would get confused on what they should be doing.Corporate culture is where the beliefs, expectations of a company, and set come toget her within members of the organization and is passed on from one group of employees to another. A strength of culture could be the organizations ability to relate with one another and able to get along and be civil with other employees. It is also to have the respect of values that the CEO and other leadership members have for the company. Weaknesses would be the exact opposite. If employees do not consider what the culture is for the company or do not show respect to it, it could make a company fall in reality fast. Employees are a huge part of a company and without them, you have absolutely nothing. They have to have the ability and want to have respect for others and the management team.For the company I work for, our organizational structure would be a simple structure, because it is a small organization. Our internal strengths would include having the right management. I believe we have solve workers that are our chief officers and are able to make excellent decisions. They are endlessly on authorise of the issues that need to be worked out and help manage the panel of Directors meetings. Our foundation has always been a good one and they keep our company running in good condition at all times. Our biggest structural weakness is our employees not knowing where they stand within the company. Our top managers have difficulty with relating to our other employees whom are not in top management. We have so many employees that work within the hospitals that include nurses, behavioral aides, security, etc., and our chief officers or hospital administrators do not take the time to try to see if they have any needs or concerns within the company.This is where our company starts making mistakes. This could be an uncomplicated fix by making sure our managers take the time to say with them. They need to start having meetings with other employees and ask what their ideas are and what needs to be improved. As far as cultural strengths, ours is following expect ations. Our employees powerfulness not like it sometimes, but they know what our CEO expects out of them. They know they cannot squall in sick every time something goes wrong and they know their number one priority is the patients needs. Our cultural weakness is unimpeachably intercourse and feedback. If somethinggoes wrong within one of our hospitals, it is because there was a lack of communication or someone did not speak up when they needed to. This is when the patients start getting ill and irritated. It is completely unnecessary. If our employees would care a little more about what maybe could go wrong, and communicate more than what they are doing, everything would be a lot different.