Four types: single holistic, single embedded, multiple holistic, multiple embedded
The post-positive paradigm postulates there is one reality that can be objectively described and understood by “bracketing” oneself from the research to remove prejudice or bias. 27 Yin focuses on general explanation and prediction, emphasizing the formulation of propositions, akin to hypothesis testing. This approach is best suited for structured and objective data collection 9 , 11 and is often used for mixed-method studies.
Constructivism assumes that the phenomenon of interest is constructed and influenced by local contexts, including the interaction between researchers, individuals, and their environment. 27 It acknowledges multiple interpretations of reality 24 constructed within the context by the researcher and participants which are unlikely to be replicated, should either change. 5 , 20 Stake and Merriam’s constructivist approaches emphasize a story-like rendering of a problem and an iterative process of constructing the case study. 7 This stance values researcher reflexivity and transparency, 28 acknowledging how researchers’ experiences and disciplinary lenses influence their assumptions and beliefs about the nature of the phenomenon and development of the findings.
A key tenet of case study methodology often underemphasized in literature is the importance of defining the case and phenomenon. Researches should clearly describe the case with sufficient detail to allow readers to fully understand the setting and context and determine applicability. Trying to answer a question that is too broad often leads to an unclear definition of the case and phenomenon. 20 Cases should therefore be bound by time and place to ensure rigor and feasibility. 6
Yin 22 defines a case as “a contemporary phenomenon within its real-life context,” (p13) which may contain a single unit of analysis, including individuals, programs, corporations, or clinics 29 (holistic), or be broken into sub-units of analysis, such as projects, meetings, roles, or locations within the case (embedded). 30 Merriam 24 and Stake 5 similarly define a case as a single unit studied within a bounded system. Stake 5 , 23 suggests bounding cases by contexts and experiences where the phenomenon of interest can be a program, process, or experience. However, the line between the case and phenomenon can become muddy. For guidance, Stake 5 , 23 describes the case as the noun or entity and the phenomenon of interest as the verb, functioning, or activity of the case.
Yin’s approach to a case study is rooted in a formal proposition or theory which guides the case and is used to test the outcome. 1 Stake 5 advocates for a flexible design and explicitly states that data collection and analysis may commence at any point. Merriam’s 24 approach blends both Yin and Stake’s, allowing the necessary flexibility in data collection and analysis to meet the needs.
Yin 30 proposed three types of case study approaches—descriptive, explanatory, and exploratory. Each can be designed around single or multiple cases, creating six basic case study methodologies. Descriptive studies provide a rich description of the phenomenon within its context, which can be helpful in developing theories. To test a theory or determine cause and effect relationships, researchers can use an explanatory design. An exploratory model is typically used in the pilot-test phase to develop propositions (eg, Sibbald et al. 31 used this approach to explore interprofessional network complexity). Despite having distinct characteristics, the boundaries between case study types are flexible with significant overlap. 30 Each has five key components: (1) research question; (2) proposition; (3) unit of analysis; (4) logical linking that connects the theory with proposition; and (5) criteria for analyzing findings.
Contrary to Yin, Stake 5 believes the research process cannot be planned in its entirety because research evolves as it is performed. Consequently, researchers can adjust the design of their methods even after data collection has begun. Stake 5 classifies case studies into three categories: intrinsic, instrumental, and collective/multiple. Intrinsic case studies focus on gaining a better understanding of the case. These are often undertaken when the researcher has an interest in a specific case. Instrumental case study is used when the case itself is not of the utmost importance, and the issue or phenomenon (ie, the research question) being explored becomes the focus instead (eg, Paciocco 32 used an instrumental case study to evaluate the implementation of a chronic disease management program). 5 Collective designs are rooted in an instrumental case study and include multiple cases to gain an in-depth understanding of the complexity and particularity of a phenomenon across diverse contexts. 5 , 23 In collective designs, studying similarities and differences between the cases allows the phenomenon to be understood more intimately (for examples of this in the field, see van Zelm et al. 33 and Burrows et al. 34 In addition, Sibbald et al. 35 present an example where a cross-case analysis method is used to compare instrumental cases).
Merriam’s approach is flexible (similar to Stake) as well as stepwise and linear (similar to Yin). She advocates for conducting a literature review before designing the study to better understand the theoretical underpinnings. 24 , 25 Unlike Stake or Yin, Merriam proposes a step-by-step guide for researchers to design a case study. These steps include performing a literature review, creating a theoretical framework, identifying the problem, creating and refining the research question(s), and selecting a study sample that fits the question(s). 24 , 25 , 36
Using multiple data collection methods is a key characteristic of all case study methodology; it enhances the credibility of the findings by allowing different facets and views of the phenomenon to be explored. 23 Common methods include interviews, focus groups, observation, and document analysis. 5 , 37 By seeking patterns within and across data sources, a thick description of the case can be generated to support a greater understanding and interpretation of the whole phenomenon. 5 , 17 , 20 , 23 This technique is called triangulation and is used to explore cases with greater accuracy. 5 Although Stake 5 maintains case study is most often used in qualitative research, Yin 17 supports a mix of both quantitative and qualitative methods to triangulate data. This deliberate convergence of data sources (or mixed methods) allows researchers to find greater depth in their analysis and develop converging lines of inquiry. For example, case studies evaluating interventions commonly use qualitative interviews to describe the implementation process, barriers, and facilitators paired with a quantitative survey of comparative outcomes and effectiveness. 33 , 38 , 39
Yin 30 describes analysis as dependent on the chosen approach, whether it be (1) deductive and rely on theoretical propositions; (2) inductive and analyze data from the “ground up”; (3) organized to create a case description; or (4) used to examine plausible rival explanations. According to Yin’s 40 approach to descriptive case studies, carefully considering theory development is an important part of study design. “Theory” refers to field-relevant propositions, commonly agreed upon assumptions, or fully developed theories. 40 Stake 5 advocates for using the researcher’s intuition and impression to guide analysis through a categorical aggregation and direct interpretation. Merriam 24 uses six different methods to guide the “process of making meaning” (p178) : (1) ethnographic analysis; (2) narrative analysis; (3) phenomenological analysis; (4) constant comparative method; (5) content analysis; and (6) analytic induction.
Drawing upon a theoretical or conceptual framework to inform analysis improves the quality of case study and avoids the risk of description without meaning. 18 Using Stake’s 5 approach, researchers rely on protocols and previous knowledge to help make sense of new ideas; theory can guide the research and assist researchers in understanding how new information fits into existing knowledge.
Columbia University has recently demonstrated how case studies can help train future health leaders. 41 Case studies encompass components of systems thinking—considering connections and interactions between components of a system, alongside the implications and consequences of those relationships—to equip health leaders with tools to tackle global health issues. 41 Greenwood 42 evaluated Indigenous peoples’ relationship with the healthcare system in British Columbia and used a case study to challenge and educate health leaders across the country to enhance culturally sensitive health service environments.
An important but often omitted step in case study research is an assessment of quality and rigour. We recommend using a framework or set of criteria to assess the rigour of the qualitative research. Suitable resources include Caelli et al., 43 Houghten et al., 44 Ravenek and Rudman, 45 and Tracy. 46
Although “pragmatic” case studies (ie, utilizing practical and applicable methods) have existed within psychotherapy for some time, 47 , 48 only recently has the applicability of pragmatism as an underlying paradigmatic perspective been considered in HSR. 49 This is marked by uptake of pragmatism in Randomized Control Trials, recognizing that “gold standard” testing conditions do not reflect the reality of clinical settings 50 , 51 nor do a handful of epistemologically guided methodologies suit every research inquiry.
Pragmatism positions the research question as the basis for methodological choices, rather than a theory or epistemology, allowing researchers to pursue the most practical approach to understanding a problem or discovering an actionable solution. 52 Mixed methods are commonly used to create a deeper understanding of the case through converging qualitative and quantitative data. 52 Pragmatic case study is suited to HSR because its flexibility throughout the research process accommodates complexity, ever-changing systems, and disruptions to research plans. 49 , 50 Much like case study, pragmatism has been criticized for its flexibility and use when other approaches are seemingly ill-fit. 53 , 54 Similarly, authors argue that this results from a lack of investigation and proper application rather than a reflection of validity, legitimizing the need for more exploration and conversation among researchers and practitioners. 55
Although occasionally misunderstood as a less rigourous research methodology, 8 case study research is highly flexible and allows for contextual nuances. 5 , 6 Its use is valuable when the researcher desires a thorough understanding of a phenomenon or case bound by context. 11 If needed, multiple similar cases can be studied simultaneously, or one case within another. 16 , 17 There are currently three main approaches to case study, 5 , 17 , 24 each with their own definitions of a case, ontological and epistemological paradigms, methodologies, and data collection and analysis procedures. 37
Individuals’ experiences within health systems are influenced heavily by contextual factors, participant experience, and intricate relationships between different organizations and actors. 55 Case study research is well suited for HSR because it can track and examine these complex relationships and systems as they evolve over time. 6 , 7 It is important that researchers and health leaders using this methodology understand its key tenets and how to conduct a proper case study. Although there are many examples of case study in action, they are often under-reported and, when reported, not rigorously conducted. 9 Thus, decision-makers and health leaders should use these examples with caution. The proper reporting of case studies is necessary to bolster their credibility in HSR literature and provide readers sufficient information to critically assess the methodology. We also call on health leaders who frequently use case studies 56 – 58 to report them in the primary research literature.
The purpose of this article is to advocate for the continued and advanced use of case study in HSR and to provide literature-based guidance for decision-makers, policy-makers, and health leaders on how to engage in, read, and interpret findings from case study research. As health systems progress and evolve, the application of case study research will continue to increase as researchers and health leaders aim to capture the inherent complexities, nuances, and contextual factors. 7
Saul McLeod, PhD
Editor-in-Chief for Simply Psychology
BSc (Hons) Psychology, MRes, PhD, University of Manchester
Saul McLeod, PhD., is a qualified psychology teacher with over 18 years of experience in further and higher education. He has been published in peer-reviewed journals, including the Journal of Clinical Psychology.
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Olivia Guy-Evans, MSc
Associate Editor for Simply Psychology
BSc (Hons) Psychology, MSc Psychology of Education
Olivia Guy-Evans is a writer and associate editor for Simply Psychology. She has previously worked in healthcare and educational sectors.
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Case studies are in-depth investigations of a person, group, event, or community. Typically, data is gathered from various sources using several methods (e.g., observations & interviews).
The case study research method originated in clinical medicine (the case history, i.e., the patient’s personal history). In psychology, case studies are often confined to the study of a particular individual.
The information is mainly biographical and relates to events in the individual’s past (i.e., retrospective), as well as to significant events that are currently occurring in his or her everyday life.
The case study is not a research method, but researchers select methods of data collection and analysis that will generate material suitable for case studies.
Freud (1909a, 1909b) conducted very detailed investigations into the private lives of his patients in an attempt to both understand and help them overcome their illnesses.
This makes it clear that the case study is a method that should only be used by a psychologist, therapist, or psychiatrist, i.e., someone with a professional qualification.
There is an ethical issue of competence. Only someone qualified to diagnose and treat a person can conduct a formal case study relating to atypical (i.e., abnormal) behavior or atypical development.
There are several places to find data for a case study. The key is to gather data from multiple sources to get a complete picture of the case and corroborate facts or findings through triangulation of evidence. Most of this information is likely qualitative (i.e., verbal description rather than measurement), but the psychologist might also collect numerical data.
Searching historical archives, museum collections and databases to find relevant documents, visual/audio records related to the case history and context.
Public archives like newspapers, organizational records, photographic collections could all include potentially relevant pieces of information to shed light on attitudes, cultural perspectives, common practices and historical contexts related to psychology.
Organizational records offer the advantage of often having large datasets collected over time that can reveal or confirm psychological insights.
Of course, privacy and ethical concerns regarding confidential data must be navigated carefully.
However, with proper protocols, organizational records can provide invaluable context and empirical depth to qualitative case studies exploring the intersection of psychology and organizations.
Follow specified case study guidelines provided by a journal or your psychology tutor. General components of clinical case studies include: background, symptoms, assessments, diagnosis, treatment, and outcomes. Interpreting the information means the researcher decides what to include or leave out. A good case study should always clarify which information is the factual description and which is an inference or the researcher’s opinion.
Case studies allow a researcher to investigate a topic in far more detail than might be possible if they were trying to deal with a large number of research participants (nomothetic approach) with the aim of ‘averaging’.
Because of their in-depth, multi-sided approach, case studies often shed light on aspects of human thinking and behavior that would be unethical or impractical to study in other ways.
Research that only looks into the measurable aspects of human behavior is not likely to give us insights into the subjective dimension of experience, which is important to psychoanalytic and humanistic psychologists.
Case studies are often used in exploratory research. They can help us generate new ideas (that might be tested by other methods). They are an important way of illustrating theories and can help show how different aspects of a person’s life are related to each other.
The method is, therefore, important for psychologists who adopt a holistic point of view (i.e., humanistic psychologists ).
Because a case study deals with only one person/event/group, we can never be sure if the case study investigated is representative of the wider body of “similar” instances. This means the conclusions drawn from a particular case may not be transferable to other settings.
Because case studies are based on the analysis of qualitative (i.e., descriptive) data , a lot depends on the psychologist’s interpretation of the information she has acquired.
This means that there is a lot of scope for Anna O , and it could be that the subjective opinions of the psychologist intrude in the assessment of what the data means.
For example, Freud has been criticized for producing case studies in which the information was sometimes distorted to fit particular behavioral theories (e.g., Little Hans ).
This is also true of Money’s interpretation of the Bruce/Brenda case study (Diamond, 1997) when he ignored evidence that went against his theory.
Breuer, J., & Freud, S. (1895). Studies on hysteria . Standard Edition 2: London.
Curtiss, S. (1981). Genie: The case of a modern wild child .
Diamond, M., & Sigmundson, K. (1997). Sex Reassignment at Birth: Long-term Review and Clinical Implications. Archives of Pediatrics & Adolescent Medicine , 151(3), 298-304
Freud, S. (1909a). Analysis of a phobia of a five year old boy. In The Pelican Freud Library (1977), Vol 8, Case Histories 1, pages 169-306
Freud, S. (1909b). Bemerkungen über einen Fall von Zwangsneurose (Der “Rattenmann”). Jb. psychoanal. psychopathol. Forsch ., I, p. 357-421; GW, VII, p. 379-463; Notes upon a case of obsessional neurosis, SE , 10: 151-318.
Harlow J. M. (1848). Passage of an iron rod through the head. Boston Medical and Surgical Journal, 39 , 389–393.
Harlow, J. M. (1868). Recovery from the Passage of an Iron Bar through the Head . Publications of the Massachusetts Medical Society. 2 (3), 327-347.
Money, J., & Ehrhardt, A. A. (1972). Man & Woman, Boy & Girl : The Differentiation and Dimorphism of Gender Identity from Conception to Maturity. Baltimore, Maryland: Johns Hopkins University Press.
Money, J., & Tucker, P. (1975). Sexual signatures: On being a man or a woman.
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By Mike Wolfe
Research shows that 93 percent of consumers say online reviews will affect shopping choices . Online reviews certainly help tell a part of your organization’s story, but when you want to offer a bigger picture and really show off what you can do, there’s nothing like a case study.
A great case study can help assure your audience that you’re more than capable of helping them with their problems because you’ve been there and done that for similar organizations. Ever looked at an organization’s website and checked out their case studies or testimonials before filling out a form or giving them a call?
These are great pieces of collateral that can have an immediate impact on the audience you connect with and can be used in a number of ways throughout the course of your marketing and sales efforts.
When you are looking to put together your next case study (or revamp some of your older ones), take these essential elements into consideration.
Start with clearly defined issues..
When your audience takes the time to read your case study, they likely do so because they want to see that you resolved a problem or challenge they’re facing. Before writing a case study, consider some common problems or challenges your personas are experiencing and start there.
Describe the problems, but really showcase your solutions..
Your customer came to you with a problem or need for you to solve—and you knocked it out of the park! Don’t sell yourself short when it comes to describing how you resolved the customer’s problems. Highlight the ways your product or service was the perfect fit for your customer so potential customers can start connecting the dots on how you can help them too.
Tell the story of your customers’ experience..
Problems and solutions are important to cover, but don’t forget to make your case study relatable to your audience. Telling the story from the perspective of the customer and describing how they felt and what they experienced throughout the process helps your audience put themselves in your customer’s shoes.
Give your customer a voice..
Take your storytelling to the next level by using real customer quotes that support your case study. The best quotes will draw a clear connection between the customer’s good experience and your product or service, offering an intimate look at how your business helped them succeed. Be sure to choose quotes that perfectly illustrate the results you achieved for your customer, and make sure they accurately reflect the customer’s opinion.
Let’s see some results.
You’ve got the beginning of the story (why you and the customer met) and the middle of the story (how you worked to help them). Now, in order for this to have a happy ending for both your customers and your audience, you need the results to bring it home.
The key here is to be as specific as possible with your outcomes. Let those results shine and give your audience a glimpse into what they can potentially see from partnering with your organization.
Engage readers visually..
Visual aids help bring a tangible element to the case study, making it more memorable and engaging for readers. Case studies that include visual elements such as photos, diagrams, infographics, or videos can often be more persuasive and effective than those that don’t. Visual aids can also help make complex topics more easily understandable, and they often create a stronger emotional connection with potential customers.
Cap it off with a great title..
When writing a marketing case study, it is important to include an effective title that accurately describes the content. A catchy and well-crafted title can help draw readers in and entice them to learn more about the journey your customer went through. Good titles are concise yet descriptive, so readers can quickly understand what the case study is about and why it is important.
Here are a few quick tips to get you started:
Once created, there are many great places to showcase your next case study. Link to it from your sales collateral or event materials (including your booths and product sheets). Have the resources to use video in your customer conversations? Send these videos out through your social channels to help your audience put a face and a voice to the results you can bring them.
One final piece of advice: Look at metrics about how your audience is primarily viewing content, and capitalize on those options for your next great case study. Best of luck!
This post was originally published in May 2016 and has been updated since.
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Mike Wolfe is an Inbound Marketing Strategist at SmartBug Media helping clients find success through inbound marketing. Read more articles by Mike Wolfe .
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Updated July 2024: SaaS case studies are essential for demonstrating the value of your products and showcasing the success your customers have experienced. To streamline the creation of these case studies, adhering to a specific format is vital. In this post, discover the 9 key components of a case study that you need to include.
This is the first post in a 9-part series on how to write a B2B case study .
1. an engaging executive summary.
One of the most crucial components of a case study is a compelling executive summary . It tells your potential customer what to expect and how they might be able to relate to the information provided. Begin by introducing your customer and their challenges. Then, emphasize how your B2B SaaS company helped deliver the right solution. Finally, include a preview of the outcomes your customer achieved with your products.
Illustrating the obstacles your customer faced that prompted them to seek out a B2B SaaS solution is one of the most crucial components of a case study. For example, maybe previous solution was a drain on time, resources or budgets.
This section is an ideal spot to use a customer quote and let them share their story in their words. Remember to paint your customer in a positive light. Focus on how they wanted to improve their business and avoid overly negative language.
Source: monday.com
Help your reader picture themselves in your customer’s shoes. Lay out the steps your customer took to try to solve their problem, including an overview of the other products they investigated before they decided on yours. But be mindful not to toot your own horn—you’re simply recapping the facts.
Source: Envysion
The core components of a case study wouldn’t be complete without a section on how your customer decided on your specific B2B SaaS solution. First, provide insight into which of their business requirements it met. Then include any other reasons the partnership was a good fit—perhaps your companies shared similar organizational values.
This is an area where case study testimonials make for powerful storytelling . They allow you to set your case study up to dive into how you and your product solved your customer’s challenges.
Source: LeanData
In the “solution” component of your case study, you get to pitch your products without the fear of sounding like a used car salesman. Remember, you didn’t rush in and save the day—this is about your customer’s goals and how your solution helped them reach their objectives. As a result, you simply need to outline the products your customer purchased and the benefits they provided.
Change can be daunting, especially when it comes to the unknown, so it’s crucial that you give your reader a clear sense of how the implementation process went for your customer. For example, if problems arose, don’t be afraid to be transparent about them, but tie the storyline back to how you and your customer overcame the challenges. This is one of the most important components of a case study, and is an opportunity to let your customer service shine.
Source: Sage
77% of SaaS companies include metrics in at least 50% of their case studies . Metrics are where you can show off the data—hard numbers like revenue gains and time saved that illustrate the return on investment your customer gained from your solution. Showcase how well your products solved the customer’s problems. Find out what to do if you don’t have case study metrics to work with.
Using the right components of a case study so far has helped keep your reader’s attention until the end of the piece, creating an important opportunity for you to guide them to the next step you want them to take. You can accomplish this by including a clear call to action (CTA) that speaks directly to them at the end of your B2B SaaS case study. See these case study CTA examples to learn how to make your calls to action stand out.
A lot of experts will tell you that your content needs to include all of the components of a case study and follow a structured formula. But don’t stress over this.
A creative story doesn’t lock itself into anything too prescriptive. And you don’t have to chunk your content into specific modules like some ’90s business plan. The most interesting and compelling stories take a creative approach to case study layout , and they play with perspective.
Now that you know the 9 parts of a case study, take a look back through your own case studies. Have you included each of the components?
And last, but certainly not least, have you squeezed every last ounce of value from your case studies? Here are 13 ways to repurpose your case studies for maximum results.
Partnering with a SaaS content marketing agency like Uplift Content allows you to produce a consistent flow of high-quality marketing and sales collateral that generates and nurtures leads—and closes sales faster. Check out our case study writing services .
As the founder of Uplift Content, Emily leads her team in creating done-for-you case studies, ebooks and blog posts for high-growth SaaS companies like ClickUp, Calendly and WalkMe. Connect with Emily on Linkedin
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An article that describes and interprets an individual case, often written in the form of a detailed story. Case reports often describe:
Case reports are considered the lowest level of evidence, but they are also the first line of evidence, because they are where new issues and ideas emerge. This is why they form the base of our pyramid. A good case report will be clear about the importance of the observation being reported.
If multiple case reports show something similar, the next step might be a case-control study to determine if there is a relationship between the relevant variables.
The patient should be described in detail, allowing others to identify patients with similar characteristics.
Does the case report provide information about the patient's age, sex, ethnicity, race, employment status, social situation, medical history, diagnosis, prognosis, previous treatments, past and current diagnostic test results, medications, psychological tests, clinical and functional assessments, and current intervention?
Case reports should include carefully recorded, unbiased observations.
Does the case report include measurements and/or recorded observations of the case? Does it show a bias?
Case reports should explore and infer, not confirm, deduce, or prove. They cannot demonstrate causality or argue for the adoption of a new treatment approach.
Does the case report present a hypothesis that can be confirmed by another type of study?
A physician treated a young and otherwise healthy patient who came to her office reporting numbness all over her body. The physician could not determine any reason for this numbness and had never seen anything like it. After taking an extensive history the physician discovered that the patient had recently been to the beach for a vacation and had used a very new type of spray sunscreen. The patient had stored the sunscreen in her cooler at the beach because she liked the feel of the cool spray in the hot sun. The physician suspected that the spray sunscreen had undergone a chemical reaction from the coldness which caused the numbness. She also suspected that because this is a new type of sunscreen other physicians may soon be seeing patients with this numbness.
The physician wrote up a case report describing how the numbness presented, how and why she concluded it was the spray sunscreen, and how she treated the patient. Later, when other doctors began seeing patients with this numbness, they found this case report helpful as a starting point in treating their patients.
Hymes KB. Cheung T. Greene JB. Prose NS. Marcus A. Ballard H. William DC. Laubenstein LJ. (1981). Kaposi's sarcoma in homosexual men-a report of eight cases. Lancet. 2(8247), 598-600.
This case report was published by eight physicians in New York city who had unexpectedly seen eight male patients with Kaposi’s sarcoma (KS). Prior to this, KS was very rare in the U.S. and occurred primarily in the lower extremities of older patients. These cases were decades younger, had generalized KS, and a much lower rate of survival. This was before the discovery of HIV or the use of the term AIDS and this case report was one of the first published items about AIDS patients.
Wu, E. B., & Sung, J. J. Y. (2003). Haemorrhagic-fever-like changes and normal chest radiograph in a doctor with SARS. Lancet, 361(9368), 1520-1521.
This case report is written by the patient, a physician who contracted SARS, and his colleague who treated him, during the 2003 outbreak of SARS in Hong Kong. They describe how the disease progressed in Dr. Wu and based on Dr. Wu’s case, advised that a chest CT showed hidden pneumonic changes and facilitate a rapid diagnosis.
Case Series
A report about a small group of similar cases.
Preplanned Case-Observation
A case in which symptoms are elicited to study disease mechanisms. (Ex. Having a patient sleep in a lab to do brain imaging for a sleep disorder).
1. Case studies are not considered evidence-based even though the authors have studied the case in great depth.
a) True b) False
2. When are Case reports most useful?
a) When you encounter common cases and need more information b) When new symptoms or outcomes are unidentified c) When developing practice guidelines d) When the population being studied is very large
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Design systems are structured collections of reusable components that help teams build digital products in a consistent, efficient way. But what exactly are they and how do you use them? In this comprehensive guide, we’ll walk through a practical case study on implementing a design system from start to finish.
A design system is a set of documented standards and modular, reusable components used to create digital products. It typically includes:
Design systems help teams build consistent, high-quality user experiences across platforms. They boost productivity by eliminating redundant work and fostering collaboration between designers and developers using a shared set of tools.
Some key benefits of using a design system include:
Established companies like IBM, Shopify, and Apple have published their design systems to promote consistency and unity across their massive product ecosystems. But even smaller teams can benefit greatly from the modular approach enabled by design systems.
Next, let’s walk through a hands-on example of building a marketing website design with an open-source design system.
To see how design systems work in practice, we’ll work through a real-life example: Using Google’s Material Design System to build the homepage design for a fictional startup app called Novus .
Google‘s Material Design system has 1000+ premade components
Hundreds of free and paid design systems exist to choose from. Popular options include:
We’ll use Material Design because it’s mature, well-documented, and provides a wide selection of components suitable for marketing site designs.
After browsing the Material homepage and documentation, we gain familiarity with:
Now we understand Material’s capabilities. Next we’ll plan the site design using its lego-like building blocks.
Material Design offers premade user interface components
Based on initial Planning&Discovery Documents for Novus, we know the homepage design requires:
We analyze these sections and make initial component selections from the Material library:
Section | Material Components |
---|---|
Hero | , , |
Features | , |
Reviews | , |
Pricing | , , |
Contact | , |
This equips us with specific Material building blocks tailored for the project needs. Next we’ll wireframe the layout.
Component mapping complete
Now we sketch rough wireframes for our mobile and desktop homepage layouts using Material’s 8-point grid system for guidance.
We arrange shapes representing our planned components onto artboard canvases. This visualizes information hierarchy and positioning on the page.
Early mobile homepage wireframe draft
Through quick iteration, we decide on an initial responsive layout showcasing key homepage sections.
Satisfied with the wireframes for now, we proceed to open Figma to build an interactive high-fidelity prototype.
Inside Figma, we create 1440px wide artboards for desktop and 375px wide iPhone mobile frames.
Following our wireframes, we reconstruct the mobile homepage layout using Material components.
We drag, drop and edit elements from the Figma Material UI Kit like cards, icons, buttons and hero banners onto our canvas. Customizing colors, text and assets along the way.
Building mobile screens with Material Design components
Within a couple hours, we transform wireframes into high-fidelity interactive prototypes for mobile.
Completed mobile homepage prototype
Next we tackle the desktop layout, duplicating mobile frames as starting points. We stretch components wider and rearrange elements to match desktop wireframe plans.
More time is invested detailing data tables, creating coupon code chips, exposing menu navigation and adding hovers to buttons.
Building the desktop homepage prototype
After several hours of polish, visual hierarchy improves and desktop screens take shape.
Finished desktop homepage prototype
To demonstrate how users will navigate the experience, we add clickable links between artboards. Homepage buttons now navigate to interior pages.
Together the artboards form a clickable prototype that simulates real app usage flows. This sell the experience to stakeholders for feedback.
Linking multiple screens into a prototype
Finally, we export production-ready deliverables to share with developers:
These handoff assets empower developers to efficiently code the frontend. They also serve as lasting team resources for current and future projects.
Pro Tip: For extra polish, record a Prototype Demo Video to share with stakeholders!
Exported deliverables help kickstart development
And with that, we‘ve created a prototype for Novus‘ marketing site design leveraging Google‘s Material design system as reusable building blocks.
This exercise demonstrates how design systems enable consistency and efficiency designing digital experiences. Let‘s recap learnings:
Benefits realized:
Next step is developers will code the site using exported HTML/CSS frameworks and component libraries as reference. Changes are simplified by tweaking existing styles and elements.
Design systems boost team velocity, allowing us to invest more time innovating rather than executing repetitive tasks. They are clearly integral for crafting exceptional products at scale.
Adopting design systems yields tremendous dividends for organizations over the long run. Hopefully this tutorial provided valuable perspective into leveraging them effectively!
Dr. Alex Mitchell is a dedicated coding instructor with a deep passion for teaching and a wealth of experience in computer science education. As a university professor, Dr. Mitchell has played a pivotal role in shaping the coding skills of countless students, helping them navigate the intricate world of programming languages and software development.
Beyond the classroom, Dr. Mitchell is an active contributor to the freeCodeCamp community, where he regularly shares his expertise through tutorials, code examples, and practical insights. His teaching repertoire includes a wide range of languages and frameworks, such as Python, JavaScript, Next.js, and React, which he presents in an accessible and engaging manner.
Dr. Mitchell’s approach to teaching blends academic rigor with real-world applications, ensuring that his students not only understand the theory but also how to apply it effectively. His commitment to education and his ability to simplify complex topics have made him a respected figure in both the university and online learning communities.
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To manage the challenges associated with increasing costs and demand for healthcare, administrators often propose a re-structure of the workforce to gain more efficiencies. However, this can have detrimental impacts on professions such as allied health if the uniqueness of this workforce is not taken into consideration before, during and after re-structuring. In the dynamic setting of public hospital bed-based services, allied health is highly complex, consisting of diverse professionals (e.g., audiology, physiotherapy, occupational therapy, podiatry, pharmacy, dietetics, social work, and speech pathology), each requiring different technical expertise, training pathways, professional governance, and accountability. This case study evaluates the outcomes of a re-structure of allied health professionals working in bed-based services who transitioned from a matrix to a centralized structure of service delivery. Qualitative data were collected in a survey across three years to gain the perceptions from allied health staff about the impacts of the new structure. The results demonstrated that a centralized profession-based structure with single points of accountability was superior to a matrix structure in this context. The benefits identified included improved governance, administration efficiencies and cost-savings gained by having the budget and professional management aligned. This resulted in improved workforce planning and flexibility that delivered care to patients based on clinical priority. Further benefits included professional skills training pathways and succession planning across clinical specialties which enhanced career opportunities, all of which improved wellbeing and morale. These findings add to the sparse research pertaining to the components (structural, human and systems) to consider when incorporating allied health professionals in a proposed organizational design and the contingencies they require to operate successfully within certain contexts.
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To manage challenges associated with increasing costs and demand for healthcare, administrators have been looking for more efficient approaches in delivering quality care and enhancing performance. A common approach aimed at improving overall performance in many large organizations such as public hospitals has been to re-structure. However, past evidence has suggested that implementing structural change without due consideration of the unique requirements of health professionals such as allied health employees can have negative implications (Braithwaite et al. 2006 ; Law and Boyce 2003 ; Mickan et al. 2019 ). A review of allied health professionals (AHPs) working in Victoria, Australia concluded that there is no one best structural model for AHPs as they are a support workforce that connects and contributes to local priority requirements and systems (Buchan and Law 2016 ). Consequently, avoiding the ‘one size fits all’ approach is critical when an organization proposes a new structure that involves AHPs (Braithwaite et al. 2006 ; Law and Boyce 2003 ). This is the basic premise of organizational design theory which recognizes that there is not just one most suitable solution for organizing and that different organizations are not equally effective or efficient (Galbraith 1973 ; Burton and Obel 2018 ).
Organizational theory is defined by Jones ( 2013 ) as the “study of how organizations function and how they affect and are affected by the environment in which they operate” (pp. 30). The focus of organizational theory is to understand how to organize people and resources in order to achieve the organizations objectives (Greenwood and Miller 2020 ). Hence, in order to achieve its goals, the organization needs to focus on both structure and culture. Additionally, organizational design is about how and why various functions are chosen and puts pressure on individuals and work groups to behave in certain ways. Therefore, if the proper balance is not achieved, this can have significant impact on the organization’s performance (Jones 2013 ).
The multi-contingency theory of organizational design developed by Burton and Obel ( 2004 ) explains this further, by relating variations in organizational design to variations in the situation of the organization (i.e., its contingencies), which they conclude should be chosen based on the particular context. Furthermore, the description of the context should be multi-dimensional, including structural components (i.e., goals, strategy, structure, and tasks), human components (i.e., leadership, work processes, and people) and coordination (i.e., control systems, decision systems, information systems, and incentive mechanisms).
In this view, organizational design is more a process than a structure that is constantly adapting and evolving and planning for contingencies that may arise (Burton and Obel 2004 ). Further, the design of an organization shapes the flow of information, resources, and support, which effectively determines the powerholders (Myers 1996 ). Allied health employees are a good example of when the power imbalance in large healthcare organizations can create perceptions of inequitable treatment and lead to workers feeling disenfranchised. Even though AHPs constitute the second largest workforce within the health industry in Australia and make a significant contribution to health improvements, this contribution remains under recognized due to much of the health policy and funding focused predominantly on medicine and nursing (Buchan and Law 2016 ). Subsequently, AHPs are often not visible enough on the health policy agenda and there is little evidence available regarding their cost benefit and value. Consequently, there has been a relative lack of examination of the allied health workforce and how they contribute and influence in healthcare organizations. This has resulted in organizational designs that have minimal consideration given to AHPs and the contingencies that may impact their performance and wellbeing, which has ultimately resulted in unfavorable outcomes (Boyce 2006 ; Robinson and Compton 1996 ; Turato et al. 2023 ).
While there is some debate on the correct definition of this workforce (Turnbull et al. 2009 ), according to the Allied Health Professions Australia (AHPA, 2022), they are considered as health professionals that are separate to medicine, dental and nursing and provide specialized support across a variety of health services. Typically, these include audiology, dietetics, exercise physiology, occupational therapy, pharmacy, physiotherapy, podiatry, psychology, radiography, social work, and speech pathology. They usually operate autonomously and practice in an evidence-based paradigm, using an internationally recognized body of knowledge to provide optimal patient outcomes (AHPA, 2022).
The focus of AHPs in public hospital bed-based services is to work within a multidisciplinary team that delivers a coordinated approach to patient care (AHPA, 2022). This fast-paced context requires AHPs to make rapid clinical decisions frequently and be adaptable and flexible across clinical areas when under pressure to meet clinical demands (Philip 2015 ). They require highly technical knowledge and skills to deliver care in this setting (e.g., social worker organizing crisis accommodation, physiotherapist managing a severe respiratory condition to avoid an admission to the intensive care unit, occupational therapist fabricating a complex hand splint following trauma surgery, pharmacist assisting the medical team with medication management and dosage for acutely unwell patients). These types of pressures distinguish a public hospital bed-based setting from a community or primary care setting, in which the client group is not in the acute stages of treatment or requiring highly technical expertise from AHPs (Philip 2015 ). The relatively limited evidence suggests that for AHPs to function optimally in public hospital bed-based services requires an efficient and effective organizational design that takes into consideration both the multi-faceted nature of the allied health workforce and the layers of professional and clinical governance required to manage them effectively.
Given the specific needs of AHPs working in this sector of the hospital, this case study provides distinctive insights from AHPs, to better understand their operating requirements. This is important for hospital systems to understand if they are proposing to re-structure with the aim of delivering more efficient, sustainable, and effective services. Not taking into consideration the unique requirements of AHPs to function optimally and treating them the same as nursing and medicine is likely to result in poorer outcomes and impact performance (Turato et al. 2023 ). One of the key differences of AHPs when compared to nursing and medicine is the need for each individual allied health professional to navigate multiple identities with respect to their profession, the overarching allied health structure and alignment, and their inter-professional teams (Porter and Wilton 2020 ). The diversity of AHPs, each with different technical expertise, training pathways, sectors of practice and professional governance, makes AHPs working in hospital bed-based services highly complex. Therefore, as healthcare becomes increasingly complex, requiring seamless interdisciplinary teamwork and maximal return on investments in the health workforce, it is critical that the organizations in which AHPs work have considered the structural, human and system components of their design so that the widespread potential AHPs represent is fully realized (Australian Health Workforce Advisory Committee 2006 ).
In this study, the insights and experiences of hospital bed-based AHPs who were involved in a transition from a matrix to a centralized allied health structure were explored. The focus of the research was a large multi-site Australian public hospital and health service with five clinical orientated groupings (i.e., medical, surgical, women’s and children’s, community, and mental health). In 2017, the organization expanded to tertiary level services with the addition of a new hospital. In preparation for this, AHPs were dispersed into each of the five clinical groups under the management of a medical and nursing director. However, the matrix structure did not deliver upon the anticipated outcomes for AHPs working in the medical and surgical clinical groups with a range of unfavorable concerns reported (e.g., ambiguity, reduced workforce flexibility, increased cost, and low morale). Following consultation with key stakeholders and AHPs, a centralized allied health structure was implemented for AHPs working in the medical and surgical clinical units. To measure the outcomes, qualitative data were collected through an online survey in June 2020, 2021 and 2022 through open-ended questions and confirmatory meetings to verify generated themes.
This paper presents the findings of this iterative process and highlights the importance of implementing the ‘right structure’ which has the appropriate governance and support systems for AHPs working within hospital bed-based services. Further, it demonstrates the importance of healthcare administrators needing to be well informed about the complexities of AHPs before they consider embarking on structural change that incorporates AHPs in this context. This research contributes to relevant theory and practice by providing a deeper understanding of the type of structure and functions that may enhance AHPs experience of working in hospital bed-based services. Furthermore, the paper emphasizes that the unique contextual nuances of the work of AHPs are often overlooked during a re-structure, and this can have detrimental outcomes (Turato et al. 2023 ). Given there is limited empirical research about AHPs re-structuring in public hospital bed base services, understanding the experiences and insights of AHPs going through structural change, adds to the evidence that may enhance future structural re-organizations pertaining to this workforce and further maximize their potential and productivity in public hospital settings.
Organizational theory.
Organizational theory has developed over three eras’, with early organizational theorists classifying organizational structures as either mechanistic or organic (Anand and Daft 2007 ). The first era predominantly adopted mechanistic structures during the mid-1800s to the late 1970s and were designed for stable and simple organizational environments with low to moderate uncertainty. They were described as self-contained, top-down pyramids containing internal organizational processes that took in raw materials, transformed them into products which were then distributed to customers (Anand and Daft 2007 ). The second era included organic organizational structures and systems which were designed for unstable, complex, and changing environments, which mechanistic structures could not manage. This era gained momentum in the 1980s and extended through the mid-1990s and incorporated horizontal organic organizational designs with a flattened hierarchical, hybrid structure and cross-functional teams (Daft 2016 ).
A third era formed in the mid-1990s and extends to the present day, being driven by factors, such as the internet, global competition with low-cost labor; automation of supply chains and outsourcing of expertise to speed up production and delivery of products and services. During this period, structures evolved, including the functional, divisional, matrix, global geographic, modular, team-based, and virtual (Daft 2016 ). Given this case study focuses on the centralized divisional and matrix structures, a brief outline of each will be covered next.
The divisional structure incorporates several functional departments grouped under a division head. Each functional group in a division has its own marketing, sales, accounting, manufacturing, and production team. The advantages include, each specialty area can be more focused on the business and budget; employees understand their responsibilities; improved efficiencies of services; and easier coordination due to all the functions being accessible. The disadvantages of this structure include divisions becoming isolated and insular from one another and different systems, such as accounting, finance, and sales, may suffer from poor and infrequent communication and coordination of the organizations mission, direction, and values (Daft 2016 ).
The matrix structure is an organic structure aimed at responding to environmental uncertainty, complexity, and instability (Burton et al. 2015 ; Daft 2016 ). The matrix structure originated at a time in the 1960s when the United States aerospace firms contracted with the government. Since that time, this structure has been imitated and used by other industries and companies since it provides flexibility and helps integrate decision-making in functionally organized companies. The matrix design has formal authority along two dimensions: employees report to a functional, departmental boss and simultaneously to a product or project team boss. This dual reporting has been described as one of the significant weaknesses of matrix structures due to the confusion and conflicts employees experience in reporting to two bosses. Hence, a detailed design of the decision-making process at each junction point is required for a successful matrix organization (Burton et al. 2015 ; Daft 2016 ). Further, to be successful a matrix structure requires important contingencies, such as climate, leadership, knowledge sharing, information technology and incentives that are correctly designed and aligned with one another (Burton et al. 2015 ). The next section will briefly outline specific allied health structural approaches and summarize the implications for the provision of care by AHPs reported in literature.
During the mid-1990s, AHPs were commonly incorporated into the emerging organizational structures in healthcare, with a growing body of research being published about the impacts on AHPs (Law and Boyce 2003 ). It is generally recognized that allied health structures can be classified into four types: (1) the traditional medical model, (2) division of allied health, (3) clinical matrix and (4) integrated decentralization model (Boyce 1991 ). The traditional medical model is where individual profession-based departments report to a medical director (Boyce 1991 ; Law and Boyce 2003 ). This model is common practice in many smaller hospitals in which there are small numbers of AHPs. However, the model is rare in larger hospital settings in Australia where there are high employee numbers within each profession requiring professional governance and oversight (Boyce 2006 ).
In the allied health division model (i.e., centralized profession-based structure), a director of allied health is a member of the executive leadership group and AHPs are centralized into one division (Boyce 2001 ; Law and Boyce 2003 ). The main advantages of this model are argued to be improved communication flow between senior management and departmental managers, and it positions allied health as having more status and a collective identity (Boyce 2001 ). Disadvantages purported are the concentration of power in management, competition between the professions and less identification with a whole of organization view (Boyce 2001 ).
In healthcare organizations implementing the matrix structure involved giving financial control to clinical units and services being organized around patients rather than providers (Braithewaite et al. 2006 ; Law & Boyce 2003 ). This resulted in dispersing individual AHPs into clinical units with a dual authority relationship between professional and operational reporting lines (Boyce 2006 ). Often, an allied health advisor position at the executive level is appointed to address allied health issues occurring within the clinical sub-units (Boyce 2001 ). In the public hospital setting, literature suggests that a matrix structure delivers multiple benefits, such as reduced hospitalization time and costs, better accessibility for patients, and improved coordination of care (Braithwaite et al. 2006 ; Burton et al. 2015 ; Callan et al. 2007 ; Mueller and Neads 2005 ). The aim of including AHPs was to encourage better collaboration and cooperation across the multidisciplinary team (Porter and Wilton 2020 ). However, the growing evidence available reports many negative outcomes, including operational inefficiencies, loss of professional identity, ambiguity over dual reporting lines, low morale, poor job satisfaction and negative impacts to service delivery (Braithwaite et al. 2006 ; Callan et al. 2007 ; Porter and Wilton 2020 ; Robinson and Compton 1996 ; Turato et al. 2023 ).
The hybrid model classified as the integrated decentralization model is a combination of the allied health division and matrix structure (Boyce 1991 ). In this structure, allied health budgets remain under the control of allied health; however, clear documentation of how AHPs will provide care to each of the clinic units is often required. In this model, it is suggested that collaboration brings benefits of transparent operational and strategic planning, including the ability to implement research, clinical education, individual staff development and professional specific quality clinical services (Mueller and Neads 2005 ). However, this model requires good relationships between key stakeholders to ensure its viability.
The allied health models described above provide a brief overview of each with some demonstrating more potential advantages for AHPs. While the insights available on the impacts of structural change on AHPs is growing there is still limited research about the impacts for AHPs going through such change. In this study, the perceptions and experiences of AHPs who have transitioned from a matrix to a centralized allied health structure within public hospital bed-based services are explored. The aims of the study being to first add to the current gap in knowledge about factors that may mitigate negative experiences of AHPs when hospital administrators are considering a re-structure in this setting. Second, what structures and/or supporting strategies are required to meet the complex needs of AHPs working in this dynamic context. Hence, this case study addresses the following research question:
RQ1: What are the insights and experiences of AHPs transitioning from a matrix to a centralized profession-based structure within public hospital bed-based services?
The region in Australia in which the study took place is described as peri-urban with an estimated population of 400,000 people in 2022. It is the fifth most populated area in Queensland and has grown steadily at an average annual rate of 2.4% year-on-year since 2018. It is a center for tourism, attracting more than 3.2 million visitors each year. The economy has outpaced most other regional economies in Australia in terms of growth over the last 15 years across several key sectors including healthcare, education, finance, and professional business services (Connection Australia 2023 ). The case study research occurred at a multi-campus hospital and health service, with a new tertiary facility opening in 2017. This facility provides tertiary level services to the community and the clinical capability to care for highly complex inpatient and ambulatory care services. The health service is an independent statutory body governed by a Board under the Hospital and Health Boards Act 2011. The health service operates according to a service agreement which identifies the services to be provided, funding arrangements, performance indicators and targets to ensure the expected health outcomes for the community are achieved.
To prepare for this expansion, the allied health workforce (approximately 600 staff) was integrated into the broader organization’s matrix structure in 2014. The organization believed this would support a multidisciplinary culture that was collaborative, reduce service gaps and improve consistency of allied health services. This in turn would involve AHPs in clinical directorate operational planning and improve the reporting of AHPs performance. The individual AHPs were assigned to one of five clinical orientated service groupings. These five groups were medical, surgical, women’s and families, mental health, and community. Medical imaging and pharmacy remained as standalone groups that reported operationally and professionally to a director of those professions. Each director subsequently reported to the service director in the medical group. The new tertiary facility provided the hospital and health service with a total bed count of approximately 884 beds in 2018, which increased to 1032 beds by 2022. The staffing grew from approximately 4500 full time (FTE) equivalent employees to 6500 in 2022 with an operating budget in the 2021–22 annual report of 1.45 billion dollars.
A consequence of the matrix structure was that the allied health executive lead and professional director roles were abolished. Figure 1 illustrates that these roles were replaced by allied health operational manager roles for each service group that were part of the multidisciplinary service group leadership team and a clinical director of allied health role which provided overall professional leadership for allied health.
Allied Health organizational chart following alignment to the matrix-oriented clinical directorate structure
The AHPs in the matrix structure reported operationally to an allied health manager and professionally to a professional leader role (i.e., horizontal gray line in Fig. 1 ) that did not have operational or budgetary responsibility. This resulted in many AHPs having dual reporting responsibilities to either an allied health manager or lead for operational requirements and a professional lead for professional governance (Turato et al. 2023 ).
The structural change to a matrix alignment was met with a range of negative consequences particularly within the medical and surgical groups (Turato et al. 2023 ). Some of these included confusion over reporting lines with multiple conversations needed to resolve workforce matters. Another included increased costs and inefficiencies due to more administration (e.g., several AHPs were aggregate employees with more than one position number for each clinical unit they were working for, with some staff having up to four position numbers). The increase in position numbers multiplied the paperwork involved to manage the employee, hence increasing the cost, time, potential errors, and re-work required. This led to limited opportunities for staff rotations and career opportunities due to the administration needed to manage this. Others included limited growth in staffing levels due to the budget being owned by each clinical unit and often allied health staffing was not advocated for or understood by the clinical unit (e.g., decisions about increasing allied health FTE and in which profession often had no robust planning or reasoning). A further concern raised by AHPs was the overall voice of allied health in the organization was minimized due to the matrix structure, which resulted in AHPs reporting a perceived lower status within the organization. All these factors ultimately led to lowered morale and wellbeing being reported (i.e., public sector employee opinion survey results from 2017 to 2019).
The negative impacts reported led to a strategic decision to implement a centralized allied health structure by amalgamating AHPs in the medical and surgical groups. The posited aims of the shift back to a centralized structure included:
Reduce patient risk through an enhanced discipline lens.
Decrease confusion over reporting lines and improved communication.
Decrease duplication of tasks for AHPs within each service group.
Improve flexibility to mobilize AHPs based on clinical priority.
Improve governance and accountability for AHPs.
Decrease administration time and structural inefficiencies.
Improve support to the facilities outside of the tertiary facility.
Improve the ability to implement new models of care, innovation, and research.
The centralized allied health structure commenced in January 2020 and re-introduced what had been dismantled in 2014. The structure abolished the professional lead and allied health manager roles and created professional director roles that were responsible for both operational and professional requirements. The clinical director allied health role was re-aligned to an executive director allied health role which reported to the chief executive. Figure 2 illustrates the organizational chart for the centralized allied health structure.
Allied Health Centralized Structure
This research presents qualitative data that were collected through an open-ended questionnaire using an online survey. The questions focused on why and/or how AHPs perceived the new centralized structure and was repeated annually for 3 years (i.e., 2020, 2021 and 2022). Follow-up confirmatory meetings with each profession were also conducted to confirm the themes derived from the survey feedback.
The survey asked participants to consent for their data to be used for research. Participants who did not provide consent were removed from the final research analysis. The study was conducted according to the guidelines of the Declaration of Helsinki and approved by the Ethics Committee of The Prince Charles Hospital, Queensland Health Human Research Committee (HREC 18/QPCH/238 on 30/08/2021).
Table 1 provides the types of professions and number of staff who consented to participate in the study. The new allied health structure incorporated hospital bed-based services within the Medical and Surgical groups with a total FTE of approximately 400 by 2022. During the planning phase of the study, staff expressed concern over being identifiable if they participated in a survey. For example, the professions with small numbers of staff (i.e., audiology, podiatry, psychology) perceived they could be identifiable if they were asked to disclose gender, age range, years in the profession / organization, level of education etc. Therefore, to encourage increased participation, demographic data were kept to a minimum, with the focus of the survey being on gaining qualitative feedback on the structural change.
This sector of the workforce is typically made up of a range of staffing levels from assistants, new graduates, base grade, senior, advanced and management levels. The staff who took part within each profession are typically representative of the professional roles that work in this sector. Not surprisingly, the professions of physiotherapy, occupational therapy and social work have higher numbers of clinicians working within bed-based services and hence have higher representation in the survey results. Additionally, the total number of employees who participated in the survey by profession is indicated in brackets in Table 1 to demonstrate how representative the sample is of the total population for that profession.
The profession of pharmacy was initially not included in the new centralized structure. This profession was incorporated into the new structure in 2021, but after the 2021 survey was administered. This would explain the no response rate from this profession in 2020 and 2021, but a higher completion rate in 2022. Medical imaging was not incorporated within the new allied health centralized structure and did not participate in the survey.
The response rate ranged from 25% (2020), 23% (2021) and 24% (2022) across the three years. This is a comparable response rate to a similar study published by Porter & Wilton ( 2020 ) on professional identity, in which they collected data following an organizational re-structuring in which AHPs were integrated into a matrix structure, within a large multi-site health network in Victoria, Australia. The survey response rate for each survey conducted pre and post was 23.4% and 20.8%.
The survey asked two open-ended questions about what AHPs perceived to be the barriers or issues regarding the centralized structure and what they believed were the enablers or suggestions to improve the implementation. In addition, participants were asked to provide feedback on the structural change against the aims and reasons for implementing the change (see Appendix 1 for a copy of the survey).
To analyze the narrative data, a manual thematic analysis was completed using a six-phase thematic analysis methodology developed by Braun and Clarke, ( 2006 ). The data analysis method contains a rigorous coding and categorizing methodology that is driven by the data collected during the evaluation process, rather than any analytic preconceptions (Nowell et al. 2017 ). The analysis involved an inductive approach that first identifies themes, which are analyzed initially in a descriptive form before progressing to an interpretive form. The interpretive form attempts to look beyond the surface of the data where the broader meaning and ultimate implications of the themes/patterns are deduced via engagement with the literature (Braun and Clarke 2006 ).
To extrapolate the underlying themes, the first phase involved migrating the raw narrative data from the surveys to column A in a Microsoft Excel worksheet (one sheet per survey question 3, 4 and 5). The primary researcher spent time reading and re-reading the raw data for each of these questions, noting down initial ideas, thoughts, and potential codes/themes (in column B). The primary researcher used this part of the process as a key phase of data analysis—in other words, as an interpretive act (Lapadat and Lindsay 1999 ) in which the primary researcher looked for meaning in the data.
The second phase included generating a single column of all comments per question 3, 4 and 5. The single column of data per question was sorted and reviewed to remove any duplicate entries. The next step was the coding process to determine the potential themes emerging from the data. There were no pre-determined thematic areas in place before the coding process was initiated. For the coding process, each individual cell (participant comment) from the single column of data per question 3, 4, and 5 was reviewed and assigned a potential thematic area, to which a cell color code was applied (yellow, blue, orange, gray etc.).
This data-driven, inductive approach ultimately led to the identification of initial thematic areas, each labeled with a different color. The types of themes that came out of the data were based on similarities of words to create the theme. For example, for the barriers/issues question 4, many participants talked about the problems related to arduous administration tasks. These types of comments were then coded to capture the essence of what the participants were expressing e.g., inefficient, and arduous administration. The codes were then assigned to potential themes for question 4 of which one included “inefficient administration.” In contrast, for question 3 pertaining to whether the aims were being met, many perceived significant improvement and efficiencies with administration, with the code phrased as, “improved administration.” The codes from question 3 were then placed against potential themes with those related to better administration coming under the theme of “ improved systems / processes ” for further analysis and discussion. If some points fell under two themes, the worksheet cell with the raw data was duplicated and each cell color-coded appropriately to ensure everything was recorded. Using the Excel sorting tool, the data was sorted by the color assigned to each cell, and therefore by thematic area. This sorting and collation approach brought together all the key points on each theme which determined the frequency of a theme raised by participants, which in turn assisted the researchers in determining the prominence of a theme (e.g., for the aims question, the frequency of respondents perceiving whether they believed all the aims were being met, versus whether they thought one or more were not being met was carefully considered in the analysis). After sorting and combining similar statements, the initial color-coded data analysis resulted in a list of comments sorted against potential codes/themes by each of the selected questions.
In phase three, the researchers analyzed and interpreted the data to make overall sense of it, rather than just paraphrasing or describing the data. Following the initial coding exercise, the data was copied for each question to a second Excel worksheet. This step involved a “first pass” over the data and involved grouping similar comments to consolidate the data. Every time the pass was performed for each thematic area per question, the data was moved to a new excel worksheet. The reason for the multiple worksheets was that the researchers could go back a step to the previous unconsolidated data set if needed.
To limit researcher bias and ensure the data was credible and accurate, phase four involved a two-researcher confirmation approach, in which each stage of the data analysis was reviewed. The first level involved reviewing at the level of the coded data extracts to determine if they formed a coherent pattern. If this was the case, the researcher then moved onto the second level of this phase to determine the validity of individual themes in relation to the data set. The primary researcher completed a re-read of the entire data set to firstly ascertain whether the themes worked in relation to the data set and secondly to code any additional data within the themes that had been missed in earlier coding stages. The data pass steps were repeated five times (constant comparative analysis) to finally generate the most prominent themes. This process generated a thematic map of the analysis to ensure the analysis and data matched each other. The primary researcher stopped this process once the refinements of the data did not add anything substantial and used two ways to arrange and analyze the data. The first being most prevalent theme to the least prevalent related to the frequency of the information being raised by participants. The second included the Rashomon effect whereby the same event is described from the perspective of more than one participant (Sandelowski 1998 ).
Phase five defined and named the themes, which started once both researchers were satisfied with the thematic map of the data. This involved the researchers defining and further refining the themes to identify the essence of what each theme was about and determining what aspect of the data each theme captured. This phase included reporting of the themes and presenting these to AHPs who had the opportunity to complete the anonymous survey and who volunteered to attend one of a series of confirmation meetings. These meetings clarified and corroborated the generated themes, which confirmed the final set of emergent themes. It is important to note that the aims, barriers, and solutions will be discussed next under four key themes in a combined approach due to many of the solutions being similar to the aims of the new structure and a reverse of the barriers. This avoided duplicating information throughout the results/discussion section.
Theme 1: systems and processes.
The most prominent theme across the three years was that the centralized structure had greatly improved the systems and processes necessary for AHPs to operate their essential functions within hospital bed-based services. The findings about improvement in systems and processes are similar to the studies outlined in the literature that describe comparable benefits of a centralized allied health profession-based structure in public hospital settings (Law and Boyce 2003 ; Mickan et al 2019 ; Robinson and Compton 1996 ). The following comment sums up the general sentiment of the participants across the three years, “I think overall things are going really well for allied health and the new structure is delivering on the aims it set out to achieve, there is a real sense of hope for the future” (occupational therapist). The survey data indicated a high proportion of AHPs perceived the posited aims of the new structure were being achieved and that a centralized structure in bed-based services for AHPs worked well. This was also confirmed at the confirmatory meetings; however, it was highlighted at these meetings that each profession needed a governance structure that could accommodate their diverse professional requirements.
Thus, a prominent and positive structural feature highlighted by participants was the single point of accountability for each profession, which they believed improved processes by decreasing ambiguity and improving communication (Mickan et al 2019 ). Comments highlighting this included, “ the clear reporting lines and channels of communication improves the speed of response to service needs” (physiotherapist) and “ the new structure is a positive change with less confusion around reporting lines” (speech pathologist). Furthermore, one reporting line decreased the duplication of tasks and subsequently streamlined payroll and administration duties. This resulted in significantly less employees with multiple position numbers, reducing the time required to perform many related administrative tasks, which resulted in improved efficiencies. The following comments reinforced this view point, “the reporting lines are easier to navigate for operational and clinical needs” (social worker) and “ direct reporting lines via each profession means that administrative tasks are more streamlined” (psychologist) and “communication and the ability to implement new models of care appear to be more streamlined and better supported” (physiotherapist) and “the new structure is much more efficient from an admin and payroll perspective, I don’t need to spend hours correcting payroll errors, thank you” (administration staff member). These benefits had substantial implications for not only the AHPs but also the organization due to more streamlined and efficient processes. For example, the grouping of each profession enabled the director of each professional area to complete and approve actions more promptly, reducing duplication of resources and costly administration errors.
Another prominent benefit of single lines of accountability included each director’s ability to flexibly mobilize their staff more seamlessly. This created better delivery of prioritized clinical services due to less arduous negotiations with medical and nursing administrators. It also significantly improved the governance and accountability of staff within each profession. Moreover, the feedback from the participants suggested they believed this reduced patient risk by having an enhanced professional lens through high standards of professional supervision, skills training and support. The following comments sums up the general sentiment, “there is a sense of team, improved accountability and enhanced professional support and career opportunities with the new structure, as well as improved staff mobilization to cover emergent leave” (speech pathologist). Participants reported satisfaction with being able to rotate between clinical specialties which enhanced their career opportunities and succession planning.
One of the few related examples in the literature included research by Robinson and Compton ( 1996 ) which provided practical learnings from their re-structuring from a matrix to a centralized model for physiotherapy staff. Similar to the findings in this case study, they demonstrated for the physiotherapy profession multiple benefits of a centralized model in hospital bed-based services when compared to a matrix model in a very short period. One prominent similarity found not only for physiotherapy, but for all the professions included the operating improvements such as maintenance of staffing levels due to being able to have control of the budget. This resulted in savings being made very quickly due to streamlining processes, such as recruitment, rostering, backfill, ordering non-labor stock, etc. The following comment highlights this, “ we can take a whole of profession approach to movement of staffing into areas of higher need which is appreciated and effective especially throughout times of significant unplanned leave due to COVID and needing to isolate” (occupational therapist).
Many of the system and process efficiencies gained from each profession having control of budget was due to the in-depth understanding and knowledge the directors had about their profession and how best to govern, roster and manage the workforce seamlessly when compared to the previous structure in which the operational manager was not of the same profession, which often resulted in arduous communications between multiple stakeholders to manage clinical demand across the clinical units.
The second prominent theme demonstrated that the identity of each profession developed very quickly within the centralized structure and the participants generally expressed they felt more supported and comfortable within their own profession. The data analyzed from the survey results (and confirmed at profession meetings) reported that many respondents perceived that returning to a profession-based structure was positive. A high proportion of participants indicated that operating as professional groups and being in an allied health centralized structure was a better person-environment fit in comparison to the change associated with working in a matrix structure. For many of the AHPs, they perceived a strong sense of familiarity and belonging to their profession and to allied health when compared to their sense of belonging to their clinical unit and the organization. The following comment supports the general sentiment, “ profession specific led teams is proven to work, and this is how other tertiary facilities in Queensland run. Having a different profession govern a discipline they know very little about is a recipe for disaster which we have proven in our previous structure” (dietitian).
This aligns to findings in research which has previously identified the importance of professional identity among AHPs (Braithwaite et al. 2006 ; Porter andWilton 2020 ). This is consistent with the multitude of comments from participants that the new structure was providing strong governance and accountability for each profession. The following comment highlights the general perception from participants, “ the centralized structure provides stronger accountability across the organization and uniform governance and consistency for allied health staff” (psychologist). This is particularly important in hospital bed-based services given the highly specialized skills required to work competently in this setting. In contrast, there was a small number of respondents that identified more positively with the matrix structure, describing a strong allegiance with their multidisciplinary team and/or clinical unit. Therefore, the findings reinforce the importance of managing professional identity of AHPs during structural change, given their experiences of the structural alignment can be perceived differently (Beasley et al. 2020 ; Porter andWilton 2020 ).
This can be explained through Social Identity Theory in which an individual identifies with social groups partly to enhance self-esteem, which is probably why, in this case some of the AHPs did not adjust well to the new structure, even though transitioning to being a member of their own professional group would have been familiar to them (Ashforth and Mael 1989 ). Some AHPs felt a sense of loss for their multidisciplinary leader who provided them with positive reinforcement. The following comment highlights this, “I am concerned that the profession specific model loses the importance of multidisciplinary care and fails to acknowledge how this profession-based change impacts service delivery. I think we need to have the multidisciplinary allied health lead in each clinical unit like before we re-structured to ensure we don’t silo into professions when delivering care to patients” (Physiotherapist).
This case study highlights that any type of structural change in healthcare is likely to impact professional identity in allied health due to the diversity of professions and that this needs to be managed accordingly. Beasley et al. ( 2020 ) recommended organizations recognize that AHPs are autonomous clinicians, who are members of several groups (i.e., own profession, healthcare teams and the organization), with all of these diverse roles influencing both their response and adaption to change. They stated that clear communication and affording opportunities to make decisions and provide feedback can improve employees’ perceptions of change and positively impact their wellbeing (Beasley et al. 2020 ; Byers 2017 ). Furthermore, Braithewaite et al. ( 2005 ) recommended organizations concurrently consider both the previous and the new identities throughout a re-structure by explaining the change initiative and supporting employees to transition from the old to the new identity. This approach can help to ensure security for employees, whose group status is threatened by the change process, as well as broaden perceptions of the ingroup, thereby assisting their acceptance of the new, post-change structure. This point flows into the third prominent theme pertaining to staff morale and wellbeing.
Although the written responses analyzed from the survey questions indicated that a high proportion of participants believed the centralized allied health structure was a positive change, the findings also demonstrated that staff perceived morale and wellbeing to be an issue and was negatively impacted across the time the matrix structure was in place. This case study found low morale and wellbeing before re-structuring AHPs working in hospital bed-based services into a centralized allied health structure. This was suggested to be more inherent in broader change that was occurring and associated with several years of ongoing budget cuts and organizational change in adjusting to a new tertiary facility. While there were many supporting statements the following comment expresses the general perception, “there has been many years of incessant change and a lack of support and resourcing for clinical practitioners, with an expectation to just keep doing more with less due to the ongoing issues with the organizations budget” (social worker).
Another influencing factor that occurred a few months following the re-structure was the COVID-19 pandemic, which participants perceived impacted morale and wellbeing. Literature describes the impact of the COVID-19 pandemic, which overwhelmed and stretched healthcare systems past their limits in terms of capacity and resources, while striving to continue to deliver quality care (Søvold et al. 2021 ). This resulted in significant impacts on the mental health and psychosocial wellbeing of frontline healthcare workers (including AHPs) and increased risk of depression and burnout (Søvold et al. 2021 ; Willis et al. 2021 ). The following comment supports this view, “the workloads are unrelenting and leading to both overt and silent burnout. Increasing patient complexity and volume is beyond that which allied health staff can meet discharge planning and patient care demands” (occupational therapist).
Within the narrative feedback, many comments were made that staff were thankful of being in a profession-based structure at the time the pandemic started. Participants believed the one line of accountability and professional expertise allowed immediate decision-making such as being able to mobilize staff quickly to the areas of most need. The following comment highlights this point, “the new structure brought each profession together as a cohesive team which was invaluable during the pandemic where we needed the support from colleagues in our profession to cope and meet the demands” (physiotherapist). During the pandemic, it became very clear that having a flexible and adaptable workforce and an overall professional director that understood the complexities and skill sets of their professional group was extremely important due to managing higher numbers of emergent sick leave.
The negative impact of the pandemic on staff morale and wellbeing was a prominent theme in both the 2021 and 2022 survey results due to workforce shortages and staff feeling significant pressure to do more with less with comments like, “ although overall I agree the new allied health structure has improved a number of parameters, the projected benefits have been clouded by other variables notably budget constraints and ongoing emergent leave due to the pandemic impacting resources” (social worker). Even though the structure was considered positive, the pandemic added another layer of complexity that impacted staff morale negatively within the new structure. The pandemic placed added strain on staffing levels across allied health, nursing, medicine, operational and administration. The staff shortages impacted the organization’s budget as shifts needed to be replaced or staff paid overtime to ensure there were adequate levels of staffing on the inpatient units. Many staff commented, “staff morale could have been much worse in allied health if the matrix structure had still been in place as we would not have been able to be so adaptable and flexible within in our professions” (speech pathologist). Therefore, even with the pressures described, the perception from AHPs was that morale had improved because of the new structure due to increased collaboration and support within each profession. Even though improvement in morale was evident within the allied health workforce, many of the participants perceived low morale was still an issue that required a targeted approach by the allied health leaders, which is discussed next.
The final prominent theme from the data analysis was extrapolated from the open-ended question pertaining to the enablers that could improve the re-structure. The most prominent were resources and leadership, with many respondents reporting a perceived lack of project support in implementing the new structure. Even though many of the respondents believed the new structure had improved the operating systems, they perceived there was not enough resourcing to support the leaders to implement the change effectively with comments like, “the structure is much better from an operating perspective, however more project resources are needed to help the leaders embed the new structure, particularly business, administration and human resource support for team building and helping staff to accept the change” (physiotherapist). Across the three years, the feedback continued to have a strong theme around lack of resourcing and the need to provide a dedicated project or workforce development officer role(s) so the professional directors could meet all the requirements to implement the change. There was the perception from participants that the under resourcing may have impacted the potential benefits of the re-structure.
Furthermore, the participants described concerns over the professional directors being reactive and that there was a lack of consistency between professions that was reinforcing the perception by participants that the professions were siloing and doing their own thing. The following comment sums up the general sentiment of the survey feedback, “ the professional directors need to establish consistency across the professions in relation to portfolios, expectations, accountability and workloads” (psychologist).
A related theme raised by some participants was the lack of perceived capability and competence pertaining to management and leadership. The director roles were new positions created as part of the re-structure, with some being new incumbents to the organization. It was suggested the directors were not provided with the training they needed to lead and manage complex change. Many participants reinforced this point by providing feedback that for the allied health culture to improve more training was required for some of the professional directors to gain the necessary skills to do this effectively. Comments that reinforce this include, “strong directorship is required to ensure a positive culture, and to support staff to provide safe clinical care, managers need to be empathetic, visible and connect with their staff” (physiotherapist) and “leadership and management training for some professional directors on how to effectively conduct strategic planning, communicate change, lead teams etc. is needed” (social worker).
Mickan et al. ( 2019 ) supported these findings, concluding from their study of allied health managers and employees that for a structure to be successful credible, skilled, and respected allied health leaders were required to enact the systems and processes between AHPs and clinical service managers to ensure the necessary integration within clinical teams. Turato et al. ( 2022 ) findings emphasized the importance of allied health leaders developing the necessary skills in human resource management in hospitals to effectively manage relationships among people. They concluded this would improve morale and wellbeing as allied health managers and leaders would be better equipped to manage incivility through complex change. The following comments emphasize this theme, “ the professional directors should be trained in advanced communication and management skills and they must have a sense of empathy which is almost always overlooked when appointing someone into a management position however, I believe it is a key attribute in managing a large team” (dietitian) and “the allied health leaders need to better understand the needs of clinical practitioners and make an effort to plan collaboratively, in a way that supports direct clinical care” (occupational therapist) .
This study reports on the perceptions, thoughts, and insights of AHPs working in hospital bed-based services that have re-structured from a matrix to a centralized allied health profession-based structure and the consequential impacts on the workforce. The results from the experiences and insights of participants in this case study demonstrated that within public hospital bed-based services, a centralized allied health structure was considered superior to a matrix structure (Boyce 2001 , 2006 ; Mickan et al. 2019 ; Robinson and Compton 1996 ).
The reasons why the centralized structure was superior for AHPs working in bed-based services can be explained through the theory of organizational design, which not only highlights the importance of context, but also in taking a systematic approach to aligning structures, processes, leadership, culture, people, practices, and metrics to enable optimal performance (Burton and Obel 2018 ). Ultimately, the centralized allied health structure was a better person-context fit than the matrix structure. The main reasons being that the centralized structure supported AHPs to operate both administration and clinical practices efficiently through single lines of accountability that could effectively govern and support each profession, all of which improved the culture and morale of AHPs in bed-based services.
In contrast, the previous matrix structure was described by AHPs in this context as complex and confusing, which is reinforced by past research regarding the tell-tale signs of when a matrix structure is failing. The signs included the operational managers not having the necessary knowledge to effectively solve problems being raised by the professional managers. The operations were not coordinated, resource utilization was inefficient and costly, the clinical units were spending excessive time trying to coordinate and negotiate with each other, all of which resulted in staff feeling unhappy and confused (Burton and Obel 2018 ). Further issues described in literature and found in this case study were loss of professional identity, ambiguity, inconsistency, and frequent disagreements which further contributed to lower staff morale among AHPs (Robinson and Compton 1996 ; Turato et al 2023 ).
Hence, this case study demonstrates that an acute and sub-acute bed-based setting is different to other environments in which AHPs work, such as community and primary care settings, outside of the hospital context. In community and primary care settings, staff work autonomously as case managers with a caseload of predominantly medically stable patients that are managed by their local doctor. The pace is slower with minimal pressure to discharge patients quickly from doctors, nurses and administrators that need access to inpatient beds. Therefore, the systems, processes and people can be managed more effectively to cope with sudden changes such as emergent leave, etc. Furthermore, staff who work in these contexts are often more senior AHPs who require less supervision, training, and governance due to having years of experience and expertise. Hence, the structural issues experienced in a fast-paced dynamic hospital setting do not appear to have the same impacts in settings where AHPs work as case managers.
In this case study, the matrix structure did not deliver on the anticipated outcomes for AHPs because the systems, processes and lines of authority required for AHPs to work effectively in this context were not appropriately executed and maintained. Moreover, the climate, leadership, knowledge sharing and decision-making processes at each junction point were not clearly defined or performing (Burton and Obel 2018 ). Further, the findings demonstrate for a matrix structure to work effectively, highly competent allied health managers who have good interpersonal communication, conflict management, negotiation, and political skills to manage up and down the organization is essential (Burton and Obel 2018 ).
This is also true for the centralized structure, even with single lines of accountability, the findings highlighted that leadership/management preparation and training for each professional manager is crucial before, during and after implementation to embed the new structure, manage complex change and ensure efficient performance. The findings demonstrated that this could have done better, including the provision of skilled project resources to support the professional managers to embed the new structure. Finally, the change in professional identity for AHPs is important to consider and manage to ensure consistency within and across professions, particularly in relation to the multidisciplinary team (i.e., individual professional identity versus the overall allied health identities at the clinical unit and management level). Even though the AHPs were returning to a familiar professional identity, it became clear that this needed to be more clearly defined, particularly for those clinicians who had an overall allied health leadership role within the multidisciplinary team.
This case study provides learnings that would be worth further investigation. The first being the importance of considering the evidence and theory of organizational design during the planning phase of a new structure so that all contingencies are considered in relation to AHPs working in contexts such as bed-based services. A number of factors may have contributed to this not being done in this case study, one of which included AHPs not having an allied health role on executive that could inform and provide counsel to administrators about the potential negative outcomes of the matrix structure for AHPs working in bed-based services. Another included the transitioning from regional to tertiary level services and the commissioning team not having a good understanding of what AHPs required to function, but rather taking a global organizational design perspective (i.e., one size fits all approach), which did not consider the specific needs of each professional group and what would be required for a matrix structure to be successful.
The findings in this case study add to the literature and emphasize that the context of public hospital bed-based services is not the same as other contexts and that the way AHPs are structured does have significant impact on their functioning. AHPs in this fast-paced setting need highly specialized skills and clearly defined operational and professional governance structures, systems, and processes in place to function optimally. Furthermore, competent profession-based management and leadership is required to ensure the unique and diverse requirements of each profession is being governed appropriately so AHPs can deliver high quality and prioritized clinical care. Additionally, both executive and professional director organizational representation and advocacy for AHPs in this context is vital so AHPs can contribute positively to the organization’s objectives and performance. In conclusion, there is a need for further research that investigates and reports upon AHPs unique and dynamic professional contexts in which they operate, their position in the healthcare system and the ways in which they respond and adapt to change during organizational re-structures, including the external impacts imposed upon them (Boyce 2001 ; Callan et al. 2007 ; Porter and Wilton 2020 ; Turato et al. 2023 ). Specifically, further research regarding hospital system organizational design components pertaining to AHPs is encouraged, such as resource availability, training, staff turnover, morale, creation of a shared identity, representation, and system efficiencies, such as cost reduction.
This case study warns against organizations re-structuring AHPs in hospital bed-based services without considering the diverse requirements for AHPs to operate successfully in this context. Lack of due diligence in the planning phases of a new or modified organizational design can have substantial detrimental impacts on professional identity, morale and wellbeing and productivity, all of which can lead to poor or delayed outcomes for professional groups such as allied health. Furthermore, Braithewaite (2005) suggests allied health service restructurings would benefit from a combination of process and outcome evaluation measures (e.g., professional identity, retention, staff satisfaction and clinical outcomes). Hence, the findings highlight the importance of considering an evidence-based approach when proposing a new structure in healthcare organizations so critical discussions about how organizational designs can be utilized to enhance service provision by AHPs within particular contexts are prominent. This approach would provide comprehensive evidence for healthcare administrators and commissioning teams to consider before they embark on widespread organizational change (Braithwaite et al. 2005 ; Turato et al. 2023 ).
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The first author would like to acknowledge the support given by the Sunshine Coast Hospital and Health Service with administrative and in-kind provisions.
The study was conducted according to the guidelines of the Declaration of Helsinki, and approved by the Ethics Committee of The Prince Charles Hospital, Queensland Health Human Research (HREC 18/QPCH/238 on 5 July 2018 with an additional approval letter received by TPCH HREC to complete a follow-up survey on 30/08/2021).
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G.T. designed the study and drafted the initial manuscript, which was reviewed and edited by J.W. & R.O. All the authors were equally involved in the analysis of the results and the discussions that led to G.T. finalising the manuscript, which J.W. and R.O reviewed / edited before G.T. submitted to the journal.
Correspondence to Gemma Turato .
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The new centralized allied health structure for hospital bed-based services went live on 28 January 2020. It was decided the best way to gain feedback about how the new structure is progressing was by an annual confidential survey and follow-up meetings with each profession. We are now asking for your feedback as your opinion is highly valued and very important. The survey will take about 15–20 min to complete; thank you very much for taking the time to answer the following questions:
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Administration.
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Nutrition & Dietetics.
Occupational Therapy.
Physiotherapy.
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Speech Pathology.
Below are the aims and reasons for implementing the change. Please provide your feedback on which of the aims you believe the new structure is achieving and which require more work. Please be specific and provide as much detail as you can about why an aim is being achieved or not achieved.
Reduced patient risk through an enhanced discipline lens
Decreased confusion over reporting lines and improved communication to allied health staff
Decreased duplication of tasks for allied health staff within each service group, e.g., quality, education and training programs, supervision, rostering, mandatory training, and workforce planning tasks such as leave management
Improved flexibility to mobilize the allied health workforce based on clinical priority
Improved governance and accountability of allied health staff
Decreased administration time required to maintain the centralized allied health structure when comparted to the previous matrix (dispersed) structure: i.e., payroll tasks, maintaining rosters, workforce planning
Improved support to the facilities outside of the tertiary facility
Improved ability to implement new models of care, innovation, and research
Please provide as much detail as to whether you believe the reasons/aims for implementation are being achieved (or not achieved) and why.
Please list any barriers or issues you perceive regarding the new structure, providing as much detail as you can about the barrier and/or issue.
Please add any enablers or suggestions that would improve the new structure, providing as much detail as you can about the enabler or suggestion.
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Turato, G., Whiteoak, J. & Oprescu, F. The insights of allied health professionals transitioning from a matrix structure to a centralized profession-based structure within a public hospital setting. J Org Design (2024). https://doi.org/10.1007/s41469-024-00178-w
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DOI : https://doi.org/10.1007/s41469-024-00178-w
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Title: legacy learning using few-shot font generation models for automatic text design in metaverse content: cases studies in korean and chinese.
Abstract: Generally, the components constituting a metaverse are classified into hardware, software, and content categories. As a content component, text design is known to positively affect user immersion and usability. Unlike English, where designing texts involves only 26 letters, designing texts in Korean and Chinese requires creating 11,172 and over 60,000 individual glyphs, respectively, owing to the nature of the languages. Consequently, applying new text designs to enhance user immersion within the metaverse can be tedious and expensive, particularly for certain languages. Recently, efforts have been devoted toward addressing this issue using generative artificial intelligence (AI). However, challenges remain in creating new text designs for the metaverse owing to inaccurate character structures. This study proposes a new AI learning method known as Legacy Learning, which enables high-quality text design at a lower cost. Legacy Learning involves recombining existing text designs and intentionally introducing variations to produce fonts that are distinct from the originals while maintaining high quality. To demonstrate the effectiveness of the proposed method in generating text designs for the metaverse, we performed evaluations from the following three aspects: 1) Quantitative performance evaluation 2) Qualitative evaluationand 3) User usability evaluation. The quantitative and qualitative performance results indicated that the generated text designs differed from the existing ones by an average of over 30% while still maintaining high visual quality. Additionally, the SUS test performed with metaverse content designers achieved a score of 95.8, indicating high usability.
Subjects: | Human-Computer Interaction (cs.HC) |
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Risk assessment protocol for existing bridge infrastructure considering climate change.
2. materials and methods.
Criteria | Application | ||||||
---|---|---|---|---|---|---|---|
Methodology | Structural | Projected Climatic Data | Economic Impact | Societal Impact | Quantitative | Qualitative | Ease of Application |
Wang et al. [ ] | Yes | No | Yes | Yes | Yes | Yes | No |
Johnson and Weaver [ ] | Yes | Yes | No | No | Yes | Yes | Yes |
Deco and Frangopol [ ] | Yes | Yes | No | No | Yes | Yes | No |
Nelson and Freas [ ] | Yes | No | Yes | Yes | No | Yes | Yes |
Khelifa et al. [ ] | Yes | No | Yes | Yes | Yes | Yes | No |
Ghile et al. [ ] | Yes | Yes | No | No | Yes | Yes | No |
Ontario Bridge Index [ ] | Yes | No | No | No | Yes | Yes | Yes |
Dawson et al. [ ] | Yes | Yes | No | No | Yes | Yes | Yes |
Markogiannaki [ ] | Yes | Yes | No | No | Yes | Yes | Yes |
Hawchar et al. [ ] | Yes | Yes | No | No | Yes | Yes | Yes |
Chang et al. [ ] | Yes | Yes | No | No | Yes | Yes | Yes |
Kumar et al. [ ] | Yes | Yes | No | No | Yes | Yes | Yes |
PIEVC Protocol [ ] | Yes | Yes | No | No | Yes | Yes | Yes |
This Paper | Yes | Yes | Yes | Yes | Yes | Yes | Yes |
3.3. step 3: calculation of utilization factor for design temperature and projected temperature, 3.4. step 4: severity evaluation, 3.5. step 5: determination of overall risk rating.
5. conclusions and future work, author contributions, data availability statement, acknowledgments, conflicts of interest.
Click here to enlarge figure
Scenario | 2046–2065 Mean Temperature Increase (Range) | 2081–2100 Mean Temperature Increase (Range) |
---|---|---|
RCP2.6 | 1.0 (0.4 to 1.6) | 1.0 (0.3 to 1.7) |
RCP4.5 | 1.4 (0.9 to 2.0) | 1.8 (1.1 to 2.6) |
RCP6.0 | 1.3 (0.8 to 1.8) | 2.2 (1.4 to 3.1) |
RCP8.5 | 2.0 (1.4 to 2.6) | 3.7 (2.6 to 4.8) |
Scenario | RCP2.6 | RCP8.5 | ||
---|---|---|---|---|
2031–2050 | 2081–2100 | 2031–2050 | 2081–2100 | |
British Columbia | 1.3 | 1.6 | 1.9 | 5.2 |
Prairies | 1.5 | 1.9 | 2.3 | 6.5 |
Ontario | 1.5 | 1.7 | 2.3 | 6.3 |
Quebec | 1.5 | 1.7 | 2.3 | 6.3 |
Atlantic | 1.3 | 1.5 | 1.9 | 5.2 |
North | 1.8 | 2.1 | 2.7 | 7.8 |
Canada | 1.5 | 1.8 | 2.3 | 6.3 |
System | Sub-Item # | Component | Critical to Structural Integrity? (Y/N) | Impacted by Temperature? (Y/N) | |
---|---|---|---|---|---|
1 | Superstructure | 1.1 | Deck | Y | Y |
1.2 | Girders | Y | Y | ||
1.3 | Cast-in-place slab | Y | Y | ||
2 | Substructure | 2.1 | Abutment | Y | Y |
2.2 | Piers (Columns) | Y | Y | ||
3 | Non-structure | 3.1 | Joints | Indirectly | Y |
3.2 | Drainage System | Indirectly | Y |
Occurrence | Overall Rating | |||||||
---|---|---|---|---|---|---|---|---|
Socioeconomic Factor | Rating (A) | Utilization Factor | Rating (B) | Definition | Probability | Rating (C) | Definition | Rating |
Complete termination of service, time-out-of-service ≥ 10 days, significant damage to surroundings with permanent damage, complete re-build of structure is required. | High (3) | Total and permanent damage to the system and fails to satisfy design limit. Utilization Factor ≥ 100% | High (3) | Highly likely for the severity to occur. | Probability ≥ 65% | High (3) | Critical level of risk due to climate change. Requires immediate intervention and significant resources | 18 ≤ Rating ≤ 27 |
Major interruption to service with significant cost for work around, time-out-of-service < 10 days, alternative structures are available, non-permanent damage to surrounding, partial re-build of structure is required. | Medium (2) | Significantly reduces the effectiveness of the system such that it would fail to satisfy the design requirements. However, the system would still operate. 90% ≤ Utilization Factor < 100% | Medium (2) | Likely/possible for the severity to occur. | 35% < Probability ≤ 65% | Medium (2) | Moderate level of risk due to climate change. Requires planning for intervention. | 9 ≤ Rating < 18 |
Some interruption to service with workaround options available, little damage to surrounding ecosystem that can be cleaned up, no re-build of structure is required, no time out of service. | Low (1) | Reduced effectiveness, design requirements would still be satisfied. Utilization Factor < 90% | Low (1) | Unlikely for the severity to occur. | Probability ≤ 35% | Low (1) | Insignificant level of risk, manageable through preventative maintenance programs. | 1 ≤ Rating < 9 |
Structure | Components | Is It Pivotal to Integrity of Structure? | Is It Impacted by Temperature? |
---|---|---|---|
Substructure | Abutment | No | No |
Piers | Yes | Yes | |
Superstructure | Girders | Yes | Yes |
Cast-in-place Deck | Yes | Yes | |
Adjoining/non-structure | Joints | No | Yes |
Drainage System | No | Indirectly |
Component | Capacity | Load Combination | |||
---|---|---|---|---|---|
Utilization Factor | Utilization Factor | Utilization Factor | Utilization Factor | ||
Girder Moment (Positive) | 13,740 kN∙M | 0.77 | 0.84 | 0.85 | 0.86 |
Girder Shear | 4933 kN | 0.29 | 0.29 | 0.29 | 0.29 |
Pile Moment | 502 kN∙m | 0.72 | 0.97 | 0.99 | 1.00 |
Pile Shear | 4800 kN | 0.08 | 0.10 | 0.11 | 0.12 |
Structure | Components | Is It Pivotal to Integrity of Structure? | Is It Impacted by Temperature? | Utilization Factor |
---|---|---|---|---|
Substructure | Abutment | No | No | NA |
Piers | Yes | Yes | 1.00 | |
Superstructure | Girders | Yes | Yes | 0.86 |
Cast-in-place Slab | Yes | Yes | NA | |
Adjoining/non-structure | Joints | No | No | NA |
Drainage System | No | Indirectly | NA |
Structure | Utilization Ratio U/R | Governing Utilization Ratio | Assigned Level of Risk |
---|---|---|---|
Substructure | Pile Moment: 1 Pile Shear: 0.12 | 1.00 | 3 |
Superstructure | Girder Moment: 0.86 Girder Shear: 0.29 | 0.86 | 1 |
Non-structure | NA | - | |
Risk score of governing utilization factor | 3 |
Socioeconomic Factors | Assigned Level of Risk as per |
---|---|
Out of commission for ≥ 10 days. | 3 |
Major interruption to service with high cost of work required. | 2 |
Alternatives available. | 1 |
Little or reversible damage to surrounding eco-system. | 1 |
Partial rebuild of structure required. | 2 |
Risk score of the socioeconomic factor. | 2 |
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Altamimi, S.; Amleh, L.; Fang, L. Risk Assessment Protocol for Existing Bridge Infrastructure Considering Climate Change. Climate 2024 , 12 , 132. https://doi.org/10.3390/cli12090132
Altamimi S, Amleh L, Fang L. Risk Assessment Protocol for Existing Bridge Infrastructure Considering Climate Change. Climate . 2024; 12(9):132. https://doi.org/10.3390/cli12090132
Altamimi, Shereen, Lamya Amleh, and Liping Fang. 2024. "Risk Assessment Protocol for Existing Bridge Infrastructure Considering Climate Change" Climate 12, no. 9: 132. https://doi.org/10.3390/cli12090132
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Definition of the Case Study. "An empirical inquiry that investigates a contemporary phenomenon (e.g., a "case") within its real-life context; when the boundaries between phenomenon and context are not clearly evident" (Yin, 2014, p.16) "A case study is an in-depth description and analysis of a bounded system" (Merriam, 2015, p.37).
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