Task no.

1 Organizing:
Organizational Chart attached.
How wide is the span of control?

Span of control is the number of person reporting directly to a manager. Supercare Medical
Services, Inc. employs a wide span of control as the organizational chart tends to be flat in
structure. There were few levels of management and in each department manager is in charge of
numerous people.
Determinants of span of control:
Graicunas, a French management consultant, has suggested the fixation of number of
subordinates based on mathematical formulae. He was able to identify three types of superiorsubordinated relationships:
1. DIRECT SINGLE RELATIONSHIP
2. DIRECT GROUP RELATIONSHIP
3. CROSS RELATIONSHIP
Supercare Medical Services, Inc. has employed a direct single relationship on the top-most level
of management. This means that the Board of Directors have three direct single relationship.
Going further, direct group relationships is being employed.
In order to determine how wide the span of control, certain factors must first be considered:
1. CAPACITY OF SUPERIOR.
2. CAPACITY OF SUBORDINATE.
3. NATURE OF WORK.
4. DEGREE OF DECENTRALIZATION.
5. DEGREE OF PLANNING.
6. COMMUNICATION TECHNIQUE.
7. USE OF STAFF ASSISTANCE.
8. SUPERVISION FROM OTHERS.
So looking upon the organizational chart of Supercare Medical Services, Inc. superiors do have
different ability and capacity in respect of such factors as leadership, communication, decision
making and control affecting management of subordinates. It also has some degree of
decentralization as the supervision becomes widened, the delegation of authority is being
practiced. The communication techniques being employed in this company helped a lot in the
wider span of control. Modern technology and utilization of staff assistants saved a lot of time and
span of services has been increased. The use of staff assistance is best exemplified by the
provision of quality standards. Supercare Medical Services, Inc. has attained an ISO status due
to its commitment to good services to clients by giving necessary guidance on methods and other
aspect of work from different specialists available in the business.
So overall, having been met the factors mentioned, Supercare Medical Services, Inc. indeed have
a flat structure of management in order to control the flow of services and continue to pursue its
vision and mission as the best pre-employment clinic in the Philippines by the year 2020.

Task no. 2: Planning and Controlling

Review and analyze the vision, mission, core values and objectives of the health care
setting.
Vision: To become the best pre-employment clinic in the Philippines by the year 2020.
Analysis: The vision of Supercare Medical Services, Inc. is clear and simple. It has

avoided some elaborate language and easily explained by those involved. It is also timebound which means that this vision can be measurable and realistic too. Most
importantly, it is not confused with the mission statement. The vision statement
addresses where the company wants to go and what direction they want to head.
Mission: To maintain a quality management system that will ensure satisfaction of our clients.
Analysis: The purpose of a mission statement is to give a concise explanation of the
business's reason for existing and its long-term goals. The exact form of a mission statement can
vary, but effective mission statements typically include nine elements:
1. Function
2. Target Consumers
3. Target Region
4. Values
5. Technology
6. Employees
7. Strategic Positioning
8. Financial Objectives
9. Image
Supercare Medical Services, Inc. has described their organization is a generalized manner.
However, using the above principles, the mission statement of company was able to provide
some description of the function of the business. Target consumers or target market must be
specified rather than using the word clients. The business must determine what region it serves
best and relay that information by way of the mission statement. For example, they must specify
whether their company is focused on pre-employment in the locality or internationally.
Mission statements typically include a statement of company values. Values such as customer
service, efficiency and eco-consciousness often appear on lists of company values. At their best,
company values should express principles the company explicitly tries to affirm in day-to-day
operations. In terms of technology, Supercare Medical Services, Inc. has successfully mentioned
in their mission statement To maintain a quality management system - a description of the
essential technology the company does or plans to employ.
Like people, companies develop public images. Careful companies craft the public image they
want to establish and lay out the major features of it in the mission statement. This helps
managers direct employees that stray from the sanctioned public image. It is a challenge for
Supercare Medical Services, Inc. to provide a unique public image through their mission
statement.
Quality Policy:

We are committed to provide high quality, cost effective and responsive health services to Filipino
workers for domestic and international deployment.
We are dedicated to perform reliable and timely medical screening to aide employment and hiring
agencies promote Filipino workers to world-class standards.
We are determined to comply with all domestic and international statutory and regulatory
requirements and continuously improve our Quality Management System by employing
competent people, upgrading our facilities and being constantly responsive to dynamics of the
medical field.
Analysis: The way they have made the quality policy is easy to understand which means
it has definite and positive understandable language. It also provided the precise limitations of the
company. A good policy entitles that whatever is being mentioned must be based on facts, so in
this company, they have constructed the facts and not just personal feelings or opportunistic
decisions.

Task No. 3: Performance Appraisal

Performance Appraisal is the systematic evaluation of the performance of employees and to
understand the abilities of a person for further growth and development. Performance appraisal is
generally done in systematic ways which are as follows:

1. The supervisors measure the pay of employees and compare it with targets and plans.
2. The supervisor analyses the factors behind work performances of employees.
3. The employers are in position to guide the employees for a better performance.
Supercare Medical Services, Inc. employed the Human Resource Manager to spearhead the
performance evaluation. The department informs the schedule of employee performance
evaluation and reviews the Employee Performance Evaluation. Monitoring of progress of
employees based on the standards of evaluation is also being shouldered.
Several department head or administrator also perform certain activities relating to performance
appraisal, it is being done in order to pave way for promotion, compensation, employees
development, selection validation and communication and motivation. Top-level managers such
as operations managers evaluate department heads too. While results of evaluation were also
being discussed with the employee.
Through performance appraisal, if unsatisfactory scores were being identified, necessary actions
were taken to ensure quality of services.