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The advantages of working in a decentralized structure are that the system empowers employees. Having autonomy over your own decisions gives the person a feeling or sense of importance (Greiner, 1998). Also, working in a decentralized structure relieves the burden of decision making from one person to everybody else in the organization. Working in a centralized structure, on the other hand, allows fast execution of ideas. This is because decision making is left to one party, the overall head of the organization (Greiner, 1998).
The difference in authority, responsibility and accountability between decentralized and centralized structures is that, in the latter, the names have individual significance instead of the decentralized structure where the phrases are more universal. By saying universal, this paper argues that authority, responsibility, and accountability are shared in decentralized structures (Greiner, 1998).
Pain management documentation (PMD), comprising of assessment, interventions or intercessions, as well as reassessment, can assist provide a significant way of communication among health practitioners in order to individualize healthcare. Ordinary health institutions apply pain management documentation (PMD) as a vital pointer of quality (Samuels & Kritter, 2011). Implementation of the electronic medical record changes the presentation of PMD data for quality, as well as clinical evaluation use. Pain management documentation is frequently an objective evaluation of care given and can replicate clinical decisions. Documentation offers a key data source for knowledge creation and offers evidence required for practice liability. A majority of standard-setting institutions need PMD as a vital indicator of quality. By doing this, as earlier stated, practitioners will be able to individualize care, as well as communicate information necessary for stability (Samuels &
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