Organizational Culture and Values

Organizational Culture and Values

Purpose of organizational mission, vision, and values is accurate and clearly outlined. A detailed explanation of why organizational mission, vision, and values are significant to nurse engagement and patient outcomes is presented. Sound rationale is provided for support. The significance is clearly established. An explanation of factors leading to conflict in a professional practice is clearly presented. How organizational values and culture influence the way conflict is addressed is described in detail. Strong rationale and evidence are provided for support. Effective strategies for resolving workplace conflict and encouraging interprofessional collaboration is discussed. Strong support and rationale are provided to support each strategy. The content is written clearly and concisely. Ideas universally progress and relate to each other. The project includes motivating questions and advanced organizers. The project gives the audience a clear sense of the main idea. The layout is visually pleasing and contributes to the overall message with appropriate use of headings, subheadings, and white space. Text is appropriate in length for the target audience and to the point. The background and colors enhance the readability of the text. Organizational Culture and Values

Nurse Engagement and Patient Outcomes A positive mission statement attracts positive staff Consistency in organizations values affect individual values Direct impact on engagement and patient outcomes Employees value performance when performance is valued Mission and values aligned with patient goals Positive goals influences positive outcomes

A positive mission statement will attract employees that have positive attitudes and want to accomplish the goals of the mission, vision, and values. The consistency in an organization’s values will affect the individual’s values, “Employees value their performance when they know their performances is being valued” (Thomas, 2018). The mission and values of an organization have a direct impact on nurse engagement and patient outcomes when they are aligned with patient goals. Positive goals influence positive patient outcomes. 6 Organizational Culture and Values

Conflicting Factors of Organizational Values and Culture Values, beliefs, and behaviors displayed in an organization Conflicts when values are not shared Barriers can lead to feelings of powerlessness Barriers include race, gender, level of education Cultural barriers affect communication within organization Can degrade the overall effectiveness of the organization

Organizational culture is a set of values, beliefs, and behaviors that are shared amongst a group of people (Thomas, 2018). When the values are not shared this created conflict amongst the people within the organization. The barriers of organizational culture can conflict with the nurse’s practice and can negatively affect patient outcomes, the ability to practice may be negatively affected by the culture of the environment in which they work in (Manojlovich, 2002). Barriers within the organization include race, gender, level of education, and seniority. The cultural barriers can affect communication and degrade the overall effectiveness within the organization. 7

Effective Strategies for Resolving Workplace Conflict Embrace and work to resolve conflict Talk it out Listen carefully Come to an agreement Offer guidance and solutions Forgive and move on Organizational Culture and Values

When a group of people are working together daily, conflict is often inevitable. There are many strategies to avoid and resolve conflict. Embrace it, do not ignore it as if it does not exist, acknowledge the conflict and work positively in a way that will resolve the conflict. Talk out the issues, and when doing so listen to the other party and take into consideration their issues. Once both parties have discussed their conflict, it is important for the employees to come to an agreement that will resolve the conflict where it can be buried and not brought up again, forgive the issue and move. Another effective strategy that the nurse leader can also assist in is to offer guidance and solution to the employees that have the conflict with each other when a common ground cannot be met 8

Encouraging Interprofessional Collaboration Establishing effective ways to communicate Encourage professionals to work as a team Place patient outcomes as the center of health care delivery Properly delegate tasks Promote multidisciplinary teams Keep focus on the patient Organizational Culture and Values

Providing the best care for positive patient outcomes requires both coordination and communication amongst all health care providers involved in patients care. The goal of interprofessional collaboration is to help doctors and nurses work together effectively to provide the highest quality of care (Nock, 2016). Establishing effective ways to communicate amongst staff members and encouraging professionals to work as a team are great ways to encourage collaboration. Organizational Culture and Values

“How Organizational Needs and the Culture of Health Care Influence Organizational Outcomes” Culture influences the way organizations make decisions The decisions influence the type of care for patients Decisions also influence teamwork within the hospital units Culture helps to gather and share input


“Change your organizational culture and you change the patient experience” Organizational Culture and Values

The culture within healthcare influences the way that organizations make their decisions about what they are and aren’t going to do. These decisions influence that type of care that the employees provide to the patients, and directly influence the type of teamwork displayed within the hospital’s individual units. The culture within health care helps to gather information within the hospital and share that information. An MD, Dr. Mohta states “Change your organization culture and you change the patient experience” (Mohta, 2019). 10

Organizational Outcomes and Health Promotion Establishing a work environment where health and safety is valued Providing workplace health programs Providing a culture where health promotion is valued Address employee’s health concerns and health promotion Participation in health promotion activities Establish evaluation measures for health promotion programs Organizational Culture and Values

According to the CDC, it is important for the organization to provide a work environment where health and safety is valued (CDC, 2015). This can be done by providing health programs and a culture where health promotion is also valued. Making sure all employees and patients health concerns are addressed, and that health promotion is provided is key. Organizational cultures may also participate in health promotion activities and programs, and establish ways to evaluate the success of the health promotion programs. 11 Organizational Culture and Values


Thomas, J. (2018). Organizational Culture and Values. Nursing Leadership & Managment: Leading and Serving. Retrieved from leadership-and-management-leading-and-serving/v1.1/#/chapter/4 Manojlovich, Milisa & Ketefian, Shake. (2002). The Effects of Organizational Culture on Nursing Professionalism: Implications for Health Resource Planning. The Canadian journal of nursing research = Revue canadienne de recherche en sciences infirmières. 33. 15-34. Carpenter, Bauer, Erdogen. (2012). The Roles of Mission, Vision, and Values. Management Principles. Retrieved from principles-v1.1/s08-02-the-roles-of-mission-vision-an.html Nock, B. (2016). How Nurses can Improve Interprofessional Collaboration. Retrieved from Swenson, S., Mohta N. (2019). Leadership Survey: Organizational Culture Is the Key to Better Health Care. Insights Report. Retrieved from Center for Disease Control. (2015). Organizational Change Measures. Retrieved from Organizational Culture and Values

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