A positive culture in health care
HCA 827 Topic 8 DQ 1
A positive culture that includes shared leadership creates buy-in and fuels the sustainability of the organization. In addition, research notes that a satisfied staff leads to better patient outcomes. Is the promotion of a positive culture primarily the role of management in a health care organization? Why or why not? How can members of a health care organization cooperate to ensure an organizational culture that promotes the sustainability of quality safe care? Explain.
ADDITIONAL DETAILS
A positive culture in health care
Introduction
Health care is a tough field to be in, and it’s even tougher when you are trying to create a positive culture. The people who work in health care have complex responsibilities, often dealing with difficult situations on a daily basis. They’re expected to keep their heads down and focus on what they’re doing; but at the same time, they want recognition for their hard work.
Forget the office holiday party: In health care, we need to do our best to create positive culture all year round.
We need to do our best to create positive culture all year round.
In health care, we often focus on the big things: the new technology or a new process improvement initiative. But in reality, it’s those little things that can make a big difference. When you’re trying to build a healthy workplace culture and attract top talent—and you aren’t getting there by putting together an office holiday party—it may be time for some soul-searching about what kind of workplace you’d like to have for yourself and your team members.
What we measure matters.
Measuring what matters is the first step to building a culture of measurement.
What we measure should be relevant to our business goals and customer needs. For example, if you want to reduce medical errors in your hospital or improve emergency department efficiency, then measuring how often patients are admitted by mistake would not be very useful. Instead, you might focus on things like whether or not doctors spend enough time with each patient before admitting them into the hospital (this is known as “meeting time”). Or perhaps it’s more important that every patient who comes through the door has been seen within two hours of arrival? By focusing on these types of measurements, you can make sure all patients are getting what they need while also reducing costs at no extra cost!
Recognizing people for good work matters.
You’re a great doctor or nurse. Your patient is doing well, and you have a great rapport with them. They ask how their loved ones are doing, and you can tell from their tone that they’re genuinely concerned about them.
Congratulations! That deserves recognition. It doesn’t need to be anything major—maybe just a simple gesture like giving your patient some extra time with the nurses during lunch breaks or offering them a few more minutes of conversation after their visit is finished for the day—but acknowledging good work goes far in building rapport between healthcare professionals and their patients (and vice versa) because it lets people know that you see what they do as important work; it shows how much respect you hold for them as individuals who deserve credit for taking care of themselves and others around them
People want to know they’re cared about and appreciated.
Recognition is a powerful motivator. People want to know that they’re cared about and appreciated, which can be as simple as a thank you, smile or high five. In health care, this kind of recognition is often lacking in both the professional and personal spheres—and it’s something we want to change!
These can be small acts of recognition.
Small acts of recognition are more meaningful than cash bonuses. These can be small, simple things that make people feel appreciated and valued—like a thank you note or a cupcake from the boss’s home. In fact, research suggests that employees who receive positive feedback from their managers are much more likely to stay on board with the company for years than those who don’t get as many positive comments from their superiors (and vice versa).
Positive culture isn’t about grand gestures like giving out free lunches or throwing parties at work—it’s about creating an environment where everyone feels loved and cared for by their fellow coworkers, bosses and leaders alike.
Sometimes it’s about creating a space for staff to recognize their colleagues and express appreciation for one another.
One of the most important things to remember is that it’s not just about giving awards and bonuses. It’s about creating a culture where people feel valued and appreciated. This can be done in small ways, like giving praise or recognition. And it can also be done in big ways, like hosting a party or putting on an event for the entire department.
It’s important to recognize your colleagues because they are working hard every day to make sure your hospital is running smoothly!
These acts of celebration may mean more to people than cash bonuses and expensive gifts.
Recognition is a powerful motivator. It can be as simple as a thank you, a smile or nod, or even a pat on the back. When we feel valued and recognized by those who work with us, it makes us want to do our best work because we want them to know how much they mean to us!
If you want to foster a culture that celebrates success and provides recognition for all employees’ efforts—whether it’s through programs like “Employee of the Month” or simply recognizing people for their hard work throughout the year—there are some things you can do:
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Keep track of employee achievements in written form so that everyone knows what went into making these successes happen (for example: “This patient has been improving steadily over time thanks largely in part from her dedication toward staying healthy!”).
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Hold annual appreciation lunches where everyone gets together after hours at lunchtime; this will help build camaraderie among coworkers who otherwise might not see each other outside normal working hours due to their job commitments.*
Positive culture doesn’t have to mean grand gestures; every day counts.
To create a positive culture in health care, you don’t need to spend $10 million on a fancy annual event. You simply have to make people feel like they are valued and appreciated for the work that they do every day.
Small gestures can have a big impact on culture—and sometimes, it’s more important than grand gestures!
Conclusion
We need to do our best to create a positive culture in health care all year round. It’s not about creating a grand gesture or doing something for your staff; it’s about recognizing people for their hard work, building relationships and trusting each other, helping each other succeed. And when we make mistakes? Let’s admit them and learn from them together!
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