Organizational Culture and Values of the Nurse Presentation
Organizational Culture and Values of the Nurse Presentation
Prepare a 10-minute presentation (10-15 slides, not including title or reference slide) on organizational culture and values.
- Describe how alignment between the values of an organization and the values of the nurse impact nurse engagement and patient outcomes.
- Discuss how an individual can use effective communication techniques to overcome workplace challenges, encourage collaboration across groups, and promote effective problem solving. Incorporate how system needs and the culture of health may influence the outcomes. How does this relate to health promotion and disease prevention in the larger picture?
- Identify a specific instance from your own professional experience in which the values of the organization and the values of the individual nurses did or did not align. Describe the impact this had on nurse engagement and patient outcomes.
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Organizational Culture among Nurses Working in the Public Health Sector
Introduction
Organizational culture is a multidimensional concept that has emerged independently in several disciplines ranging from social anthropology to organizational psychology. Ravasi and Schultz described organizational culture as a set of shared assumptions that guide what happens in organizations by defining appropriate behavior for various situations [1].
Organizational culture (OC) includes norms, systems, vision, assumptions, beliefs, philosophy, and values that hold together, and is expressed in its self-image, affects the way people and groups interact with each other, with clients, and future expectations [2–4]. According to Cooke and Rousseau, an organizational culture can be defined as a set of specific behaviors, rules or norms (i.e. behavioral norms), which members believe they should adopt to survive and work within such an organization. These behavioral patterns can be productive or not and can lead to behaviors and attitudes that determine how the members approach their work and interact with each other [2]. In the professional field of health care, organizational culture has been positively associated with elements of organizational performance that contribute to quality of services, such as nursing care, job satisfaction, patient and personnel safety, personnel turnover rate and change of management process [5–9]. Furthermore, organizational culture has also been positively associated with financial performance [10–12].
Nurses, as the health care professionals most actively engaged in direct patient care, especially those working in a hospital setting, are an important professional group that can influence the overall culture of a health organization positively or negatively [13,14].
Accordingly, the culture of a health care organization can be a powerful characteristic that affects particularly hospital nurses’ work environment, and enhances hospitals’ ability to adapt to environmental change [15].
However, establishing the exact relationship between personnel performance, the type of culture that governs an organization and success or failure in achieving its objectives has not been simple [16]. In addition, in complex organizations such as health services organizations, multiple professional groups might present multiple cultures and the interdependent aspects of each subculture within a large organization might not favor planned changes [2,17,18].
Nurses in the health care system of Crete, which is identical to the Greek NHS on a smaller scale, are facing the challenges of increasing demands on health care services in a highly centralized and doctor-centered health system, which minimizes the professional autonomy of nurses and increases hindrances to interdisciplinary collaboration [19].
Diagnostic assessment of nurses’ organizational culture can provide an appreciation of the existing cultural traits within an organization and their effectiveness in promoting desirable organizational processes and outcomes, and may identify areas of strengths and weaknesses of nurses within an organization or a health care system.
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