NRS-451V Organizational Culture and Values Presentation

Grand Canyon University NRS-451V Organizational Culture and Values Presentation-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University NRS-451V Organizational Culture and Values Presentation assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for NRS-451V Organizational Culture and Values Presentation

Whether one passes or fails an academic assignment such as the Grand Canyon University NRS-451V Organizational Culture and Values Presentation depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for NRS-451V Organizational Culture and Values Presentation

The introduction for the Grand Canyon University NRS-451V Organizational Culture and Values Presentation is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for NRS-451V Organizational Culture and Values Presentation

After the introduction, move into the main part of the NRS-451V Organizational Culture and Values Presentation assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for NRS-451V Organizational Culture and Values Presentation

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for NRS-451V Organizational Culture and Values Presentation

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

Stuck? Let Us Help You

Completing assignments can sometimes be overwhelming, especially with the multitude of academic and personal responsibilities you may have. If you find yourself stuck or unsure at any point in the process, don’t hesitate to reach out for professional assistance. Our assignment writing services are designed to help you achieve your academic goals with ease.

Our team of experienced writers is well-versed in academic writing and familiar with the specific requirements of the NRS-451V Organizational Culture and Values Presentation assignment. We can provide you with personalized support, ensuring your assignment is well-researched, properly formatted, and thoroughly edited. Get a feel of the quality we guarantee – ORDER NOW.

Sample Answer for NRS 451V Organizational Culture and Values Presentation

Introduction & Purpose of the Presentation

Organizational culture and values are critical components that allow nurses to deliver care to patients. Organizational culture is based on values, norms and practices that the management uses to develop mission and vision statements. Nurses thrive in friendly organizational cultures that value diversity and are transformational based on their values, mission, and vision statements (Kang et al., 2020). Through such environments, nurses enhance their patient engagements, develop better and innovative patient care models and this leads to positive patient outcomes (Braithwaite et al., 2018). The purpose of this presentation is to discuss the role of organizational culture and values based on mission and vision and its influence on nurses’ engagement. The presentation also explores the role of organizational culture and values in conflict resolution and management in health care setting.

Definition & Importance of Organizational Culture and Values

Organizational culture entails shared beliefs, values, and attitudes. An organizational culture also include the conduct and way of behaving, communication aspects, customs and the vision crafted by those involved. Furthermore, values and culture within an organization denote to a system of sharing assumptions and common approaches to issues as well as how employees behave in their duties (Braithwaite et al., 2018). Values are moral tools and components within the organization that guide overall conduct. Shared values and beliefs have robust influence on employees in the organization.

Organizational culture is important to different stakeholders who include the management and employees. Organizational culture and values encourage collaborations, motivates employees, leads to attainment of goals. Organizational culture and values provide the requisite foundation for ethical conduct and way of doing things for an entity (Runtu et al., 2019). Organizational culture influences the type of nursing and patient care models used by an organization. culture and values also shape the way staff, nurses, and providers develop relationships, communicate and collaborate in the healthcare setting (Manion & Davies, 2018). Organizational culture and values also establish expectations and standards of practice and a commitment by healthcare entities to the communities that they serve.

Purpose of Organizational Mission, Vision & Values

Organizational mission, vision, and values are critical component of its culture. The mission states the purpose of an organization and essence of its overall existence. The mission is recognized and integrated into practice and operations of the organization as part of their goals and objectives. Vision statement is futuristic and describes the dream of the organization and what it hopes to attain or accomplish in the future. Robust vision statements entail what the organization will attain and contain a clear development path (Dempsey & Assi, 2018). Values in an organization are ethical imperatives and standards of conduct that the stakeholders and the organization promote and follow. Values define the choices that an entity embraces to operate and contain ethical standards that employees should adhere to based on expectations and corporate social responsibility.

ALSO READ: NRS-451VN Benchmark – Effective Approaches in Leadership and Management

Mission statement offers overall purpose of what an organization hopes to attain now or in the current situation. Through the mission statement, a healthcare organization provides services that meet consumer needs and develops innovative interventions in health promotion and disease management. Vision statement ensures that an organization considers futuristic aspects in their industry and develops interventions to attain them (Runtu et al., 2019). For instance, the deployment of technology in healthcare implores organizations to consider innovative approaches in care delivery in the future to meet patient needs. Values allow practitioners to develop and model certain ethical imperatives like honesty and integrity to deliver quality patient care (Manion & Davies, 2018). The overall intent of these components is to develop an organizational culture that aligns with the overall need to deliver quality patient care.

Significance of Mission, Vision & Values to Nurse Engagement

As posited, the essence of mission, vision and values in an organization is to develop an organizational culture that espouses goals and objectives of the entity. Mission, vision, and values statements are essential ton engagement of nurses in different ways. They encourage positive and productive nurse-to-nurse interactions and relationships that are important in health care setting (Nightingale, 2018). They also promote longevity and retention implying that they reduce possible turnover and shortage in the practice setting. Mission and vision as well as values lead to increased commitment by nurses to a facility and to patients. They also allow development and nurturing of positive interactions with patients (Mannion & Davies, 2018). Mission, vision, and values are fundamental components of effective ways of communication and overall conduct among nurses. The implication is that nurses need systems that have positive values, vision and mission to motivate and inspire them to offer quality patient care.

Significance of MiPatientssion, Vision & Values to Outcomes

Studies are categorical that positive relationship exists between an effective organizational culture and patient satisfaction based on better interactions with patients and commitment to quality care delivery. Patient satisfaction and outcomes are important measures of clinical outcomes and health care performance. Patients prefer organizations that have ethical practices and are patient-centered (Smits et al., 2018). The mission, vision and values statements encourage effective patient interactions as nurses espouse better values like integrity, honesty, transparency and better communication. An empowering organizational culture based on vision, mission, and values has a positive correlation with customer satisfaction (Braithwaite et al., 2018). The mission, vision, and values help attain improved care through mission-oriented culture that patients seek in healthcare settings.

Factors Leading to Conflicts in Professional Practice

Conflicts are an inevitable part of Organizational Interactions and working among diverse individuals with different and divergent perceptions of issues.

Conflicts have a negative connotation but may offer opportunities to improve organizational outcomes and processes. Different factors cause conflicts in organizations. These include ineffective communication, differences in roles responsibilities and goals among diverse stakeholders, differences in values and perceptions as well as resource strain and a demanding workplace environment (Dempsey & Assi, 2018). Further, organizational change may also be a source of conflicts because some employees may not be willing to adjust to the new way of doing things. Conflicts can also arise due to unmet and unrealistic personal and professional expectation as well as internal power structures and need for recognition among employees (Nightingale, 2018). The implication is that through an effective organizational culture based on values, stakeholders can find lasting solutions to the conflicts in these settings.

Organizational Culture and Values in Conflict Management

Organizational culture and values are critical aspects of the interventions that providers and entities in healthcare can use to address conflicts. Values offer direction on expected conduct and ethical approaches to minimize possible conflicts. Ethical standards improve interactions and level of communication in an organization to reduce frictions and miscommunication. Further, values harmonize organizational culture and sets attributes and skills that leaders should possess to handle conflicts better. Culture influences social normative that glues an organization together while shaping the type of leadership that evolves in an organization (Mannion & Davies, 2018). Leadership affects the kind of communication and approaches that an organization can use to address conflicts, especially in nursing and healthcare settings. imperatively, shared leadership based on a robust organizational culture and values is critical in adopting better conflict management approaches (Dempsey & Assi, 2018). Therefore, that have effective values and cultures can solve conflicts better and attain quality outcomes. Values like teamwork, respect, and transparency, integrity and honesty allow organizations to have common approaches to conflicts while transformational, participative and charismatic leadership styles improve the chances of generating solutions to conflicts in organizational settings.

Effective Strategies to Resolve Workplace Conflicts

The management of organizational conflicts is essential to improving care delivery, patient satisfaction, and performance of nurses. Leaders and followers should focus on the best approaches from the available ways like accommodation, collaboration, compromising, avoidance and competing. In this case, they can use strategies like accommodation, collaboration and compromising to deescalate such events (Sprajc et al., 2020). Secondly, they need to ensure that the organizational culture and values align with the stakeholders’ expectations, especially among their employees. Organizations and their management can also address conflicts when the values and culture align with their mission, vision, and the goals (Kang et al., 2020). Further, conflict resolution needs leaders to focus on issues and not individuals, have open and effective communication and accepting conflicts as critical to developing new ways of doing things.

Effective Strategies to Encourage Inter-Professional Collaboration

Inter-professional Collaboration is vital for effective care delivery and attainment of one common purpose and goal. Inter-professional collaboration entails working together based on a common plan of care to deliver quality patient services (Tang et al., 2018). Strategies like having effective teams and teamwork, developing an organizational culture that supports increased interactions and based on good values lead to inter-professional collaboration (Machen et al., 2019). Inter-professional collaboration happens when leaders offer support based on their leadership styles (Dempsey & Assi, 2018). For instance, honesty, transparency, integrity and trust are critical values that encourage inter-professional collaborations in organizations. Effective assignment of duties and roles’ clarity ensures that providers collaborate to offer quality patient care.

Influence of Organizational Needs on Organizational Outcomes

Organization needs in healthcare continue to be dynamic and unpredictable because of increased care demand and use of innovative models like value-based care purchasing. The needs are unlimited yet available resources are limited and this implores nurses to use their mental fortitude to meet the diverse patient needs and attain quality care (Machen et al., 2019). Organizational needs like increased nurses and lowering costs impact outcomes as sufficient resources lead to better results. Better interactions and relationships come based on the organizational culture and values espoused by providers (Kang et al., 2020). Therefore, these values and culture promote better interactions among diverse stakeholders culture is also instrumental in equitable allocation of resources to achieve the expected outcomes

Influence of Health Care Culture on Organizational Outcomes

Culture gives direction on conduct and processes within an organization to attain its goals and objectives. Culture also influences the type of interactions that occur among the diverse providers and stakeholders within and outside the organization (Sprajc et al., 2020). For instance, having a positive organizational culture attracts patients and gives them hope of attaining quality outcomes and increased levels of satisfaction. An organizational culture also leads to higher levels of patient safety and reduces occurrence of adverse events like medication errors. It also enhances the development of trustful interactions among different stakeholders (Nightingale, 2018). As organizations with better health care culture attain better outcomes in different areas that include patient outcomes and attainment of respective goals and objectives.

Influence on Health Promotion from a Community Health Perspective

Health promotion requires resources and a supportive organizational culture. Further, health promotion focuses on interventions aimed at reducing the occurrence of diseases and chronic conditions. Organizational culture and values are essential in developing better ways to interact with communities to implement better interventions aimed at care delivery (Dempsey & Assi, 2018). Organizational needs impact health promotion from a community perspective as they reduce available resources and personnel for equitable resource allocation. Organizational culture and values dictate how employees interact with communities to implement evidence-based practice interventions to improve overall care.

References

Braithwaite, J., Herkes, J., Ludlow, K., Testa, L., & Lamprell, G. (2018). Association between organizational and

workplace cultures, and patient outcomes: systematic review. BMJ open, 7(11), e017708.

doi: 10.1136/bmjopen-2017-017708

Dempsey, C. & Assi, M. J. (2018). The Impact of Nurse Engagement on Quality, Safety, and the Experience of Care:

What Nurse Leaders Should Know. Nursing Administration Quality, 42(3):278-283.

doi: 10.1097/NAQ.0000000000000305

Manion, R. & Davies, H. (2018). Understanding organizational culture for healthcare quality improvement. BMJ, 363.

doi: https://doi.org/10.1136/bmj.k4907

Kang, J. Y., Lee, M. K., Fairchild, E. M., Caubet, S. L., Peters, D. E., Beliles, G. R., & Matti, L. K. (2020). Relationships

among organizational values, employee engagement, and patient satisfaction in an academic medical center.

Mayo Clinic Proceedings: Innovations, Quality & Outcomes, 4(1), 8

20.DOI:https://doi.org/10.1016/j.mayocpiqo.2019.08.001

Machen, S., Jani, Y., Turner, S., Marshall, M., & Fulop, N. J. (2019). The role of

organizational and professional cultures in medication safety: a scoping review

of the literature. International Journal for Quality in Health Care, 31(10), G146-

G157. doi: 10.1093/intqhc/mzz111

Runtu, T. M., Novieastari, E., & Handayani, H. (2019). How does organizational culture

influence care coordination in hospitals? A systematic review. Enfermeria clinica, 29, 785-

802.

Tang, C. J., Zhou, W. T., Chan, S. W. C., & Liaw, S. Y. (2018). Inter-professional

collaboration between junior doctors and nurses in the general ward setting: A qualitative

exploratory study. Journal of nursing management, 26(1), 11- 18.

Include an additional slide for the Loom link at the beginning, and an additional slide for References at the end.

Outline the purpose of an organization\’s mission, vision, and values.
Explain why an organization\’s mission, vision, and values are significant to nurse engagement and patient outcomes.
Explain what factors lead to conflict in a professional practice. Describe how organizational values and culture can influence the way conflict is addressed.
Discuss effective strategies for resolving workplace conflict and encouraging interprofessional collaboration.
Discuss how organizational needs and the culture of health care influence organizational outcomes. Describe how these relate to health promotion and disease prevention from a community health perspective.

Sample Answer for NRS 451V Organizational Culture and Values Presentation

Introduction

vOrganizational Culture Definition

vOrganizational Values and Significance

vMission and Vision Statements

vEssence of the Presentation

Successful organizations have missions, visions, and values that provide a sense of direction and purpose. These components form the backbone of organizational culture. Nurses and other healthcare providers need an organizational culture that motivates and drives them to perform, interact with patients well, and apply best practices while getting support from the leadership and management. Mission, vision, and values ensure that a healthcare organization and its stakeholders have the drive to attain quality care and focus on better patient outcomes (Trybou et al.., 2017). The essence of this presentation is to discuss the importance of organizational culture and values in healthcare organizations, especially in nursing practice.

Objectives

vPurpose of Mission, Vision and Values

vSignificance of Mission, Vision and Values to Nurse Engagement and Better Patient Outcomes

vFactors that lead to conflicts in professional practice

vInfluence of organizational values and culture on conflict

vStrategies for Resolving Workplace Conflicts

vInfluence of Organizational Needs and Culture on Patient Outcomes

The presentation will focus on the purpose of an organizational mission, vision, and values. The presentation also considers the significance of vision, mission and values in nurse engagement and better patient outcomes. Patients visit care facilities to attain better outcome and these can only happen if the mission, vision and values in the entity supports nurse engagement and align with the goal of providing better patient care for quality outcomes. The presentation will also look at issues that lead to conflicts in professional practice and impact of values and culture on conflicts. The presentation also explores strategies to resolve conflicts in the workplace and impact of organizational needs and culture on patient outcomes.

Purpose of Organizational Mission, Vision & Values

vEssential to Business

vDefine Goals and Objectives of an Organization

vDescribes how an organization satisfies clients’ needs

vGives a system its way of life

vOrganization values help the entity to understand what they need to attain

vOffers a framework for the culture of the organization

Organizational mission, vision and values are essential for any entity based on its activities. These components define goals and objectives as well as direction of an organization. Mission, vision, and values describe how an organization satisfies customers’ needs and give the system its way of life. These values help an organization to understand what it needs to attain and offer a framework for the overall culture (Trybou et al., 2017). The implication is that organizational mission, vision and values are essential aspects of any entity as they provide direction on what occurs in an organization (Sharma, 2017). In healthcare settings, these include aspects like continuous quality improvement (CQI), application of evidence-based practice (EBP) interventions and integration of nursing informatics among other important frameworks.

Organizational Mission Statement

vMission statement guides an organization on its future

vWho are Serving

vHow do we serve them?

vHow do we intend to Operate

An organization’s mission statement provides a business explanation driving the entity’s presence. It outlines a contract that an organization forms with its stakeholders. The mission statement guides an organization on its future by asking and answering questions like who are serving?, how do we serve them?, how do we intend to operate. The implication is that a mission statement communicates a health care organization’s important purposes and assists potential patients to select where to seek care and employees where to seek for employment opportunities (Tang et al., 2017). The mission statement gives an organization character, identity, and reason for its existence. These include purpose, strategy, and behavioral standards, norms, and values.

Organization Vision Statement

Vision Statement

vCreates a mental image of the possible and desirable future state of an organization

vDefines what an entity aspires to be

vAssists in driving goals and decisions

vBroad to capture entire organizational direction

The vision statement is a seeking explanation about the future that an organization aspires to attain and create mental images of the possible and desirable future. A vision statement asks questions like where are we going? What are trying to achieve? How will this reflect on our mission? Unlike the mission, a vision is broad to cater for the entire organizational direction and assists in driving goals and decisions (Mannion & Davies, 2018). The implication is that a vision is a visual representation of what an organization wishes to attain or become.

Organizational Values

vValues provide ethical standards for an organization in its operations

vCode of Ethics; especially professional Ethics

vDefines What an organization believes in

vExpected conduct and norms

vOffers a moral direction of an organization

A values statement is a critical component of overall healthcare organization since healthcare providers interact with different stakeholders, especially patients and their families in care provision. A value statement offers ethical standards for an organization in its operations. A value statement is different from both vision and mission statements but should align with strategic goals and objectives (Mannion & Davies, 2018). Values statement assists in harmonization of organizational culture as it influences the code of ethics that improves interactions. A value statement defines beliefs, and norms, conduct and expected behaviors among the healthcare providers in an organization (Sharma, 2017). Values provide the moral direction of an organization which is essential in setting standards to assess functions and decision-making.

Significance of Mission, Vision & Values to Nurse Engagement

vEngagement describes the commitment to and satisfaction attained from their jobs

vNurses seek engaging environments to perform better and deliver quality care

vMission, Vision, and Values essential in coordination of nurses’ qualities to deliver quality care

vCreate Connection between nursing excellence, workforce engagement and patient care

vShared vision, mission, values offer a foundation for resilience, and strategic partnership for a positive work environment

Engagement denote to the commitment to and satisfaction that nurses attain from their jobs based on the vision, mission, and values in their organization or workplace environment. Nurses want engaging environments so that they can perform better and deliver quality care interventions. Mission, vision, and values are important as they provide an organizational culture and allow nurses to leverage their abilities and skills to deliver quality care. Therefore, they allow nurses to create a connection between their excellence, and patient care (Mannion & Davies, 2018). Nurses become resilient to handle issues like burnout and incivility when they have values that enhance workplace interactions and abhors unethical conduct.

Significance of Mission, Vision & Values to Patient Care Outcomes

vHigh Quality Care

vImplementation of Evidence-Based Practice

vReduction in Patient Complications

vIncreased trust in health care organization

Patient care outcomes are essential as patients seek better interventions to address their health conditions. Therefore, an organization’s mission, vision, and values have a significant impact on patient outcomes (Thomas, 2018). Mission, vision, and values ensure that an organization develops a safety culture which focuses on delivery of high quality care by implementing different strategies and evidence-based interventions. A positive organizational culture leads to a shared vision, mission and values which allow healthcare providers to have a sense of belonging and perform their duties with commitment (Jones et al., 2019). Through the approach, they reduce patient complications as they work collaboratively, while patients increase their trust in the system for effective and quality care outcomes.

Factors Leading to Conflicts in a Professional Practice

vWorkplace Conflicts are inevitable in healthcare organization

vStructural Issues

vIncompatible personalities and differing opinions

vPoor Communication

vCompetition among employees

vDemanding jobs & Long hours

vPressure on Resources

vOrganizational changes

Workplace conflicts are an inevitable part of any effective working organization due to interactions among people and different opinions. Conflicts arise due to personality difference and incompatibility, poor communication and misunderstanding, competition among employees and blurred job descriptions and boundaries. Further, structural changes, increased job demands and long working hours, especially in healthcare settings, lead to conflicts (Jones, L. et al., 2019). Unmet or unrealistic personal expectations may also lead to conflicts in the workplace (Runtu et al., 2019). Internal power structures and increased need for recognition also cause conflicts in the workplace.

Conflicts are an inevitable part of Organizational Interactions and working among diverse individuals with different and divergent perceptions of issues.

References

Braithwaite, J., Herkes, J., Ludlow, K., Testa, L., & Lamprell, G. (2018). Association between organizational and

workplace cultures, and patient outcomes: systematic review. BMJ open, 7(11), e017708.

doi: 10.1136/bmjopen-2017-017708

Dempsey, C. & Assi, M. J. (2018). The Impact of Nurse Engagement on Quality, Safety, and the Experience of Care:

What Nurse Leaders Should Know. Nursing Administration Quality, 42(3):278-283.

doi: 10.1097/NAQ.0000000000000305

Manion, R. & Davies, H. (2018). Understanding organizational culture for healthcare quality improvement. BMJ, 363.

doi: https://doi.org/10.1136/bmj.k4907

Kang, J. Y., Lee, M. K., Fairchild, E. M., Caubet, S. L., Peters, D. E., Beliles, G. R., & Matti, L. K. (2020). Relationships

among organizational values, employee engagement, and patient satisfaction in an academic medical center.

Mayo Clinic Proceedings: Innovations, Quality & Outcomes, 4(1), 8

20.DOI:https://doi.org/10.1016/j.mayocpiqo.2019.08.001

Machen, S., Jani, Y., Turner, S., Marshall, M., & Fulop, N. J. (2019). The role of

organizational and professional cultures in medication safety: a scoping review

of the literature. International Journal for Quality in Health Care, 31(10), G146-

G157. doi: 10.1093/intqhc/mzz111

Runtu, T. M., Novieastari, E., & Handayani, H. (2019). How does organizational culture

influence care coordination in hospitals? A systematic review. Enfermeria clinica, 29, 785-

802.

Tang, C. J., Zhou, W. T., Chan, S. W. C., & Liaw, S. Y. (2018). Inter-professional

collaboration between junior doctors and nurses in the general ward setting: A qualitative

exploratory study. Journal of nursing management, 26(1), 11- 18.

Nightingale, A. (2018). Developing the organizational culture in a healthcare setting. Nursing

Standard, 32(21), 53-63. DOI: 10.7748/ns.2018.e11021.

Sprajc, P., Podbregar, I., & Hribar, N. (2018). Strategic aspects of the human capital

management in the development of organizational culture. Economic and Social

Development: Book of Proceedings, 106- 112.

Smits, M., Keizer, E., Giesen, P., Deilkås, E. C. T., Hofoss, D., & Bondevik, G. T. (2018).

Patient safety culture in out-of-hours primary care services in the Netherlands: a cross-

sectional survey. Scandinavian journal of primary health care, 36(1), 28-35. DOI:

10.1080/02813432.2018.1426150.

Sample Answer 3 for NRS 451V Organizational Culture and Values Presentation

Introduction

Effective organizations possess missions, visions, and values which offer a sense of direction and purpose. These element form the foundation of organizational culture. Nurses and other healthcare providers need an organizational culture that motivates and drives them to perform, interact with patients well, and apply best practices while getting support from the leadership and management (Trybout et al., 2017). Mission, vision, and values ensure that a healthcare organization and its stakeholders have the drive to attain quality care and focus on better patient outcomes. The essence of this presentation is to discuss the importance of organizational culture and values in healthcare organizations, especially in nursing practice.

Aspects of the Presentation

The presentation core aspect are significance of organizational mission, vision, and values. The presentation also considers the importance of vision, mission and values in nurse engagement and better patient outcomes. Patients visit care facilities to get better outcome and these can only happen if the mission, vision and values in the entities value nurse engagement and align with the goal of offering better patient care for quality outcomes. The presentation will also look at factors which lead to conflicts in professional practice and impact of values and culture on conflicts. The presentation also explores strategies to resolve conflicts in the workplace and impact of organizational needs and culture on patient outcomes.

Significance of Mission, Vision &Values

Organizational mission, vision and values are important for any institution based on its activities. These elements define goals and objectives as well as direction of an organization. Mission, vision, and values explain how an organization satisfies customers’ needs and give the system its way of life. These values assist an organization to understand its needs to attain and offer a framework for the overall culture (Trybou et al., 2017). The implication is that organizational mission, vision and values are essential aspects of any entity as they provide direction on what occurs in an organization (Sharma, 2017). In healthcare settings, these include aspects like continuous quality improvement (CQI), application of evidence-based practice (EBP) interventions and integration of nursing informatics among other important frameworks.

Mission statement

An organization’s mission statement gives a business case driving the entity’s presence. It outlines a contract that an organization forms with its stakeholders. The mission statement guides an organization on its future by asking and answering questions like who are serving?, how do we serve them?, how do we intend to operate. The implication is that a mission statement communicates a health care organization’s important purposes and assists potential patients to select where to seek care and employees where to seek for employment opportunities (Tang et al., 2017). The mission statement gives an organization character, identity, and reason for its existence. These include purpose, strategy, and behavioral standards, norms, and values.

Vision Statement

The vision statement is a seeking explanation concerning the future that an organization aspires to attain. A vision creates mental images of the possible and desirable future. A vision statement asks questions like where are we going? What are trying to achieve? How will this reflect on our mission? Unlike the mission, a vision is broad to cater for the entire organizational direction and assists in driving goals and decisions (Mannion & Davies, 2018). The implication is that a vision is a visual representation of what an organization wishes to attain or become over a certain period.

Values Statement

A values statement is an important element of healthcare organization since healthcare providers interact with different stakeholders, especially patients and their families in care provision. A value statement provides ethical standards for an organization. A value statement differs from both vision and mission statements but should align with strategic goals and objectives (Mannion & Davies, 2018). Values statement assists in harmonization of organizational culture as it influences the code of ethics that improves interactions. A value statement defines beliefs, and norms, conduct and expected behaviors among stakeholders in an organization (Sharma, 2017). Values provide the moral direction of an organization which is imperative in setting standards to evaluate functions and decision-making.

Importance of Mission, Vision, & Values in Nurse Engagement

Engagement denotes the commitment to and satisfaction that nurses get from their jobs based on the vision, mission, and values in their organization or workplace environment. Nurses want engaging environments to perform better and deliver quality care interventions. Mission, vision, and values are important as they give an organizational culture and allow nurses to leverage their abilities and skills to deliver quality care. Therefore, they allow nurses to create a connection between their excellence, and patient care (Mannion & Davies, 2018). Nurses become resilient to handle issues like burnout and incivility when they have values that enhance workplace interactions and abhors unethical conduct.

Mission, Vision & Values: Link to Patient Care Outcomes

Patient care outcomes are critical as patients seek better interventions to tackle their health situations. Therefore, an organization’s mission, vision, and values have a significant influence on patient outcomes (Thomas, 2018). Mission, vision, and values ensure that an organization develops a safety culture which focuses on delivery of high quality care by implementing different strategies and evidence-based interventions. A positive organizational culture enhances a shared vision, mission and values that enable healthcare providers to attain a sense of belonging and perform their duties with commitment (Jones et al., 2019). Through the approach, they reduce patient complications as they work collaboratively, while patients increase their trust in the system for effective and quality care outcomes.

Conflicts in Inter-professional Practice Setting

Workplace conflicts are an unavoidable part of any effective working organization due to interactions among people with diverse opinions. Conflicts arise due to personality difference and incompatibility, poor communication and misunderstanding, competition among employees and blurred job descriptions and boundaries. Further, structural changes, increased job demands and long working hours, especially in healthcare settings, lead to conflicts (Jones, L. et al., 2019). Unmet or unrealistic personal expectations may also lead to conflicts in the workplace (Runtu et al., 2019). Internal power structures and increased need for recognition also cause conflicts in the workplace.

Impact of Organizational Values & Culture on Conflict Resolution

As observed, organizational values provide employees a sense of direction on conduct and ethical perspectives. Values shape ethical standards and best approaches to conflicts. They also harmonize organizational culture which denote to the social normative that holds and glues a healthcare entity together. Therefore, organizations with effective values and cultures are more likely to solve conflicts better and emerge from them stronger. Culture shapes the type of leadership that an organization adopts and is essential in management of a conflicts (Jones, L. et al., 2019). Values like teamwork, respect and honesty, transparency and integrity lead to common purposes and one approach to an organizational issue. Further, leadership styles like participative, transformational, and charismatic are critical in conflict management because they allow people to share their views and offer possible solutions when conflicts arise.

Appropriate Conflict Resolution Strategies

Conflict resolution implores leaders and their subordinates to develop appropriate mechanisms that include designing the organizational culture to align with the workforce expectations which comprise of strategic goals and objectives within a known code of ethics., promoting effective leadership styles that which improve engagement of employees, enhancement of communication and collaborations, and effective planning and allocation of resources and tasks for better work-life balance to lower and prevent instances of burnout and stress (Thomas, 2018). Effective recruitment and subsequent training of employees to possess interpersonal and communication sills with enhanced competencies in their respective positions is essential in resolving conflicts in the workplace (Mannion & Davies, 2018). Further, the management can use existing traditional conflict resolution approaches like collaboration, and accommodation to address issues that arise in such situations.

Inter-professional Collaboration Strategies

Inter-professional Collaboration is vital for effective care delivery and attainment of one common purpose and goal. Effective strategies to encourage inter-professional collaboration include having clear roles and responsibilities that lead to reduces conflicts, effective communication among the team members to ensure that nurses understand their duties and responsibilities and become accountable (Scheuller & Stulberg, 2017). Teamwork and collaboration ensures that nurse practitioners work together to attain set goals in their practice environment (Thomas, 2018). Further, nurse should be considered as facilitators in resolving conflicts for effective management of employees’ affairs.

Influence of Organizational Needs and Culture on Outcomes

Culture defines a shared way of thinking, behaviors, and feelings that allow healthcare providers to have effective interventions for patients. The healthcare environment has subcultures as the driving forces for change and quality improvement initiatives (Thomas, 2018). A robust organizational culture encourages learning, offers psychological support and safety, and ensures that senior management has better structures to make decisions. Therefore, organizational needs and culture ensures that healthcare is a shared value, foster collaboration and strengthen efforts to improve quality (Runtu et al., 2019). The outcome of these efforts include improved service quality, equity, and wellbeing of patients in the health facilities. Further, these efforts also promote equitable communities that develop to enhance population health.

Health Promotion and Disease Prevention

Organizational culture is critical in health promotion health and preventing diseases. Through interdisciplinary approach, stakeholders can improve health, disease surveillance, and prevention. Collaboration and effective communication ensure that stakeholders have a common perspective and goal on disease prevention and health promotion (Thomas, 2018). Through an organizational culture, all stakeholders engage to improve health and prevent diseases by making resources available on surveillance and training of required experts (Runtu et al., 2019). An effective organizational culture fosters interdisciplinary collaboration and partnerships that lead to development of better strategies to prevent diseases and promote health.

Conclusion

The presentation illustrates that organizational culture based on its mission, vision and values are important in healthcare delivery as they enable health entities to have a sense of direction, purpose, and common goals in care delivery. Organizational culture and values enhance collaboration and duties’ performance among healthcare providers to enhance overall quality of care and outcomes. Organizational culture is important in health promotion and disease prevention for all stakeholders.

References

Jones, L. et al .(2019). Workplace conflict: why it happens and how to manage it.

Nursing Times [online]; 115: 3, 26-28. doi: 10.1371/journal.pone.0171696

Mannion, R. & Davies, H. (2018). Understanding organizational culture for healthcare

quality improvement. Bmj, 363. doi: https://doi.org/10.1136/bmj.k4907

Runtu, T. M., Novieastari, E., & Handayani, H. (2019). How does organizational

culture influence care coordination in hospitals? A systematic review. Enfermeria

clinica, 29, 785-802. DOI:10.1016/j.enfcli.2019.04.119

Sharma, P. (2017). Organizational culture as a predictor of job satisfaction: The role of

age and gender. Management-Journal of Contemporary Management Issues,

22(1), 35-48. https://doi.org/10.30924/mjcmi/2017.22.1.35

Schueler, K. E. & Stulberg, D. B. (2020) How Should We Judge Whether and

When Mission Statements are Ethically Deployed? AMA journal of ethics,

22(3), 239-247. DOI: 10.1001/amajethics.2020.239.

Tang, C. J., Zhou, W. T., Chan, S. W. C., & Liaw, S. Y. (2018). Inter-professional

collaboration between junior doctors and nurses in the general ward setting: a qualitative exploratory study. Journal of nursing management, 26(1), 11-18

Thomas, J.S., (2018). Organizational culture and values. In Nursing

leadership and management: Leading and serving

Trybou, J., Gemmel, P., Desmidt, S., & Annemans, L. (2017). Fulfillment of

administrative and professional obligations of hospitals and mission

motivation of physicians. BMC health services research, 17(1), 1-10.

doi: 10.1186/s12913-017-1990-0

Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS: NRS 451V Organizational Culture and Values Presentation

Lopes Write Policy

For assignments that need to be submitted to Lopes Write, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.

Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.

Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?

Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.

Late Policy

The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.

Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.

If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.

I do not accept assignments that are two or more weeks late unless we have worked out an extension.

As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.

Communication

Communication is so very important. There are multiple ways to communicate with me:

Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.

Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.

Important information for writing discussion questions and participation

Welcome to class

Hello class and welcome to the class and I will be your instructor for this course. This is a -week course and requires a lot of time commitment, organization, and a high level of dedication. Please use the class syllabus to guide you through all the assignments required for the course. I have also attached the classroom policies to this announcement to know your expectations for this course. Please review this document carefully and ask me any questions if you do. You could email me at any time or send me a message via the “message” icon in halo if you need to contact me. I check my email regularly, so you should get a response within 24 hours. If you have not heard from me within 24 hours and need to contact me urgently, please send a follow up text to

I strongly encourage that you do not wait until the very last minute to complete your assignments. Your assignments in weeks 4 and 5 require early planning as you would need to present a teaching plan and interview a community health provider. I advise you look at the requirements for these assignments at the beginning of the course and plan accordingly. I have posted the YouTube link that explains all the class assignments in detail. It is required that you watch this 32-minute video as the assignments from week 3 through 5 require that you follow the instructions to the letter to succeed. Failure to complete these assignments according to instructions might lead to a zero. After watching the video, please schedule a one-on-one with me to discuss your topic for your project by the second week of class. Use this link to schedule a 15-minute session. Please, call me at the time of your appointment on my number. Please note that I will NOT call you.

Please, be advised I do NOT accept any assignments by email. If you are having technical issues with uploading an assignment, contact the technical department and inform me of the issue. If you have any issues that would prevent you from getting your assignments to me by the deadline, please inform me to request a possible extension. Note that working fulltime or overtime is no excuse for late assignments. There is a 5%-point deduction for every day your assignment is late. This only applies to approved extensions. Late assignments will not be accepted.

If you think you would be needing accommodations due to any reasons, please contact the appropriate department to request accommodations.

Plagiarism is highly prohibited. Please ensure you are citing your sources correctly using APA 7th edition. All assignments including discussion posts should be formatted in APA with the appropriate spacing, font, margin, and indents. Any papers not well formatted would be returned back to you, hence, I advise you review APA formatting style. I have attached a sample paper in APA format and will also post sample discussion responses in subsequent announcements.

Your initial discussion post should be a minimum of 200 words and response posts should be a minimum of 150 words. Be advised that I grade based on quality and not necessarily the number of words you post. A minimum of TWO references should be used for your initial post. For your response post, you do not need references as personal experiences would count as response posts. If you however cite anything from the literature for your response post, it is required that you cite your reference. You should include a minimum of THREE references for papers in this course. Please note that references should be no more than 5 years old except recommended as a resource for the class. Furthermore, for each discussion board question, you need ONE initial substantive response and TWO substantive responses to either your classmates or your instructor for a total of THREE responses. There are TWO discussion questions each week, hence, you need a total minimum of SIX discussion posts for each week. I usually post a discussion question each week. You could also respond to these as it would count towards your required SIX discussion posts for the week.

I understand this is a lot of information to cover in 5 weeks, however, the Bible says in Philippians 4:13 that we can do all things through Christ that strengthens us. Even in times like this, we are encouraged by God’s word that we have that ability in us to succeed with His strength. I pray that each and every one of you receives strength for this course and life generally as we navigate through this pandemic that is shaking our world today. Relax and enjoy the course!

Hi Class,

Please read through the following information on writing a Discussion question response and participation posts.

Contact me if you have any questions.

Important information on Writing a Discussion Question

Your response needs to be a minimum of 150 words (not including your list of references)
There needs to be at least TWO references with ONE being a peer reviewed professional journal article.
Include in-text citations in your response
Do not include quotes—instead summarize and paraphrase the information
Follow APA-7th edition
Points will be deducted if the above is not followed

Participation –replies to your classmates or instructor

A minimum of 6 responses per week, on at least 3 days of the week.
Each response needs at least ONE reference with citations—best if it is a peer reviewed journal article
Each response needs to be at least 75 words in length (does not include your list of references)
Responses need to be substantive by bringing information to the discussion or further enhance the discussion. Responses of “I agree” or “great post” does not count for the word count.
Follow APA 7th edition
Points will be deducted if the above is not followed
Remember to use and follow APA-7th edition for all weekly assignments, discussion questions, and participation points.
Here are some helpful links
Student paper example
Citing Sources
The Writing Center is a great resource