NRS 451V Week 4 Organizational Culture and Values Presentation

Grand Canyon University NRS 451V Week 4 Organizational Culture and Values Presentation-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University NRS 451V Week 4 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 Week 4 Organizational Culture and Values Presentation

Whether one passes or fails an academic assignment such as the Grand Canyon University NRS 451V Week 4 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 Week 4 Organizational Culture and Values Presentation

The introduction for the Grand Canyon University NRS 451V Week 4 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 Week 4 Organizational Culture and Values Presentation

After the introduction, move into the main part of the NRS 451V Week 4 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 Week 4 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 Week 4 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.

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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.

Identify a specific instance from your own professional experience in which ……… Describe the impact this had on nurse engagement and patient outcomes.

Sample Answer for NRS 451V Week 4 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.

Purpose of Organizational Mission, Vision & Values

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.

ALSO READ: NRS 451 Professionalism And Social Media GCU

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 Mission, Vision & Values to Patient 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.

Disease Prevention from a Community Health Perspective

Stakeholders in healthcare must collaborate to prevent diseases in communities. Further, effective communication needs providers to work together to identify better strategies and approaches aimed at improving response and measures within such communities. The prevention of diseases also implores providers to form interdisciplinary teams and engage diverse stakeholders to develop acceptable measures and engagement of the community members among other partners. Prevention of diseases also requires sufficient resources and community partnerships which improves the ability of such entities to attain the expected outcomes. The implication is that organizational values and culture dictate the kind of interactions that nurses and their leaders will develop to allocate resources aimed at disease prevention.

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

Sample Answer 2 for NRS 451V Week 4 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

Nursing leader’s server as advocates within their organizations. Leaders have requisite knowledge, skills, and understanding and represent the front door into the healthcare service delivery. Nursing leaders need to be comfortable withing their administrative structures to use their powers to advocate for the role of nurses. Advocating in policy discussions to help reduce health care cost and improvement in patients’ outcomes and quality of life through collaborative team-based care. (Stevenson, 2021) Advocating for nursing staff can begins with assessing needs. Do the nurses have the correct tools they need to provide best practice care. Are nurses being treated fairly and are they assuring measures to prevent nursing fatigue and burn out such as appropriate breaks and lunches.

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NRS 451V Week 4 Organizational Values Presentation

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Sample Answer 3 for NRS 451V Week 4 Organizational Culture and Values Presentation

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.

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.