NRS-451 Organizational Culture and Values

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

This guide will demonstrate how to complete the Grand Canyon University NRS-451 Organizational Culture and Values 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-451 Organizational Culture and Values

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

The introduction for the Grand Canyon University NRS-451 Organizational Culture and Values 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-451 Organizational Culture and Values

After the introduction, move into the main part of the NRS-451 Organizational Culture and Values 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-451 Organizational Culture and Values

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-451 Organizational Culture and Values

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-451 Organizational Culture and Values 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-451 Organizational Culture and Values

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-451V Executive Summary

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.

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 2 for NRS-451 Organizational Culture and Values

Strong cultural values defines the success of an organization

These values are communicated through the staff

The common culture defines a common behaviour

Developed culture share understanding, perceptions and values

Culture and values allows coexistence among staff

Nurses need strong cultural values to meet patient needs

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.

Culture and values is a tool that defines success of organization across many industries. An institution with a developed strong cultural values that is instilled in every worker have effective ways of managing employees (Mannion & Davies, 2018). The success that the companies have been registering in the past has been coming from the ability to develop a strong organization culture that drives all their human operations. Organization culture is defined as the underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization. An organization’s culture and values defines the proper way to behave within the organization.

Mission, Vision and Values

qMission: Communicates the purpose of an organization

qVision: Provides insights on things that an organization would want to accomplish in future.

qValue: Reflect the core principles and ethics of an organization.

qThese statements provide strategic direction for an organization

qThey inform the current and future business plans.

The mission, vision, and values statements are the guiding forces behind an organization. The mission statement communicates the purpose of the organization. he vision statement describes the future of the organization. It reveals what the company aspires to be or hopes to achieve in the long-term. The vision statement is inspirational and motivational but also provides direction, mapping out where the organization is headed. In this regard, it serves as a guide for choosing current and future courses of action (Mannion & Davies, 2018). The values statement highlights an organization’s core principles and philosophical ideals. It is used to both inform and guide the decisions and behaviors of the people inside the organization and signal to external stakeholders what’s important to the company. A values statement should be memorable, actionable and timeless.

Significance of the Mission, Values and Vision

qAids in communicating the purpose to nurses.

qThey inform about strategy and development in nursing.

qDevelop measurable goals and objectives for patients.

qDefines the overall nursing behaviours.

qDirects nurses into meeting patient needs.

qProvides a great nursing environment.

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

Mission statement, vision and values communicates the organization’s reason for being, and how it aims to serve its key stakeholders.

Customers, employees, and investors are the stakeholders most often emphasized, but other stakeholders like government or communities can also be discussed. Mission statements are often longer than vision statements. Sometimes mission statements also include a summation of the firm’s values (Mannion & Davies, 2018). The values are the beliefs of an individual or group, and in this case the organization, in which they are emotionally invested. The mission, values and values also aids in embracing diversity, developing team of workers that can meet needs of patients and contributing positively to the community.

Factors that Lead to Conflict in a Professional Practice

qLimited resources at the clinic.

qCommunication problems among the professionals.

qLack of professional commitment.

qRole disputes among the professionals.

qThe organization structure operating in an organization.

qLimited or insufficient information

Conflict in professional practise is common to any organization. Inability to manage conflicts within an organization tends to affect the productivity and the relationship between employees. Therefore, it is always important for employees to develop a positive coexistence that would develop allow the an organization meet its objectives. The resources at the an organization can be a source of conflict because the employees would tend to scramble for the limited resources to meet their duties at the organization (Paais, M., & Pattiruhu,2020). The communication problems and lack of professional commitment also trigger conflicts because employees tend to have variety personalities that each one has to understand. These are common cause of conflicts that can be managed.

Significance of the Values and Culture in Solving Conflicts

qCulture is the integral part of conflict and conflict resolution.

qThe culture shape judgements, perceptions and ideas of self.

qCulture defines dress codes and language within employees.

qValues and culture enforces understanding and uniformity among employees.

qThe values and culture forms a common ground that binds employees.

qThe culture reduces self and improves unity.

Culture and values forms essential part of conflict and conflict resolution. Cultures are like underground rivers that run through our lives and relationships, giving us messages that shape our perceptions, attributions, judgments, and ideas of self and other. Though cultures are powerful, they are often unconscious, influencing conflict and attempts to resolve conflict in imperceptible ways. Cultures are more than language, dress, and food customs (Paais & Pattiruhu,2020). Cultural groups may share race, ethnicity, or nationality, but they also arise from cleavages of generation, socioeconomic class, sexual orientation, ability and disability, political and religious affiliation, language, and gender.

Resolving Workplace Conflict

qPractical training on cultural diversity.

qInvest in precise communication tools that would increase communication dissemination.

qEmployees should learn to limit mixing work with personal communication.

qFocusing on behavior and not personalities of employees.

qIdentify the points of agreements and disagreements.

Limiting favoritism in dealing with employees

Practical training on cultural diversity in the company might create a huge communication problem that affects the overall productivity of each employee. For instance, A Chinese working in a US company would want to feel a sense of belonging to communicate effectively with other employees using a common language. The training should equip employees with communication skills to have a common language at work (Scholl et al., 2018). The common language that each employee understands allows each employee to have a sense of belonging. The unity among employees starts from the harmony in speech. Bringing all ethnic communities together using a common language is one of the major strategies used to solve conflicts among employees.

Strategies that Encourage Interprofessional Collaboration

qProviding a platform for social interaction.

qRewarding and recognizing efforts.

qIntegrating collaboration into daily tasks.

qIncorporating team building activities.

qEncouraging open communication.

qSharing insights, resources and knowledge.

Professionals should learn to limit mixing work with personal communication. The increase of the disagreement between employees comes when employees invest in personal feelings at the expense of unity at work. Inclusion of the hindering social factors at work would affect how one response to other employees, creating a conflict between employees. Personal communication always involves professionalism in the office leading to gossip at work and reduce morale among employees (Scholl et al., 2018). The solution to a communication problem in a company is the role of both employees and employers.

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

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

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.

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.

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-451 Organizational Culture and Values

Introduction

Every organization has its own unique culture. Good organizational cultures are essential for the development of the components of business success that are required. Organizations with strong cultures are more likely to have revenue growth of more than 15% over the long term. Organizations that are successful, both inside and outside of the health care industry, have a culture that is built on a firmly held and shared set of ideas that is backed by a well-defined strategy and organizational structure, according to the Society for Human Resource Management (SHRM). For healthcare employees in the healthcare industry, it is critical to instill values and build a strong culture. Leaders have a crucial role in the establishment and communication of a culture that comprises firmly held values and behaviors that promote higher performance and productivity (Carthon et al., 2018). This lecture explores the impact of organizational culture and values in the context of health care practice in the United States.

Objectives of the Presentation

The paper delves into the meaning of the terms mission, vision, and values. It also looks at the impact that mission, vision, and values play in promoting nurse engagement and improving patient outcomes, as well as the elements that contribute to professional disputes. In addition, the presentation explores the influence of values and culture on conflict management and resolution in the nursing practice environment, as well as the implications of these findings. The presentation will also include ways for resolving workplace issues, as well as the impact of organizational needs and culture on the delivery of better patient outcomes in the healthcare setting.

Organization’s Mission, Vision and Values

The purpose of an organization arises from its mutual vision, mission, and values. This implies that for an organization to meet customer needs, it should appreciate its operational environment that include procedures and processes, needs, and develop objectives and targets that lead to effective outcomes. Performing organizations have mission statements, vision statements and values statements for their stakeholders (Dempsey & Assi, 2018). The mission statement provides a business case behind the presence. The vision statement comprises of convincing image of the future (Machen et al., 2018). Values are the convictions driving the mission and vision of the organization.

Importance of Organization’s Mission, Vision and Values

Mission, vision and values define an organization’s culture as they depict elements like beliefs, norms, character, expected conduct and behaviors. Stakeholders who include employees and management must live to the dictates of these three components for an organization to attain its goals and objectives (Manion & Davies, 2018). Therefore, a mission and vision statement gives a direction while values dictate the expected conduct and practices among employees (Michael et al., 2018). Organizations craft their common and shared objective through their values, vision, and mission. Through its mission and vision, an organization develops and nurtures its culture for effective care delivery to patients and health populations.

Importance to Nurse Engagement & Patient Outcomes

Values, expectations, and practices guide and inform the conduct of team members in an organization. This means that an organization must engage its providers at individual level. Nurse engagement and patient outcomes arise from an organizational culture based on practiced and confessed values. The level of commitment and satisfaction that nurses receive from their professions and from their employers is discussed in the context of nurse engagement. According to research, increasing involvement of nurses resulted in higher staffing levels, patient safety, and quality care outcomes in the long run (Carthon et al., 2018). The purpose, vision, and values of an effective organization boost levels of patient satisfaction and perceptions of the quality of care that they receive (Dempsey & Assi, 2018). The current condition of nurse engagement, as well as the factors that influence it, should be considered significant components of quality care. This suggests that organizations must find better ways to engage nurses and ensure that their organizational culture and values foster positive nurse involvement in order to achieve high-quality patient outcomes.

Patient Outcomes

Leadership in organizations gets direction through set values, mission, and vision of an organization, especially healthcare providers. Value, mission, and vision benefit organizations as they help nurses and other providers to offer quality care to patients.(Kang, et al., 2020). The commitment of nurses in an organization leads to increased success, better patient outcomes and bottom line for the organization. This indicates that organizations should embrace and improve the engagement of their nurses in order to achieve improved performance in service delivery and patient satisfaction (Dempsey & Assi, 2018). Effective organizations adopt top quality measures for patients to enhance safety and quality through engagement of nurses.

Conflicts in a Professional Practice

Conflicts have negative and positive outcomes on organizations. Conflicts don’t happen in isolation but provide an opportunity to improve different aspects of healthcare delivery, especially in inter-professional teams (Jones, 2019). Conflicts arise due to ineffective communication, differences in goals and roles among employees and the management, and ineffective allocation and use of resources. Poor job description, and differing values and perceptions also cause conflicts in healthcare organizations (Tosanloo et al. (2019). Conflicts are detrimental to the overall success of an organization if not handled effectively as they lead to increased chances of adverse events like medication administration errors that result to poor patient outcomes.

Five Strategies of Handling Conflicts

Addressing conflicts emanating from different causes is important for an organization and its management. Healthcare providers like nurses who interact with patients, colleagues and other healthcare providers should know different approaches to conflict management. These include accommodation, avoidance, collaboration, competing and comprising. All these strategies can be used based on the situation and expected outcomes. However, accommodation, compromising and collaboration are considered as the most effective in conflict management as they all focus on positive resolution through a common approach. For instance, accommodation means that one accepts diverse perspectives to a situation while collaboration implies working together to generate the best approach. Through inter-professional collaborations and multidisciplinary teams, nurses can use these conflict resolution strategies to improve care outcomes among their patients. Avoidance and competing have increased chances of negative outcomes as employees either avoid or seek favorable outcomes to their perspectives.

Importance of Organizational Values and Culture in Conflict Management

Organizational values and culture, particularly in nursing and healthcare fields, are critical in resolving conflicts. Employees interact based on guided principles instilled in them which ensure that they use a conflict style that leads to better outcomes and increased satisfaction levels. For all involved in the conflicts. For example, because of the complex nature of healthcare delivery, specialization, and variations among providers and patients, the collaborative approach to conflict is the most effective in healthcare management. The organizational culture has an impact on conflict style that service providers will use (Jones et al., 2020). Leadership is extremely crucial and is a part of an organization’s culture of every firm. Individuals who are supported by strong top leadership are more likely to take a collaborative approach to disputes. Therefore, leaders require effective dispute resolution capabilities to tackle conflicts. Values shape the kind of interactions among employees and how they handle conflicts (Manion & Davies, 2018). For example, values such as honesty, diligence, and transparency enable organizations to settle conflicts because people can voice their feelings and concerns.

Strategies for Resolution of Workplace Conflict

Conflict resolution in workplace necessitates the utilization of effective approaches and the execution of appropriate procedures. Open communication is among these features. The organization and its personnel should embrace the conflict by recognizing the existence of a problem. The third aspect is active and attentive listening, that is essentially important among the concerned individuals. Fourth, the inter-professional or multidisciplinary team needs to hold conversations together and keep the focus on the issue and not an individual member (Jones, 2019). Furthermore, leaders and managers must take decisions and guarantee employees are not bullied or intimidated in making decisions and taking actions based on the available alternatives. need to act decisively and ensure that people are not coerced or intimidated to make choices or options.

Inter-professional Collaboration

Better healthcare delivery requires an inter-professional collaboration approach. Focusing on ethics and values is the most effective way for providers to encourage Inter-professional collaboration. The team members should work together directed by mutual understanding, respect, and standard values founded on a common objective. They should appreciate each other’s roles and duties in a respectful manner (Machen et al., 2018). Thirdly, they require effective communication to support a team’s approach to the issue as opposed to individual input (Braithwaite et al., 2017). Fourth, the formation of teams and emphasis on the value of team work are important because they help people use relationship-building values. Another thing to keep in mind when working with other professionals is that team dynamics principles are very important.

Importance of Organizational Needs and Culture of Health on Organizational Outcomes

Health care organizations’ needs impact patient outcomes due to allocation of resources, effective working, and operations. Healthcare needs are unpredictable and issues such as nursing shortage and limited resources implore nurses and other providers to take actions based on mental strength or fortitude.. Nurses need to know that the culture and values of an organization can affect how needs and resources are met and how they are allocated (Machen et al., 2019). An effective culture encourages strong and high-quality interactions between patients and health care providers and other people in the company. People who care for them will have outcomes if they know their needs and do their best to assist them..

Organizational Culture’s Influence on Patient Outcomes

Organizational culture predicts the type of interactions among stakeholders like nurses and patients. Patients have values and seek treatment interventions from facilities that advance ethical principles like autonomy, beneficence and justice. The culture of an organization affects the level of patient safety, multidisciplinary approach to health interventions and integration of quality care for better patient outcomes. According to research, good qualities of the work environment and enough staffing are associated with better patient outcomes in the workplace (Machen et al., 2019). Pressure injuries, falls, patient satisfaction, prescription errors, healthcare-associated infections, and mortality are some of the outcomes that have been measured.

Health Promotion and Disease Prevention from a community Perspective

The culture of an organization positively affects health promotion and disease prevention in community settings. A well-designed and responsive culture enhances individuals and professionals’ wellness because their interactions are guided by mutual respect, common good, and values accepted in the community (Jones, 2019). Working organizational cultures advance ethical values such as justice, equity and equality that reduce existing disparities in healthcare access, and promotion for diverse races, especially the minorities. Through health promotion, a community can optimally allocate and use available resources for the benefit of all involved (Dempsey & Assi, 2018). When a community has Increased awareness, its members are more likely to promote and practice primary care interventions to enhance health and overall outcomes. Effective interactions among stakeholders is critical for an organization to attain its goals and improve patient outcomes.

Conclusion

The presentation illustrates the critical part played by culture and values in an organizational setting. The culture is shaped by vision, mission, and values. The healthcare environment needs these elements to attain better and improved performance and patient outcomes. An organization culture informs the kind of interactions among stakeholders and influences engagement of nurses to deliver quality services to patients from diverse racial backgrounds. Nurses feel motivate in cultures that support and advance ethical principles and mutual understanding to deliver best care to communities through multidisciplinary teams with the aim of improved patient outcomes.

References

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.

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

Times [online]; 115: 3, 26-28.

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

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

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

Braithwaite, J., Herkes, J., Ludlow, K., Testa, L., & Lamprell, G.

(2017). Association between organisational and workplace

cultures, and patient outcomes: systematic review. BMJ open,

7(11), e017708. doi: 10.1136/bmjopen-2017-017708

Kang, J. Y., Lee, M. K., Fairchild, E. M., Caubet, S. L., Peters, D. E., Beliles,

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

Tosanloo, M. P., Adham, D., Ahmadi, B., Foroshani, A. R., & Pourreza, A.

(2019). Causes of conflict between clinical and administrative staff in

hospitals. Journal of education and health promotion, 8: 191. doi:

10.4103/jehp.jehp_54_19