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.

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.

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.

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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.