NRS 451V Week 4 Organizational Culture and Values Presentation

NRS 451V Week 4 Organizational Values Presentation Recent

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.

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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NRS 451V Week 4 Organizational Values Presentation
NRS 451V Week 4 Organizational Values Presentation

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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.

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.

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.

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.

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.

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 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.

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.

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.

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.


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