NURS 4455: Module 2 Assignment 1 Organizational Analysis–Shadowing Plan
NURS 4455: Module 2 Assignment 1 Organizational Analysis–Shadowing Plan
Open the Assignment document and review the instructions for “shadowing” a nurse leader in your organization.
Overview: Organizational Analysis
The major assignment for this course is analysis of an organization. You will study and report on its structure, processes, and nurse leaders. To get a glimpse of the roles and responsibilities of a nurse leader, meet with a BSN nurse leaderat least two levels above your current position in your organization and request opportunities to observe some of the tasks the nurse leader directs.
Organizations to reach their goal and keep the vision for the future need the planning process and action their employees will be taking to meet those goals with specific purpose is called strategies planning. Healthcare is a complex organization that is continuously changing, to run it smoothly should have well-defined objectives and layout processes to hieve that, with reviews and changes accordingly. One of the purposes of strategic planning is to improve communication among all the levels in the organization (Whitney, 2018). Factors affect planning for the future goal of an organization includes Internal and external; factors those he budgeting, staff’s experienced level, Level of care provided by organization to the community, organization’s culture and times spent and commitment (Greeter & Harrison,2019).
If you are unable to observe these tasks you may interview the nurse leader/manager as an alternative. Obviously, there are situations in which you will not be able to observe or participate in meetings or other events or tasks, but you should be able to work with the nurse leader to schedule an interview and at least three specific leadership tasks to discuss.
Complete this assignment to describe which organizational leader you will interview and the plans for the experience. For verification of plans and scheduling, provide contact information of the leader with whom you will be working.
If you are unable to shadow or interview a nurse leader, you may shadow or interview a leader or manager in a non-healthcare related field. You will need to notify your coach.
Objectives
• Explain how organizations function.
• Compare and contrast characteristics of leadership and management.
• Apply trends, issues, theories, and evidence as guidelines for management decisions.
• Evaluate effectiveness of communications patterns using specific management situations.
Shadowing Plan
In the space below, describe your plan for observing a nurse leader in your organization as the leader is engaged in leadership tasks. First, schedule an interview with the nurse leader (at least two levels above your current position) and record that date and time. Include descriptions of activities, your expected roles or behaviors as an observer or participant, and schedules of the activities. Explain the types of things you will be looking for and how you will record your observations. (Space will expand as you type.)
Please remember to send a thank-you note to the nurse leader you interview.
Health organizations operate in highly dynamic and complex environments. As a result, they strive to create the best organizational culture and climate that address the actual and potential needs of their diverse stakeholders. Organizational culture largely encompasses the underlying values, beliefs, assumptions, and ways in which the organizational stakeholders undertake their roles. It contributes to the uniqueness in the psychological and social environment of the organization. Organizational climate is the overall expression of how and what the organization is. It represents the perception that the stakeholders have about their organization (Naman et al., 2018). Therefore, this paper analyzes an organizational culture and climate performed on my workplace. It examines the components that include organizational culture and climate analysis, healthy, safe, person-centered care environment capacity, and their implications.
Organizational Culture and Climate Analysis
Summary of the Assessment
As noted above, organizational culture refers to the values, beliefs, assumptions, and ways in which tasks are undertaken in an organization. An organizational culture analysis performed showed that the hospital has a positive culture. This could be seen from aspects that include teamwork, open communication, presence of employee support programs, safety culture, leadership and management support, holism in care process, and equal power departmental power. Climate assessment showed that the staff have a positive attitude and preference towards the organization. They expressed the adequate support from the leadership and management, recognition of their contribution to the organization, liking towards each other, and the measures adopted by the organization to ensure their professional development. The staff also support each other, interact positively among themselves, and engage in activities that promote positive outcomes for their populations.
Mission, Vision, and Goals Reflected in Culture and Climate
The hospital’s mission is to be the leading institution in providing safe, quality, and efficient care in the region. Its vision is to be the most preferred hospital for patients as well as healthcare providers. Its goals including achieving safety, efficiency, and quality in the care it gives to its populations as well as utilizing best practices to address the care needs of its populations. The vision, mission, and goals are reflected in the organization’s culture.
The provision of opportunities such as rewarding performance and incentives for those who advance their careers contribute to their job satisfaction, motivation, and quality care for the realization of mission, vision, and goals. The focus on offering holistic care, as seen from the incorporation of religion into the care that patients receive aim at ensuring enhanced patient experiences with the care they receive. The strengthening of interprofessional collaboration and creation of an environment that promotes open communication contributes to outcomes such as positive employee experiences in the organization, motivation to utilize evidence-based practices in the care provision, and employee empower to engage in activities that address actual and potential health needs of their patients (McKnight & Moore, 2022). As a result, the above aspects of the organization’s culture and climate contribute significantly to the realization of the set mission, vision, and goals in the hospital.
Strengths and Opportunities for Improvement
The assessment revealed several strengths in the organization. One of them is its culture of patient safety. The hospital has adopted measures such as having clean and well illuminated stairways, elevators, and passageways to ensure safety for the patients and staff. It also has 24/7 security to ensure safety for its stakeholders. The organization also encouraged continuous professional development, teamwork, and availability of infection prevention supplies such as masks to ensure safety (Amiri et al., 2018). The other strength identified is the organization’s focus on supporting its staff. The hospital provides professional and personal support to its staff in forms such as assisting the staff get certifications they need, rewarding performance, and supporting staff’s social functions. The other strength is the environment that supports open communication. Open communication promotes trust, empowerment, and staff satisfaction with their role in the organization. The hospital uses formal communication methods and encourages its staff to express their issues, views, and concerns for consideration in strategy development (McKnight & Moore, 2022). Some of the opportunities for growth identified from the assessment include increasing the available training opportunities and strengthening positive interdepartmental socialization.
Climate Reflective Culture
Reflection is an important practice in nursing and healthcare. It enables nurses and other healthcare providers to learn from their experiences and develop improvement strategies (Esterhuizen, 2019). The hospital has climate reflective culture. Staff participate in regular meeting where they reflect on safety, quality, and efficiency issues experienced and proposed strategies to improve on them. The practice has led to continuous quality improvement in the organization.
Healthy, Safe, Person-Centered Care Environment Capacity
Organizational Culture’s Capacity to Support
The organizational culture supports healthy, safe, person-centered care environment. The organization has prioritized safety for its patients and staff. This can be seen from the presence of 24/7 security in the hospital’s premises. The staircases, walkways, and elevators are well illuminated, clean, and free from clutter. The hospital also offers masks and hand sanitizers are entrances to prevent spread of infections. It also has visually appealing, well-lit environment for safety.
Besides the physically aspects of safety, the hospital support continuous development for its staff. It provides financial support for staff that enhance their educational levels. The need for this is that educational advancements benefit the hospital through the ability to offer high-quality, safe and efficient care to the patients. The hospital has also adopted interventions to ensure patient-centeredness. They include the presence of worship area for patients and encouraging regular meeting among staff to explore issues affecting patient care. It also supports the psychological, social and emotional wellbeing of its staff by creating an environment that promotes positive socialization (Costa et al., 2018). Therefore, organization’s culture supports healthy, safe, patient-centered care environment capacity.
A Visiting Potential Staff Recruit
A visiting potential staff recruit will experience a number of institution’s culture, which will act as their attraction to work in our organization. One of them is the supportive nature of the organization. The new recruit will be drawn to the manner in which the hospital supports professional development for its staff. The fact that the hospital offers recognition awards and perks, educational reimbursement for degree work, and professional development opportunities would encourage the recruit to be part of the organization (McKnight & Moore, 2022). The other factor that would attract the new staff is the level of staff engagement in the organization. The hospital strives to ensure that its staff are actively engaged in addressing issues affecting them. The analysis of the organizational communication shows the existence of frequent communication, which provides staff opportunities to express their issues, concerns, and needs. Active staff engagement in health contributes to their enhanced hob satisfaction, empowerment, and motivation to adopt innovative practices that meet the care needs of their patients (du Pon et al., 2019).
Nurse Leader’s Role in Setting the Organizational Culture and Climate to Promote a Healthy Work Environment
Nurse leaders have crucial roles in setting the organizational climate and culture to promote a healthy work environment. One of them is leading by example. Nurse leaders in the organization set good values and practices that should be adopted and utilizes them in leading others. They strive to ensure that other staff emulate them for the creation of a healthy work environment. Nurse leaders also advocate the adoption of employee-centered initiatives to drive excellence (McKnight & Moore, 2022). Examples include the provision of rewards for performance and supporting nurses’ professional development through continued education and regular training opportunities. Such practices ensure competence development among the staff, hence, the creation of a healthy work environment. Nurse leaders in the organization also support transparency. They have created a work culture that supports open communication among organizational stakeholders. They utilize frequent staff meetings and formal communication methods to inform the staff about issues affecting them and seek feedback from them. Open communication creates a healthy work environment by strengthening teamwork, trust, and honesty among the staff (Wang et al., 2018). Therefore, it is important for nurse leaders to constantly explore effective practices to promote continuous improvement in their organization’s health.
Implications
Strategies to Address the Opportunities for Improvement
The assessment revealed some areas of improvement that should be considered. One of them is the increased need for a wide range of opportunities for professional growth and development for the staff. The hospital should explore the different training opportunities for its staff. The training should align with the organization’s mission and vision. Offering training to the staff will contribute to competency development among the staff, hence, the realization of the organization’s mission, vision, and objectives. The second strategy to address the opportunities for improvement in the organization is rewarding performance. The employees should not be rewarded solely on the existing frameworks. Instead, it should consider frequent, regular assessment of employee performance and use it as a basis for making decisions such as rewarding them or advancing their job roles (Gunawan et al., 2019). The current employee performance done in the organization may not reflect their true contributions, hence, increasing the risk of demotivating the staff.
Alignment of Personal Leadership Profile and Organizational Culture and Climate
It is important that my leadership profile aligns with the organizational culture and climate. My leadership style aligns mostly with the organizational culture and climate. I encourage teamwork, open communication, use of best practices, and advocate the provision of opportunities for employee growth and development. I should strive to ensure the alignment of my leadership profile and organizational culture and climate. One of the ways is through participating in activities that contribute to my growth as a leader. I will attend trainings on leadership to develop my leadership competencies. The other way is by identifying a leader mentor (Grocutt et al., 2022). I will strive to learn best practices for use in my practice from the identified mentor.
Conclusion
Overall, this paper has analyzed an organizational culture and climate assessment that was undertaken in my organization. The analysis has focused on topics that include organizational culture and climate analysis, health, safe, person-centered care environment capacity of the organization, and implications of the findings. The assessment revealed the organization to have a positive culture and climate. This assignment has been beneficial to me since I have learned about the organization’s strengths, needs, and opportunities for growth. I have also learned the importance of aligning my leadership profile with the organizational mission, vision, and goals. Therefore, I will explore opportunities for growth to build my leadership competencies.
References
Amiri, M., Khademian, Z., & Nikandish, R. (2018). The effect of nurse empowerment educational program on patient safety culture: a randomized controlled trial. BMC Medical Education, 18(1), 158. https://doi.org/10.1186/s12909-018-1255-6
Costa, D. B. da, Ramos, D., Gabriel, C. S., & Bernardes, A. (2018). PATIENT SAFETY CULTURE: EVALUATION BY NURSING PROFESSIONALS. Texto & Contexto – Enfermagem, 27. https://doi.org/10.1590/0104-070720180002670016
du Pon, E., Wildeboer, A. T., van Dooren, A. A., Bilo, H. J. G., Kleefstra, N., & van Dulmen, S. (2019). Active participation of patients with type 2 diabetes in consultations with their primary care practice nurses – what helps and what hinders: A qualitative study. BMC Health Services Research, 19(1), 814. https://doi.org/10.1186/s12913-019-4572-5
Esterhuizen, P. (2019). Reflective Practice in Nursing. Learning Matters.
Grocutt, A., Gulseren, D., Weatherhead, J. G., & Turner, N. (2022). Can mentoring programmes develop leadership? Human Resource Development International, 25(4), 404–414. https://doi.org/10.1080/13678868.2020.1850090
Gunawan, J., Aungsuroch, Y., & Fisher, M. L. (2019). Competence-based human resource management in nursing: A literature review. Nursing Forum, 54(1), 91–101. https://doi.org/10.1111/nuf.12302
McKnight, H., & Moore, S. M. (2022). Nursing Shared Governance. In StatPearls [Internet]. StatPearls Publishing. https://www.ncbi.nlm.nih.gov/books/NBK549862/
Naman, S., Kumar, S., Vinod, & Swati, P. (2018). Management Techniques for a Diverse and Cross-Cultural Workforce. IGI Global.
Wang, Y.-Y., Wan, Q.-Q., Lin, F., Zhou, W.-J., & Shang, S.-M. (2018). Interventions to improve communication between nurses and physicians in the intensive care unit: An integrative literature review. International Journal of Nursing Sciences, 5(1), 81–88. https://doi.org/10.1016/j.ijnss.2017.09.007
ADDITIONAL INSTRUCTIONS FOR THE CLASS
Discussion Questions (DQ)
Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.
Also Read: NURS 4455 Module 1 Assignment Leadership Self-Assessment
Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.
One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.
I encourage you to incorporate the readings from the week (as applicable) into your responses.
Weekly Participation
Your initial responses to the mandatory DQ do not count toward participation and are graded separately.
In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.
Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).
Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.
APA Format and Writing Quality
Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).
Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.
I highly recommend using the APA Publication Manual, 6th edition.
Use of Direct Quotes
I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.
As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.
It is best to paraphrase content and cite your source.
LopesWrite Policy
For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.
Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.
Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?
Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.
Late Policy
The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.
Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.
If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.
I do not accept assignments that are two or more weeks late unless we have worked out an extension.
As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.
Communication
Communication is so very important. There are multiple ways to communicate with me:
Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.
Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.