Prepare a 10-15 Slide PowerPoint presentation, With Speaker Notes, that Examines the Significance of an Organization’s Culture and Values
Prepare a 10-15 Slide PowerPoint presentation, With Speaker Notes, that Examines the Significance of an Organization’s Culture and Values
Purpose of Organization’s Vision, Mission, and Values
To succeed, organizations should have a sense of direction. They should know what to do and develop ways of managing people and relationships. An organization’s vision, mission, and values set the organizational direction by dictating what an organization should do. They show its existence and strategies applied to achieve its goals. The vision, mission, and values work collaboratively to keep all organization members focused on where the organization is heading and what it is trying to achieve. Importantly, they define how people should behave and treats. Having them [vision, mission, and values] implies that the organizational purpose is known, and decisions are guided.
Organization’s Vision, Mission, and Values to Nurse Engagement and Patient Outcomes
An organization’s vision, mission, and values are critical to nurse engagement and patient outcomes. On nurse engagement, they (vision, mission, and values) show nurses what the organization wants with them as far as their roles are concerned. They help keep nurses focused on where the organization is heading since they provide a sense of direction. As a result, nurses work knowing what is expected of them as they strive to do everything possible to help the organization achieve its goals. How nurses behave is important towards their output too. They [vision, mission, and values] dictate how nurses should behave, and the limitations given enable nurses to engage each other professionally.
On patient outcomes, it is crucial for health care organizations to establish standards and develop principles that ensure patients get the care they deserve. They [vision, mission, and values] dictate how organizational employees [nurses] should engage with stakeholders [patients]. Moreover, organizational values establish a standard for assessing actions, implying that nurses must assess the impacts of their actions on the patient’s state of health. If the actions are likely to impact health adversely, nurses are encouraged to avoid since patient safety is a core principle. Overall, they [vision, mission, and values] ensure that nurses have a policy framework to follow that guides them on handling patients and addressing their needs as they deserve.
Causes of Conflict in a Professional Practice
Admittedly, organizational conflicts are inevitable in workplaces since people think and behave differently. Due to a huge difference in their backgrounds, perceptions vary, which applies to nurses as well. According to Blank (2019), individual differences are the leading causes of organizational conflicts. These differences are inevitable due to gaps in people’s abilities, traits, and skills. The absence of common performance standards implies that some people get some favors due to their position after performing in a particular way. Jurisdiction problems imply that each person’s role is not outlined clearly. An example of a status inconsistency is a manager taking some time off at will and other staff members finding it hard to do the same.
Frankly, every member of an organization has a different character. The difference in character triggers a huge difference in personal values leading to interpersonal issues between the organization’s members. As Shafritz et al. (2015) further observed, scarcity of resources in an organization makes members compete with each other. For instance, nurses may compete to get technological gadgets and medical resources, and the possibility of a conflict is high in such instances. Conflict of interest represents a situation where there is disorientation between individual and organizational goals. The leadership type may make it challenging to work towards a common goal, and it is crucial to apply proven conflict resolution strategies to improve relationships.
Organizational Values and Culture in Addressing Conflicts
The organizational culture and values play an integral role in addressing conflicts. A healthy organizational culture tries to find an appropriate balance when a conflict emerges. It tries to understand the source of the conflict while promoting an environment where organizational members can peacefully co-exist despite their differences. A healthy organizational culture also promotes values that encourage a team approach to issues. In this case, organizational members can reason to find a common solution to a problem while being encouraged to embrace a diversity of beliefs. In a toxic environment where the culture does not promote cohesion and diversity, a conflict is likely to intensify and take longer to resolve.
Strategies for Resolving Workplace Conflicts and Encouraging Inter-professional Collaboration
Due to their detrimental effects on the organization’s productivity, it is crucial to resolve a conflict once it emerges. Strategies vary and can be applied individually or jointly. One of the most common strategies is embracing conflict. It is crucial to accept that a problem has happened as parties accept their mistakes. After that, it is necessary to talk together and build consensus. This point implies that the conflicting parties should be allowed to air their opinions and establish a common ground where none is undermined or feels discriminated against. As this happens, the focus should be on the problem and not on individuals. For a quick process, the conflicting members should accept their mistakes and forgive each other.
When resolving conflicts and encouraging inter-professional collaboration, open communication should be encouraged. Each side should openly state inner feelings and what the situation means to them. After that, there should be platforms for social interaction in the organization. A suitable example is nurses engaging in corporate social responsibilities. Integrating collaboration into everyday tasks will encourage organizational employees to reinforce a team-oriented culture. Doing so makes them forget their differences and work as a team as they share knowledge. Inter-professional collaboration can also be encouraged through brainstorming sessions. Such avenues allow employees to jot down their ideas as they arise, which helps to identify an emerging conflict and intervene as early as possible.
Organizational Needs and the Culture of Health Care towards Organizational Outcomes
Organizational needs and a culture of health care influence organizational outcomes profoundly. From a health care perspective, organizational outcomes are better when an organization is in a position to meets its needs. The type of organizational needs affects the organization’s ability to achieve its intended outcomes. A culture of health care has a huge impact on organizational outcomes. It is centered on improving health for all and encourages a situation where people’s well-being is at the center of every aspect of their lives (Plough, 2015). By prioritizing well-being, such a culture helps to set outcome-oriented goals, which helps to achieve organizational goals quickly.
Relationship to Health Promotion and Disease Prevention from a Community Health Perspective
On the relationship between organizational needs, a culture of health care and health promotion, and disease prevention from a community perspective, it is right deducing that health care organizations are well-positioned to promote health and prevent diseases in the community if they have adequate resources to meet their needs. By making well-being a priority, communities flourish as well. Health care organizations also support communities to live healthy lives through health education. Being socially responsible implies that health organizations mind about the impacts of their activities in the community. Accordingly, they avoid harming the community while ensuring that communities are adequately informed about their health statuses.
References
Blank, S. (2019). Managing organizational conflict. McFarland.
Shafritz, J. M., Russell, E. W., & Borick, C. (2015). Introducing public administration. Routledge.
Plough A. L. (2015). Building a culture of health: a critical role for public health services and systems research. American journal of public health, 105 Suppl 2(Suppl 2), S150–S152. https://doi.org/10.2105/AJPH.2014.302410
Prepare a 10-15 slide PowerPoint presentation, with speaker notes, that examines the significance of an organization’s culture and values. For the presentation of your PowerPoint, use Loom to create a voice-over or a video. Refer to the Topic Materials for additional guidance on recording your presentation with Loom. Include an additional slide for the Loom link at the beginning, and an additional slide for References at the end.
A set of beliefs, culture and behaviors demonstrated by a group of individuals working toward a common purpose is referred to as organizational culture (Thomas, 2018). This can refer to healthcare personnel who are seeking to deliver the highest quality treatment for patients based on evidence-based practice and promoting positive, innovative changes that help improve workplace ethics and clinical abilities. Nurses, as well as opinion leaders in healthcare, academia, and government, agree that nurses are not seen as key decision-makers or income generators. This notion makes it difficult for nurses to advance to positions of leadership and influence health policy and reform. The first line of defense is to become aware of and understand this barrier. On this issue, nursing needs to educate, foster discourse, and address problems. The fact that nurses aren’t considered as income creators originates partly from the techniques used in acute care. Because there is no billing provision for nursing services, they are grouped together as one huge cost category. The emphasis is on cost rather than productivity. Changes will necessitate policy changes. Furthermore, the healthcare industry must pay more attention to nursing indicators, outcomes, and the impact of nursing on overall healthcare expenses
Outline the purpose of an organization’s mission, vision, and values.
Mission statement refers to a short statement that highlight the reasons for the existence of the organization. Mission statement is also used to describe the overall objectives and goals of the organization. Services or products offered from an organization may also be included in the mission statement. Mission statements are always used to communicate philosophies, values, as well as the desires for the future operational processes. Setting the mission of an organization should always involve different individuals who understand the overall goals of the organization. The mission statement often define the identity of the organization and the processes that ought to be undertaken to ensure success in the operational processes. Mission statements should coincide with the cultural values that ought to be undertaken by the stakeholders. While formulating mission statements, the management should always ensure that there is efficiency that will be contributed by the values and cultural practices which are part of the mission statement.
Explain why an organization’s mission, vision, and values are significant to nurse engagement and patient outcomes.
Explain what factors lead to conflict in a professional practice. Describe how organizational values and culture can influence the way conflict is addressed.
Discuss effective strategies for resolving workplace conflict and encouraging interprofessional collaboration.
Discuss how organizational needs and the culture of health care influence organizational outcomes. Describe how these relate to health promotion and disease prevention from a community health perspective.
ou are required to cite a minimum of three sources to complete this assignment. Sources must be appropriate for the assignment and relevant to nursing practice.
While APA style format is not required for the body of this assignment, solid academic writing is expected, and in-text citations and references should be presented using APA documentation guidelines, which can be found in the APA Style Guide, located in the Student Success Center.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.
Organizational Culture and Values – Rubric
Criteria Description
Purpose of Organizational Mission, Vision, and Values
5. Excellent
10.4 points
Purpose of organizational mission, vision, and values is accurate and clearly outlined.
4. Good
9.26 points
Purpose of organizational mission, vision, and values is outlined. Some detail is needed for clarity or accuracy.
3. Satisfactory
8.22 points
Purpose of organizational mission, vision, and values is summarized. Some information is needed. There are minor inaccuracies.
2. Less than Satisfactory
7.8 points
Purpose of organizational mission, vision, and values is partially summarized. There are omissions and inaccuracies.
1. Unsatisfactory
0 points
Purpose of organizational mission, vision, and values is omitted.
Criteria Description
Significance of Mission, Vision, and Values on Nurse Engagement and Patient Outcomes
5. Excellent
10.4 points
A detailed explanation of why organizational mission, vision, and values are significant to nurse engagement and patient outcomes is presented. Sound rationale is provided for support. The significance is clearly established.
4. Good
9.26 points
An explanation of why organizational mission, vision, and values are significant to nurse engagement and patient outcomes is presented. Some rationale or information is needed for support. The significance is generally established.
3. Satisfactory
8.22 points
A summary of why organizational mission, vision, and values are significant to nurse engagement and patient outcomes is presented. More information is needed. There are minor inaccuracies. The significance is partially established.
2. Less than Satisfactory
7.8 points
An incomplete explanation of why organizational mission, vision, and values are significant to nurse engagement and patient outcomes is presented. There are omissions and inaccuracies. The significance is not established.
1. Unsatisfactory
0 points
Explanation of why organizational mission, vision, and values are significant to nurse engagement and patient outcomes is omitted.
Criteria Description
Factors Leading to Conflict in Professional Practice and Influence of Organizational Values and Culture in Addressing Conflict
5. Excellent
10.4 points
An explanation of factors leading to conflict in a professional practice is clearly presented. How organizational values and culture influence the way conflict is addressed is described in detail. Strong rationale and evidence are provided for support.
4. Good
9.26 points
An explanation of factors leading to conflict in a professional practice is presented. How organizational values and culture influence the way conflict is addressed is described. Some information or rationale is needed for support.
3. Satisfactory
8.22 points
A general explanation of factors leading to conflict in a professional practice is presented. A summary of how organizational values and culture influence the way conflict is addressed is presented. Some aspects are unclear. More information and rationale are needed.
2. Less than Satisfactory
7.8 points
Factors leading to conflict in a professional practice are partially presented. A vague summary of how organizational values and culture influence the way conflict is addressed is presented. There are significant omissions.
1. Unsatisfactory
0 points
Factors leading to conflict in a professional practice are omitted.
Criteria Description
Effective Strategies for Resolving Workplace Conflict and Encouraging Interprofessional Collaboration
5. Excellent
10.4 points
Effective strategies for resolving workplace conflict and encouraging interprofessional collaboration is discussed. Strong support and rationale are provided to support each strategy.
4. Good
9.26 points
Effective strategies for resolving workplace conflict and encouraging interprofessional collaboration is discussed. Some detail or rationale is needed for clarity or support.
3. Satisfactory
8.22 points
Strategies for resolving workplace conflict and encouraging interprofessional collaboration are generally discussed. The proposed strategies are relevant and would be generally effective for resolving workplace conflict and encouraging interprofessional collaboration. More evidence and rationale are needed.
2. Less than Satisfactory
7.8 points
Strategies for resolving workplace conflict and encouraging interprofessional collaboration are partially discussed. It is unclear how the proposed strategies would be effective; the proposed strategies are not relevant.
1. Unsatisfactory
0 points
Effective strategies for resolving workplace conflict and encouraging interprofessional collaboration are omitted.
Criteria Description
Influence of Organizational Needs and Culture of Health Care on Organizational Outcomes
5. Excellent
10.4 points
How organizational needs and the culture of health care influence organizational outcomes is clearly discussed. How these relate to health promotion and disease prevention from a community health perspective is described in detail. The relationship among these is established. Rationale and evidence is provided for support.
4. Good
9.26 points
How organizational needs and the culture of health care influence organizational outcomes is discussed. How these relate to health promotion and disease prevention from a community health perspective is described. The relationship among these is generally established. Some information or rationale is needed.
3. Satisfactory
8.22 points
How organizational needs and the culture of health care influence organizational outcomes is generally discussed. How these relate to health promotion and disease prevention from a community health perspective is summarized. The relationship among these is not clearly established. More information is needed. There are some inaccuracies.
2. Less than Satisfactory
7.8 points
How organizational needs and the culture of health care influence organizational outcomes is partially presented. There are major omissions and inaccuracies.
1. Unsatisfactory
0 points
How organizational needs and the culture of health care influence organizational outcomes is not discussed.
Criteria Description
Presentation of Content
5. Excellent
52 points
The content is written clearly and concisely. Ideas universally progress and relate to each other. The project includes motivating questions and advanced organizers. The project gives the audience a clear sense of the main idea.
4. Good
46.28 points
The content is written with a logical progression of ideas and supporting information exhibiting a unity, coherence, and cohesiveness. Includes persuasive information from reliable sources.
3. Satisfactory
41.08 points
The presentation slides are generally competent, but ideas may show some inconsistency in organization or in their relationships to each other.
2. Less than Satisfactory
39 points
The content is vague in conveying a point of view and does not create a strong sense of purpose. Includes some persuasive information.
1. Unsatisfactory
0 points
The content lacks a clear point of view and logical sequence of information. Includes little persuasive information. Sequencing of ideas is unclear.
Criteria Description
Layout
5. Excellent
6.5 points
The layout is visually pleasing and contributes to the overall message with appropriate use of headings, subheadings, and white space. Text is appropriate in length for the target audience and to the point. The background and colors enhance the readability of the text.
4. Good
5.79 points
The layout background and text complement each other and enable the content to be easily read. The fonts are easy to read and point size varies appropriately for headings and text.
3. Satisfactory
5.14 points
The layout uses horizontal and vertical white space appropriately. Sometimes the fonts are easy to read, but in a few places the use of fonts, italics, bold, long paragraphs, color, or busy background detracts and does not enhance readability.
2. Less than Satisfactory
4.88 points
The layout shows some structure, but appears cluttered and busy or distracting with large gaps of white space or a distracting background. Overall readability is difficult due to lengthy paragraphs, too many different fonts, dark or busy background, overuse of bold, or lack of appropriate indentations of text.
1. Unsatisfactory
0 points
The layout is cluttered, confusing, and does not use spacing, headings, and subheadings to enhance the readability. The text is extremely difficult to read with long blocks of text, small point size for fonts, and inappropriate contrasting colors. Poor use of headings, subheadings, indentations, or bold formatting is evident.
Criteria Description
Language Use and Audience Awareness (includes sentence construction, word choice, etc.)
5. Excellent
6.5 points
The writer uses a variety of sentence constructions, figures of speech, and word choice in distinctive and creative ways that are appropriate to purpose, discipline, and scope.
4. Good
5.79 points
The writer is clearly aware of audience, uses a variety of appropriate vocabulary for the targeted audience, and uses figures of speech to communicate clearly.
3. Satisfactory
5.14 points
Language is appropriate to the targeted audience for the most part.
2. Less than Satisfactory
4.88 points
Some distracting inconsistencies in language choice (register) or word choice are present. The writer exhibits some lack of control in using figures of speech appropriately.
1. Unsatisfactory
0 points
Inappropriate word choice and lack of variety in language use are evident. Writer appears to be unaware of audience. Use of primer prose indicates writer either does not apply figures of speech or uses them inappropriately.
Criteria Description
Mechanics of Writing (includes spelling, punctuation, grammar, language use)
5. Excellent
6.5 points
Writer is clearly in control of standard, written, academic English.
4. Good
5.79 points
Slides are largely free of mechanical errors, although a few may be present.
3. Satisfactory
5.14 points
Some mechanical errors or typos are present, but they are not overly distracting to the reader.
2. Less than Satisfactory
4.88 points
Frequent and repetitive mechanical errors distract the reader.
1. Unsatisfactory
0 points
Slide errors are pervasive enough that they impede communication of meaning.
Criteria Description
Documentation of Sources (citations, footnotes, references, bibliography, etc., as appropriate to assignment and style)
5. Excellent
6.5 points
Sources are completely and correctly documented, as appropriate to assignment and style, and format is free of error.
4. Good
5.79 points
Sources are documented, as appropriate to assignment and style, and format is mostly correct.
3. Satisfactory
5.14 points
Sources are documented, as appropriate to assignment and style, although some formatting errors may be present.
2. Less than Satisfactory
4.88 points
Documentation of sources is inconsistent or incorrect, as appropriate to assignment and style, with numerous formatting errors.
1. Unsatisfactory
0 points
Sources are not documented.
Total 130 points