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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

NRS 451 Organizational Culture and Values

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.

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.

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.

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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.

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.

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.

Organizational culture is a system of shared values and beliefs that contributes to behavior norms and determines an organizational way of life. Organizational culture is evaluated based on core values, shared assumptions, and common approaches to work (Nguyen Van et al., 2018). This paper seeks to analyze the culture and level of readiness of the organization for which my EBP project is proposed.

Organizational Culture and Degree to Which Culture Supports Change

The project on incorporating peer support in trauma-informed care will be implemented in my current healthcare organization. Our organization has an Adhocracy culture, which is defined by the flexibility and external focus aspects. Our culture is rooted in energy and creativity and involves innovation as a way of organizational functioning (Nguyen Van et al., 2018). Besides, the employees are encouraged to take risks, and our leaders are perceived as innovators. The work environment is agile and transformative, which has made the Adhocracy culture thrive (Nguyen Van et al., 2018). In addition, we emphasize specialization and rapid change within the organization, and thus change will be highly appreciated. Due to the innovative spirit in the organization, the employees are continuously engaging in activities that will promote positive change in the organization to achieve our goals and vision.

Organizational Readiness Tool and Readiness Assessment

The cultural assessment questionnaire developed by the World of Work Project (2019) will be used to conduct an organizational culture and readiness assessment. The tool is useful for organizations or teams that are going through change. The cultural assessment questionnaire evaluates several dimensions of organizational culture, including the decision-making process, treatment of employees, teamwork, tradition, and change implementation (World of Work Project, 2019).  The organization scored high in teamwork, objectives-driven employees, change, a strong emphasis on employees, consensus decisions, team communication, and cooperation. However, low scores were noted in decentralization, focusing on customer service, building long-term customer relationships, and attention to detail.

The culture assessment results reveal that our organization’s culture will support and sustain an evidence-based practice change. As a result, incorporating peer support in TIC will be readily accepted and implemented in the department and staff that provide TIC services. Strengths that will facilitate change implementation of the peer support intervention include: employees are driven by targets and objectives, encouraging and rewarding teamwork, leaders encourage change and innovation, consensus decision, frequent and transparent team communication, and coordination and cooperation in the delivery of patient care.

Weaknesses and potential barriers exist and might hinder change implementation. Weaknesses include a lack of a decentralized decision-making system and a lack of attention to detail with staff employing the 80/20 rule. Barriers include shortage of qualified peer support workers, self-care needs of peer workers, and lack of finances to pay for service and wages of peer support workers.  The change proposal will be readily implemented since stakeholders’ support change in the organization. Besides, the timing of the proposal is appropriate since the organization has many clients on TIC.

Health Care Process and Systems Recommended for Improving Quality, Safety, and Cost-Effectiveness

A quality improvement (QI) program would be an effective healthcare process to improve quality, safety, and cost-effectiveness. A QI program entails systematic activities organized and executed by an organization to track, evaluate, and enhance its quality of health care (De La Perrelle et al., 2020). The activities are usually repeated so that the organization continues to strive for higher performance levels to improve the care for its patients. I would recommend a QI program since it helps an organization improve patient health outcomes that entail both process outcomes and health outcomes (De La Perrelle et al., 2020). It also enhances the efficiency of managerial and clinical processes.  An organization can minimize waste and costs attributed to system failures and redundancy by improving processes and outcomes related to high-priority health needs.

Strategies to Facilitate Organizational Readiness

Organizational readiness to change is the organizational members’ commitment to change and mutual belief in their collective capability. Strategies that would better facilitate readiness in our organization include consistent leadership messages and actions, teamwork, and active stakeholder involvement. Consistent leadership messages and actions can promote organizational readiness by leaders conveying consistent messages and acting consistently to foster change (Metwally et al., 2019).  This can inspire employees to embrace common perceptions of readiness to change and foster cooperation when implementing the project. Fostering teamwork would promote organizational readiness since it encourages employees to collaborate to implement the change and achieve desired goals. Besides, active stakeholder involvement can facilitate organizational readiness since stakeholders determine if a change will be implemented and how the change process will occur (Metwally et al., 2019). Stakeholders in the organization can be encouraged to be active in implementing change to encourage other employees to put more effort, be persistent, and cooperative in the change process.

Stakeholders and Team Members Needed

Stakeholders and team members needed for the TIC project will include the hospital administrator, nurses, physicians, therapists, peer support trainers, and peer support workers. The hospital administrator will be responsible for overseeing the project’s activities and approving resource allocation to the project. Nurses and physicians will be tasked with screening patients for trauma, developing patients’ treatment plans, and referring patients to therapists and peer support workers (Shalaby & Agyapong, 2020). In addition, therapists will be involved in providing psychotherapy to patients affected by trauma. Peer support trainers will provide special training to peer support workers before they are part of the care team (Shalaby & Agyapong, 2020). Lastly, peer support workers will be tasked with implementing peer support interventions to overcome the isolation among patients with trauma experiences.

Information and Communication Technologies Needed

Communication about the project will be facilitated by technologies such as the internet and email. Stakeholders and team members will be sent emails to inform them of the project proposal and its implementation. Peer support trainers will require technologies such as computers and projectors to facilitate training. Besides, the internet, computers, and referral software will be needed to facilitate the referral of patients to therapists and peer support workers.

Conclusion

The organization for the EBP project has an Adhocracy culture with a culture rooted in energy and creativity. The culture highly supports change since the work environment is agile and transformative. A cultural assessment using the World of Work Project tool revealed that the organization would support and sustain the EBP change. It scored high in aspects that promote organizational change such as objectives-driven employees, change, emphasis on employees, consensus decisions, team communication, and cooperation. Strategies that would better facilitate readiness in our organization include consistent leadership messages and actions, teamwork, and active stakeholder involvement.

 

References

De La Perrelle, L., Radisic, G., Cations, M., Kaambwa, B., Barbery, G., & Laver, K. (2020). Costs and economic evaluations of quality improvement collaboratives in healthcare: a systematic review. BMC health services research20(1), 1-10. https://doi.org/10.1186/s12913-020-4981-5

Metwally, D., Ruiz-Palomino, P., Metwally, M., & Gartzia, L. (2019). How ethical leadership shapes employees’ readiness to change: the mediating role of an organizational culture of effectiveness. Frontiers in psychology10, 2493. https://doi.org/10.3389/fpsyg.2019.02493

Nguyen Van, H., Nguyen, A. T., Nguyen, T. T., Nguyen, H. T., Bui, H. T., Tran, P. T., & Nguyen, A. L. (2018). Individual and occupational differences in perceived organizational culture of a central hospital in Vietnam. BioMed research international2018. https://doi.org/10.1155/2018/3759290

Shalaby, R. A. H., & Agyapong, V. I. (2020). Peer support in mental health: literature review. JMIR Mental Health7(6), e15572. https://doi.org/10.2196/15572

World of Work Project. (2019). A Simple Organizational Culture Assessment Questionnaire. The World of Work Project. https://worldofwork.io/2019/07/organizational-culture-assessment-questionnaire/