NRS-451 Organizational Culture and Values GCU

NRS-451 Organizational Culture and Values GCU

NRS-451 Organizational Culture and Values GCU

Organizational culture and values are important assets in any organization. Organizational culture dictates the manner in which things in the organization are done. Values on the other hand provides employees with understanding of the limits in which they can engage in activities acceptable to the organization. Organizational culture and values are important in acting as a source of identity for the organization. They define the products as well as services that health organizations offer to their markets. Culture and values also promotes ethical behaviors in an organization. They determine what is considered right and wrong in an organization. They also standardize the behaviors of the employees. This can be seen from the fact that they dictate the expected boundaries of right and wrong behaviors in an organization (Kirkpatrick, 2016).

The mission is a statement that provides an explanation for the reason of the organization’s existence. It serves as the purpose of an healthcare organization. For instance, a mission statement will focus on service quality and patient centeredness if the organization was established to serve these purposes. The mission statement also provides the basis for making decisions on the things that should be accomplished in the organization. It guides

the development of goals and objectives that must be met in the organization. It is expected that the goals of the organization should align with its mission statement. The mission statement also ensures that the organization remains on track in its undertakings. This can be seen from the feedback from regular evaluations that will provide the organization with insights into its progress in achieving its set goals. Therefore, it is forced to restructure its processes, hence, ensuring that it remains on course in achieving its objectives (Kirkpatrick, 2016).

NRS-451 Organizational Culture and Values GCU

The mission of an organization is a statement that describes the future of the organization. It enables the stakeholders to understand the future aspirations of the organization. This makes it act as a source of purpose for the company. This can be seen from the fact that organizations develop their strategies based on their desired future. For instance, the medium goals of the organization will be developed with a focus on ensuring that they promote the realization of the organization’s sustainable future. The vision statement also inspires the employees. It stimulates creativity and innovation among them. They are encouraged to engage in activities that will ensure that the long-term vision of the organization is achieved.

Values refer to the principles as well as ethics that guide organizational behaviors. They form the basis of what the employees and the organization perceive to be right and wrong. Values are important in health organizations because of a number of reasons. Firstly, they inspire the employees. The adoption of the stated organizational values ensures that the employees demonstrate ethical behaviors. The behaviors promote the realization of the desired organizational outcomes such as improved quality and safety of care, which inspires them. Values also help organizations come up with their vision statements. They ensure that their behaviors will promote the realization of the set long-term vision. Values also ensure that the staffs behave according to the developed organizational policies. Through this, organizations demonstrate their accountability and responsibility to the stakeholders. This can be seen from the increased focus of the organization on promoting the wellbeing of the consumers, society, and service providers in healthcare system.

NRS-451 Organizational Culture and Values GCU

Values, mission and vision have a significant influence on the engagement of nurses and patient outcomes. As shown earlier, they inspire nurses to engage in activities that will promote the realization of the set organizational outcomes. The nurses are also encouraged to explore innovative ways in which the needs of their patients as well as that of their organization can be met with efficient use of the existing resources. Values, mission, and vision also ensures that nurses demonstrate ethics in assisting their patients. They ensure that nurses protect the rights and interests of the patients in the caring process. The consequences include improved patient autonomy in the care process as well as nurse and patient empowerment to play an active role in meeting the desired health-related goals. Cumulatively, these influences imply that the decision-making of the nurses is also influenced by these organizational aspects. For example, nurses are inspired to make sound decisions that will promote professionalism, transparency and responsibility in healthcare.

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One of the factors leading to conflict in professional practice is poor communication. Poor communication often lead to misunderstandings that can cause conflicts. Professionals can act in a manner that is contrary to the expectations of others due to poor communication. The other factor that can lead to conflicts in professional practice is violation of individual rights. Employees have rights that should be protected. An occurrence of violation of their rights such as gender based violence will increase the risk of professional conflicts. Stress and burnout also leads to conflicts in professional practice. Staffs look for a way of blaming others for their faults. This in turn increases the risk of professional conflicts. Poor leadership styles can also cause professional conflicts. Employees require to work in environments where their needs are protected. They need to participate in making decisions that will influence their practice. However, poor leadership styles such as autocratic models limit the role that the employees play in influencing their organizations, hence, conflicts. The last factor contributing to conflicts in professional practice is unequal treatment of staffs. Effective management of human resources demand fair treatment of employees. However, favoring others increases the risk of conflicts due to perceived inequality in the workplace.

Culture refers to the manner in which employees act or behave. It guides the manner in which organizational tasks are undertaken. Similarly, values form the basis of employee behaviors. Therefore, the influence the manner in which conflicts are addressed by forming the basis of assumptions used in decision making. Often, conflict resolution is done based on the laid organizational procedures. This forms the practices as well as assumptions that should guide the process. Culture and values also influence the behaviors of the stakeholders involved in resolving a conflict. For example, the stakeholders are likely to abide by the organizational values in deciding on the framework to guide the decision-making process in conflict resolution. Culture and value also provide the limits or boundaries which should guide conflict resolution process. This provides the key actors in the resolution process with significant flexibility in assessing the interventions that should be embraced to address the issue. It also encourages responsibility from the actors since they provide a clear understanding of the bases of the decision-making processes.

One of the strategies to resolving workplace conflict is practicing open communication. The organizational climate should allow free sharing of information. The conflicting parties should not feel threaten with the information shared about the source of conflict. Open communication will also enable the employees to express their concerns as they arise, hence, minimizing the risk of conflicts. The other strategy is determining and communicating the acceptable organizational behaviors. This will make the employees behave according to the stated organizational guidelines on employee behaviors. The consequences of violating the stated behaviors should also be communicated to promote moral and ethical behaviors in the organization. It is also important to communicate the acceptable behaviors prior to resolving organizational conflicts. This enables the resolution team and conflicting parties to understand the limits of their behaviors and acceptable decisions to be embraced. The other strategy is embracing conflicts. Organizations should learn to consider conflicts as source of opportunities for growth. As a result, they should address them as they arise as a way of preventing further progression and it affecting adversely the performance of the organization. Therefore, timely management of arising conflicts is important in streamlining employee behaviors.

Successful conflict resolution also requires the resolution teams not to take a position in the process. They should focus on utilizing facts surrounding the issue and using it to develop effective solutions to address it. This will ensure objectivity in the manner in which conflicts are resolved. It also ensures that the decisions that are made are not due to emotional influence. Successful conflict resolution also requires the parties involved to reach a consensus on the least acceptable behaviors as well as solutions. This ensures fair treatment of the conflict parties. It also ensures that the parties agree on a workable solution to the identified issues. Effective listening is also important in addressing workplace conflicts. It enables one to identify facts from fallacies in the conflict resolution process. It also enables one to come up with an effective solution that will be acceptable to all the parties involved in the process. Therefore, it is important that these strategies are adopted in organizational settings to address professional conflicts.

Organizational needs have an influence on organizational outcomes. They determine the manner in which strategic interventions are prioritized in the implementation process. In this case, organizations tend to focus on the most critical needs than the less urgent ones. This therefore implies that organizational needs influence the manner in which strategic interventions are implemented. Organizational culture on the other hand influences employee job satisfaction, which has a direct effect on the organizational outcomes. As identified earlier, organizational culture focuses on the manner in which employees behave. It also determines the decision-making in an organization. An organization with enabling culture such as supportive leadership is likely to have improved outcomes due to staffs that are satisfied with their jobs. Similarly, organizational culture influences the manner in which organizations implement change. Organizations with enabling cultures tend to experience minimal challenges in implementing change initiatives. This is attributed to the existence of organizational structures that support the introduction of change. Therefore, this influences organizational outcomes by ensuring that the desired short, medium, and long-term objectives of the organization are achieved with ease.

The influence of organizational needs and culture on organizational outcomes have a relationship with disease prevention and health promotion in community perspective. This can be seen from the fact that public health officials are highly interested in addressing the most critical needs of a community in disease prevention. They develop list of community’s need and rank them in order of priority. This helps them in ensuring effective allocation and use of the available resources. The relationship can also be seen in the increased focus of public health on active community participation in disease prevention. Accordingly, organizations understand the fact that active stakeholder participation is important in addressing organizational needs and determination of the right organizational culture. Similar case applies to the prevention of diseases at the community level where public health officials have to prioritize active community participation to ensure empowerment and sustainability of the adopted interventions (LaBelle & Waldeck, 2020). Therefore, organizational needs and culture relate to health promotion and disease prevention from a community health perspective.

References

• Christiansen, B., & Chandan, H. C. (2017). Handbook of research on organizational culture and diversity in the modern workforce. Hershey PA, USA: IGI Global.
• Kirkpatrick, S. (2016). Build a better vision statement: Extending research with practical advice. Lanham : Lexington Books.
• LaBelle, S., & Waldeck, J. H. (2020). Strategic communication for organizations. Oakland, California : University of California Press.
• Rosiek, A., & In Leksowski, K. (2016). Organizational culture and ethics in modern medicine. Hershey, Pennsylvania: IGI Global.

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