Significance of the Organization’s Culture and Values

Significance of the Organization’s Culture and Values

The culture of an organization is the traditions, beliefs, and feelings that are shared among employees and other stakeholders of the company. Values are the core principles that encourage proper emotional and behavioral reactions to issues in the workplace. They are determinants of the quantity and quality of services rendered to patients by nurses.

Mission, Vision, And Values Significance to Nurse Engagement and Patient Outcomes

Values, mission, and vision cut across all departments in a hospital, and therefore each employee is obliged to adhere to them.  Nurses work under common motivators and goals towards achieving the expected patient’s outcome. They create a conducive working environment for nurses, which means they care and treat each other professionally. As a result, they work together to ensure that patients receive quality care and treatment. Mission and vision create a win-win situation for both patients and nurses. They are determinant of why a patient chooses a certain hospital for treatment while nurses follow the set guidelines and strategies to make sure patients are treated in the best way possible. Culture and values ensure that individual nurses’ goals and objectives are aligned to the overall goals of an organization. Nurses are from different backgrounds and have different beliefs, but while working in the same organization, the culture of that institution sets aside the indifferences and encourages them to work for similar goals.

Causes of Conflict And Influence Of Culture And Values On Conflicts Resolution

Conflicts are experienced regularly in almost all organizations and how they are handled or resolved is important. Some of the factors that lead to conflicts include poor communication. Communication is dependent on of well a message is delivered and understood. A conflict may arise when the organization does not have a proper flow of information. Misunderstandings are also common causes of conflicts, which may result from various causes, for instance, salaries and work conditions, values indifferences, workers, and management duties, among others. Poor planning causes conflicts since both employees and management do not have a unified direction as a company. A poor hiring process brings in employees who are incompetent and unqualified, and therefore, quarrels are expected.

Culture and value are key factors that determine how conflicts are resolved in an organization. Misunderstandings are reduced by a great percentage since all workers are aware of how they are expected to behave and treat their colleagues. It rubs off the workers’ differences and brings them to a common platform that allows each to express themselves freely. An organization that has formed a culture of using the right channel of communication experience lesser conflicts since there is little or no rumors and miscommunication. Values and culture are measures of performance, and therefore, in case of a conflict, the management has a reference point of how employees should behave.

Conflict Resolution Strategies

An organization must adopt strategies that effective in resolving conflicts whenever they arise. The management must learn to investigate and understand the issue fully before making a judgment. Acknowledge there is a problem since reasoning and views on issues differ from one person to another. What is not a problem for you may be a problem for the other person. It is important to take time to investigate and examine both sides of the story as a way of ensuring the right decision is made.  The focus should not be on the individuals involved in the conflict but rather the cause of the problem and how to resolve it. The focus should be on a person only after identification that it’s an individual who is problematic. Set up a meeting with involved parties to give them a chance to express themselves; however, they are expected to act within the set rules and guidelines. Let communication be clear to all parties on the decision made.

Influence of Organizational Needs and Culture of Health Care On Organizational Outcomes

Organizational needs in the healthcare sector are what the companies aspire to achieve. For these needs to be achieved, an organization must adopt a culture that will produce better results and performance.  The culture of an organization is seen as the major factors that influence healthcare performance and outcomes. A culture that appreciates and rewards nurses and physicians will produce better results, unlike one where the employees are poorly paid and neglected. A culture that is aggressive encourages nurses to behave in a competitive and embrace a controlled attitude.  In this kind of environment, employees portray the best version of themselves in terms of performance and productivity.  A good culture is a way of ensuring a company achieves its needs.

Health Promotion and Disease Prevention

Organizational culture recognition creates a platform for understanding and more knowledge to plan, execute, control, and examine activities in nursing. A deeper knowledge of organizational culture in the health care sector serves as a motivator towards quality services and results for both patients and healthcare providers. Nurses working together in a hospital are likely to save more lives and more so in the emergency units. Follow of patients after they have been discharged from the hospital better and facilitate quick recovery of patients.

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