Effective Workplace Culture in Clinical Areas

Running Head: EFFECTIVE WORKPLACE CULTURE IN CLINICAL AREAS
Effective Workplace Culture in Clinical Areas
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EFFECTIVE WORKPLACE CULTURE IN CLINICAL AREAS 2
Effective Workplace Culture in Clinical Areas
Introduction
Among clinicians, managers and policy-makers, culture is normally a much-debated
construct. The discourse is usually based on normative considerations, suggesting that an
effective and appropriate, productive or functional culture is preferred to the one which is
dysfunctional, toxic and ineffective. It should be noted that a healthy and safer workplace or
organizational culture is thought to be linked to the positive patient outcomes like reduced length
of stay as well as death rates, enhanced quality of life and reduced level of pain. Empirically,
culture has been found to signify features or attributes of institutional or an organizational life
that are shared across an organization or workplace, among members like their assumptions,
cognitive beliefs as well as attitudes, their activities like interactions, practices and behaviors
(Caspar, Ratner, Phinney & MacKinnon, 2016). The shared means of behaving and thinking
become normalized as well as portray what comes to be observed as acceptable and legitimate
within the organization or workplace. Moreover, they are cognitive, social and normative ‘glue’
that hold individuals within the culture together.
Therefore, culture is ‘the manner in which individuals think around here’ as well as ‘the
manner in which things are undertaken around here’ (Reina & Reina, 2015). Anchored on these
assumptions, this paper defines culture as the sum of mutually held values, features and
behaviors of individuals in organizations or workplace. Moreover, in this paper culture is further
categorized in two ways. The first category relates to a culture which is more localized in
dimensions, that is, those recognizable subcultures which manifest in departments, wards, as well
as within staff groups like allied nurses or health professionals and doctors. The second category
concerns the overarching organization’s culture, entailing consistent attitudes, beliefs and

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practices, for instance, within a whole healthcare center. This paper will critically discuss and
explore organizational culture in the framework of nursing development. It will discuss the
effects of effective organizational culture on healthcare areas such as patient outcomes, person-
centred care as well as staff satisfaction.
The Impacts of Effective Workplace Culture on Clinical Care Areas including quality care,
person-centred and evidence-based care, patient and job satisfaction
Since the start of 2000s there has been a observable transformation in approaches of long-
term healthcare for patients There has been a quest for change from conventional and clinically
oriented model to one whereby focus is put on choice, independence, as well as self-
determination of patients and empowering of employees aiming at improving the quality of life
of staffs and healthcare providers (Barken & Lowndes, 2018). In Australia and the U.S. this is
described as culture transformation, a notion whereby there appears to be no agreed working
description in literature, even though there is an agreement that it is a long-term as well as
systematic transformation process towards an integrative therapeutic stakeholders anchored on
evidence-based and person-centred care as well as healthy, dignified workplace practices (Givan,
2016; Phillips, 2016). Workplace culture in various settings including healthcare environment
impacts on the experience of users as well as patients, the commitment, effectiveness and
motivation of the staff. It should be noted that the results of toxic, ineffectual and unsupportive
cultures have led to grave consequences for patient outcomes, wellbeing of the staff, and also
wastes worthwhile economic resources. Organizational or institutional culture is the significant
element in realizing healthcare objectives as culture, more than anything else, enhances
performance.

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The clinical workplace setting has a deep effect on employee experience, entailing
institutional loyalty, productivity, and satisfaction. Institutional culture is as significant aspect of
the workplace setting, even though it is less clear than the physical attributes like air quality,
ergonomics, layout, safety concerns, and cleanliness (Manley, Sanders, Cardiff & Webster,
2011). Employees’ reaction to their organizational setting hinges on culture (Stringer, 2016).
That is, shrewd, forward thinking healthcare and nursing leaders comprehend that establishing a
positive, supportive culture is key, however, it can also be a huge battles to get buy-in from the
clinical leaders and executives focused majorly on profit margins. The satisfaction of patients is
indeed a great driver and influencer of twenty first century healthcare. The satisfaction of
employees should admittedly get equal attention, yet it unfortunately gets short shrift n numerous
quarters. The relationship between institutional culture as well as its potential impacts pinpoints
the need to identify, develop, comprehend effective cultures in nursing, particularly at the level
of delivery of care in which services users, staff and patients interface.
Culture is not entirely concerned with people but about the social context which influence
and determine the manner in which individuals behave as well as the sociocultural customs
which are expected and accepted. To change how things are conducted at the practice level needs
basic changes in the patterns of behavior and mindset as it is these attributes which manifest
culture mirroring the assumptions, beliefs and values accepted or held by employees in the
workplace. An effective culture is an organization is one which is evidence-based, person-
centred as well as continues to adapt to the dynamic healthcare needs (Manley, Sanders, Cardiff
& Webster, 2011). Person-centred is the process of treating every patient as an individual person.
Person-centredness entails appreciating the employees and the clinets as persons with their
variety as well as includes the interpersonal skills that are vital to realize and to inculcate