Working Culture and Its Implication in the Context of Practical Development

This document discusses the concept of working culture and its implications in the context of practical development. It explores the attributes of an effective workplace culture, the factors that enable it, and the consequences it has on patient outcomes and staff satisfaction. The document also highlights the importance of person-centered care in creating an effective workplace culture.

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WORKING CULTURE AND ITS IMPLICATION IN THE CONTEXT OF
PRACTICLE DEVELOPMENT
6/5/2019

WORKING CULTURE AND ITS IMPLICATION IN THE CONTEXT OF PRACTICLE DEVELOPMENT
Contents
INTRODUCTION...........................................................................................................................1
CULTURE.......................................................................................................................................2
EFFECTIVE WORKPLACE..........................................................................................................2
ATTRIBUTES OF EFFECTIVE WORKPLACE CULTURE....................................................3
Person Centeredness:................................................................................................................4
Learning at workplace:.............................................................................................................4
High Support with high Challenges:........................................................................................4
Leadership Quality Enhancement:...........................................................................................4
Positive Attitude towards Change and Continuous Development:..........................................4
Open communication:..............................................................................................................4
Teamwork:................................................................................................................................4
Safety:.......................................................................................................................................5
FACTORS FOR ENABLING AN EFFECTIVE WORKPLACE...............................................5
Individual enablers:..................................................................................................................5
Organizational enablers:...........................................................................................................5
CONSEQUENCES OF AN EFFECTIVE WORKPLACE CULTURE......................................6
INFLUENCE OF EFFECTIVE WORKPLAC CULTURE TO PATIENT OUTCOMES AND
SATFF SATISFACTION................................................................................................................6
REFERENCES................................................................................................................................8
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WORKING CULTURE AND ITS IMPLICATION IN THE CONTEXT OF PRACTICLE DEVELOPMENT
INTRODUCTION
Increasing the level of culture in healthcare center accordance to the workplace culture
that aims to achieve the effective working culture in the substance of practice development and
person-centered. Effective working culture abides of its attributes, enabling factors and
consequences. A positive adequate working culture and its consequences are having direct
relationship on patients, users, and staff members (Francis, 2010). Result of consequences helps
to examine where is the urgency to understand and develop effective cultures in healthcare. In
addition, Culture acts an important aspect in clinical area to influencing the factors like patient
outcomes, staff satisfaction and person centered care.
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WORKING CULTURE AND ITS IMPLICATION IN THE CONTEXT OF PRACTICLE DEVELOPMENT
PART : I
CULTURE
Culture refers to the charisma and temperament of an organization that makes the
business solitary and shows company’s values, beliefs, traditions, interactions, behaviors and
attitude. A positive workplace culture able to attract, retain, engage employees and affects the
performance. The four types of C’s in organizational culture include “collaborate (clan)” culture,
“create (Adhocracy) culture, “control (Hierarchy)” culture and “compete (Market)” culture
(Tharp, B. M.2009).
EFFECTIVE WORKPLACE
Effective workplace refers to the institute with employees with greatest resource power,
they are not only merely act as resources for sustain but also make the organization thrive.
Effective workplace really defined as the organization that not only help and benefit the
organization itself but the employees.
Effective workforce culture consist of seven components that is learning opportunity,
satisfaction with wages, benefits and opportunity to advance, co- worker support for succession
in job, culture of respect, faith and affinity, autonomy, work-life balance and supervisor support
for job success.
Effective workplace culture derived from both the combination of effectiveness of
performing work with focus on person- centeredness, synergetic and in participative ways. It
reflects culture and engagement are associated with each other, in which engagement closely
influenced by the culture. For example, in healthcare organization Effective Workplace Cultures
are examine through engagement of all participants, repeatedly achievements of set standard
goals, continuous growth and development, innovation in practices that motivates the committed
staff and fulfill patient’s needs. For maintaining effective workplace culture, cultural practices
should follow up by the transformational leaders for role clarity among employee, skilled
facilitation. Apart from all these there should be transparent management structure in
organization possess with supportive human resource department.
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WORKING CULTURE AND ITS IMPLICATION IN THE CONTEXT OF PRACTICLE DEVELOPMENT
ATTRIBUTES OF EFFECTIVE WORKPLACE CULTURE
Some specific values should be considered in workplace based on Person Centeredness,
While working with others and effective care of individual and organization
Person Centeredness:
‘Person-Centeredness’ is use instead of using patient-centeredness because person
centeredness covers all the values, which are define for patient centeredness, and it is good for
good staff relationships
Learning at workplace:
Everyone in workplace seeks learning; learning is first priority in today is working
culture. Therefore, if workplace culture is effective then it is easier to learn new experiences
High Support with high Challenges:
Potential learning and high productivity easily assessed with the help of high support and
challenges. In addition, these act as an important factor for practice development approaches.
(Manley & Titchen, 2011)
Leadership Quality Enhancement:
It acts as the development of leadership skills within individual and these skills consists
the team guiding qualities, setting of goal and direction and creating something innovative with
his strategy (Scott, 2003).
Positive Attitude towards Change and Continuous Development:
There is a ‘can do’ approach (Bevington,2004), innovation welcomed. Regardless of the
type of challenge, the way we react to changes affects our performances and end results
Open communication:
Open, transparent and real communication should be there in hierarchy, from upper to
lower management levels. All patients should be encouraged to speak out with their problems in
workplace
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WORKING CULTURE AND ITS IMPLICATION IN THE CONTEXT OF PRACTICLE DEVELOPMENT
Teamwork:
One of the major factors of complete development at workplace is teamwork and for
this, an effective work environment should be there which encourages individuals for working in
team and working for the organization.
Safety:
Safety encapsulates physical, mental and social aspects for all staff, patients and users
(Groah & Butler, 2006). Safety is one of major factors which is considered by employees of all
stages, patients and workers and it aids a major value in effective workplace
FACTORS FOR ENABLING AN EFFECTIVE WORKPLACE
Factors that enable the development of an effective workplace culture categorized into
individual enablers and organizational enablers. These are more important than the attributes, so
higher managing staff should consider them seriously.
Individual enablers:
The presence of Transformational Leadership consist of many qualities like cultural
change, role modeling which helps in adding values in work and engaging hearts for a common
goal that simply called team -work. Transformational Leadership also have some qualities of
skilled facilitation, combination of both are set of moral intent, sociological and psychological
learning and multiple intelligence make individuals and teams to rectifies themselves for the
good. Role clarity and responsibilities recognized as influential facilitator to an effective culture
(Bevington, 2004)
Organizational enablers:
Possess with transparent management that support the staff in every possible situation. It
can be possible with developed, interactive and non-hierarchical management processes. It is
also include an accredit approach to leadership and decision-making, which helps in making
effective workplace culture. Organizational flexibility is also main factor that includes the
change in things according to the new transformation in generation with flexibility of losing
organizations previous historic culture. Human Resource Management support is also plays an
influential role in managing an effective workplace culture as they can cooperate with staff and
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WORKING CULTURE AND ITS IMPLICATION IN THE CONTEXT OF PRACTICLE DEVELOPMENT
make changes according to the demand, also arranges some activities for togetherness and
teamwork environment.
CONSEQUENCES OF AN EFFECTIVE WORKPLACE CULTURE
Consequences are mainly consists of the two parts, one is influencing stakeholders and
second is influencing workplace cultures.
Influence Stakeholders, in meet their particular goals and needs through person-centered
way. Recognize as valued staff member by rendering positive services of patient outcomes.
Moreover, organized and transparent staff demonstrates commitment with improved recruitment,
retention and job satisfaction (Wilkins and Hawkins, 2005).
Influence workplace, in implemented knowledge from practice and development its
results patient safety, security and effectiveness to enable all to flourish patient pathways and
services.
PART: II
INFLUENCE OF EFFECTIVE WORKPLAC CULTURE TO PATIENT OUTCOMES
AND SATFF SATISFACTION
“The term ‘effective’ carefully to mean cultures that achieve and sustain person-
centered, safe and effective care and workplaces that enable patients and staff to flourish - the
stated purpose of practice development (Manley et al., 2011)”. Workplace culture in clinical care
influence both patients and staff employees, the effective use of resources through staff and
commitment to their work results the implementation of practices for patients in an effective way
(Naydeck et al., 2008; Goetzel & Ozminkowski, 2008). Effective culture possesses with the
consequences and it totally based on the cultural practices that are following in a particular
organization. An incompetent and toxic workplace cultures results in crucial implications for
patient outcomes, staff well-being and results as wastage of scare and valuable resources.
Whereas an effective and systematic cultural environment highlights high-level care delivery
services through staff employees ( Francis, 2010).
Hand washing practicing of effective workplace culture also associated with the patient
outcomes of infection. Follow up the hygiene policies to prevent from spreading bacteria
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WORKING CULTURE AND ITS IMPLICATION IN THE CONTEXT OF PRACTICLE DEVELOPMENT
between patients. Guiding policies also started as a workplace culture for the staff and patients as
a part of person-center care for neglecting the spreading diseases.
Safety culture refers as the foremost organization priorities and shows the company’s
values and action related to safety. An organization with positive safety workplace culture
possess of interaction among employees on the biases of collective trust, common objectives
regarding the value of safety, mutual decisions for the reliable precautionary areas.
Impact of safety culture on patient outcomes includes:
Readmission rates: poor and inefficient safety culture is more associated with higher
readmission rates.
 Complications: Levels of complications are positively related to the safety attitudes in an
healthcare organization. Proper management in safety rules and equipment leads to the
lesser complication outcomes for the patient.
 Length of stay: healthcare with associated mortality and safety climate are possessing
with longer stay of patient and its affects patient outcomes in intensive care unit.
Impact of safety culture on staff satisfaction:
The association between safety culture and staff satisfaction in relation to the injury rates,
organization with inadequate safety climate and high workloads were mostly associated with
increasing number of nurse injuries.
Impact of evolution of change on staff satisfaction:
Effective workplace culture includes many aspects in an organization like adapting
evaluation of change through practitioner empowerment, practice development, and responding
by change management in a way so that core value of an individual able to increases the quality
patient care and always ready to managing change according to the healthcare needs.
Impact of transparent management on staff satisfaction:
Supportive human resource management with transparent hierarchical system also affects
the workplace culture in setting up of standard goals and objectives. It also helps in align
organizational and team goals (staff goals) with individual goals (patient goals).
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WORKING CULTURE AND ITS IMPLICATION IN THE CONTEXT OF PRACTICLE DEVELOPMENT
Self-care and Person centered care defines situation of recovery and prevention of
complications after hospitalization by person itself in close cooperation with the health
professionals. Advantage of self-care include the enhancement of satisfaction level among
patients and their families and improves morale and productivity between clinicians and ancillary
staff.
ELEMENTS OF WORKPLACE PLACE CULTURE THAT INFLUENCE PERSON
CENTERD CARE
 Alignment of patient-centered goals with the healthcare system’s mission, values,
leadership
 Cultural environment of the healthcare possess with to provide right care at right time and
right place in collaborative and accessible manner.
 Person-centered care should associate with patients and family member as a part of care
team, both acts as an important part at the patient and system level.
 Culture of sharing information through healthcare in effective manner like accurate and
reliable made patient possible to make their decision at own level.
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WORKING CULTURE AND ITS IMPLICATION IN THE CONTEXT OF PRACTICLE DEVELOPMENT
CONCLUSION
A number of factors influence the working culture in many ways of a healthcare center
like alignment of key values with the patient requirements and staff satisfaction. An effective use
resources needs in culture changing, evidence implementation of information. The essay
highlights the importance of effective workplace culture that helps in incorporating the essential
facilitation skill-set into clinical leader roles, and facilitating development of practices according
to changing needs of patients. In addition, workplace cultural development and person center
care together makes the patient, user and staff possible to face daily pressure of service delivery.
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WORKING CULTURE AND ITS IMPLICATION IN THE CONTEXT OF PRACTICLE DEVELOPMENT
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