Importance of Workplace Culture in Practice Development in Healthcare Organizations

Tools for practice development

INTRODUCTION
The practice development in the effective workplace creates the foundations for the
strong position of care firm in the healthcare industry (Miller, Crabtree, Nutting, Stange & Jaén,
2010; Russell, 2012). Further, it expands the learning ability of the employees and brings the
active learning abilities’ in the employees of the healthcare organization (Dewing, 2010). The
present essay is based on the importance of the workplace culture in the practice development in
the healthcare organization. In this context, the below-discussed essay includes the theoretical
understanding of the workplace culture with primary attributes and their impact on the
organization performance. Apart from this, in the practical implementation of an effective
workplace by consisting the organizational aspect as person-centeredness, employee’s retention
and the patient’s outcome have been presented. Furthermore, the relation of workplace culture
and practice development principle (2) has also been analyzed.
Theoretical implementations of workplace culture
The workplace culture plays an important role in the performance of the healthcare firm
as it affects the delivery of services (Jacobs et al., 2013; Boselie, 2010). Further, the workplace
culture affects the working capability of employees positively or negatively (Mohr, Young&
Burgess, Jr, 2012). In this context, Manley, Sanders, Cardiff & Webster (2011) asserted that the
building of effective workplace in the healthcare organization, it is necessary to focus on the
foundation of such crucial aspects as setting focal point on individual, continuous learning,
stakeholder engagement, motivating leadership, continuous improvement, open communication
among the stakeholders and positive attitude of the staff for change. By considering these key
drivers of the effective workplace culture healthcare firms improve their performance in internal
as well as external operation.
The patient is the center point for healthcare firm so all the efforts are put to render the
quality services by maintaining the supportive culture. Hereby, the motivational aspect of the
leadership enhances the learning of the service provider staff and this reflects in their job
performance. In this context, Weberg (2010) stated that the style of leadership influences the
outcome of the employees. Further, the motivational leadership style as transformational
enhances the creativity in the employees (Manley et al., 2011). At the same, continuous
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improvement is the supporting pillar for the effective workplace culture because the leaders
encourage the other employees of the firm and get the desired outcome for the business. Owing
to this, the effective leadership creates the baseline for building an effectual working
environment for the employees and motivates them for continuous improvement
On the other hand, the involvement of the stakeholders helps in resolving likelihood of
the internal and external problems (Manley et al., 2011). It is because people from different
background come together and work on the common issues which are being face related to
service delivery or satisfaction of clients. In this regard, for the healthcare firm, patients, their
family members, different level of employees and the general public are key stakeholders. By
increasing their interferences in the decision-making facilitates to create the positive and
supportive work environment.
In this context, Kitson, Marshall, Bassett & Zeitz (2013) asserted that the open
communication with the stakeholder facilitates to take the right decisions and keep the
stakeholders informed. For instance, the approach of person-centered care force staff to provide
detailed information among clients(Manley et al., 2011). Similarly, the open communication
improves the outcome of the nursing staff's practice and enhances the patient’s safety in the care
services-(Bridges, Davidson, Soule Odegard, Maki & Tomkowiak, 2011). It indicates that free
flow of communication and appropriate degree of engagement of stakeholders contribute
towards effective or positive work culture. This leads to meet the expectations of deferent
stakeholders and increase the satisfaction level of staff as well as clients., it creates the positive
attitude of the employees towards their job responsibility and helps to build the strong
relationship between the employees and healthcare firm. Thus, the communication with the
stakeholder helps to retain employees as well as the service user.
Further, the innovation is one of the key attributes of the effective workplace culture. It
enhances the efficiency of regular operations by creating the more innovative workplace. In this
regard, Bullinger, Rass, Adamczyk, Moeslein & Sohn (2012) stated that the creativity is the main
driver of the innovation and influence the environment of the workplace positively. In this
context, Cresswell & Sheikh (2013) asserted that technological innovation support healthcare
organization's employees in the execution of the regular operation. Owing to this, the innovation
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is also significant for the effective workplace culture and organization to improve their
adaptability for bringing innovation to the firm.
Moreover, the ineffective workplace culture degrades the quality of services and forced
for exposing the awful reputation in the public. These reveal that the construction of an effective
workplace culture is imperative for the healthcare firm to enhance their service quality by
elevating the employees’ satisfaction (Manley et al., 2011). Owing to this, above mentioned
attributes of the workplace culture and their enabling factors as leadership style and clear
communication for the job task has the great impact on the performance of the firm. It further
influences the social reputation of the firms. In this context, Manley et al (2011) asserted that the
effective workplace culture helps a healthcare firm in the achieving of their goals and objectives
in an effectual manner. Similarly, it develops the employee’s ability to perform their task with
high concentration which resulted in high accuracy in the job performance. Therefore, the
building of effective workplace culture it is imperative to put whole team effort of the firm as
management, different level of employees and customers in the development process of the
effective workplace.
The practical implication of effective workplace culture
Person-centered care
On the basis of the above theoretical discussion, the workplace culture directly affects the
delivery of services and satisfaction level of service users. It is necessary for the practical
implementation of the effective workplace culture in the healthcare organization. At this
juncture, improvement in the leadership style is important as it enables staff to effectively treat
patients by offering them clear information related to their treatment. In this context, the
transformational leadership style helps to increase the collaboration in the firm and motivate the
employees to perform on the basis of set standards. This also make it possible to involve patients
in the decision-making procedure so their satisfaction level can be increased. By using the
supportive leadership style, client and service users can have better interaction and accordingly
the pattern of delivering services is improved to a great extent. Further, this leadership style
encourages the staff member for implementing the change in their ordinary methods for
performing job. Therefore, the transformational leadership style enhances the person-centered
care in the healthcare firm by building effective workplace culture.
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