Organizational Climate and Motivation in Critical Care Unit Report

This report examines the organizational climate and motivation within a critical care unit, drawing from the author's 25 years of clinical experience. It highlights the intense nature of the unit, emphasizing the use of advanced technology and the critical condition of patients. The report explores the motivation of the unit to meet patients' immediate needs and the roles of leaders and managers in evaluating the organizational and motivational climate. It discusses methods like work environment surveys and communication strategies. The analysis includes two key actions for leaders: motivating employees and managing conflicts. The report provides a real-world example of conflicts arising from equipment issues. It also covers the role of nurse managers, maintaining standards, and delegation guidelines, including potential barriers and strategies to reduce legal risks. The report is supported by references to scholarly articles.

Motivation & Organizational
Climate
Tessa Forde

Organizational Climate
One of the unit that I have served within my
experience of 25 years of clinical experience is
the critical care unit.
The organizational climate of the critical are unit
is very intense (de Grood et al., 2018).
The climate of the critical care unit includes the
use of advanced monitoring, therapy and the
diagnostic technology for the critical care of
the patients who are undergoing serious
illness or injury.

Unit Motivation
The motivation of the critical care unit is to
meet the requirement or the need of the
patients who are facing immediate life
threatening condition of their heath (Bahrami
et al., 2016). The aim of the critical care is to
serve the patient who have the risk of failure
of their vital organs of their system.

Leaders and Managers
The evaluation of the organizational and the
motivational climate is an important part of the
managers and the leaders of the organisation
(McFadden, Stock & Gowen III, 2015)
Some of the methods used by the leaders and the
managers are the use of the work environment
surveys, effective communication with the employees
of the organization, analysis of the survey result and
the behavioural patterns of the employees, effective
interpretation of the results and the management of
the work environment and finally the productivity of
the employees in the organization.

Analyses Two Actions
Two of the major actions that the leaders could employ for the
improvement of the workplace issues are the motivating the
employees of the organization towards reaching their targets
or goals and identify the points of the agreements and the
disagreements within the employees of the organization for
management of the conflict (Pozveh & Karimi, 2016) .
In the perioperative unit, during in and around the time of
operation, there has been couple of instances where the
absence and misplace of proper operation equipment’s, gel
pads, sterilization and the equipment of cleaning have
created major conflicts among the nurses and the employees
of the unit

Reference
Bahrami, M. A., Barati, O., Ghoroghchian, M. S., Montazer-alfaraj, R., & Ezzatabadi, M. R.
(2016). Role of organizational climate in organizational commitment: the case of
teaching hospitals. Osong public health and research perspectives, 7(2), 96-100.
de Grood, C., Leigh, J. P., Bagshaw, S. M., Dodek, P. M., Fowler, R. A., Forster, A. J., ... &
Stelfox, H. T. (2018). Patient, family and provider experiences with transfers from
intensive care unit to hospital ward: a multicentre qualitative study. CMAJ, 190(22),
E669-E676.
McFadden, K. L., Stock, G. N., & Gowen III, C. R. (2015). Leadership, safety climate, and
continuous quality improvement: impact on process quality and patient safety. Health
care management review, 40(1), 24-34.
Pozveh, A. Z., & Karimi, F. (2016). The Relationship between Organizational Climate and
the Organizational Silence of Administrative Staff in Education
Department. International Education Studies, 9(6), 120-129.

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