Organizational Culture Practices: Significance in Healthcare Settings

This report examines the significance of organizational culture and its practices within care settings. It defines organizational culture as a system of shared values, assumptions, and beliefs that influence interactions and behaviors. The report highlights the importance of mission, vision, and values statements in shaping organizational behavior and their impact on nurse engagement and patient outcomes. It addresses conflict factors in professional practice, emphasizing how organizational values and culture influence conflict resolution. The report further explores the three levels of organizational culture in healthcare settings: visible manifestations, shared ways of thinking, and deeper shared assumptions. It discusses the influence of organizational culture on health promotion, disease prevention, and cultural competence, emphasizing the need for shared beliefs and values to guide behavior and promote quality improvement. The report concludes by referencing various studies and publications to support its findings, providing a comprehensive overview of organizational culture's impact on healthcare.

N A M E
D AT E
T U T O R
Organizational Culture
practices in Care settings

Significance organization's culture and
values
Is system of shared values assumptions and beliefs
According to Flamholtz and Randle (2011), it is a
cooperate personality
Influences how people interact within the
knowledge base
Represents the set values, beliefs, and principles in
the doctrine of the organization

Purpose of mission, vision, and values
Influence organizational behaviour
Can lead to lack of guidance

The vision statement
Overreaching aspirations
Do not provide any specific targets
Visual image of the organization

The Mission statement
An illustration of what is supposed to be
undertaken
Fundamental to correlate with the vision and
mission

The Values Statement
Referred to as a code of ethics
Define how people in an organization are
expected to behave

Organization's mission, vision, and values
Significance to nurse engagement and
patient outcomes
Aligning the health system workforce with
the vision, mission, and values of an
organization is fundamental
Failure of the organization leadership to
recognize the link between the engagement
of the workforce and clinical patient
outcomes lead to poor outcomes
Leads to improvement on patient safety.

Conflict factors in professional practice
Conflicts arise when people take divergent
views and ideas leading to disagreements
Organizational conflicts can arise giving birth
to positive attributes when the factors used to
trigger personal, group and entire
organization aspects

Organizational values and culture influence conflict
is address
Studies demonstrate that effective strategies
can be put in place in the workplace to
manage conflicts (Dixon-Woods, 2014)
The organization has the responsibility to set
standards of behavior
Often values are not seen until conflicts arise

Resolving conflict and interprofessional collaboration
sources of conflict often arise from role
boundary issues, the scope of practice and
accountability
Conflicts can be constructive or detrimental
Further they can functional or dysfunctional

Organizational needs and culture influence outcomes
Cultural ideology in an organization is linked to
quality improvement avenues; it cuts across
clinical audits to sustained collaboration on care.
Organizational culture in the health care setting
are set out in three levels;
 Visible manifestation
 Shared ways of thinking
 Deeper shared assumptions

Visible manifestation
Health care culture entails the distribution of
services
Visible manifestations of culture entail
avenues of care