Essay on Workplace Culture in Practice Development: SNPG959

This essay delves into the critical role of workplace culture within the healthcare setting, specifically focusing on its impact on practice development. It begins by exploring the theoretical underpinnings of workplace culture, including the 'Effective Workplace Culture Framework,' and examines how shared values, beliefs, and attitudes shape the environment. The essay then investigates the practical implications of a positive workplace culture, considering its influence on clinical care, patient outcomes, and staff satisfaction, with a particular emphasis on person-centered care. It highlights the importance of a supportive environment for improving teamwork, employee morale, and the overall quality of healthcare delivery. Furthermore, the essay analyzes how effective workplace culture is linked to the improvement of patient experiences and the success of healthcare reforms. The essay also discusses the importance of a strong work culture and how management can play a role in ensuring a positive environment for employees to concentrate on their work. The analysis includes an understanding of different organizational climate dimensions and their relation to personalized development theories. The essay concludes by emphasizing the significance of workplace culture in achieving high standards of care and continuous improvements in healthcare practices.

Running head: MANAGEMENT
Management
Name of the student
Name of the university
Author Note:

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Table of Contents
Investigation of Workplace Culture...........................................................................................3
Relevance to the development of the workplace........................................................................4
Theories that underpin the effective workplace cultures...........................................................5
Figure 1: Dimensions of Organizational Climate..................................................................6
Understanding of how effective workplace culture relates to the clinical setting.....................6
Ability to relate effective workplace culture with the practice development............................8
References................................................................................................................................10

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Investigation of Workplace Culture
Culture is termed as one of the most important elements in the business it surrounds
the business all the time. The workplace culture is generally referred to as the list of the share
values, belief systems, attitudes and the different kinds of the assumptions that people share
in a workplace. The following element is shared and shaped by means of the individual
upbringing, social and cultural context. However, according to Aburumman, Newnam &
Fildes (2019) leadership and proper formulation and implementation of the best strategies and
the influence of the business management is highly essential for the success of the business
organization in the market and to create a diversified and positive workplace culture. The
presence of a positive workplace culture is important for the improvement in the teamwork
and also plays a huge role in the development of the workplace culture as well as helps in the
increase of the morale of the business employees (Embo et al. 2015). In the work “Effective
workplace culture: the attributes, enabling factors and consequences of a new concept”
() has taken the example of the healthcare industry and has described that the healthcare
workplace is influential in the delivery care that is personally cantered, clinically effective
and improves at a continuous rate to the changing context of the market an d the
organizational demands.
Culture in healthcare has gained particular interest since the year 2000 as the
management of the healthcare institutions have been primarily focusing on the organizational
cultures and corporate cultures constantly to ensure business success. The presence of a better
workplace culture has enabled the implementation of the different kinds of the workplace
reforms in a proper and effective manner (Embo et al. 2015). The management of the
business organizations has enabled the use of the different kinds of the business methodology
to enable the implementation of the workplace culture in a proper and effective manner. The
different frameworks that are applied by the management of the business organizations

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generally enables the workplace teams to begin to assess the different kinds of the workplace
cultures and determine the areas that generally requires solid action. The major individual
clinical leaders generally have a wish to start the self-assessment themselves in terms of their
own role clarity and their own skill set as transformational leaders and facilitators of other’s
effectiveness. Different kinds of the researches has shown that over 94% of the executives as
well as close to 90% of the employees has the belief that a distinct corporate culture is highly
important for the success of the business organization.
Relevance to the development of the workplace
Work culture plays an important role in the extraction of the best out of the employees
and also making them stick to the organization for a much longer duration of time. It is the
duty of the management to offer the employees a positive ambience and environment so that
they are able to concentrate on their work rather than interfering into each other’s work.
Work Culture is basically a concept that deals on the study of the different kinds of the
beliefs, thought processes, and attitudes of the business employees (Cravens et al. 2015). It
also involves the likes of the different kinds of the ideologies as well as the business
principles of the organization. The work culture is the main perspective that plays a major
role in the determination of the different ways by which the employees interact with each
other and the process by which the organization operates and functions. According to,
Cravens et al. (2015) business organization can be said to have a strong work culture at the
time when the employees are generally reluctant to follow the different types of the
instructions and are made to work under strict working procedures in the business. The buzz
around the growth of the workplace has been increasing with the passage of time. The
identification of the workplace culture as the driver of the business results are much superior
to the competitors of the business which is particular in case of the turnover and the financial
results.

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Theories that underpin the effective workplace cultures
Different kinds of the researchers alleges that the culture and climate are generally
regarded as the synonyms in the organizational theory. However, these are not the same and
the organization needs to clarify them to ascertain the differences and understand the
constructs in order to carry out the different kinds of the adequate empirical exploration. The
absence of these distinctions, climate can remain closed in the hugeness and vastness of the
concept of the culture. According to, Alvesson & Sveningsson, (2015) the two concepts thus
suffers from the lack of the clarity. The researchers have identified two specific issues for the
particular confusion. The first one is the absence of the appropriate definition of the different
concepts. On the other hand, the second one is the absence of the proper recognition of the
different organizational culture and climate. These are the concepts that have been derived
and addressed from the different kind of the academic disciplines.
As mentioned earlier, the theoretical base underpinnings of the healthcare
environment of the business organizations not only needs the development of the business
organization but also requires the development of the people working for the business
organization. The concept analysis helps to provide a particular approach towards the end and
the concepts are described as the theory of the building blocks (Blando et al. 2015). The
concepts are generally socially constructed and evolves over the time through the proper use.
In a better way that the theoretical terms, effective workplace culture is a complex construct
comprised of inter related concepts and the values. The framework or the effective workplace
culture has been developed through different kind of four different types of the effective
workplace (Cravens et al. 2015). Organizational Climate in the structural dimension is
generally closely associated with the different kinds of the inherent objective characteristics
that is able to understand the physical, environmental-structural characteristics and the

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working roles. The major theories thus in case are the personalized development theories and
the Organisational Climate theory.
Figure 1: Dimensions of Organizational Climate
Source: (Gould & Taylor, 2017)
The Personalized Development Theory is related to the different kinds of the
perspectives related to the organizational development process. This includes the likes of
Learning, Leadership, Values and engagement. The personalized development process thus
can be said to be a combination of all these business perspectives in a combined role. The
learning process involves the proper learning and training of the employees on the workplace
policies and business cultures (Helms Mills & Mills, 2017). The proper and efficient learning
helps the people to gather huge experience that in turn helps the business organizations to
create a proper leadership style within the clinical foundations. The value of the culture is
also important for the business as because the better the value, the better will be the chances
of the organization to ensure business success. Lastly the management of the business
organization ensures the engagement process in such a way that it is able to involve all the
people of the organization into one single business chain.

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Understanding of how effective workplace culture relates to the clinical setting
According to, Holmes & Stubbe (2015) the cultural styles approach first arose from
the efforts of the researcher who attempted to leave behind the deficit model thinking in
which the cultural ways that differ from that of the practices of the dominant groups are
judged to be less adequate without properly examining them in order to form the perspective
of the community participation. The best alternative to the cultural styles approach is to
completely deny the cultural difference (Helms Mills & Mills, 2017). The cultural difference
is ruled out by means of the cultural practices of the dominant group. Work on the cultural
learning styles, however is sometimes or some way or the other static and categorical.
Treatment of the cultural differences as traits in one’s view makes it even harder to
understand the different kinds of the relation in between the individual learning practices of
the cultural communities and the practices of the different kinds of the cultural communities.
This in turn will sometimes hinder the effective assistance to the learning process of the
students.
The promotion of person centeredness in practice has the capability to make a critical
difference in between the care experience of the patients with that of the staffs (Jackson,
2016). On one hand there are growing in international evidence that suggests the
emancipatory practice development programmes, the person-centeredness is effectively
operationalized in practice remains an underdeveloped area . The improvement in the patient
experience is not solely about the providence of good and effective clinical care but also
about ensuring kindness and compassion (Kossek, Thompson & Lautsch, 2015). There are
different kinds of reports on the same subject that clearly provides evidence on the fact that
the different kind of the business organizations might aspire to a particular standard of care
that is able to reflect the different kind of the components as mentioned here. The reality of

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the quality care must be presented in such a manner that it is able to convince the people and
the patients to take the help of the following health services.
According to, Kossek, Thompson & Lautsch (2015) the ideas of the culture can be
said to be central to the quality of the different types of the improvement methods or the
methods of the change. There are different kinds of the audit processes that includes from the
basic clinical audit to the sustained improvement, collaborative, business process re-
engineering, Lean Six Sigma and many more as such. The need for the cultural re-orientation
is a part and parcel of the challenge and thus the methods must be applied and related to the
healthcare quality, safety and the performance of the healthcare bodies to remedy past deficits
and produce desirable future outcomes is often smuggled in through this re-application of the
ideas of culture to organisations. This view needs some critical scrutiny, one that explores a
more nuanced account of organisational culture in healthcare (Lima et al. 2016). Healthcare
organizational culture can be said to be as a metaphor for the organization process. The softer
and less visible aspects of the healthcare organizations are generally addressed through these
means. The organisational culture and the proper and effective workplace setting can thus be
said to be related in the same process to ensure business success.
Ability to relate effective workplace culture with the practice development
The culture of an effective workplace is highly influential in the delivery f the
healthcare that is basically self-centred. It is also clinically effective as well as continuously
improving in response to the changing business context. The consequences of the ineffective
business cultures have resulted in the highly publicised fallings (Lucas, 2017). Since the year
2000, there has been an increase in the attention on the business culture, especially in that of
the healthcare particularly organisational and corporate cultures, rather than, the immediate
culture experienced by patients and users at the interface of care – the micro-systems level
which we term ‘workplace culture’. This is the level at which most healthcare is delivered

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and experienced and we argue it has to be given greater attention if healthcare reforms are to
be implemented and sustained (Manley, Sanders, Cardiff & Webster, 2011). The presence of
the adequate level of business expertise along with the practice development is a set of
complex business methodology that has the aims to achieve the different kinds of the
healthcare settings and adhere to all the specific guidelines of the other business needs to
achieve the same (Trinchero et al. 2019). The emergence of the new framework in culture
and practice development in the business organization especially in the health sector has thus
helped in the transformation of the business culture, client interface to focus on and critique
strategies that will have a direct and positive impact on the patients, users and the staffs of the
business organization.
The following report has been instrumental in the discussion of the different kinds of
the workplace improvement processes. The workplace improvement and the presentation of a
better and stable workplace is highly appreciated in terms of the presentation of a better
workplace organization. The report has also provided the implications of the workplace
culture in a proper and effective manner. The study of the report can guarantee the proper
knowhow of business culture and the workplace environment role in the success of the
business.

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References
Aburumman, M., Newnam, S., & Fildes, B. (2019). Evaluating the effectiveness of
workplace interventions in improving safety culture: a systematic review. Safety
science, 115, 376-392.
Alvesson, M., & Sveningsson, S. (2015). Changing organizational culture: Cultural change
work in progress. Routledge.
Blando, J., Ridenour, M., Hartley, D., & Casteel, C. (2015). Barriers to effective
implementation of programs for the prevention of workplace violence in
hospitals. Online journal of issues in nursing, 20(1).
Cravens, K. S., Oliver, E. G., Oishi, S., & Stewart, J. S. (2015). Workplace culture mediates
performance appraisal effectiveness and employee outcomes: A study in a retail
setting. Journal of Management Accounting Research, 27(2), 1-34.
Embo, M., Driessen, E., Valcke, M., & van der Vleuten, C. P. (2015). Integrating learning
assessment and supervision in a competency framework for clinical workplace
education. Nurse Education Today, 35(2), 341-346.
Gould, N., & Taylor, I. (2017). Reflective learning for social work: research, theory and
practice. Routledge.
Helms Mills, J. C., & Mills, A. J. (2017). Rules, Sensemaking, Formative Contexts, and
Discourse in the Gendering of Organizational Culture☆. In Insights and Research on
the Study of Gender and Intersectionality in International Airline Cultures (pp. 49-
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Holmes, J., & Stubbe, M. (2015). Power and politeness in the workplace: A sociolinguistic
analysis of talk at work. Routledge.

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Jackson, C. (2016). Facilitating a culture of innovation across health care-spirals of
connectedness for multiple transformations from workplace to system.
Joel, L. A. (2017). Advanced practice nursing: Essentials for role development. FA Davis.
Kossek, E. E., Thompson, R. J., & Lautsch, B. A. (2015). Balanced workplace flexibility:
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Lucas, G. (2017). Effects and risks of workplace culture. In Addiction at Work (pp. 59-70).
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Manley, K., Sanders, K., Cardiff, S., & Webster, J. (2011). Effective workplace culture: the
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Niessen, T. (2011). Effective workplace culture: the attributes, enabling factors and
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Saxe, G. B. (2015). Culture and cognitive development: Studies in mathematical
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Thomson, K., Outram, S., Gilligan, C., & Levett-Jones, T. (2015). Interprofessional
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