Presentation
Organizational culture and values
NRS-451VN: Nursing Leadership and Management
August 24, 2019
Source:
(American Councils, 2015)
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Objectives
Identify the purpose of an organization’s mission, vision, and values.
Explain the significance of organizational culture to nurse engagement and patient outcomes.
Identify factors that lead to conflict and how they are addressed.
Discuss effective strategies for conflict resolution and collaboration.
Understand the relation of organizational needs and culture to outcomes, health promotion, and disease prevention.
Source:
(Palmdale School District, 2019)
The purpose of this presentation is to elicit a greater understanding of organizational culture and values. In this presentation, we will aim to identify the purpose of an organization’s mission, vision, and values; explain the significance of organizational culture to nurse engagement and patient outcomes; identify factors that lead to conflict and how they are addressed; discuss effective strategies for conflict resolution and collaboration; and understand the relation of organizational needs and culture to outcomes, health promotion, and disease prevention.
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Mission, vision, and values
What is a mission statement?
Focuses on the current purpose
Defines served population
Transforms vision into reality
What is a vision statement?
Describes hopes and dreams
Where are we going and what can we achieve?
What are organizational values?
Ethical standards that maintain a positive culture (Grand Canyon University (Ed), 2018)
Source: (Mediapolis, LLC, 2019)
An organization’s mission, vision, and values are integral to an organization’s identity. The shared beliefs, values, and norms expressed in these statements compose an organization’s culture and answers questions about how organizational members should perceive, think, and feel in relation to organizational events (Hartnell, Kinicki, Ou, & Choi, 2019).
The mission statement focuses on the current purpose of the organization and defines whom the organization is serving and how they aim to serve that population. The mission is how the vision of the organization is going to be turned into reality (Grand Canyon University (Ed), 2018).
The vision statements of an organization are “powerful, purposeful, self-determining, concrete, multi-faceted, and emotional,” and describe how the organization will make an impact on the population that they serve. They answer the questions of “where are we going,” and “what can we achieve?” (Grand Canyon University (Ed), 2018).
Organizational values are the factors that support the maintenance of positive organizational culture. They delineate the ethical standards that an organization chooses to promote and to which employees should strive to adhere (Grand Canyon University (Ed), 2018).
Nightingale (2018) explains that, “the purpose of developing a mission statement and core values is to ensure a secure foundation on which an organizational culture can be built and sustained,” and that, “subsequent cultural behaviors of staff at every level, such as their ability to demonstrate openness and honesty, require measurement and evaluation to ensure that the vision is being realized.”
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Significance of Mission, vision, and values
The mission, vision, and values of an organization:
define principles and standards of care
create attitude and atmosphere
must remain compatible with staff members’ views
Directly affect nurse engagement and patient outcomes (Grand Canyon University (Ed), 2018)
Source: (BAM International, 2018)
The mission, vision, and values of an organization serve as the defining principles of what an organization aims to do and how they intend to do it. These statements have a direct impact on the working atmosphere. The maintenance of ethical values directly enhances the existence of a positive environment. Nursing leaders and administrators should display these standards in daily work and attitudes. So, how does this impact outcomes? If organizational vision and values do not remain compatible with those of staff members, this can have negative impacts, such as decreased staff engagement, poor culture, and thus, poor patient outcomes (Grand Canyon University (Ed), 2018). How does this affect performance? Having diversified, firmly stated mission statements, which include identification of target customers, identification of principal services, contribution to society, and concern for employees, leads to enhanced organizational performance (Kim, Kim, & Lee, 2015).
Mission, vision, and values are integral to an organization because staff’s experiences of the workplace are associated with the quality of care delivered, and there is a direct link between healthcare staff’s motivation, involvement and advocacy, and patient mortality. Further, low levels of healthcare staff engagement can have an adverse effect on patient outcomes, whereas organizations that promote a sense of positivity, caring and compassion are associated with optimal outcomes. Shared organizational culture, via common mission, vision, and values, provides healthcare staff with a sense of unity and fosters understanding between them, which in turn provides a framework for the implementation of optimal patient care (Nightingale, 2018).
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Conflict in professional practice
Factors that contribute to conflict:
Relationship vs. task conflict
Lack of healthy conflict expression/communication
Low emotional intelligence
Institutional/organizational culture
Goal incompatibilities
Management style
Source: (McAtee, 2018)
(Kudonoo, Schroeder, & Boysen-Rotelli, 2012); (Guerra, Medina, Munduate, & Martínez, 2007); (Nelson & Cox, 2004)
Now that we have established the importance of an organization’s mission, vision, and values, we will discuss another prominent aspect of organizational function, the role of conflict. First, we will discuss factors that contribute to conflict in professional practice. With regard to conflict classification, relationship and task conflict are the most prominent. Relationship conflict describes conflicts caused by interpersonal incompatibilities. These usually include tension, animosity and annoyance (Kudonoo, Schroeder, & Boysen-Rotelli, 2012). The most common causes involve social events, gossip, clothing preferences, political views, and hobbies (Guerra, Medina, Munduate, & Martínez, 2007).
Task conflict is caused by disagreements about the content of the tasks being performed, including differing viewpoints, ideas, and opinions (Kudonoo, Schroeder, & Boysen-Rotelli, 2012). Examples include conflicts about the distribution of resources, about procedures or guidelines, or about the interpretation of facts (Guerra, Medina, Munduate, & Martínez, 2007).
Healthy expression of conflict involves talking to express feelings and the right choice of words, tone of voice and facial expressions (Kudonoo, Schroeder, & Boysen-Rotelli, 2012). Therefore, an organizational culture that does not promote this expression, when conflict is inevitable in any environment, will only breed further conflicts.
Emotional intelligence involves knowing and managing our own emotions and those of others. Becoming emotionally intelligent is a gradual process that starts from the first conscious step to understand one’s own emotions, learn how to manage them, and then be able to identify and manage those of others. (Kudonoo, Schroeder, & Boysen-Rotelli, 2012). An environment with low emotional intelligence will lead to increased conflict as staff members are unable to manage their emotions or to acknowledge and manage the emotions of others.
Conflict also occurs when goals, values, or needs of staff members are not compatible with those of an organization or when two or more parties desire to control scarce resources. Further, conflict occurs when the organizational goals are not compatible with those of the consumers/patients (Nelson & Cox, 2004).
Management style can cause conflict when managers are authoritarian or isolated. These individuals do not integrate staff members or foster cooperation. When these managers focus only on tasks and not on their staff members, this creates a negative environment full of stress, tension, and contention that breeds conflict (Nelson & Cox, 2004).
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How is conflict addressed?
Organizational values and culture influence the way that conflict is addressed by:
Promotion of an open, trusting atmosphere
Value and promotion of emotional intelligence (EI)
Creation of a just culture
Education and accountability
Source: (Kurtuldum, 2017)
(Chen & Ayoko, 2012); (Grand Canyon University (Ed), 2018); (Kudonoo, Schroeder, & Boysen-Rotelli, 2012)
How is conflict addressed? Organizational values and culture influence the way that conflict is addressed through the promotion of an open, trusting atmosphere; value and promotion of emotional intelligence; creation of a just culture; and the provision of education and adherence to accountability. As we know, conflict is unavoidable, especially in an organization when members of diverse backgrounds come together to achieve a common goal. The key, however, is to create an organizational culture with values that allow for healthy resolution and positive use of conflict. An organization that promotes an open environment with specific policies will allow for members to seek effective resolution. One example is an open door policy where team members feel comfortable seeking assistance from managers at any level. This allows for individuals to reflect on the nature of the conflict and for the utilization of healthy conflict to further strengthen the organization (Kudonoo, Schroeder, & Boysen-Rotelli, 2012). Trust is another integral part of organizational culture that can enhance the ways that conflict is addressed. Workplace trust is critical for conflict management, establishing and maintaining cooperative and productive work-related behaviors, and gaining the benefits of conflict without suffering the costs. Also, task conflict is more likely to result in positive outcomes when trusting relationships exist (Chen & Ayoko, 2012).
An organization that values a culture of high emotional intelligence (EI) will encourage its members to develop their own emotional intelligence. This will help to create an environment that acknowledges the emotions of all individuals and enhances staff member’s ability to manage their own emotions as well as the emotions of others. This will create of an atmosphere where conflict may occur, but it will be healthy conflict that involves respect of one another’s emotions (Kudonoo, Schroeder, & Boysen-Rotelli, 2012).
A just culture promotes safety by focusing on system issues that result in unsafe behaviors. By promoting this type of organizational culture, conflicts and issues are addressed in a way that reduce intimidating and disruptive behaviors, focusing on both the individual and the organizational infrastructure that are jointly responsible (Grand Canyon University (Ed), 2018).
An organizational culture that promotes education and accountability will be better prepared to address conflict when it arises. When all members are held equally accountable and provided with education in the form of training, team building, and healthy expression of conflict, they will more effectively address conflict and produce positive, healthy learning experiences from conflict issues (Kudonoo, Schroeder, & Boysen-Rotelli, 2012).
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Effective conflict strategies
Education
Accountability
Policies and procedures
Discipline and intervention
Encourage dialogue (Grand Canyon University (Ed), 2018)
Source: (Gupta, 2017)
Now that we have discussed traits of organizational culture that enhance the ways in which conflict is addressed, we will discuss specific strategies that can be implemented to resolve workplace conflict and encourage interprofessional collaboration. One strategy is to provide staff members at every level with education on professional behavior that should be used to avoid and resolve conflict when it arises. Another strategy is to hold all staff members equally accountable in maintaining professional behaviors and responding with respectful dialogue when inappropriate behaviors are displayed. Policies and procedures should be maintained and consistent adherence to these policies should be displayed with regard to appropriate and inappropriate behaviors. Organizations should provide nonconfrontational feedback, disciplinary actions, and conduct interventions when conflict or disruptive behaviors occur. In order to enhance interprofessional communication, organizations should hold communication workshops with staff members from all disciplines (Grand Canyon University (Ed), 2018).
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Effective conflict strategies
Environment
Tolerance
Listening without judgment
Accessibility
Respect and humility
Honesty
Recruitment
Source: (Slane, 1998)
(Kudonoo, Schroeder, & Boysen-Rotelli, 2012); (Sprajc, Podbregar, & Hribar, 2018); (Brown et al., 2011); (Nelson & Cox, 2004)
To add to the previous slide, in order to effectively resolve conflict, an organization must focus on creating an environment that promotes functional or healthy conflict by providing a clear, positive vision of conflict itself. This includes the maintenance of an open environment of transparency (Kudonoo, Schroeder, & Boysen-Rotelli, 2012). An organization should also promote tolerance of conflict, which is “the degree to which employees are encouraged to openly express their own opinions and the opportunity for employees to enter into conflicts without fear” (Sprajc, Podbregar, & Hribar, 2018). Leaders and managers should listen to staff members without judgment, maintain accessibility to all staff members, maintain an attitude of respect and humility when responding to conflict, and promote honesty within the organization (Brown et al., 2011). To reduce the presence of conflict, the organization should recruit members with values that are in alignment with those of the organization and that display conflict resolving abilities with regard to temperament, flexibility, and problem-solving skills (Nelson & Cox, 2004).
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organizational needs and health care Culture
Influence organizational outcomes through:
Change management
Organizational systems
Advocacy
Continuous quality improvement
Technology (Grand Canyon University (Ed), 2018)
Source: (The Canadian Medical
Protection Association, 2019)
Now that we have learned about organizational culture and conflict, we will discuss the way that organizational needs and health care culture influence organizational outcomes. Overall, operational processes, such as change management and organizational systems, continuous quality improvement, technology, patient advocacy, and social justice aid in creating safe working cultures that provide quality and safe patient care (Grand Canyon University (Ed), 2018).
As we all know, even if we only have brief experience within the field, an inherent part of health care culture is that it is ever-changing. A successful organization promotes shared values that help to create a positive working culture, which contributes to successful outcomes. One of these shared values is the implementation of innovations and changes. If the organizational culture facilitates market-relevant changes and appreciates input from employees and customers, the facility will be able to do what works best for everyone (Grand Canyon University (Ed), 2018).
With regard to organizational system, it should be unique in order to meet the facility’s needs, however, an open system allows for efficient information exchange with external forces to best improve services and maintain an open, accepting culture. Operating in an open system allows the organization to adapt to changing environments and to meet organizational goals (Grand Canyon University (Ed), 2018).
The next influential characteristic, advocacy, is a common term used when discussing health care culture. An administration that advocates for its employees and where employees are able to advocate for their clients allows for the best possible patient outcomes and for achievement of organizational goals (Grand Canyon University (Ed), 2018).
As the health care sector is constantly changing with regard to practices and national standards, the culture must also employ strategies for continuous, quality improvement. This continuous improvement should include an interdisciplinary team that works to assess and improve current practices in order to most effectively meet diverse patient needs and ensure optimal outcomes (Grand Canyon University (Ed), 2018).
Technology and analytics are also now an integral part of health care culture that help to meet organizational needs. Analytics is a branch of data analysis that answers “what, why, when and how questions” (Grand Canyon University (Ed), 2018). This has helped to shift from primary, disease-oriented care and answer the questions needed to provide preventative care and health management. The hope of this innovation is that it will reduce health care costs and focus on early preventative care to reduce the need for treatment of chronic or complex issues (Grand Canyon University (Ed), 2018).
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health promotion and disease prevention
Change and continuous quality improvement
Open systems
Advocacy for community
Technology (Grand Canyon University (Ed), 2018)
Source: (Custer Health, 2019)
From a community health perspective, these factors not only affect organizational outcomes, but they extend to the well-being of the community as a whole. As an organization promotes positive changes and innovations, they will be alignment with their overall mission and vision statements. These statements explain how an organization will make a direct impact within the community that they serve (Grand Canyon University (Ed), 2018). Through these changes, the organization will be better prepared to promote health management and disease prevention for all members of this community.
With an open-exchange system, the organization will seek feedback from local and regional individuals and groups that will be used to improve products and services. As the external environment changes, the facility will be able to enact changes needed to best keep members of the community happy, healthy and independent (Grand Canyon University (Ed), 2018).
By encouraging a culture of advocacy, employees and clients will be able to voice concerns and promote positive changes that will benefit the facility and the community that it serves (Grand Canyon University (Ed), 2018). Employees will be empowered to advocate for health promotion and disease prevention behaviors in their communities.
Technology within the health care culture has opened up many innovated avenues through which facilities can advocate for health promotion and disease prevention. The Agency for Healthcare Research and Quality (AHRQ) is an organization that collects data regarding established quality indicators that are used to assess the quality of care provided. One of these indicators is the Prevention Quality Indicator (PQI), which addresses available preventative services. As also previously discussed, data analytics allows for a certain level of predictability that can be utilized for preventative care in the community. As described by the Office of the National Coordinator for Health Information Technology, “the health and well-being of individuals and communities” is improved “through the use of technology and health information that is accessible when and where it matters most,” and health care facilities will be able to “protect and promote public health and healthy, resilient communities” (Grand Canyon University (Ed), 2018).
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Putting it all together
What are organizational mission, vision, and values?
What factors contribute to organizational conflict? How do organizational culture and values affect the way that conflict is addressed?
What are some effective conflict strategies?
How do organizational culture and needs affect outcomes?
How does this relate to community health?
Questions?
Please e-mail any questions to
Now that we have covered all of our objectives, we will summarize what we have learned. What are organizational mission, vision, and values? The shared beliefs, values, and norms expressed in these statements compose an organization’s culture and answer questions about how organizational members should perceive, think, and feel in relation to organizational events (Hartnell, Kinicki, Ou, & Choi, 2019). They define the principles of what an organization aims to do and how they intend to do it. These statements create an atmosphere to maximize nursing engagement and create a culture for optimal patient care and organizational performance (Nightingale, 2018).
What factors contribute to organizational conflict? How do organizational culture and values affect the way that conflict is addressed?
Interpersonal incompatibilities, disagreements about task performance, lack of healthy expression, low emotional intelligence, incongruent goals, and management styles contribute to professional conflict within an organization (Guerra, Medina, Munduate, & Martínez, 2007; Kudonoo, Schroeder, & Boysen-Rotelli, 2012; Nelson & Cox, 2004).
Organizational culture and values affect how conflict is addressed through the promotion of open, trusting atmospheres; value and promotion of emotional intelligence; creation of a just culture; and promotion of education and accountability (Chen & Ayoko, 2012; Grand Canyon University (Ed), 2018; Kudonoo, Schroeder, & Boysen-Rotelli, 2012).
What are some effective conflict strategies?
Organizational factors or strategies that effectively resolve conflicts and promote interprofessional communication include education, accountability, policies and procedures, discipline, intervention, and the encouragement of dialogue among interdisciplinary group members (Grand Canyon University (Ed), 2018). Creating a positive, tolerant environment; listening without judgment; maintaining leader accessibility; attitudes of respect, humility, and honesty; and recruitment of individuals with problem-solving abilities are also effective conflict-combatting strategies (Brown et al., 2011; Kudonoo, Schroeder, & Boysen-Rotelli, 2012; Nelson & Cox, 2004; Sprajc, Podbregar, & Hribar, 2018).
How do organizational culture and needs affect outcomes? How does this relate to community health?
The organizational needs and culture of healthcare influence organizational outcomes through effective change management, open-exchange systems, advocacy for employees and clients, continuous quality improvement, and making the most of technological advances (Grand Canyon University (Ed), 2018). These strategies extend outside of the organization and to the community that is being served in order to optimize health promotion and disease prevention via positive, relevant changes, information exchange, advocacy, and the use of technology (Grand Canyon University (Ed), 2018).
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References:
American Councils. (2015, March 5). Assignment 2: Organisational culture. Retrieved August 20, 2019, from Online Management and Leadership Course: http:// americancouncilsmoldovaonlinecourse.weebly.com/assignments/assignment-2-organisational- culture
BAM International. (2018). Vision mission and values. Retrieved August 2019, 2019, from BAM International: http://www.bamksa.com/vision-mission-values/
Brown, J., Lewis, L., Ellis, K., Stewart, M., Freeman, T. R., & Kasperski, J. (2011). Conflict on interprofessional primary health care teams – can it be resolved? Journal of Interprofessional Care , 25, 4-10.
Chen, M., & Ayoko, O. (2012). Conflict and trust: the mediating effects of emotional arousal and self- conscious emotions. International Journal of Conflict Management, 23 (1), 19-56.
Custer Health. (2019). Community Health Assessments. Retrieved August 23, 2019, from Custer Health: for a Healthier Way of Life: https://www.custerhealth.com/community-health-assessments
Grand Canyon University (Ed). (2018). Nursing leadership & management: Leading and serving. Retrieved from https://lc.gcumedia.com/nrs451vn/nursing-leadership-and-management-leading- and-serving/v1.1/
Guerra, J. M., Medina, F. J., Munduate, L., & Martínez, I. (2007). A contingency perspective on the study of the consequences of conflict types: the role of organizational culture. European Journal of Work and Organizational Psychology, 14 (2), 157-176 .
References:
Gupta, N. (2017, December 19). 5 conflict resolution strategies for a cordial environment at workplace. Retrieved August 23, 2019, from Jagran Josh: https://www.jagranjosh.com/articles/5-conflict- resolution-strategies-for-a-cordial-environment-at-workplace-1513676476-1
Hartnell, C. A., Kinicki, A. J., Ou, A. Y., & Choi, D. (2019). A meta-analytic test of organizational culture’s association with elements of an organization’s system and its relative predictive validity on organizational outcomes. Journal of Applied Psychology , 104 (6), 832–850.
Kim, E.-K., Kim, S., & Lee, E. (2015). Analysis of mission statements and organizational performance of hospitals in south korea. Journal of Korean Academy of Nursing , 45 (4), 565-575.
Kudonoo, E., Schroeder, K., & Boysen-Rotelli, S. (2012). An olympic transformation: creating an organizational culture that promotes healthy conflict. Organization Development Journal , 30 (2), 51-66.
Kurtuldum, T. (2017, August 2). How workplace mediation reduced conflict and stress during Barts hospital merger. Retrieved August 20, 2019, from Personnel Today: https:// www.personneltoday.com/hr/how-workplace-mediation-reduced-conflict-and-stress-during- barts-hospital-merger/
McAtee, S. (2018, May 29). Conflict management best practices. Retrieved August 20, 2019, from Pryor Learning Solutions: https://www.pryor.com/blog/conflict-management-best-practices/
Mediapolis, LLC. (2019). Mission vision and values. Retrieved August 20, 2019, from Mediapolis: http://mediapolisllc.com/mission/
References:
Nelson, H., & Cox, D. M. (2004). The causes and consequences of conflict and violence in nursing homes: working toward a collaborative work culture. Health Care Manager , 23 (1), 85-96.
Nightingale, A. (2018). Developing the organisational culture in a healthcare setting. Nursing Standard , 32 (21).
Palmdale School District. (2019). MSAP Goals and Objectives. (I. Blackboard, Producer) Retrieved August 23, 2019, from https://www.palmdalesd.org/Page/2508
Slane, C. (1998). Retrieved August 23, 2019, from Ombudsman cartoons by Chris Slane:http:// www.slane.co.nz/ombudsman-cartoons.html
Sprajc, P., Podbregar, I., & Hribar, N. (2018, May). Strategis aspects of the human capital management in the development of organizational culture. Economic and Social Development: Book of Proceedings , 106-112.
The Canadian Medical Protection Association. (2019). A just culture of safety — what is it? Retrieved August 23, 2019, from CMPA: Empowering better healthcare: https:// www.cmpa-acpm.ca/serve/docs/ela/goodpracticesguide/pages/patient_safety/ Just_culture/just_culture_safety-e.html