Writing: Changes

CHAPTER SIXTEEN: CULTURE CHANGE IN LONG-TERM CARE

CHAPTER HIGHLIGHTS

Introduction - the term “culture change” is used in two separate, but closely related, ways. The two ways in which it “culture change” is used herein are as follows:

· As it applies to long-term care consumers (particularly nursing home residents).

· As it relates to changing organizational (corporate) culture in long-term care and other businesses, and its impact on the organizations’ employees.

What is Culture Change? - the common name given to the national movement for the transformation of older adult services, based on person-directed values and practices where the voices of elders and those working with them are considered and respected.

Benefits of Culture Change

· Resident benefits - reduces loneliness, helplessness and boredom; improves physical and mental health (e.g. reduces depression and behavioral problems); reduces unanticipated weight loss, reduces mortality, etc.

· Staffing benefits - reduces employee turnover, eliminates temporary agency staffing and mandatory overtime, reduces workers’ compensation claims/costs, etc.

· Additional benefits - significantly improves employee, resident, and family satisfaction; increases involvement with the outside community including children, students, clubs, and religious organizations, etc.

Culture Change Programs:

· The Eden Alternative

· The Wellspring Model

· The Green House Project

· The Pioneer Network

Components of Culture Change:

· Decision-Making

· Leadership

· Staff Roles

· The Physical Environment

· Organizational Design

Other Aspects of Culture Change:

· Creating a Sense of Community

· Amenities

· Transportation

· Social media

Organizational Culture:

· The collection of self-sustaining patterns of behaving, feeling, thinking, and believing, the patterns that determine how things are done.

· The workplace environment formulated from the interaction of the employees in the workplace. It is defined by all of the life experiences, strengths, weaknesses, education, upbringing, and so forth of the employees.

Characteristics: of Successful Organizational Culture:

1. Respect for all individuals, including employees, residents, and visitors.

2. Responsiveness to questions.

3. Freedom from blame.

4. Honesty.

5. Respect for scientific evidence.

Changing the Culture - any culture can be changed and is probably changing most of the time.

Implementing Cultural Change

· Change Takes Time – do not expect it to happen quickly.

· Provide Resources – it will not happen without commitment of people, funds, time.

· Change Opportunities – recognize opportunities to create change (e.g., change of administration).

Role of the Leader – every organization needs a leader to implement beneficial change.