Organizational systems and structures Evaluation

MissionM

ORGANIZATIONAL CULTURE

Name:

Organizational Culture:

Organizational culture is highly important in an organization as it guides various business functions and processes such as the relationship between employees and customers and alignment of strategy with goals among others (Schein, 2010). Promise Hospital, established in 2003 has adopted a culture that has seen its tremendous growth now with 16 hospitals, over 5000 healthcare workers, and two skilled nursing facilities (Mission and Values, 2017). This growth can be attributed to its culture which entails a commitment to providing exceptional health care and going beyond treating illnesses to make a positive impact on a patient's life. Essentially, the organization's culture entails putting clients first so that they can feel appreciated and valued. Every employee is required to treat clients with respect and value and without showing any form of discrimination.

The organization has cultivated a belief that it is its responsibility to make a positive impact on the community through providing health care services and encouraging a healthy way of life. When seeking services from the hospital, it is normal for healthcare workers to continue engaging clients even after they have left to guide them through various processes which will positively impact their lives. More so, the belief has made the organization focus on missions outside the hospital such as undertaking charitable events to continue impacting the lives of the communities around.

After studying the organization's culture, it was seen that there is a huge assumption that clients will always appreciate services when treated with respect and value. After doing so, there is an expectation that such clients are likely to seek the services again in future. However, it is imperative to point out in healthcare, clients are sensitive to the quality of the services and waiting time. In the hospital, it was found out that the waiting time is still not as per the customers' expectation and hence that has negatively been impacting their satisfaction and fulfillment. For instance, it was seen that there are workers who engage clients before they can be attended to which is not taken positively by the clients.

The hospital does not have many artifacts but there are those that highlight core values that are observed by all employees. Core values referred to as patient-centered philosophy such as dedication, commitment, non-discrimination, and recognizing family and friends as an essential team during treatment are seen when one enters the facility (Mission and Values, 2017). These values normally highlight the organization's culture which largely entails a commitment to delivering the best care to clients. The values and cultural attributes have helped employees focus on attaining better health care which has seen the organization’s growing reputation locally. More so, they have helped guide the relationship between employees and the clients.

As a nurse leader-manager, there are ways through which quality may be improved through leveraging its cultural attributes. As earlier highlighted, clients find challenge in being satisfied due to the waiting time which is relatively higher when compared to that of other local hospitals. As a leader, one can focus on managing the available human resources in a manner that will help reduce the waiting time. For instance, nurses can be allocated roles in a manner that will utilize their capabilities optimally. To do so, it will be very crucial to engage them so that their strengths and weaknesses can be known and hence plan on how to maximize their strengths while addressing their weaknesses at the same time.

References

Mission and Values. (2017, August 21). Retrieved from Promise Healthcare: http://promisehealthcare.com/mission-and-values/

Schein, E. H. (2010). Organizational Culture and Leadership. New York, NY: Jossey-Bass.