ORGANIZATIONAL CULTUREIN

NURSING

Oleh:Purwaningsih

OVERVIEW

Organization Culture

Decision made

Vision &mission

•Emphasize command•Control perspectives

•Empowerment perspectives

•How systems operate•How people work together

A system of meaning shared by the organization’s members

Cultural values are collective beliefs, assumptions, and feelings about what things are good, normal,

rational, valuable, etc.

What is Organizational Culture?

Controlling behavior

Defining boundaries

Conveying identity

Promoting commitment

ORGANIZATIONAL CULTURE

What Is What Is

Organizational Organizational

Culture?Culture?

Innovation and risk taking

Outcome orientation

People orientation

Aggressiveness

Family-

friendly

Inside-Out Organizational View

Culture is the social glue that helps hold an

organization together by providing appropriate

standards for what employees should say or

do.

Culture’s Overall Function

StoriesStoriesStoriesStories RitualsRitualsRitualsRituals

MaterialMaterialSymbolsSymbolsMaterialMaterialSymbolsSymbols

LanguageLanguageLanguageLanguage

How EmployeesLearn Culture

How EmployeesLearn Culture

Organized culture includes the customs and rights

as well as the norms, values, behaviors, rituals and traditions

of the organization.

2 types of clues for the nurse manager to assess organizational culture.

EXPLICIT CLUES

* formal contracts,

* written mission statements,* policies and procedures,

* organizational charts * job descriptions.

IMPLICIT CLUES

* informal, * unwritten rules

* expectations i.e. dress code

Developing OC involvesDeveloping OC involves

* Developing a strong corporate identity* Developing a strong corporate identity

* Development of important values* Development of important values

* Building healthy traditions* Building healthy traditions

* Developing consistent management practices* Developing consistent management practices

CULTURAL DEVELOPMENT PRINCIPLE OF ORGANIZATION

Sumber : Peggy McDonald (1991)

Balance between individual importance and organization

Responsive and adaptive to development of science and technology

Enabling the happening of culturesation from organizational culture of competitor

Developing learning organization agreed on by staff and management

Process the evolutionary and continual

TypesTypes

* * Autocratic or feudal cultureAutocratic or feudal culture is characterized by is characterized by centralized power concentrated in a few persons, centralized power concentrated in a few persons, and observation of proper protocol in relation to and observation of proper protocol in relation to the person/s in power. the person/s in power.* * Bureaucratic cultureBureaucratic culture is characterized by primacy is characterized by primacy of procedures and rules, hierarchy and distant of procedures and rules, hierarchy and distant and impersonal relationship. and impersonal relationship.* * Technocratic cultureTechnocratic culture emphasizes technical emphasizes technical / professional standards and improvement. / professional standards and improvement.* * Entrepreneurial cultureEntrepreneurial culture in concerned about in concerned about achievement of results and providing excellent achievement of results and providing excellent services to the customers. services to the customers.

Profile of OCProfile of OCCultures Focus Climate EthosCultures Focus Climate Ethos

Autocratic/ Proper Dependency+ All opposite Autocratic/ Proper Dependency+ All opposite Feudal Protocol Affiliation values ofFeudal Protocol Affiliation values of OCTAPACE OCTAPACEBureaucratic Rules & Control + safe playing,Bureaucratic Rules & Control + safe playing, Regulations Dependency inertia, conflict Regulations Dependency inertia, conflict & closed & closedTechnocratic Perfection Expert power proaction, Technocratic Perfection Expert power proaction, + Extension autonomy, + Extension autonomy, collaboration, collaboration, experimentationexperimentationEntrepreneurial/ Results, Achievement OCTAPACEEntrepreneurial/ Results, Achievement OCTAPACEDemocratic/ Customers +ExtensionDemocratic/ Customers +ExtensionOrganicOrganic

Building CultureBuilding Culture Recruitment and selection.Recruitment and selection. Socialization.Socialization. Performance Evaluation.Performance Evaluation. Leadership. - Employee Motivation & Decision Leadership. - Employee Motivation & Decision

MakingMaking Compensation Packages.Compensation Packages. Grievance Handling.Grievance Handling. Conflicts & Differences handling.Conflicts & Differences handling. Discipline & MoraleDiscipline & Morale Career Planing and DevelopmentCareer Planing and Development

RESPONSIBILITY OF HEALTH CARE ORGANIZATION

• Clearly request how school of nursing can supportthe development of the Excellence environment

• Involve faculty as nursing advisors to health careorganization

• Participate as adjunct faculty

• Engage in creative partnerships to facilitate staff’scontinued education

RESPONSIBILITY OF FACULTY

• Support professional practice environments

• Provide service to organizations

• Support nurses in quest for continued education

• Guide implementation of evidence based nursing

• Provide consultation for nursing research

• Facilitate learning environment

• Provide consumer feedback

Here are steps to help change the culture in your organization.Step I: Define your current nursing culture (positives and negatives.) What are things that you like and dislike about the nursing culture in your organization? What are the things that you need to change? What are the barriers that will block change?Step II: Identify the changes needed to enhance professional culture. Some changes take time, but there may be policies or changes in practice that can occur immediately. Don’t forget to recognize and praise changes made throughout the year. Have you ever looked back and wondered what did we accomplish this year? Keep a log of all the changes made in nursing for the year, and then communicate this to your nurses.Step III: Create a nursing vision and mission and then communicate this to the nursing staff. Creating a vision and mission will guide and provide structure for the nurses.Step IV: Implement change that you can effect. Some changes will need to occur over many years, but these begin with the changes you can make now. Review the aspects of what you want to change, and then make it happen.

ROLES FOR STUDENTS

• Interact with health care organization for evidencebased nursing projects

• Engage in a mutually beneficial relationship withstaff

• Conduct & present graduate school projects

• Encourage staff who want to continue education

ORGANIZATIONAL BENEFITS OF A CULTURE OF EXCELLENCE

Higher ranking

Higher bond ratings

Aligns resources with strategic plans andapproaches

Improves communication, productivity andeffectiveness

Recognizes the importance of ALL employeesto organizational success

ORGANIZATIONAL BENEFITS OF A CULTURE OF EXCELLENCE (CON’T)

Reinforces positive collaborative workingrelationships

Creates a dynamic and positive environment

Raises the bar for improved multidisciplinarypatient outcomes

Increased marketing advantage

Enhances recruitment and retention efforts

STAFF BENEFITS OF A CULTURE OF EXCELLENCE

Develops organization/unit pride

Fosters increased team work

Develops a culture of accountability

Enhances professionalism

Opportunity to develop leadership skills

Opportunity to develop/fine tune mentoring skills

Personal satisfaction and recognition