ORGANIZATIONAL CULTUREINNURSINGOleh:Purwaningsih

OVERVIEWOrganizationCultureDecision madeVision &missionEmphasize commandControl perspectivesEmpowerment perspectivesHow systems operateHow people work together

A system of meaning shared by the organizations membersCultural values are collective beliefs, assumptions, and feelings about what things are good, normal, rational, valuable, etc.

What is Organizational Culture?

Controlling behaviorDefining boundariesConveying identityPromoting commitment

ORGANIZATIONAL CULTURE

What Is Organizational Culture?

Innovation and risk takingOutcome orientationPeople orientationAggressivenessFamily-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.

Cultures Overall Function

StoriesRitualsMaterialSymbolsLanguageHow 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 involves

* Developing a strong corporate identity

* Development of important values

* Building healthy traditions

* Developing consistent management practices

CULTURAL DEVELOPMENT PRINCIPLE OF ORGANIZATIONSumber : 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

Types

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

Profile of OCCultures Focus Climate Ethos

Autocratic/ Proper Dependency+ All opposite Feudal Protocol Affiliation values of OCTAPACEBureaucratic Rules & Control + safe playing, Regulations Dependency inertia, conflict & closedTechnocratic Perfection Expert power proaction, + Extension autonomy, collaboration, experimentationEntrepreneurial/ Results, Achievement OCTAPACEDemocratic/ Customers +ExtensionOrganic

Building CultureRecruitment and selection.Socialization.Performance Evaluation.Leadership. - Employee Motivation & Decision MakingCompensation Packages.Grievance Handling.Conflicts & Differences handling.Discipline & MoraleCareer 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 staffscontinued 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. Dont 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 (CONT)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 EXCELLENCEDevelops 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