NRS 451 Topic 4: Organizational Culture and Values Tasks
Topic 4: Organizational Culture and Values Tasks
Organizational values and vision are important for the successful operational processes. Vision and values define the objectives and policies of the entire organization. When employees and the entire stakeholders adhere to the organizational values, there is always high likelihood of achieving an integrated operational environment. Communication of values is always critical for both the external and internal stakeholders. Values often define the expected levels of the performance and whatever is required in the entire operational processes. Values often inform the behaviors and the cultural conduct of the people within an organization. Vision statements often determine the future operational processes and whatever that needs to be done to facilitate the attainment of goals and objectives of an organization. Vision facilitates communication and expression of the organizational purposes for the stakeholders. Vision also informs goals and objectives that are applied to determine whether the formulated objectives are on track. In other words, the vision statement informs the objectives of the organization and the intents or the desires.
NRS 451 Organizational Culture and Values
Prepare a 10-15 slide PowerPoint presentation, with speaker notes, that examines the significance of an organization’s culture and values. For the presentation of your PowerPoint, use Loom to create a voice-over or a video. Refer to the Topic Materials for additional guidance on recording your presentation with Loom. Include an additional slide for the Loom link at the beginning, and an additional slide for References at the end.
- Outline the purpose of an organization’s mission, vision, and values.
- Explain why an organization’s mission, vision, and values are significant to nurse engagement and patient outcomes.
- Explain what factors lead to conflict in a professional practice. Describe how organizational values and culture can influence the way conflict is addressed.
- Discuss effective strategies for resolving workplace conflict and encouraging interprofessional collaboration.
- Discuss how organizational needs and the culture of health care influence organizational outcomes. Describe how these relate to health promotion and disease prevention from a community health perspective.
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While APA style format is not required for the body of this assignment, solid academic writing is expected, and in-text citations and references should be presented using APA documentation guidelines, which can be found in the APA Style Guide, located in the Student Success Center.
This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
You are required to submit this assignment to Lopes Write. Refer to the Lopes Write Technical Support articles for assistance.
Topic 4 DQ 1
Discuss how nurse leaders serve as advocates for their employees. Describe how advocacy for employees affects patient care and outcomes. Topic 4: Organizational Culture and Values Tasks
Every day, nurses face new challenges that come in all shapes and sizes. Employees must rely on leaders to advocate for them so that they are satisfied with their jobs, just as leaders rely on their employees to help them implement new changes designed to improve the
Topic 4 Organizational Culture and Values Tasks
unit. Workers come to leaders with complaints, ideas, and areas for improvement, hoping that the leader will act and address the issue to improve the workplace. This could be due to staff not having enough of a specific item needed to succeed, a workplace or even personal issue, or an idea to improve the unit. If an employee feels well cared for and has the tools for success, it will transfer to their patient care because their problems are being addressed. Nurses’ ability to fully act as advocates is hampered if they feel powerless and unsupported (Grand Canyon University GCU], 2018). Our text specifically mentions this, saying, “Indeed, Oliveira and Tariman (2017) discovered that the most significant barrier to advocacy was a lack of administration support. A culture that does not support its nurses through education, training, and debriefing of high-risk practice behaviors may result in increased errors, decreased accountability, and poor patient outcomes.” (GCU, 2018) This sentiment suggests an easily digestible idea: if employees feel supported and heard by leadership, they will perform better in their roles. Tasks for Topic 4: Organizational Culture and Values
DQ 1 for Topic 4
Advocacy, according to the textbook, is the act of supporting or pleading for a cause or proposal. We go to our nurse leaders or nurse managers when there is a problem with the patients, physicians, families, medications, or anything else. We have expressed all of our concerns to this individual. It is critical for employees to believe that their needs or suggestions will be considered by the nurse leader and forwarded to the appropriate person. There is a lot going on on the floor with patient interaction. In a profession where patients’ needs are frequently prioritized over nurses’, we need someone to advocate for our colleagues. Having a nurse leader or manager to advocate for the employees will reduce confusion and promote a more productive and less stressful environment for the staff and patients. Point-of-care nurses must develop and apply advocacy skills in order to address workplace concerns, promote positive work environments, and advocate for the profession. (2012) Tomajan K. If employees do not feel heard, or if their suggestions or input on certain issues concerning them is not met, this can lead to more call-ins, nursing burnout, and even higher rates of nurse turnover. When there aren’t enough nurses to handle the patient load, patient care suffers as a result. K. Tomajan, “Advocating for Nurses and Nursing,” OJIN: The Online Journal of Issues in Nursing, Vol. 17, No. 1, Manuscript 4, January 31, 2012. J. Thomas 2018. Nursing leadership and management entails both leading and serving. http://lc.gcumedia.com/nrs451vn/nursing-leadership-and-management-leading-and-serving/v1.1
Topic 4 DQ 2
Discuss barriers caused by an organizational culture that can be encountered by nursing leaders that can make them feel powerless.
Organizational culture refers to the values, beliefs or behaviors displayed within an organization. It has a direct impact on staff engagement, quality of care, and patient outcomes (Thomas, 2018). Shared values among employees and their employers increase engagement and dedication to the organization, and support a positive working culture that contributes to successful outcomes. When an organization’s culture supports and appreciates input and ideas from stakeholders, including employees, respect and value are observed within the organization and in daily operations (Thomas, 2018). Organizational culture in nursing and healthcare influences leadership style and behavior and is an important determinant of job satisfaction, staff retention and patient outcomes. Various barriers exist that can make nurse leaders feel powerless, identification of these barriers can help provide nurses with strategies to overcome them and influence decisions in the workplace.Nursing leadership plays a significant role in creating motivation and thus enabling nurses to provide high quality care, therefore, barriers that affect nurse leaders also affect staff and patients. In some organizations, nurses are not seen as important decision makers when it comes to making healthcare decisions within the organization. As compared to physicians, nurses are not seen as revenue generators hence receive less attention and their needs may not be attended to as needed. These obstacles make it hard for nurse leaders to influence healthcare policy and reform. It further has a negative impact on the self-confidence and motivation of nurse leaders which makes it difficult for them to play their leading and supportive role as may be expected (Barkhordari-Sharifabad et al. 2017). When nurse leaders lack authority in recruitment of nurses or to make decisions about their staffing needs, they are forced to work with less manpower. Staff turnover increases when nurses are overworked which makes the situation even worse with minimal control from the leaders who feel powerless. It is therefore essential that nurse leaders are able to effectively influence change in organizational systems. Topic 4: Organizational Culture and Values TasksSome organizational cultures do not have a respect for nurses; decisions are made for the nursing department without considering their leaders’ opinions, and nurses are asked to implement those decisions without any explanations or clarifications on the process. This can make nurse leaders feel powerless as they find themselves torn between their teams’ needs and organization’s needs. When an organization has inappropriate procedures and guidelines in the clinical environment that make it hard for leaders to establish democracy and justice, they may feel powerless (Barkhordari-Sharifabad et al. 2017). For example, a climate of blame, confusion, job insecurity, manipulation, bullying and poor communication. Organizational culture can make nurse leaders work in a restrictive work environment within specific boundaries making them feel “boxed” and powerless, for example not being involved in decision making. According to one study, being denied opportunities for promotion, professional development and career advancement can make leaders feel powerless and demotivated (Mbuthia et al. 2017). Organizational culture that does not provide for open communication between different management levels can be an obstacle for nurse leaders who may not have a channel to address their issues and concerns.
References:Barkhordari-Sharifabad, M., Ashktorab, T., & Atashzadeh-Shoorideh, F. (2017). Obstacles and problems of ethical leadership from the perspective of nursing leaders: A qualitative content analysis. Journal of Medical Ethics and History of Medicine, 10(1). Retrieved from: https://www.ncbi.nlm.nih.gov/pmc/articles/PMC5432950/#_ffn_sectitle
Mbuthia, G. M., Brownie, S., & Holroyd, E. (2017). “My hands are tied”: Nurses’ perception of organizational culture in Kenyan private hospitals. Journal of Hospital Administration, 6(6). Retrieved from: https://doi.org/10.5430/jha.v6n6p1
Thomas, J. S. (2018). Nursing Leadership and Management: Leading and Serving. Grand Canyon University. Retrieved from: https://www.gcumedia.com/digital-resources/grand-canyon-university/2018/nursing-leadership-and-management_leading-and-serving_1e.php. Topic 4: Organizational Culture and Values Tasks
Organizational Culture and Values – Rubric
Criteria Description
Purpose of Organizational Mission, Vision, and Values
Criteria Description
Significance of Mission, Vision, and Values on Nurse Engagement and Patient Outcomes
Criteria Description
Factors Leading to Conflict in Professional Practice and Influence of Organizational Values and Culture in Addressing Conflict
Criteria Description
Effective Strategies for Resolving Workplace Conflict and Encouraging Interprofessional Collaboration
Criteria Description
Influence of Organizational Needs and Culture of Health Care on Organizational Outcomes
Criteria Description
Presentation of Content
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