Organizations Culture and Values in Nursing Essay

Organizations Culture and Values in Nursing Essay

Organizations Culture and Values in Nursing Essay

Nursing Leadership and Management
Nursing leadership and management are crucial fields in healthcare that need higher knowledge and competency. The purpose of this paper is to delve into various factors within healthcare organizations and their influence on organizational and patient outcomes.

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The Purpose of an Organization’s Mission, Vision, and Values
An organization’s mission and vision are related to organizational purpose and are usually communicated in written form. An organization’s mission statement illustrates the reason for establishing the organization and how it intends to serve its stakeholders. In contrast, a vision statement connotes a future-oriented pronouncement of the purpose and ambitions of the organization (Akter, 2021). Based on these descriptions, it is evident that a mission statement illustrates the organization’s reason for being while a vision statement lays out what the organization wants to become. On the other hand, an organization’s values connote the beliefs of the organization, to which they are emotionally attached.
An organization’s mission and vision play crucial roles in informing the organization’s strategy development, communicating the objectives of the organization to stakeholders, and creating measurable objectives and goals that can be used to determine the success of the organization’s strategy (Dobrinić & Fabac, 2021). On the other hand, an organization’s values act as guiding codes that provide direction and purpose to the organization and also set the tone for associating with stakeholders.
Significance of Organization’s Mission, Vision, and Values to Nurse Engagement and Patient Outcomes
Organization’s mission, vision, and values play significant roles in nurse engagement and patient outcomes. These components enhance organizational alignment, which is vital in fostering workforce engagement and patient outcomes. When nursing is entirely allied to the organization’s mission, vision, and values, there is a high likelihood of a significant increment in nurse engagement, clinical outcomes, and patient experience (Qin et al., 2022). Also, the organization’s mission, vision, and values provide nurses with a realistic structure for decision-making by defining vital organizational principles, which assist in reducing prospective errors during healthcare delivery. As a result, nominal disagreements occur during clinical practice, and better patient outcomes are promoted. The organization’s mission, vision, and values also play a significant role in defining important organizational components, thus reducing workplace feuds. The components are critical in outlining clear organizational focus, minimizing conflicts, and promoting collaboration among nurses, which leads to superior patient care delivery and better outcomes (Qin et al., 2022). Finally, the organization’s mission, vision, and values foster resilience among nurses, which eventually promotes nurse engagement and improves patent health outcomes.
Factors that Lead to Conflict in Professional Practice and How Organizational Values and Culture Can Influence the Way Conflict is Addressed
Various factors can lead to conflict in professional practice as listed below.
Increase in Workload. Workplace conflict can be attributed to the feeling by some employees that they are pushed hard and bitterness often set in if they feel their workload is out of control.
Poor Communication. Communication is an effective tool for a successful organization, and obstacles to its effectiveness can illicit feuds. When effective communication between the workforce and the management is impeded, misunderstandings are unavoidable. Poor communication is disastrous to the proper coordination of organizational activities.
Unsettled Workplace Issues. Various issues within organizations such as biases, aggressive leadership styles, unfavorable work conditions, and blames may trigger conflicts within the organization.
Competition for Scarce Resources. Scramble for limited resources within the organization such as space, budget funds, supplies, and office services can lead to competition and conflicts.
Unrealistic needs and expectations. When an employer sets unrealistic expectations or ignores the needs of employees, conflicts can easily occur within the organization.
Organizational values and culture can influence how conflict is addressed in various ways (Kharadze & Gulia, 2021). For instance, a collaborative organizational culture can influence conflict resolution by enabling employees to apply a collaborative conflict resolution method to address feuds. On the other hand, an organization that promotes competition and personal achievement can influence employees to perceive conflicts as an opportunity to get ahead of others. Moreover, other organizations require that conflicts should be discussed openly while others require that conflicts should be avoided altogether. Irrespective of organizational values and culture on conflict resolution, it is important to note that conflict is a normal part of the workplace. Acknowledging and respecting diverse ways people use to address conflict is essential in creating a positive and productive workplace.
Strategies for Resolving Workplace Conflict and Encouraging Interprofessional Collaboration
The Thomas-Kilmann Model of conflict resolution will be applied here, according to this model, there are five strategies used in conflict resolution including avoiding, competing, accommodating, collaborating, and compromising (Elmasry & Wang, 2022).
Avoiding. In this approach, differing parties choose to overlook and withdraw from the feuds. This approach is best applied when the pain linked to the conflict supersedes the potential benefit of the conflict resolution. Here, conflict is resolved without any action.
Competing. This approach is best suited for people involved in a conflict to win. It is anchored on an assumption that a win by one side equates to a loss by both parties. This approach has no opportunity to involve varied opinions in the resolution process.
Accommodating. This is a technique where one of the adverse parties gives in to the requirements of the other party. It involves corporation but not assertiveness.
Collaborating. This strategy is applied when opposing parties are cooperative and assertive. Each party may be allowed to contribute with the potential of co-developing a mutual solution supported by all parties.
Compromising. This strategy involves splitting the differences. Here, every party is required to surrender part of their demands and no party gets all they demand.
Inter-professional collaboration is essential in promoting creative problem-solving, mutual respect, and rapport among nurses. Strategies that can be used to encourage inter-professional collaboration include encouraging team-building activities, social interactions through events, promoting open plan offices, promoting open communication, incentivizing wins, facilitating mutual knowledge and resources, promoting innovation and creativity, and applying technology.
How Organizational Needs and the Culture of Health Care Influence Organizational Outcomes
Organizational culture is often a mirror of the organization’s mutual values, beliefs, and assumptions. Dealing with organizational needs and adopting a sound organizational culture is essential in fostering active engagement among employees (Zhai, et al., 2023). Active engagement creates a desirable influence on the organizational culture and promotes mission, vision, and values. Ultimately, it promotes communication, productivity, patient satisfaction, and staff performance. Creating a safety culture within the organization by implementing quality improvement programs based on organizational needs is essential in promoting health and disease prevention. Health promotion and disease prevention can be advanced by promoting collaboration by involving patients and employees in various activities such as patient education to increase awareness of health.
Conclusion
An organization’s mission plays a role in outlining the reason for establishing the organization and how it intends to serve its stakeholders while a vision statement states the purpose and ambitions of the organization. An organization’s values act as guiding codes that provides direction and purpose to the organization. Organization’s mission, vision, and values play significant roles in nurse engagement and patient outcomes. On the other hand, various factors can lead to conflict in professional practice including an increase in workload, poor communication, unsettled workplace issues, competition for scarce resources, and unrealistic needs and expectations. Organizational values and culture can influence how conflict is addressed in various ways. The Thomas-Kilmann Model was used to provide strategies for conflict resolution. Dealing with organizational needs and adopting a sound organizational culture is essential in fostering active engagement among employees, which ultimately influences positive organizational outcomes.

References
Akter, S. (2021). Companies’ vision, mission, and core values focus on human resource management. International Journal of Financial, Accounting, and Management, 2(4), 343-355. https://doi.org/10.35912/ijfam.v2i4.412
Dobrinić, D., & Fabac, R. (2021). Familiarity with mission and vision: impact on organizational commitment and job satisfaction. Business Systems Research: International Journal of the Society for Advancing Innovation and Research in Economy, 12(1), 124-143. https://hrcak.srce.hr/ojs/index.php/bsr/article/view/17341
Elmasry, K., & Wang, Y. (2022). How to Improve Conflict Management in Hospitals in the Healthcare Industry. In Advanced Manufacturing and Automation XI (pp. 495-499). Singapore: Springer Singapore. DOI: 10.1007/978-981-19-0572-8_63
Kharadze, N., & Gulia, E. (2021). Organizational conflict management challenges. https://doi.org/10.26417/ejes.v10i1.p30-41
Qin, X., Wang, B. L., Zhao, J., Wu, P., & Liu, T. (2022). Learn from the Best Hospitals: A Comparison of the Mission, Vision, and Values. https://doi.org/10.21203/rs.3.rs-2274883/v1
Zhai, Y., Cai, S., Chen, X., Zhao, W., Yu, J., & Zhang, Y. (2023). The relationships between organizational culture and thriving at work among nurses: The mediating role of affective commitment and work engagement. Journal of Advanced Nursing, 79(1), 194-204. https://doi.org/10.1111/jan.15443

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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 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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