Question two: Describe AUBMC corporate culture, and explain the role organizational culture plays in the provision of healthcare services. For quite a long time AUBMC recorded at the leading list of hospitals in Lebanon for top-quality healthcare. Even then and despite being the only institution in the Middle East with the three international accreditations, of Joint Commission International (JCI), Magnet, and CAP Laboratory Accreditations Program, and again will have to deal with high competitive environment. Culture is a complicated phenomenal topic that basically consists of a combination of shared values, behavioral attitudes, actual beliefs, concepts and assumptions, artifacts, and general behaviors. The perception and concept of the
They are the clan, adhocracy, market and hierarchy cultures. Performance varies depending on what cultures exist within an organization. The need for managers to maintain strong cultures within their organizations cannot be overemphasized, as the benefits enhance the overall organizational performance. 2.7 CONCLUSION This chapter reviewed literature on organizational culture as it affects employee performance. Literature on the OCAI model was reviewed.
Culture therefore, have a considerable impact on innovation and change in organisations (Brady 2010). A study in Western Sweden by Carlstrom & Ekman (2012), which investigated the association between organisational beliefs, principles, values and the employee opposition to change, highlighted that a culture with more emphasis on communal competences reduces “routing seeking behaviours i.e predisposition to maintain steady routine and unwillingness to leave old habits. This result also suggest that a non-rigid culture with interconnection and confidence will work towards a stable and well defined framework. However, attitudes, beliefs, as well as the level of enthusiasm to give people independence, and back them in their engagements may also affect the organisation’s capacity to transform (Senior & Swailes
Lund (2003), Believes that it is this commitment that brings the collective attitude and feelings of working towards common objectives. He says that organizations can attain high productivity when its values are shared equitably by its employees. Accordingly, Robbins (2005), organization culture, through its standards, works as a way of channeling behaviors in to the right direction and shifting them from the undesired direction. This can well be conducted through selecting, recruiting and retaining workers who possess behaviors that best fit the values of the business organization (Hellriegel, D., & Slocum, J.
Clinical governance advocates a clear mechanism for identifying, reporting and dealing with poor performance. This can be identified through the adverse incident reporting system and complaints management. For example, reviewing complaints or adverse incidents can identify areas of poor performance, prompt a review of current practice and identify areas for further education and training to improve practice. In addition an open, supportive working environment can also assist the reporting of poor performance and quality improvement initiatives. Processes such as appraisals and regular review of personal development planning are also ways of managing and improving individual
Therefore, it can be asserted that national culture has an impact on corporate culture. (Nazarian et al. 2013) Naturally, all those definitions are valid, and all lead to one conclusion, that can be summarized by Aristotle’ saying: “we are what we repeatedly do”. Shared values and beliefs govern the behaviors, while consistent pattern of behaviors is the core and reinforcing point of culture. (Watkins 2013) A number of studies have stressed the importance of organizational culture, since its affects employee’s productivity, commitment, engagement, and shapes behavior.
However, despite the many difficulties, nurse leaders need to promote a working environment that is open to embracing change that is backed by evidence-based practices. With the correct balanced of quality patient centered care, financial accountability, and the innovation of evidence-based researched care, nurse leaders can lead other nurses to uphold these ambitious standards. Furthermore, by questioning outdated processes, conducting nursing research, and showing enthusiasm for evidence-based practices, the healthcare industry can be strengthened one nurse at a
Management and quality improvement are essential in clinical practice and healthcare. The focus of this piece of writing is to discuss the impact of leadership and quality improvement in improving the quality of healthcare for patients. Leadership and quality improvement practices are essential in providing high quality patient care, it should not be considered to be an issue beyond the staff nurse Leadership Communication and Conflict Resolution Skills Communication skills are essential for effective leadership. The healthcare organisation is complex and fast paced, the need to be heard and understood is critical to the delivery of high quality care. Leaders listen to those around them, they are willing to accept the diverse set of views
The outcome of which is more unbiased performance feedback, productive meetings, improved implementation of systems for better communication, role clarity, improved problem solving, willingness on the part of employee to confront difficult problems, reduced distortion in communication, higher empathy, timely support and reduced stress and many more . Whereas hospital needs to work on other four dimensions of organizational culture which are as proactivity, autonomy, collaboration and experimentation which can lead to increase the job satisfaction of their employee’s. The hospital is not fostering the culture of innovation, initiative, collaboration and freedom to their employees. These factors are important for organization success and its survival because these factors will increase commitment in employees and if they are