Importance Of Organisational Culture And Values

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Organisational Culture and Values A succession of high profile issues in the UK healthcare setting has highlighted quality issues (Smith, 1998) and brought about quality improvement as a fundamental policy area (Secretary of State for Health, 1998). It was determined that organisational change is the key factor in bringing about the development that is much needed (Moss et al, 1998). According to Donaldson and Muir Gray (1998), this can be managed through cultural change, structural reorganisation and systems reform. Robbins and Coulter (2005) describes organisational culture as the common values, beliefs, goals and behaviour shared between colleagues within an organisation. It has 4 key characteristics: organisational culture is a shared phenomenon, it has visible and less visible levels, each new member of the organisation learns the culture by socialisation, and culture tends to slowly change the alliance formed by the employees of the organisation (Baumgartner, 2009). Ethics, on the other hand, is a system of moral principles and values that affects how people make decisions and lead their lives (Cambridge Dictionary of Philosophy, 1995). It is concerned with standards of conduct that is acceptable to a group, profession or organisation (Sims, 1992; Kubal et al, 2006). Organisational ethics can therefore be understood as the principles and standards by which the business operates (Sinclair, 1993). The culture of a healthcare organisation plays an important role
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