Another study of large organizational changes looked at the leadership

Another study of large organizational changes looked

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Another study of large organizational changes, looked at the leadership challenges in trying to change processes that not only influence patient care but
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also affect the organization’s core values and culture. The researchers noted that “in a large healthcare system it is difficult to improve a single item, almost all are adding- and then, with the process change, there would have to be measurements in place to monitor how things went. By this process change, there is a culture change” (Höög, Lysholm, Garvare, Weinehall, & Nyström, 2016, p. 136). The authors demonstrate that in large health care organizations, the departmental interrelationships cause increased obstacles when promoting quality improvements because the process changes also influence a change in culture. Culture does exist in large healthcare facilities, but it is interwoven under layers of processes that are monitored with measurements. References Cabral, R.A., Hanson, D., & Reilly, M.D. (2016), Leading and Retaining a Multigenerational Nursing Workforce: Leadership Grounded in Caring Science. International Journal for Human Caring, 20(2), 93-95. Retrieved from Error! Hyperlink reference not valid. /ehost/pdfviewer/pdfviewer?vid=12&sid=a5b5faab-82bf- 45ec-8fce- 9446c0774224%40sessionmgr103 Höög, E., Lysholm, J., Garvare, R., Weinehall, L., & Nyström, M. E. (2016). Quality improvement in large healthcare organizations. Journal of Health Organization and Management, 30 (1), 133-153. Retrieved from - com.ezp . waldenulibrary.org/docview/1772064329?accountid=14872 Organizational Culture Organizational culture summarizes an organization’s values, languages, traditions, customs and beliefs (BussinessDictionary.com, 2013). Under a certain organizational culture,
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members of this organization agree to follow fixed ways to think, behave and act on situations. The agreement is based on an organization’s expectations, experiences, ethical principles and values (BussinessDictionary.com, 2013). Iljin, Skvarciany, and Gaile-Sarkane (2016) summarized that an employees’ satisfaction, adaptability, involvement, mission, and consistency are five core elements which significantly shape an organizational culture. So far, scholars cannot come up with a congruent definition on organizational culture (OC), yet they agree that every health organization has its unique environment which is presented by own culture for people to distinguish from others (Watkins, 2015). Organizational Climate Organizational climate is about the perception of an employee toward an organizational culture (Marquis & Huston, 2015). For instance, employees may appraise how fair, friendly and formal or informal on dealing with issues related to reward system and performance orientation, etc. Individuals can carry different views about the same organization which depends on how they perceive this organization (Marquis & Huston, 2015). Iljin, Skvarciany, and Gaile-Sarkane (2016) stated that organizational climate has a positive relationship with organizational culture factors which include stability, reward system, job satisfaction, team orientation, empowerment, core values, and agreements.
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