NRS 451 Assignment Organizational Culture and Values

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NRS 451 Assignment Organizational Culture and Values

NRS 451 Assignment 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.

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

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WHAT IS ORGANIZATIONAL CULTURE?

Organizational culture is defined as the underlying beliefs, assumptions, values and ways of interacting that contribute to the unique social and psychological environment of an organization.

ORGANIZATIONAL CULTURE DEFINITION AND CHARACTERISTICS

Organizational culture includes an organization’s expectations, experiences, philosophy, as well as the values that guide member behavior, and is expressed in member self-image, inner workings, interactions with the outside world, and future expectations. Culture is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid (The Business Dictionary).

Culture also includes the organization’s vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits (Needle, 2004).

Simply stated, organizational culture is “the way things are done around here” (Deal & Kennedy, 2000).

While the above definitions of culture express how the construct plays out in the workplace, other definitions stress employee behavioral components, and how organizational culture directly influences the behaviors of employees within an organization.

Under this set of definitions, organizational culture is a set of shared assumptions that guide what happens in organizations by defining appropriate behavior for various situations (Ravasi & Schultz, 2006). Organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. Also, organizational culture may influence how much employees identify with their organization (Schrodt, 2002).

In business terms, other phrases are often used interchangeably, including “corporate

HOW IS ORGANIZATIONAL CULTURE CREATED AND COMMUNICATED?

Business leaders are vital to the creation and communication of their workplace culture. However, the relationship between leadership and culture is not one-sided. While leaders are the principal architects of culture, an established culture influences what kind of leadership is possible (Schein, 2010).

Leaders must appreciate their role in maintaining or evolving an organization’s culture. A deeply embedded and established culture illustrates how people should behave, which can help employees achieve their goals. This behavioral framework, in turn, ensures higher job satisfaction when an employee feels a leader is helping him or her complete a goal (Tsai, 2011). From this perspective, organizational culture, leadership, and job satisfaction are all inextricably linked.

Leaders can create, and also be created or influenced by, many different workplace cultures. These differences can manifest themselves is a variety of ways including, but not limited to:

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