responsibility of health care organization

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Transcript responsibility of health care organization


Oleh: Purwaningsih

V I E W O V E R Organization Decision made

Emphasize commandControl perspectivesEmpowerment perspectives

Vision & mission Culture

How systems operateHow people work together

A system of meaning shared by the organization

s members Cultural values are collective beliefs, assumptions, and feelings about what things are good, normal, rational, valuable, etc.

What is Organizational Culture ?

ORGANIZATIONAL CULTURE Promoting commitment Conveying identity Defining boundaries Controlling behavior

Innovation and risk taking Family friendly What Is Organizational Culture?

Aggressiveness People orientation Outcome orientation

Inside-Out Organizational View

Culture is the social glue that helps hold an organization together by providing appropriate standards for what employees should say or do.


s Overall Function

Stories Rituals How Employees Learn Culture Language Material Symbols

Organized culture includes the customs and rights as well as the norms, values, behaviors, rituals and traditions of the organization.

2 types of clues for the nurse manager to assess organizational culture. EXPLICIT CLUES * formal contracts, * written mission statements, * policies and procedures, * organizational charts * job descriptions. IMPLICIT CLUES * informal, * unwritten rules * expectations i.e. dress code

Developing OC involves

* Developing a strong corporate identity

* Development of important values * Building healthy traditions * Developing consistent management practices

CULTURAL DEVELOPMENT PRINCIPLE OF ORGANIZATION Balance between individual importance and organization Responsive and adaptive to development of science and technology Enabling the happening of culturesation from organizational culture of competitor Developing learning organization agreed on by staff and management Process the evolutionary and continual

Sumber : Peggy McDonald (1991)



Autocratic or feudal culture

is characterized by centralized power concentrated in a few persons, and observation of proper protocol in relation to the person/s in power.


Bureaucratic culture

is characterized by primacy of procedures and rules, hierarchy and distant and impersonal relationship.


Technocratic culture

emphasizes technical / professional standards and improvement.


Entrepreneurial culture

in concerned about achievement of results and providing excellent services to the customers.

Profile of OC

Cultures Focus Climate Ethos

Autocratic/ Proper Dependency+ All opposite Feudal Protocol Affiliation values of OCTAPACE Bureaucratic Rules & Control + safe playing, Regulations Dependency inertia, conflict & closed Technocratic Perfection Expert power proaction, + Extension autonomy, collaboration, experimentation Entrepreneurial/ Results, Achievement OCTAPACE Democratic/ Customers +Extension Organic

Building Culture

        

Recruitment and selection.


Performance Evaluation.

Leadership. - Employee Motivation & Decision Making Compensation Packages.

Grievance Handling.

Conflicts & Differences handling.

Discipline & Morale Career Planing and Development


Clearly request how school of nursing can support the development of the Excellence environment • Involve faculty as nursing advisors to health care organization • Participate as adjunct faculty • Engage in creative partnerships to facilitate staff

s continued education

RESPONSIBILITY OF FACULTY • Support professional practice environments • Provide service to organizations • Support nurses in quest for continued education • Guide implementation of evidence based nursing • Provide consultation for nursing research • Facilitate learning environment • Provide consumer feedback

Here are steps to help change the culture in your organization.

Step I:

Define your current nursing culture (positives and negatives.) What are things that you like and dislike about the nursing culture in your organization? What are the things that you need to change? What are the barriers that will block change?

Step II:

Identify the changes needed to enhance professional culture. Some changes take time, but there may be policies or changes in practice that can occur immediately. Don ’ t forget to recognize and praise changes made throughout the year. Have you ever looked back and wondered what did we accomplish this year? Keep a log of all the changes made in nursing for the year, and then communicate this to your nurses.

Step III:

Create a nursing vision and mission and then communicate this to the nursing staff. Creating a vision and mission will guide and provide structure for the nurses.

Step IV:

Implement change that you can effect. Some changes will need to occur over many years, but these begin with the changes you can make now. Review the aspects of what you want to change, and then make it happen.


Interact with health care organization for evidence based nursing projects • Engage in a mutually beneficial relationship with staff • Conduct & present graduate school projects • Encourage staff who want to continue education

ORGANIZATIONAL BENEFITS OF A CULTURE OF EXCELLENCE Higher ranking Higher bond ratings Aligns resources with strategic plans and approaches Improves communication, productivity and effectiveness Recognizes the importance of ALL employees to organizational success


T) Reinforces positive collaborative working relationships Creates a dynamic and positive environment Raises the bar for improved multidisciplinary patient outcomes Increased marketing advantage Enhances recruitment and retention efforts

STAFF BENEFITS OF A CULTURE OF EXCELLENCE Develops organization/unit pride Fosters increased team work Develops a culture of accountability Enhances professionalism Opportunity to develop leadership skills Opportunity to develop/fine tune mentoring skills Personal satisfaction and recognition