Originally the term, culture refers to the fundamental beliefs, values and codes of practice that dictate what a society is. Culture also refers to an evident, powerful force in any society (Smith, 2011)…
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Culture guides individual judgments at an unconscious level. As a result, it carries a potent result on an organization’s well being and achievements (Connor, 2009). The traditions of a community, the picture of its members, the factors that make it differ from other communities, stands to be its norms. Culture portrays a powerful subject and replicates the understandings that individuals normally attribute to situations, and answers that they apply to common issues. The lack of a universal culture portrays whether organizations have same or varying cultures within them. Organizations form a significant element of a society (Smith, 2011). People get into them from the surrounding communities and take their traditions with them. The fact is that organizations can also have cultures of their own as they possess the paradoxical quality of being both parts of and apart from the community. This paper will come up with a proposal of ways to improve management in organizational culture with a view of the health care system. Proposal While culture proves to be a factor for many business success stories or down falls, an optimistic custom could be a principal in creating a competitive advancement over businesses which a firm competes with (Connor, 2009). Individuals come from different ethnic backgrounds and traditional customs, have a variety of behaviors and have been shaped by a varied range of practices (Connor, 2009). An organizational culture should insist on strong values; this would only help the society grow positively. The purpose here is to encourage firms to adapt a positive organizational culture whose advantages will be discussed later. When people from various backgrounds come together in a work setting, these factors will show themselves in infinite different kinds of ways. As time goes by a central set of norms emerge, dictating the way in which work seems to be accomplished within the company (Kinsey, 2011). These happenings create an idea of organizational or corporate culture. Organizational culture only began to be learned and respected in the USA within the past twenty years. An influential writing referred to as the Corporate Cultures: The Rites and Rituals of Corporate Life made familiar the idea of fostering, setting up, and understanding a positive organizational norm (Kinsey, 2011). In less than twenty years, since the time that this book became available, tradition has gone from a rather unknown notion to being widely recognized as the central role in organizational development. Literally many books and thousands of pieces have been dedicated to the subject. It falls under clarity that corporate culture has become a vital concern for high-ranked management, and, therefore, it brings value to set up new ways of improving culture within an organization or a society (Kinsey, 2011). Problem statement Organizations normally find themselves entrenched in the wider public context, but they also fall as societies of their own with distinct rules and values. Despite the emphasis on organizational change, culture seems to be overlooked in the health system reforms. Indeed, recent years have witnessed culture and the urge for changes in culture written in certified policy documents. Such documents include the “First Class Service” and the implementation suggestions following “The National Health Service Plan”. They speak of cultures of success, no-blame cultures, elevated trust and study cultures as attractive destinations for a reformed health care system (Lyman, 2012). Even more, different types of poor cultures, for example, culture of secrecy, macho culture and blame culture, regularly become the judgments of issues when looking into
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The current health care delivery system in the country is summarized by emphasizing on the plight of the uninsured, particularly the broadening disparities in racial and ethnic access to health care. These effects are as a result of the government interventions and the market mixes in health care policies.
According to the paper culture comprises of the values, norms and beliefs shared by a group of people or by the people in the organization. In other words these norms, values and beliefs culture an individual to think and act in the same manner as others within the group. These beliefs are transmitted to all others who come into the fold so that all employees are cultured in the same manner and can work in harmony towards organizational goals.
Abuse in healthcare, on the other hand, involves unnecessarily charging for non-medical services (or products), which may sometimes be over or under priced and in total disregard of the established professional standards to achieve certain personal objectives.
The structural features of any organization tend to be formal in their scope, tend to be inflexible, tend to center around contingencies and are conceptualized and retained through documentation, and to tend to have formally or informally, well defined rewards, punishments and rights that determine the individual or group behavior in that organization (Cunneen, 2008).
It comprises of a discussion on the four scenarios proposed by Shortell and Kaluzny for development of health care industry sector and its counterparts in the United States of America. Each scenario focuses the management of healthcare sector development from a unique perspective which is evaluated in terms of cost control considerations, accessibility of health care services to the individuals at large, proposed and expected organizational structure and culture of health care centers with respect to each scenario, and also discusses the implications of such efforts over the role of management of health care centers in United States of America.
It is committed in providing quality products to its existing and new customer. Employees are crucial resource in acquiring competitive advantage (Van, 2003). It is the company culture to nature leaders from the existing workforce. Considering the competitive advantage and organizational culture factors, the corporation organizational structure requires to be restructured.
The futuristic debate has thus taken up a new stance that presumably advocates not only quality and patient safety but a time-scale based approach.
Right now healthcare has come to some crossroads where one path points to a fully or partially state-controlled healthcare service and the other to a laissez-faire dispensation of affairs.
“Most Americans – a total of 177 million – obtain health insurance through their employers” (Business Roundtable). However, millions of Americans either independently provide their own insurance, or they are left uninsured and
Governments have continually been passing legislations meant to arrest the rising prices of hospitals. Over the last few years, technological advancements including less complicated surgical procedures have lessened the requirement for inpatient care on one side and increasing the inpatient capacity in nearly all the hospitals.
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