Nursing assigment: Organizational culture; Nurse and health care; Leadership and culture - Essay Example

Topic: Nursing Introduction Organizational culture relates to the practices and behaviors of an organization which is customarily practiced by an institution or corporation in the performance of duties to achieve shared values, goals and vision. This is reflected too in the medical practices, among nurses, whose education and training focused and nurtured them to provide health care to patients. This essay will explicate and analyze how an organization’s culture influences patient care. In so doing, it will also consider leadership and nursing issues in relation to organization’s culture impacts to patient care. Organizational culture Culture is a collective consciousness and practices of a group. It is about valuing thoughts, actions, practices and beliefs that are shared by the organization which has become a personal system or lifestyle of an individual and of an institution (Liviu & Gavrea, 2008). Organizational culture made a group distinct from another. This may be illustrated by the mode of uniform, their expertise on specific profession, kind of language use, their organizational customs, rituals, artworks, shared history, agreed rules, norms evoked in certain circumstances or in dealing with clients or customers, or as amongst nurses—their patients (Changing Minds, 2011). Sociology experts viewed culture as social phenomena where an organization recreates their experiences through language and symbols. It is also their distinct approach in classifying themselves using their experiences and knowledge in defining their relations with people, in dealing with their responses to social needs; and in managing their organizations (Rogojanu, & Badea, 2009). By saying this, those interested to delve into the organization’s or individual’s consciousness to understand behavioral patterns and decision-making need some sociological and anthropological frameworks that will reinvestigate into their customs, practices and shared beliefs or ideologies (Rogojanu, & Badea, 2009; Valeriu & Georgiana, 2009). Organizational culture indeed influences the personality, social and cultural system. It can even be a persuasive instrument to effect or resist change depending on environmental, social, political or ideological causes and underpinnings (Rogojanu, & Badea, 2009). More than that, it establishes identity for cognition of an institution, of an individual or of its practice. In corporate management, business managers would nurture and integrate environmentalism in corporate policies if the company is an ecologist; feminism for organization who is working for the liberalization of women from the vantage of patriarchy and oppression; inner peace for organizations who are advocates for peace; or, patient health care as business ethics for those in medical practices, like nurses. Nurse and health care Nursing is fundamentally about caring--a professional practice which situate a nurse to be in constant contact with the patient. Nurses are educated to take into account the physiological, psychological and sociological information of a patient (Gordon, 1986). In the exercise of this profession, a nurse is committed to promote family, community and national goals of improving health care. It is a practice which requires nurses to sustain their commitment on ethical, legal, professional and delivery of health care (Gordon, 1986 & Nursing Crib, 2007). Nurses are regulated by the state through its licensure examination which is administered for those who passed the degree of nursing. They are those who are immersed in nursing education program and would undertake activities that will assist the well-being of any person who would come for medical care and services (Gordon, 1986). A nurse is multi-functional person. They can be sensitive care-provider, teacher for those aspiring to attain this profession, and a counselor who'd assist person for personal growth and psycho-emotional support. They also offer support mechanism to nurture alternative behaviors for patient under care to develop their sense of control. Nurses are agents of change because they inspire their clients to modify behaviors and choices. As patient's welfare advocates, they inspire and encourage change of perspectives too from being fatalistic to be optimistic in advancing their right to health and access for medication (Gordon, 1986). . As leaders, nurses are managers too, either in their respective organization, hospitals and health centers where they are offering their services. Like other corporate entity, they conduct planning, provide direction, support staff, systematize administration of services, perform duties and also conduct performance of evaluation and monitoring. They are also active in conducting research for knowledge management to upgrade their knowledge on medical developments, to protect their rights and interests as well as to participate in scientific undertakings aimed at improving clinical and medical services for patients. However, with diminishing opportunities and strong competition of health care professionals, a number of nurses undertake more educational levels and has promoted themselves as nurse-midwife, nurse-educator, clinical specialist, entrepreneur, anesthetist, educator and manager (Goodwin & Bosanquet, 1986). But in whatever special field of undertaking that they would prefer, they all need to strictly observe their professional oath and endeavor to avoid medical malpractices (Goodwin, et.al., 1986). Leadership and culture Leadership and organizational culture are interrelated and are inherently supportive of its contribution for improved medical care (Hermalin, 1987). Nursing, as a professional medical practice, addresses issue and concern relating to the imperativeness of providing health services to humanity as human capital of a nation. In so doing, they develop integrated, interdisciplinary and cooperative or collaborative approaches in their professional practices (Iuliu, 2011). Their leadership can also be illustrated in delivering holistic care that is also sensitive to cultural practices of patients who came from diverse nation, ethnicity, ideological persuasions and system of beliefs (Liviu & Gavrea, 2008) . Such, meant that as nurses, who must exhibit genuine leadership, they ought to be sensitive to multicultural system in order to deliver services par excellence. Moreover, nurses must foster the qualities of leaders who are sustaining open communication with their patients or clients, and must inculcate respectful communication with them to improve interpersonal understanding of patients’ concern (Liviu, et.al, 2008). As leader, nurses ought to be advocate of optimum competence in health care, exercise critical thinking, access opportunities for professional growth to nourish self-esteem, and to practice their profession with love and in accord to their ethical principles (Liviu, et.al, 2008). Nurses ethical code cover moral obligations that of non-malfeasance in the performance of their duties; justice and beneficence; respect to patients at all times; exercise of strong confidentiality, faith and veracity in its decision-makings in clinical works; and putting ultimate health care to all patients in accordance to context and access of resources necessary to carry out the services (Liviu, et.al, 2008). In so doing, they're expected to nurture the culture of accountability, responsibility and excellence in the practice of their profession. Conclusion Leadership, founded on organizational culture, indeed can radically change and improve health care practice in all medical organization or institution. It can effectively and proficiently influence in effecting desired behaviors among patients and encourage them to value life. Nurses, who are acculturated to behave and respond to patients need as health provider, will be able to efficiently deliver professional performance and hence, contribute to excellent healing processes of the patient. This can also positively contribute to organizational performance because they will be able to demonstrate quality and efficient service, boost the morale of patients; and, contribute to the general mission of the medical institution where these nurses work (Maeda, 2011). They will be considered as highly motivated workforce and thus, they can innovate a working environment where mutual trust is present and significant competitive leverage are illustrated. With better outcomes, they will be accorded with more incentives, benefits and rewards in exchange for effective services (Maeda, 2011). Administrators may also expand follower’s portfolio of needs; transform self-interest; increase self-esteem of followers; elevate expectations; heighten the value of the leader’s intended outcomes; encourage behavioral change and motivate higher levels of personal achievement. Such may unleash their human potentials and make their performance meaningful to uphold the overarching values and goals based on adhered visions. As teams workers and as leaders on their own right, they are encouraged to innovate and to think beyond the given framework in multi-pronged perspectives. Thus, it can be affirm that organizational culture help systematize the delivery of services because the workforces are certain of their functions, goals, and perception of their professional codes on health care. Coordination and teamwork in the delivery of their services, especially in hospitals, can easily be elicited, if nurses themselves exhibit such leadership and motivation in the practice of their profession (Rafael & Zemsky, 2009). This means that they are enjoying shared values of their competitiveness and of their contributions in the attainment of institutional and national goals in health service delivery. Moreover, as health providers are innovator and creative in the optimization of services in changing environment, they can easily adapt great developments in the medical fields and in the call of times. Their competences have given them the necessary tools to respond appropriately at the expediency of the moment. Nurses who exhibit such transformative leadership are pro-active in planning, share influences, and lay vision based on fundamental values and motivation. They can manage conflict resolution with the multiple constituents and adaptively effect changes even at the most unpredictable circumstances. They work with commitment, express loyalty and allows open communications—thus, permeating respect and trust shared by members. This is because the effectiveness of performance depends on the quality of relationship between the leaders and subordinates. As such, they will likely be able to perform services in accordance to organizational standards and as a consequence will be bale to reap rewards and benefits as motivational bargains that fulfill contractual agreements. This would also entail job satisfaction and low turn-over of employees. Managers or directors, as leaders, perform corporate responsibilities in health care institutions by planning, organizing, direction, coordination and control but are carefully threading to ensure that these processes will bring the company into competitive advantage. However, beyond policies, business leaders’ relations with employees are likely shaped by leaders’ adapted value system, customary beliefs and practices that are often confluence of one’s cultural consciousness. Performing health care as a way of life will therefore attain such collective purpose with sense of openness, liberty, justice, and equality as moral standards in the dispensation of their functions as nurses. It will yield high level of successes as they pursue goals with enthusiasm, commitment, and passion. References Changing Minds, 2011. What is culture? Changing Minds. Org. http://changingminds.org/explanations/culture/what_is_culture.htm. Accessed: August 23, 2011. Dai Z., & Duserick F. ,2005. Achieving Competitiveness By Organizational Learning: Strategy, Transformation And Measurement, Issues In Information Systems Volume VI, No. 2, 150 Dess G.G., Lumpkin G.T. Eisner A.B., 2006, Strategic Management, Mcgraw-Hill Irwin, Boston. 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