ORGANIZATIONAL CULTURE

IN
NURSING

Oleh:
Purwaningsih
O
Organization Culture
V
E
R
V Decision Vision &
made mission
I
E
W
•Emphasize command
•Control perspectives
•Empowerment perspectives

•How systems operate

•How 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 Controlling
behavior

Defining
boundaries

Conveying
identity

Promoting
commitment
 Innovation and
risk taking

Family
- Outcome
friendly orientation
What Is
Organizational
Culture?

Aggressiveness People
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.

Culture’s Overall Function

 Stories Rituals

How Employees
Learn Culture

Material
Language
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 IMPLICIT CLUES

* formal contracts,
* written mission statements, * informal,
* policies and procedures, * unwritten rules
* organizational charts * expectations
* job descriptions. 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)

Types
* 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.
▪ Socialization.
▪ Performance Evaluation.
▪ Leadership. - Employee Motivation & Decision
Making
▪ Compensation Packages.
▪ Grievance Handling.
▪ Conflicts & Differences handling.
▪ Discipline & Morale
▪ Career Planing and Development
RESPONSIBILITY OF HEALTH CARE ORGANIZATION

• 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.
ROLES FOR STUDENTS

• 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
ORGANIZATIONAL BENEFITS OF A CULTURE OF EXCELLENCE (CON’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