​LEADING:

​CULTURE AND

​ETHICS

​Culture: Values, norms, ​Purpose and Benefits of ​Subcultures ​Shaping and Managing ​Ethics:

​g​understandings
uiding beliefs, and
shared by ​
​Culture ​
​- Culture of a distinct part of ​
​Culture ​
​- Values and moral principles

​andembers
m
​ of an organization
taught to new members
​ Organizational culture can:
​
​organization (e.g., team or
​department)
​Q: How can managers shape
​and create a desired culture
​about what is right and wrong
​- Part of culture

​a​ s correct ​- Help workers understand

​the HCO
​• Subculture exists within
​organization culture
​for their organization?
​A: Manage forces and factors
​
​- Four ethical principles that

​E​dnacted (actual) culture may

iffer from espoused (
​- Help employees figure out
​what to do in situations not
​• Subculture differs somewhat
​from organization culture
​that influence culture (see
​exhibit 11.1)
​guide healthcare:
​• Autonomy includes

​ ​proclaimed) culture ​covered by rules, standards,

​and policies
​
​- Different departments (e.g.,
​
​- Use forces and factors to
​individual privacy, freedom of
​choice, self-control

​-​• IsOrganization
shared
culture ​- Strongly influence
​employees to work, act, think,
​housekeeping, accounting,
​surgery, marketing) may have
​socialize employees
​• Organizational socialization:
​• Beneficence includes doing
​good, acting for the benefit

​•​• IsEvolves
learned
slowly
​feel, and behave a certain way ​different subcultures
​• Due to departments’
​Process by which employees
​learn (and share with others)
​of others
​• Justice includes fairness and

​• Guides behavior
​• Is mostly invisible ​different goals, values,
​technology, size ​
​their organization’s culture ​equality
​• Nonmaleficence includes

​• Is powerful ​
​- Conflict may arise if
​- Managers must work
​persistently
​doing no harm, or at least
​avoiding unnecessary harm

​subcultures are too different

​from main organizational
​• Shape culture
​• Socialize workers
​Sources of Ethics ​Creating and Maintaining Ethics in an HCO:

​culture ​• Short-term “quick fixes” will

​not last
​
​- Organization’s external environment
​- The organization
​
​- Top managers of HCO responsible for
​creating and maintaining ethics of the HCO

​- People in the organization

​
​• Should not make all ethics decisions in HCO

​- Managers create organization structures,

​processes, and cultures that enable others

​to make ethics decisions in their areas of
​responsibility:

​* Organizing principles, tools, methods

​ e.g., mission statement, policies,
​procedures, jobs, committees, codes,

​
​hotlines

​* Human resources principles, tools, methods

​ e.g., performance evaluations,

​compensation, training, job design,
​employee protection

​
​* Leadership principles, tools, methods

​ e.g., goal setting, role modeling,

​motivating


Model for Interpreting an HCO’s Culture

Forces and Factors That In uence

HCO Culture

Types of Ethics in HCOs

fl
​Culture includes ethics (values
​about right and wrong)
​Subculture is culture of a
​distinct part of an organization (
​e.g., a team) that exists within
​Culture in an organization is ​organization’s culture
​shared values, norms, guiding
​beliefs, understandings taught
​to new members as correct
​Leaders shape and manage
​organization’s culture

​Culture evolves from forces

​inside and outside organization
​SUMMARY
​Ethics in HCOs include
​managerial ethics, medical
​ethics, professional ethics, and
​Managers create structures, ​social responsibility ethics
​processes, and methods to
​enable people throughout HCO
​to make ethical decisions in
​their areas of responsibility