Topic 4 Organizational Culture And Values Tasks

NRS 451 Organizational Culture And Values

Prepare a 10-15 slide PowerPoint presentation, with speaker notes, that examines the significance of an organization’s culture and values. For the presentation of your PowerPoint, use Loom to create a voice-over or a video. Refer to the Topic Materials for additional guidance on recording your presentation with Loom. Include an additional slide for the Loom link at the beginning, and an additional slide for References at the end.

  • Outline the purpose of an organization’s mission, vision, and values.
  • Explain why an organization’s mission, vision, and values are significant to nurse engagement and patient outcomes.
  • Explain what factors lead to conflict in a professional practice. Describe how organizational values and culture can influence the way conflict is addressed.
  • Discuss effective strategies for resolving workplace conflict and encouraging interprofessional collaboration.
  • Discuss how organizational needs and the culture of health care influence organizational outcomes. Describe how these relate to health promotion and disease prevention from a community health perspective.

While APA style format is not required for the body of this assignment, solid academic writing is expected, and in-text citations and references should be presented using APA documentation guidelines, which can be found in the APA Style Guide, located in the Student Success Center.

This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.

You are required to submit this assignment to LopesWrite. Refer to the LopesWrite Technical Support articles for assistance.

Topic 4 DQ 1

Discuss how nurse leaders serve as advocates for their employees. Describe how advocacy for employees affects patient care and outcomes. 

Re: Topic 4 DQ 1

Nurses face challenges every day and they come in all shapes and sizes. Just as leaders lean on their employees to help them implement new changes designed to improve the unit, employees must lean on leaders to advocate for them so that they are satisfied with their job. Workers come to leaders with complaints, ideas, and areas of opportunity not just to speak, but in hopes that the leader will take action and address the issue to improve the workplace.

This can be related to staff not having enough of a certain item they need to succeed, a workplace or even personal issue, or an idea to improve the unit.If an employee feels well taken care of and has the tools for success, that will transfer to their patient care because their problems are being taken care of.

If nurses feel powerless and unsupported, their ability to fully act as an advocate is impaired, (Grand Canyon University {GCU], 2018) Our text mentions this specifically saying, “In fact, research performed by Oliveira and Tariman (2017) indicated that the number one barrier to advocacy was lack of support from administration. An environment that does not support its nurses through education, training, and debriefing of high-risk practice behaviors may lead to increased errors, decreased accountability, and poor patient outcomes,” (GCU, 2018)

This sentiment points towards an easily digestible idea that if the workers feel supported and heard by leadership, they will perform better in their role.


Re: Topic 4 DQ 1

According to the textbook, advocacy is the action of supporting or pleading for a cause or proposal. When there is an issue regarding the patients, physician, families, medications, or etc, we go to our nurse leaders or nurse managers. We voice all of our concerns to this individual. It is important for the employees to feel as if their needs or suggestions will be taken into consideration by the nurse leader and passed on to the appropriate person.

There is so much that goes on out on the floor, with patient interaction. Ina profession where most of the time, the patients’ needs are placed above the nurses, we need someone to help stand up for the fellow nurses.Having a nurse leader or manager to advocate for the employees will help keep down confusion and also promote a productive and less stressful environment for the staff and patient.

It is essential that point-of-care nurses develop and use advocacy skills to address workplace concerns, promote positive work environments, and advocate for the profession. (Tomajan K. 2012) If the employees are not feeling that they are being heard or that their suggestions or input of certain things concerning them is not being met, this can lead to more call ins, nursing burnout, and even higher rates of nurse turnover. If there are not enough nurses to handle the patient load, the patient care goes lacking as a result.

Topic 4 DQ 2

Discuss barriers caused by an organizational culture that can be encountered by nursing leaders that can make them feel powerless.

Re: Topic 4 DQ 2

Organizational culture refers to the values, beliefs or behaviors displayed within an organization. It has a direct impact on staff engagement, quality of care, and patient outcomes (Thomas, 2018). Shared values among employees and their employers increase engagement and dedication to the organization, and support a positive working culture that contributes to successful outcomes. When an organization’s culture supports and appreciates input and ideas from stakeholders, including employees, respect and value are observed within the organization and in daily operations (Thomas, 2018).

Organizational culture in nursing and healthcare influences leadership style and behavior and is an important determinant of job satisfaction, staff retention and patient outcomes. Various barriers exist that can make nurse leaders feel powerless, identification of these barriers can help provide nurses with strategies to overcome them and influence decisions in the workplace.Nursing leadership plays a significant role in creating motivation and thus enabling nurses to provide high quality care, therefore, barriers that affect nurse leaders also affect staff and patients.

In some organizations, nurses are not seen as important decision makers when it comes to making healthcare decisions within the organization. As compared to physicians, nurses are not seen as revenue generators hence receive less attention and their needs may not be attended to as needed. These obstacles make it hard for nurse leaders to influence healthcare policy and reform. It further has a negative impact on the self-confidence and motivation of nurse leaders which makes it difficult for them to play their leading and supportive role as may be expected (Barkhordari-Sharifabad et al.2017).

When nurse leaders lack authority in recruitment of nurses or to make decisions about their staffing needs, they are forced to work with less manpower. Staff turnover increases when nurses are overworked which makes the situation even worse with minimal control from the leaders who feel powerless. It is therefore essential that nurse leaders are able to effectively influence change in organizational systems.

Some organizational cultures do not have a respect for nurses; decisions are made for the nursing department without considering their leaders’ opinions, and nurses are asked to implement those decisions without any explanations or clarifications on the process. This can make nurse leaders feel powerless as they find themselves torn between their teams’ needs and organization’s needs.

When an organization has inappropriate procedures and guidelines in the clinical environment that make it hard for leaders to establish democracy and justice, they may feel powerless (Barkhordari-Sharifabad et al. 2017). For example, a climate of blame, confusion, job insecurity, manipulation, bullying and poor communication.

Organizational culture can make nurse leaders work in a restrictive work environment within specific boundaries making them feel “boxed” and powerless, for example not being involved in decision making.

According to one study, being denied opportunities for promotion, professional development and career advancement can make leaders feel powerless and demotivated (Mbuthia et al. 2017). Organizational culture that does not provide for open communication between different management levels can be an obstacle for nurse leaders who may not have a channel to address their issues and concerns.