Organizational Culture and Values
Prepare a 12-14 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. 1) Outline the purpose of an organization’s mission, vision, and values. 2) Explain why an organization’s mission, vision, and values are significant to nurse engagement and patient outcomes. 3) Explain what factors lead to conflict in a professional practice. 3b) Describe how organizational values and culture can influence the way conflict is addressed. 4) Discuss effective strategies for resolving workplace conflict and encouraging interprofessional collaboration. 5) Discuss how organizational needs and the culture of health care influence organizational outcomes. 5b) Describe how these relate to health promotion
Sample Solution
Organizational Culture and Values
The vision, mission, and values statements guide the behaviors of people in the organization. Together, the vision, mission, and values statements provide directions for everything that happens in an organization. They keep everyone focused on where the organization is going and what it is trying to achieve. And they define the core values of the organization and how people are expected to behave. From the bedside, outpatient areas, in academia, the board rooms, and in policy forums, it is essential for Registered Nurse (RN) to be engaged in order for health care to be successful (Bodenheimer & Grumbach. 2012). A work environment that consistently lives its mission, vision and culture, and demonstrates respect and support for RN staff, will foster an environment where RNs are loyal and engaged. The culture of a health care organization contributes to their ability to recruit and retain RNs who are engaged (Lambrou et al., 2014).
