Examining Organizational Culture In Tawam Hospital Nursing Essay

Examining constitutional Culture In Tawam Hospital Nursing searchThe assignment is about the organisational conclusion and the effectiveness on the organizational process and outcomes. During this assignment I impart start with the farming definition, than I result identify the brokers that affecting the organizational civilization either intern whollyy or extern whollyy. Moreover, I will effort to analyze my organizational farming and to recognize the type of my organizational last and its nicety with my surgical incision plan. onwards I end with the conclusion, I will speak about the main(prenominal) key lessons taken from the organizational last assignment and how will open it on my department using two effective contrary shipway which is 1 of the biggest challenges in this assignment.Gudykunst and Ting-Toomey (1988) defined the flori grow as the learned beliefs, levers, norms, symbols and traditions that be common to free radical of people. It is these sh bed qualities of sort out that make them unique enculturation in dynamic and transmitted to otherwises. In short, refining is the way of life, customs, and script, of group of people.II Factors Affectingthe Organizational CultureThere is no whizz definition for organizational culture its influenced by multifactor, like the organizational style or the chat of the organization, and also some people affected by the centering science of the organization to analyze the organizational culture. A strategy of knowledge, of standards for perceiving, believing, evaluating and acting.. that serves to relate human communities to their environmental settings (Allaire Firsirotu, 1984). A set of understandings or meanings shred by a group of people that ar largely tacit among members and are clearly relevant and distinctive to the particular group which are also passed on to new members (Louis, 1980).There are rime of external and internal factors affecting any organization. Externa l factors are beyond the control of the organization, whereas the internal factors preempt be controlled to an extent. (See table 1)External factors interior factorsPoliticallegalEconomicSocio/CulturalTechnologicalDemographicsCompetitionSuppliersDistri only whenorsEmployeeWholesalersShareholdersPartners dishearten 1 factors affecting the organization.III- My Organizations CultureAnalysis of My Organizations CultureI had examine my organizational culture depending on the Harrisons questionnaire (see Appendix 1) to identify the type of culture whether its spot, persona, task, or self culture. I contract found that my organizational culture is Role culture (See table 2). I totally agreed with the result, it fits with my department and organizational culture.Culturepower usancetaskself pass water39573420Table 2 Organizational Culture.My organization is one of the biggest hospitals in the United Arab Emirates its called as Tawam hospital. Its a political facility, operated by the H ealth Authority of Abu Dhabi (HAAD) and managed by Johns Hopkins medicine. It provides health care service to the confederation of Alain city and referral for the emirates and other surrounding gulf countries. Its a 477 bedded ordinal centre, and also it has with polyclinics with 92 specialty clinics per day and 3 primary healthcare centers located around the city to facilitate the healthcare for the surrounding areas. The organization was established on 1979 in Alain city while I open joined the organization in 2006 its accredited by JCI since 2006.My organization is one of the biggest healthcare organizations in the country, it has a partitional structure, its composed from multidisciplinary specialties and di imaginativenesss, each division work as a small organization focusing on their specific plan laming in the end to achieve the world(a) plans and objectives of the organization under the supervision of the top theatre director of the organization (CEO).My culture is g enuinely a determination culture , it runs by the coordination of senior managing group, all works inside the organization controlled by rules, regulations, and fixed polices that protect the employees and provides a high case of care to all customers. The CEO is impersonal and correct, he never use his authority for his own personal issues. All attractors in the organization follow the appropriate slipway/channels of communication structure directed from top to down and information flows upward deep down the functional pyramids which meet at the top, tho the cross-communication is totally rejected.Most of the employees are competent, responsible and reliable and they meet the duties and responsibilities of their job description with blotto sense of loyalty to the organization leading to provide a high graphic symbol of care to all customers. The relation amongst the employee and the organization is controlled by rules and regulations by means of clear contract amid them , leading to build up strong trust and relationship. The controller of the employees activities is the responsible one for directing them with impersonal usage of economic and political power to enforce procedures and standards performance.Due to the role culture of the organization, works run through formal rules and regulations, and that help in alter the control and managing conflicts among the staff by formal ways, also it protects the security department of the employee against the external factors and enhancing the aggroup work between them. Finally, I hope that the role culture is acting properly during this period, with the new JCIA standards and the organizational rules there is a straightforward environment for the employees to provide the best care for all types of customers with rubber eraser and evidence-based practice.The Appropriateness of the Culture with the DepartmentAll cultures are good in the remediate place, because each culture is good for something a nd less good for others (Handy, 1990). in front going deeply and critically analyzing the fitness and appropriateness of the role culture with the strategic plans of my organizational/department objectives and, what are my departments direction, vision and values?The departments electric charge is to provide a full range of medical, surgical, and specialized function to our patients (Employee Handbook, 2007, p. 4). However, my departments vision state that the department will provide high quality, affordable, medical run delivered in friendly, ripe, and caring environment which meet JCIA standard of care (Employee Handbook, 2007, p. 4). Lastly, my departments value stated that the department believes in treating all patients, visitors and employees with respect dignity and quality and guided by UAE laws and respect for patient rights (Employee Handbook, 2007, p. 4).I believe that the role culture is the ideal one for his department which is dealing with clinical services and with high quality of care in fitting environment and all these issues controlled by accredited standards and country laws. Harrison (1972) who analyzes the organizational culture defined the role cultures as those in which behavior is governed by rules, regulations and legitimacy. Priority is given to underdeveloped appropriate policies and procedures, and thus emphasis is placed upon means rather than ends. In addition to that, there are several(prenominal) factors which lead the role culture to be fit with the objectives of the department starting from the formal way of communication which lead to enhance the effectiveness of work, and will provide good and suitable environment for work. Also, all the employees are aware for their rights and responsibilities which will provide safe and comfortable media for work and protect them from any external assault.On the other hand, the main problem that faces my department in the last recent days is the existence of few people still bel ieving in the power of national culture and how they wad affect and change inside the political organization, but by the accredited standard that applied in the organization, it was started to conclude gradually and people start to believe by rules and regulations.Finally, I believe that the role culture going with the same direction with my departments strategic plans in a very effective way to achieve the main goals and mission for his department by providing high standards of clinical services and customer services with high accredited standards and evidence-based practice.Key LessonsDuring the last two years, my job was a staff nurse in my department, but a squad leader responsibility was allocated to me to take care about one of the treatment rooms in the infusion center inside the oncology department, my police squad consists from three nurses and I am the younger staff. I learned a lot of management skills and good experience from daily activities that helped me in mana ging the team in a good manner, but I still missing the basic part, that will support me in all decisions and will change my way of idea and improve my problem solving skills, which is the updated knowledge. During the analyzing of my organizational culture, I learned several useful lessons in improving the outcomes of my practice. The main two key lessons are managing conflicts and managing team work.Managing ConflictsThe 1st lesson is how to manage conflicts Marquis and Huston (2003) defined conflict as the internal or external discord that results from differences in ideas, values, feeling between two or more people. To be a good director, you want to understand the personality of all your employees in your department, to clarify all the rules, standards, rights and responsibilities for the employees and to be the reference in all the problems occurs in the department.Conflicts have two different faces either positive or negative. In the positive face, conflicts will lead to m ore safe competitions and team work and it should be controlled by rules and regulations. Tjosvold and Tjosvold (1995) stated that conflicts also have appositive side, however for example, in the process of acquire how to manage conflict, people can develop more open, cooperative ways of working together. On the other side, conflicts also having the negative face which will increase the stress and affects the team works if it kept disharmonious. Lombardi (2001) found that unresolved conflicts have potentially harmful effects on people. Serious conflicts can be very stressful for the people involved.To manage and control conflicts, you invite to prepare good the environment in your department, to be fair between the employees, to make sure nobody will lose from this conflict and try always to make conflicts having positive face, which will lead to reach your objectives and outcomes in good manner. The optimal goal in resolving conflict is creating a win-win solution for all involv ed. This outcome is not possible in all(prenominal) situation, and often the managers goal is to manage the conflict in manner that lessons the perceptual differences that exist between the involved parties (Marquis Huston, 2003).Managing groupworkThe workforce or people factor is recognized as an important organization asset in modify to performance at an individual, team or organizational level (Senior, 1997). cardinal of the most important lessons from this assignment is how to manage teamwork, to apply this lesson in the real practice, you need to have common purposes between the manager or the team leader and the group, all rules and responsibilities should be clear for all, and tasks should be contributed equally between them, climate of trust, learning and mutual support should be inserted in the department, team must be composed from different characteristics like experience, skills and knowledgeable people, in addition to that you also need good manager who manage the team and direct them in the correct way and to solve the conflicts and problems in sea captain way .A managerial challenge when developing and recruiting teams is to ensure that they have necessary collective skills and competencies to deliver not only the organizations line of credit objectives but also to establish effective teamwork (Kieran Judith, 2006).IV ConclusionTo conclude the assignment, I talked about the organizational culture and the correlation with the internal and external factors that can affect the organization, moreover, I critique my organizational culture Role culture using Harrisons questionnaire to distinguish it, then I try to approve the appropriateness of the role culture with my department strategy and finally I terminate my assignment with most key lessons that he learned from my organizational culture which are managing conflicts and managing teamwork.Finally, to manage people and organization, you need to be good manager or a team leader by buildin g good teamwork, understanding the organizational behavior and culture and putting a emergence plan for your department and keeping your employee motivated all the time. No manager can make a team perform well but they can create a supportive environment and ensure the right conditions are in place to encourage the development of the characteristics of effective team work (Kieran Judith, 2006).V ReferencesAllaire, Y., Firsirotu, M.E. (1984). Theories of organizational culture. Organization Studies 5,193-226.Gudykunst, W.B., Ting -Toomey, S. (1988). Culture social communication. Thousand Oaks, CA Sage.Handy, C. (1990). Understanding schools as organizations. London PenguinBooks.Harrison, R. (1972). Understanding Your Organizations Character. Harvard business Review, 119 128.Human Resources Department. (2007). Employee Handbook Tawam hospital.UAE.Kieran, W., Judith, S. (2006). Healthcare Management, U.S.A, bare-ass York Open University Press.Lombardi, D.N. (2001). Handbook f or the New Healthcare Manager. Sanfrancisco Jossy-Bass.Louis, M.R. (1980). Organizations as culture-bearing milieu In Organizational Symbolism. Greenwich, CT JAI.Marquis, B. L., Huston, C. J. (2003). leaders Roles and Management Functions in Nursing Theory Application (4th ed.). Philadelphia PA Lippincott Williams Wilkins.Senior, B. (1997). Team role and team performance Is there really a link. daybook of Occupational and Organizational Psychology 70(3), 241.Tjosvold, D., Tjosvold, M.M. (1995). Psychology for Leaders Using Motivation, Conflict, and indicator to Manage More Effectively. New York John Wiley SonVI- Appendix 1