Organizational Values Essay
Aligning of constructive organizational values and nurses’ values can be used as a competitive advantage source for health care organizations. Cultural values among the nurses are usually reinforced by the human resource management with respect to the hiring and recruitment process. Leaders in a typical health care setting should make use of the recruitment process as a way of identifying individuals who have values that are consistent with organizational values. The recruitment procedure should be a two-way street in that; it should familiarize the organization with the right applicants and familiarize the applicants with organizational expectations and values (Wooten & Crane, 2003).
Alignment of cultural values between a nursing organization and individual nurses’ values is of essence due to the fact that it is linked with low employee turnover and high job satisfaction. Additionally, this form of alignment results to creation of a culture that is patient-center. Nurses who have cultural values that are similar to those of the nursing organization have a high likelihood of becoming more involved in serving patients, and hence show more commitment toward patient service. A collective mission as a result of shared values not only promotes teamwork but it also empowers nurses to invest their efforts in performing their duties. Consequently, this results to enhanced patient outcomes (Marshall and Coughlin, 2010).
Through effective communication, an individual can motivate other nurses to acquire specific values in order to achieve the set organizational goals. It also enables one to effectively convey information that would inspire nurses to adopt novel ways of thinking that would enable them to deliver effective services. Nurse leaders can make use of effective communication in their specific units to create a constructive organization culture, by allowing staff to take part in the implementation of shared values in their roles. Additionally, the leaders can make use of effective communication to guide nurses through the process of handling day-today problems and misunderstandings that stir conflicts. Nursing literature indicates that effective communication has a positive effect on employee job satisfaction, promotion of healthy work setting, better patient outcomes, staff retention and improved organizational performance (White, 2005).
Moreover, effective communication helps in problem-solving among individual nurses hence, minimizing organizational conflicts. It is evident that conflicts often arise due to misunderstandings and communication breakdown. The health care industry comprises of individuals professionals with unique differences and qualities. Due to this fact, problems and misunderstandings are inevitable. If left, unsolved, the misunderstandings could magnify into major conflicts and issues that may affect patient outcome (Hughes, 2008). Effective communication helps in problem-solving and conflict resolution within the nursing profession and other health care professions. Through effective communication, conflicting parties can air out their views and hence come to a common understanding to find the root cause of the conflict and handle it effectively.
From my personal work experience, the delivery of health care services entails several patients’ handoffs among several health care professionals with different occupational and educational training. I realized that in a typical 4-day hospital stay, a patient is capable of interacting with fifty different medical professionals including technicians, nurses, physicians and others. It is therefore clear that effective clinical practice constitutes of several instances that require accurate communication of critical information. I have learnt that it is essential to have team collaboration. Patient safety is at risk when there is a communication breakdown among health care professionals. This is due to misinterpretation of information, overlooked status change and lack of critical information.
Experts in the health care organization I work for created a training program that focuses on effective team management, three years ago. This is after recording a gradual decrease in patient outcome due to communication failures resulting to medical errors. The training program aimed at encouraging teamwork and standardizing communication. The program is customized in such a way that it reflects some of the areas where human factors are a major contributor to mishaps. Some of the common areas include labor and delivery, operating rooms and emergency rooms. There has been tremendous success within the three years that the program has been under operation. The patterns of reporting medical errors have greatly improved. This has in turn improved patient outcomes. Moreover, the decision-making process and problem-solving process have enhanced greatly as a result of the training program.
Hughes, R. (2008). Patient Safety and Quality. Agency for Healthcare Research and
Marshall, E., & Coughlin, J. (2010). Transformational leadership in Nursing.
New York: Springer Publishing Company
White, L. (2005). Foundations of nursing. Cengage Learning
Wooten, L. P., & Crane, P. (2003). Nurses as implementers of Organizational Culture. European Journal of Nursing, 21(6)