Organization Values Presentation

Organization Values Presentation

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Prepare a 10-minute presentation (10-15 slides, not including title or reference slide) on organizational culture and values.

  1. Describe how alignment between the values of an organization and the values of the nurse impact nurse engagement and patient outcomes.
  2. Discuss how an individual can use effective communication techniques to overcome workplace challenges, encourage collaboration across groups, and promote effective problem solving. Incorporate how system needs and the culture of health may influence the outcomes. How does this relate to health promotion and disease prevention in the larger picture?
  3. Identify a specific instance from your own professional experience in which the values of the organization and the values of the individual nurses did or did not align. Describe the impact this had on nurse engagement and patient outcomes.

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.

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

istorically there have been differences among investigators regarding the definition of organizational culture. Edgar H. Schein, a leading researcher in this field, defined “organizational culture” as comprising a number of features, including a shared “pattern of basic assumptions” which group members have acquired over time as they learn to successfully cope with internal and external organizationally relevant problems.[1] Elliott Jaques first introduced the concept of culture in the organizational context in his 1951 book The Changing Culture of a Factory.[2] The book was a published report of “a case study of developments in the social life of one industrial community between April, 1948 and November 1950”.[3] The “case” involved a publicly-held British company engaged principally in the manufacture, sale, and servicing of metal bearings. The study concerned itself with the description, analysis, and development of corporate group behaviours.[4]

Ravasi and Schultz (2006) characterise organizational culture as a set of shared assumptions that guide behaviors.[5] It is also the pattern of such collective behaviors and assumptions that are taught to new organizational members as a way of perceiving and, even thinking and feeling.[6] Thus organizational culture affects the way people and groups interact with each other, with clients, and with stakeholders. In addition, organizational culture may affect how much employees identify with an organization.[7]

Schein (1992), Deal and Kennedy (2000), and Kotter (1992) advanced the idea that organizations often have very differing cultures as well as subcultures.[8][9][10] Although a company may have its “own unique culture,” in larger organizations there are sometimes co-existing or conflicting subcultures because each subculture is linked to a different management team.[11] Flamholtz and Randle (2011) suggest that one can view organizational culture as “corporate personality.”[12][13] They define it as it consisting of the values, beliefs, and norms which influence the behavior of people as members of an organization.[14]

The organizational culture influences the way people interact, the context within which knowledge is created, the resistance they will have towards certain changes, and ultimately the way they share (or the way they do not share) knowledge. Organizational culture represents the collective values, beliefs and principles of organizational members.[citation needed] It may also be influenced by factors such as history, type of product, market, technology, strategy, type of employees, management style, and national culture. Culture includes the organization’s vision, values, norms, systems, symbols, language, assumptions, environment, location, beliefs and habits.[citation needed].

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