1. ORGANIZATIONAL CULTUREIN
NURSING
Oleh:
Purwaningsih

2. Empowerment perspectives How people work together
Culture O V E R I W
Organization
Decision
made
Vision &
mission
Emphasize command
Control perspectives
Empowerment perspectives
How systems operate
How people work together

3. A system of meaning shared by the organization’s members
Cultural values are collective beliefs,
assumptions, and feelings about
what things are good, normal,
rational, valuable, etc.
What is Organizational Culture ?

4. ORGANIZATIONAL CULTURE
Controlling
behavior
Defining
boundaries
Conveying
identity
Promoting
commitment

5. What Is Organizational Culture?
Innovation and
risk taking
What Is
Organizational
Culture?
Family -
friendly
Outcome
orientation
Aggressiveness
People
orientation

6. Inside-Out Organizational View

8. Culture’s Overall Function
Culture is the social glue that helps hold an organization together by
providing appropriate standards for what employees should say or do.
Culture’s Overall Function

9. Stories
Rituals
How Employees
Learn Culture
Language
Material
Symbols

10. Organized culture includes the customs and rights
as well as the norms, values,
behaviors, rituals and traditions
of the organization.

11. to assess organizational culture.
2 types of clues for the nurse manager
to assess organizational culture.
EXPLICIT CLUES
* formal contracts,
* written mission statements,
* policies and procedures,
* organizational charts
* job descriptions.
IMPLICIT CLUES
* informal,
* unwritten rules
* expectations
i.e. dress code

12. Developing OC involves. Developing a strong corporate identity
Developing OC involves * Developing a strong corporate identity * Development of important values * Building healthy traditions * Developing consistent management practices

13. CULTURAL DEVELOPMENT PRINCIPLE OF ORGANIZATION
Balance between individual importance and organization
Responsive and adaptive to development of science and technology
Enabling the happening of culturesation from organizational culture of competitor
Developing learning organization agreed on by staff and management
Process the evolutionary and continual
Sumber : Peggy McDonald (1991)

14. Types * Autocratic or feudal culture is characterized by centralized power concentrated in a few persons, and observation of proper protocol in relation to the person/s in power. * Bureaucratic culture is characterized by primacy of procedures and rules, hierarchy and distant and impersonal relationship. * Technocratic culture emphasizes technical / professional standards and improvement. * Entrepreneurial culture in concerned about achievement of results and providing excellent services to the customers.

15. Profile of OC Cultures Focus Climate Ethos Autocratic/ Proper Dependency+ All opposite Feudal Protocol Affiliation values of OCTAPACE Bureaucratic Rules & Control safe playing, Regulations Dependency inertia, conflict & closed Technocratic Perfection Expert power proaction, Extension autonomy, collaboration, experimentation Entrepreneurial/ Results, Achievement OCTAPACE Democratic/ Customers +Extension Organic

16. Building Culture Recruitment and selection. Socialization.
Performance Evaluation.
Leadership. - Employee Motivation & Decision Making
Compensation Packages.
Grievance Handling.
Conflicts & Differences handling.
Discipline & Morale
Career Planing and Development

17. RESPONSIBILITY OF HEALTH CARE ORGANIZATION
• Clearly request how school of nursing can support
the development of the Excellence environment
• Involve faculty as nursing advisors to health care
organization
• Participate as adjunct faculty
• Engage in creative partnerships to facilitate staff’s
continued education

18. RESPONSIBILITY OF FACULTY
• Support professional practice environments
• Provide service to organizations
• Support nurses in quest for continued education
• Guide implementation of evidence based nursing
• Provide consultation for nursing research
• Facilitate learning environment
• Provide consumer feedback

19. Here are steps to help change the culture in your organization.
Step I: Define your current nursing culture (positives and negatives.) What are things that you like and dislike about the nursing culture in your organization? What are the things that you need to change? What are the barriers that will block change?
Step II: Identify the changes needed to enhance professional culture. Some changes take time, but there may be policies or changes in practice that can occur immediately. Don’t forget to recognize and praise changes made throughout the year. Have you ever looked back and wondered what did we accomplish this year? Keep a log of all the changes made in nursing for the year, and then communicate this to your nurses.
Step III: Create a nursing vision and mission and then communicate this to the nursing staff. Creating a vision and mission will guide and provide structure for the nurses.
Step IV: Implement change that you can effect. Some changes will need to occur over many years, but these begin with the changes you can make now. Review the aspects of what you want to change, and then make it happen.

20. ROLES FOR STUDENTS based nursing projects
• Interact with health care organization for evidence
based nursing projects
• Engage in a mutually beneficial relationship with
staff
• Conduct & present graduate school projects
• Encourage staff who want to continue education

21. ORGANIZATIONAL BENEFITS OF A CULTURE OF EXCELLENCE
Higher ranking
Higher bond ratings
Aligns resources with strategic plans and
approaches
Improves communication, productivity and
effectiveness
Recognizes the importance of ALL employees
to organizational success

22. ORGANIZATIONAL BENEFITS OF A CULTURE OF EXCELLENCE (CON’T)
Reinforces positive collaborative working
relationships
Creates a dynamic and positive environment
Raises the bar for improved multidisciplinary
patient outcomes
Increased marketing advantage
Enhances recruitment and retention efforts

23. STAFF BENEFITS OF A CULTURE OF EXCELLENCE
Develops organization/unit pride
Fosters increased team work
Develops a culture of accountability
Enhances professionalism
Opportunity to develop leadership skills
Opportunity to develop/fine tune mentoring skills
Personal satisfaction and recognition

35. TERIMAKASIH