ORGANIZATIONAL

CLIMATE &

CULTURE

Organizational Climate

It is the worker’s opinion of the conditions of the

worksite that have a direct bearing on how well they do

their jobs today.

Organizational Climate is a relatively enduring quality

of the internal environment of an organization that

a- is experienced by its members

b- influences their behavior

c- can be described in terms of the values of a

particular set of characteristics of the

organization

ELEMENTS OF CLIMATE

1. Quality of Leadership

2. Amount of Trust

3. Communication, upward and downward

4. Feeling of useful work

5. Responsibility

6. Fair rewards

7. Reasonable job pressure

8. Opportunity

9. Reasonable controls, structure, and

bureaucracy

10. Employee involvement, participation.

Sample picture :EFFECT on emotions in climate(any changes in area)

Climate Influences

Motivation Performance Satisfaction

Organizational Culture

It is the behavior of humans within an

organization and the meaning that people attach to

those behaviors. Culture includes the organization's

vision values, norms, systems, symbols, language,

assumptions, beliefs, and habits. 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.

Organizational culture affects the way people and

groups interact with each other, with clients, and with

stakeholders.

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.

Characteristics of Organizational Culture

•Innovation and risk-taking

The degree to which employees are

encouraged to be innovative and take risks.

•Attention to detail

The degree to which employees are expected to

exhibit precision, analysis, and attention to

detail.

•Outcome orientation

The degree to which management focuses on

results or outcomes rather than on technique

and process.

•People orientation

The degree to which management decisions take into

consideration the effect of outcomes on people within

the organization.

•Team orientation

The degree to which work activities are organized

around teams rather than individuals.

•Aggressiveness

The degree to which people are aggressive and

competitive rather than easygoing.

•Stability

The degree to which organizational activities

emphasize maintaining the status quo in contrast to

growth.

CULTURE’S FUNCTION

•Social glue that helps hold an organization together

-Provides appropriate standards for what

employees should say or do

•Boundary-defining

•Conveys a sense of identity for organization

members

•Facilitates commitment to something larger than

one’s individual self-interest

•Enhances social system stability

•Serves as a “sense-making” and control mechanism

-Guides and shapes the attitudes and behaviour

of employees

Benefits of Strong Corporate Cultures

Strong

Organizational

Culture

Social

Control

Social

Glue

Improves

Sense-Making

Point-CounterPoint

• Why Culture Doesn’t Change

Culture develops over many years, and becomes part of how the organization thinks and feels

Selection and promotion policies guarantee survival of culture

Top management chooses managers likely to maintain culture

• When Culture Can

Change

There is a dramatic

crisis

There is a turnover

in leadership

The organization is

young and small

There is a weak

culture

DIFFERENCES BETWEEN ORG. CULTURE &

ORG. CLIMATE

•Culture refers to ideologies, values and norms as

reflected in stories and symbols. We would look

for clues to the culture, for example, in accounts

of the organizations founding.

•Climate, on the other hand, refers to the

psychological environment as reflected in

attitudes and perceptions.

ORGANIZATIONAL

STRUCTURE

Organizational structure

Purpose:

Organizational structure provides guidance to

all employees by laying out the official

reporting relationships that govern the

workflow of the company. A formal outline of a

company's structure makes it easier to add

new positions in the company, as well,

providing a flexible and ready means for

growth.

Significance:

Without a formal organizational structure,

employees may find it difficult to know who

they officially report to in different situations,

and it may become unclear exactly who has

the final responsibility for what.

Organizational structure improves

operational efficiency by providing clarity to

employees at all levels of a company.

Hospital Organizational ChartHospital Director

Chief Nurse Assist. Chief Nurse

Unit Supervisors

Head Nurses

NursesAttendants

Housekeeping

THE MAGNET

HOSPITAL

Magnet Hospital

It is called “Magnet” because of the ability to attract

and retain professional nurses.

A hospital where nursing delivers excellent patient

outcomes, where nurses have a high level of job

satisfaction, and where there is a low staff nurses

turnover rate and appropriate grievance resolution.

Magnet status is also said to indicate nursing

involvement in data collection and decision

making in patient care delivery.

Characteristics of magnet hospital:Nursing

1. Flatter organizational structure

2. Higher nurse-to-patient ratios

3. Collaborative relationships with physicians

4. Broad-based participation in decision-making related to

clinical care

5. Limited use of agency personnel

6. Nursing research which enhances clinical practice

7. Flexible patient care delivery systems

8. Higher percentage of B.S.N.-prepared nurses

9. Influential nurse executives

10. Investments in education and expertise of nurses

11. Decreased turnover rates for registered nurses

12. Nurses perceive that they have adequate support services

and registered nurses to provide high-quality care

Characteristics of magnet hospital:

Patient Outcomes

1. Shorter patient length of stay

2. Lower utilization of ICU days

3. Lower mortality rates for Medicare patients

4. Increased patient satisfaction

Magnet Hospital Benefits

1. Magnet recognizes and supports systems that

achieve high-quality patient outcomes.

2. Magnet establishes a competitive advantage in the

recruitment of all health care staff who enjoys

working in the professional practice environment that

Magnet hospitals offer.

3. Magnet hospitals are recognized for their positive

community interaction and their strong community

presence.

4. Magnet culture reinforces a work environment with

positive, collaborative relationships where the team

works together to accomplish the best outcomes for

the patient.

INFLUENCE OF CULTURE IN NURSING PRACTICE

1. Cultural awareness

which begins with an

examination of our personal

value base and beliefs. The

natures of construction of

cultural identity as well as

its influence on people’s

health beliefs and practices

are viewed as necessary

planks of a learning

platform.

INFLUENCE OF CULTURE IN NURSING PRACTICE

2. Cultural knowledge can

be gained in a number of

ways. Meaningful contact

with people from different

ethnic groups can enhance

knowledge around their

health beliefs and behaviours

as well as raise

understanding around the

problems they face.

INFLUENCE OF CULTURE IN NURSING PRACTICE

3. Cultural sensitivity is

how professionals view

people in their care. Equal

partnerships involve trust,

acceptance and respect

as well as facilitation and

negotiation.

INFLUENCE OF CULTURE IN NURSING PRACTICE

4. Cultural competence requires

the synthesis and application of

previously gained awareness,

knowledge and sensitivity. Further

focus is given to practical skills

such as assessment of needs,

clinical diagnosis and other caring

skills. A most important component

of this is the ability to recognize

and challenge racism and other

forms of discrimination and

oppressive practice.

MANAGING

HUMAN

RESOURCES

Power

Definition:

The ability to do something or act in a

particular way, especially as a faculty or quality. the

capacity or ability to direct or influence the behavior

of others or the course of events.

Importance of Power in Nursing Practice

1. Nurses with a powerful practice acknowledge their

unique role in the provision of patient centered and

family centered care.

2. Nurses with a powerful practice commit to continuous

learning through education, skill development, and

evidence-based practice.

3. Nurses with a powerful practice demonstrate

professional comportment and recognize the critical

nature of presence.

4. Nurses with a powerful practice value collaboration

and partner effectively with colleagues in nursing and

other disciplines.

Importance of Power in Nursing Practice

5. Nurses with a powerful practice position themselves to

influence decisions and resource allocation.

6. Nurses with a powerful practice strive to develop an

impeccable character; to be inspirational, compassionate,

and to have a credible, sought-after perspective.

7. Nurses with a powerful practice recognize that the role of

the nurse leader is to pave the way for nurses' voices to

be heard and to help novice nurses develop into powerful

professionals.

8. Nurses with a powerful practice evaluate the power of

nursing and the nursing department in organizations they

enter by assessing the organization's mission and values

and its commitment to enhancing the power of diverse

perspectives.

Dimensions of Power

1. Physical Power

2. Informational Power

3. Emotional Power

Sources of Power

1. Power of Position

2. Power of Charisma

3. Power of Relationships

4. Power of Information

5. Power of Expertise

6. Power of Punishment

7. Power of Reward