NRS-451 Organizational Culture and Values GCU

Grand Canyon University NRS-451 Organizational Culture and Values GCU-Step-By-Step Guide

This guide will demonstrate how to complete the Grand Canyon University NRS-451 Organizational Culture and Values GCU assignment based on general principles of academic writing. Here, we will show you the A, B, Cs of completing an academic paper, irrespective of the instructions. After guiding you through what to do, the guide will leave one or two sample essays at the end to highlight the various sections discussed below.

How to Research and Prepare for NRS-451 Organizational Culture and Values GCU                           

Whether one passes or fails an academic assignment such as the Grand Canyon University NRS-451 Organizational Culture and Values GCU depends on the preparation done beforehand. The first thing to do once you receive an assignment is to quickly skim through the requirements. Once that is done, start going through the instructions one by one to clearly understand what the instructor wants. The most important thing here is to understand the required format—whether it is APA, MLA, Chicago, etc.

After understanding the requirements of the paper, the next phase is to gather relevant materials. The first place to start the research process is the weekly resources. Go through the resources provided in the instructions to determine which ones fit the assignment. After reviewing the provided resources, use the university library to search for additional resources. After gathering sufficient and necessary resources, you are now ready to start drafting your paper.

How to Write the Introduction for NRS-451 Organizational Culture and Values GCU                         

The introduction for the Grand Canyon University NRS-451 Organizational Culture and Values GCU is where you tell the instructor what your paper will encompass. In three to four statements, highlight the important points that will form the basis of your paper. Here, you can include statistics to show the importance of the topic you will be discussing. At the end of the introduction, write a clear purpose statement outlining what exactly will be contained in the paper. This statement will start with “The purpose of this paper…” and then proceed to outline the various sections of the instructions.

How to Write the Body for NRS-451 Organizational Culture and Values GCU                         

After the introduction, move into the main part of the NRS-451 Organizational Culture and Values GCU assignment, which is the body. Given that the paper you will be writing is not experimental, the way you organize the headings and subheadings of your paper is critically important. In some cases, you might have to use more subheadings to properly organize the assignment. The organization will depend on the rubric provided. Carefully examine the rubric, as it will contain all the detailed requirements of the assignment. Sometimes, the rubric will have information that the normal instructions lack.

Another important factor to consider at this point is how to do citations. In-text citations are fundamental as they support the arguments and points you make in the paper. At this point, the resources gathered at the beginning will come in handy. Integrating the ideas of the authors with your own will ensure that you produce a comprehensive paper. Also, follow the given citation format. In most cases, APA 7 is the preferred format for nursing assignments.

How to Write the Conclusion for NRS-451 Organizational Culture and Values GCU                         

After completing the main sections, write the conclusion of your paper. The conclusion is a summary of the main points you made in your paper. However, you need to rewrite the points and not simply copy and paste them. By restating the points from each subheading, you will provide a nuanced overview of the assignment to the reader.

How to Format the References List for NRS-451 Organizational Culture and Values GCU                           

The very last part of your paper involves listing the sources used in your paper. These sources should be listed in alphabetical order and double-spaced. Additionally, use a hanging indent for each source that appears in this list. Lastly, only the sources cited within the body of the paper should appear here.

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Sample Answer for NRS-451 Organizational Culture and Values GCU Included After Question

Assessment Description

Prepare a 10-15 slide PowerPoint presentation, with speaker notes, that examines the significance of an organization’s culture and values. For the presentation of your PowerPoint, use Loom to create a voice-over or a video. Refer to the Topic Materials for additional guidance on recording your presentation with Loom. Include an additional slide for the Loom link at the beginning, and an additional slide for References at the end.

1. Outline the purpose of an organization’s mission, vision, and values.
2. Explain why an organization’s mission, vision, and values are significant to nurse engagement and patient outcomes.
3. Explain what factors lead to conflict in a professional practice. Describe how organizational values and culture can influence the way conflict is addressed.
4. Discuss effective strategies for resolving workplace conflict and encouraging interprofessional collaboration.
5. Discuss how organizational needs and the culture of health care influence organizational outcomes. Describe how these relate to health promotion and disease prevention from a community health perspective.

ou are required to cite a minimum of three sources to complete this assignment. Sources must be appropriate for the assignment and relevant to nursing practice.

While APA style format is not required for the body of this assignment, 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, located in the Student Success Center.

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

You are required to submit this assignment to LopesWrite. A link to the LopesWrite technical support articles is located in Class Resources if you need assistance.

A Sample Answer For the Assignment: NRS-451 Organizational Culture and Values GCU

Title: NRS-451 Organizational Culture and Values GCU

Organizational culture and values are important assets in any organization. Organizational culture dictates the manner in which things in the organization are done. Values on the other hand provides employees with understanding of the limits in which they can engage in activities acceptable to the organization. Organizational culture and values are important in acting as a source of identity for the organization. They define the products as well as services that health organizations offer to their markets. Culture and values also promotes ethical behaviors in an organization. They determine what is considered right and wrong in an organization. They also standardize the behaviors of the employees. This can be seen from the fact that they dictate the expected boundaries of right and wrong behaviors in an organization (Kirkpatrick, 2016).

The mission is a statement that provides an explanation for the reason of the organization’s existence. It serves as the purpose of an healthcare organization. For instance, a mission statement will focus on service quality and patient centeredness if the organization was established to serve these purposes. The mission statement also provides the basis for making decisions on the things that should be accomplished in the organization. It guides

the development of goals and objectives that must be met in the organization. It is expected that the goals of the organization should align with its mission statement. The mission statement also ensures that the organization remains on track in its undertakings. This can be seen from the feedback from regular evaluations that will provide the organization with insights into its progress in achieving its set goals. Therefore, it is forced to restructure its processes, hence, ensuring that it remains on course in achieving its objectives (Kirkpatrick, 2016).

NRS-451 Organizational Culture and Values GCU

The mission of an organization is a statement that describes the future of the organization. It enables the stakeholders to understand the future aspirations of the organization. This makes it act as a source of purpose for the company. This can be seen from the fact that organizations develop their strategies based on their desired future. For instance, the medium goals of the organization will be developed with a focus on ensuring that they promote the realization of the organization’s sustainable future. The vision statement also inspires the employees. It stimulates creativity and innovation among them. They are encouraged to engage in activities that will ensure that the long-term vision of the organization is achieved.

Values refer to the principles as well as ethics that guide organizational behaviors. They form the basis of what the employees and the organization perceive to be right and wrong. Values are important in health organizations because of a number of reasons. Firstly, they inspire the employees. The adoption of the stated organizational values ensures that the employees demonstrate ethical behaviors. The behaviors promote the realization of the desired organizational outcomes such as improved quality and safety of care, which inspires them. Values also help organizations come up with their vision statements. They ensure that their behaviors will promote the realization of the set long-term vision. Values also ensure that the staffs behave according to the developed organizational policies. Through this, organizations demonstrate their accountability and responsibility to the stakeholders. This can be seen from the increased focus of the organization on promoting the wellbeing of the consumers, society, and service providers in healthcare system.

NRS-451 Organizational Culture and Values GCU

Values, mission and vision have a significant influence on the engagement of nurses and patient outcomes. As shown earlier, they inspire nurses to engage in activities that will promote the realization of the set organizational outcomes. The nurses are also encouraged to explore innovative ways in which the needs of their patients as well as that of their organization can be met with efficient use of the existing resources. Values, mission, and vision also ensures that nurses demonstrate ethics in assisting their patients. They ensure that nurses protect the rights and interests of the patients in the caring process. The consequences include improved patient autonomy in the care process as well as nurse and patient empowerment to play an active role in meeting the desired health-related goals. Cumulatively, these influences imply that the decision-making of the nurses is also influenced by these organizational aspects. For example, nurses are inspired to make sound decisions that will promote professionalism, transparency and responsibility in healthcare.

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One of the factors leading to conflict in professional practice is poor communication. Poor communication often lead to misunderstandings that can cause conflicts. Professionals can act in a manner that is contrary to the expectations of others due to poor communication. The other factor that can lead to conflicts in professional practice is violation of individual rights. Employees have rights that should be protected. An occurrence of violation of their rights such as gender based violence will increase the risk of professional conflicts. Stress and burnout also leads to conflicts in professional practice. Staffs look for a way of blaming others for their faults. This in turn increases the risk of professional conflicts. Poor leadership styles can also cause professional conflicts. Employees require to work in environments where their needs are protected. They need to participate in making decisions that will influence their practice. However, poor leadership styles such as autocratic models limit the role that the employees play in influencing their organizations, hence, conflicts. The last factor contributing to conflicts in professional practice is unequal treatment of staffs. Effective management of human resources demand fair treatment of employees. However, favoring others increases the risk of conflicts due to perceived inequality in the workplace.

Culture refers to the manner in which employees act or behave. It guides the manner in which organizational tasks are undertaken. Similarly, values form the basis of employee behaviors. Therefore, the influence the manner in which conflicts are addressed by forming the basis of assumptions used in decision making. Often, conflict resolution is done based on the laid organizational procedures. This forms the practices as well as assumptions that should guide the process. Culture and values also influence the behaviors of the stakeholders involved in resolving a conflict. For example, the stakeholders are likely to abide by the organizational values in deciding on the framework to guide the decision-making process in conflict resolution. Culture and value also provide the limits or boundaries which should guide conflict resolution process. This provides the key actors in the resolution process with significant flexibility in assessing the interventions that should be embraced to address the issue. It also encourages responsibility from the actors since they provide a clear understanding of the bases of the decision-making processes.

One of the strategies to resolving workplace conflict is practicing open communication. The organizational climate should allow free sharing of information. The conflicting parties should not feel threaten with the information shared about the source of conflict. Open communication will also enable the employees to express their concerns as they arise, hence, minimizing the risk of conflicts. The other strategy is determining and communicating the acceptable organizational behaviors. This will make the employees behave according to the stated organizational guidelines on employee behaviors. The consequences of violating the stated behaviors should also be communicated to promote moral and ethical behaviors in the organization. It is also important to communicate the acceptable behaviors prior to resolving organizational conflicts. This enables the resolution team and conflicting parties to understand the limits of their behaviors and acceptable decisions to be embraced. The other strategy is embracing conflicts. Organizations should learn to consider conflicts as source of opportunities for growth. As a result, they should address them as they arise as a way of preventing further progression and it affecting adversely the performance of the organization. Therefore, timely management of arising conflicts is important in streamlining employee behaviors.

Successful conflict resolution also requires the resolution teams not to take a position in the process. They should focus on utilizing facts surrounding the issue and using it to develop effective solutions to address it. This will ensure objectivity in the manner in which conflicts are resolved. It also ensures that the decisions that are made are not due to emotional influence. Successful conflict resolution also requires the parties involved to reach a consensus on the least acceptable behaviors as well as solutions. This ensures fair treatment of the conflict parties. It also ensures that the parties agree on a workable solution to the identified issues. Effective listening is also important in addressing workplace conflicts. It enables one to identify facts from fallacies in the conflict resolution process. It also enables one to come up with an effective solution that will be acceptable to all the parties involved in the process. Therefore, it is important that these strategies are adopted in organizational settings to address professional conflicts.

Organizational needs have an influence on organizational outcomes. They determine the manner in which strategic interventions are prioritized in the implementation process. In this case, organizations tend to focus on the most critical needs than the less urgent ones. This therefore implies that organizational needs influence the manner in which strategic interventions are implemented. Organizational culture on the other hand influences employee job satisfaction, which has a direct effect on the organizational outcomes. As identified earlier, organizational culture focuses on the manner in which employees behave. It also determines the decision-making in an organization. An organization with enabling culture such as supportive leadership is likely to have improved outcomes due to staffs that are satisfied with their jobs. Similarly, organizational culture influences the manner in which organizations implement change. Organizations with enabling cultures tend to experience minimal challenges in implementing change initiatives. This is attributed to the existence of organizational structures that support the introduction of change. Therefore, this influences organizational outcomes by ensuring that the desired short, medium, and long-term objectives of the organization are achieved with ease.

The influence of organizational needs and culture on organizational outcomes have a relationship with disease prevention and health promotion in community perspective. This can be seen from the fact that public health officials are highly interested in addressing the most critical needs of a community in disease prevention. They develop list of community’s need and rank them in order of priority. This helps them in ensuring effective allocation and use of the available resources. The relationship can also be seen in the increased focus of public health on active community participation in disease prevention. Accordingly, organizations understand the fact that active stakeholder participation is important in addressing organizational needs and determination of the right organizational culture. Similar case applies to the prevention of diseases at the community level where public health officials have to prioritize active community participation to ensure empowerment and sustainability of the adopted interventions (LaBelle & Waldeck, 2020). Therefore, organizational needs and culture relate to health promotion and disease prevention from a community health perspective.

References

• Christiansen, B., & Chandan, H. C. (2017). Handbook of research on organizational culture and diversity in the modern workforce. Hershey PA, USA: IGI Global.
• Kirkpatrick, S. (2016). Build a better vision statement: Extending research with practical advice. Lanham : Lexington Books.
• LaBelle, S., & Waldeck, J. H. (2020). Strategic communication for organizations. Oakland, California : University of California Press.
• Rosiek, A., & In Leksowski, K. (2016). Organizational culture and ethics in modern medicine. Hershey, Pennsylvania: IGI Global.

APA Writing Checklist

Use this document as a checklist for each paper you will write throughout your GCU graduate program. Follow specific instructions indicated in the assignment and use this checklist to help ensure correct grammar and APA formatting. Refer to the APA resources available in the GCU Library and Student Success Center.
☐ APA paper template (located in the Student Success Center/Writing Center) is utilized for the correct format of the paper. APA style is applied, and format is correct throughout.
☐ The title page is present. APA format is applied correctly. There are no errors.
☐ The introduction is present. APA format is applied correctly. There are no errors.
☐ Topic is well defined.
☐ Strong thesis statement is included in the introduction of the paper.
☐ The thesis statement is consistently threaded throughout the paper and included in the conclusion.
☐ Paragraph development: Each paragraph has an introductory statement, two or three sentences as the body of the paragraph, and a transition sentence to facilitate the flow of information. The sections of the main body are organized to reflect the main points of the author. APA format is applied correctly. There are no errors.
☐ All sources are cited. APA style and format are correctly applied and are free from error.
☐ Sources are completely and correctly documented on a References page, as appropriate to assignment and APA style, and format is free of error.
Scholarly Resources: Scholarly resources are written with a focus on a specific subject discipline and usually written by an expert in the same subject field. Scholarly resources are written for an academic audience.
Examples of Scholarly Resources include: Academic journals, books written by experts in a field, and formally published encyclopedias and dictionaries.
Peer-Reviewed Journals: Peer-reviewed journals are evaluated prior to publication by experts in the journal’s subject discipline. This process ensures that the articles published within the journal are academically rigorous and meet the required expectations of an article in that subject discipline.
Empirical Journal Article: This type of scholarly resource is a subset of scholarly articles that reports the original finding of an observational or experimental research study. Common aspects found within an empirical article include: literature review, methodology, results, and discussion.
Adapted from “Evaluating Resources: Defining Scholarly Resources,” located in Research Guides in the GCU Library.
☐ The writer is clearly in command of standard, written, academic English. Utilize writing resources such as Grammarly, LopesWrite report, and ThinkingStorm to check your writing.