ORGANIZATIONAL CULTURE ASSESSMENT TOOL NURS 8302

Walden University ORGANIZATIONAL CULTURE ASSESSMENT TOOL NURS 8302-Step-By-Step Guide

This guide will demonstrate how to complete the Walden University ORGANIZATIONAL CULTURE ASSESSMENT TOOL NURS 8302 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 ORGANIZATIONAL CULTURE ASSESSMENT TOOL NURS 8302                       

Whether one passes or fails an academic assignment such as the Walden University ORGANIZATIONAL CULTURE ASSESSMENT TOOL NURS 8302 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 ORGANIZATIONAL CULTURE ASSESSMENT TOOL NURS 8302                       

The introduction for the Walden University ORGANIZATIONAL CULTURE ASSESSMENT TOOL NURS 8302 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 ORGANIZATIONAL CULTURE ASSESSMENT TOOL NURS 8302                       

After the introduction, move into the main part of the ORGANIZATIONAL CULTURE ASSESSMENT TOOL NURS 8302  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 ORGANIZATIONAL CULTURE ASSESSMENT TOOL NURS 8302                       

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 ORGANIZATIONAL CULTURE ASSESSMENT TOOL NURS 8302                       

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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ORGANIZATIONAL CULTURE ASSESSMENT TOOL NURS 8302

ORGANIZATIONAL CULTURE ASSESSMENT TOOL NURS 8302

Organizational culture is critical to the success of different operational processes. In the healthcare industry, most organizations adhere to the cultural practices the leads to the morale on the part of employees. From the textbook reading, the third module focuses mainly on the complexity of the healthcare organizations. Chapter nine starts by exploring the complex world of healthcare and engages in the description of how leaders can recognize and manage vertical, horizontal, institutional, as well as the resource-dependent environments. Following chapter nine, there is chapter 10 that offer s sound review of morality and ethics in healthcare and discusses the leader’s responsibility in managing and maintaining the ethical framework and encourages or foster the moral environment. Leaders have different strategies that they can apply when it comes to the creation of a culture of change within an organization. Leaders can always apply the mechanisms identified by Schein to educate the current and prospective staff about the organizational culture and how to maintain cultural awareness. 

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Mission and Vision Statements

Mission

The mission of the organization is to establish a strong corporate culture where everyone can have the potential of developing strong corporate skills and the ability to work with others for the success of the organization. The mission aims at developing s strong corporate culture with an integrated operational system.

Vision

To be one of the leading organization in terms of the management of the workforce. Also, the organization aims at being one of the leading corporations that are able to offer room for upward mobility for all the healthcare workers within the healthcare environments.

Weaknesses Preventing an Organization from Achieving

Mission and Vision

One of the main weakness of preventing the organization from achieving its weaknesses is the lack of educational diversity by the people within the organization. Also, lack of activism among the workforce is another factor that may hinder the achievement of mission and vision. If these weaknesses are not addressed, there are potential threats including loss of a common purpose, lack of consensus among the workforce and failure of the organization to achieve its mission and vision (Wooten & James, 2017). Finally, if these weaknesses are not properly addressed, there is a high risk of employee disagreements since there will be a lack of a common purpose.

Application of Strengths Identified in SWOT

Given the weaknesses that are characterized by the educational diversity that different levels of workplace understandings, it is necessary to employ SWOT analysis to address the weaknesses and to enable the organization to achieve its set objectives. The use of SWOT will highlight the weaknesses, strengths, opportunities, and threats within the organization. After identifying the weaknesses, the organization should use the strengths and opportunities to work on its mission and the set objectives. These strengths will be implemented by the organization so as to drown the weaknesses. By doing so, the organization will become stronger.

Managerial and Leadership Competencies and the

Leadership Theory

Customer focus, problem-solving, as well as the abilities to work with teams, are some of the managerial and leadership competencies that will address the issues surrounding the identified organizational cultures. Problem-solving skills are critical when it comes to the development of a strong corporate culture where workers are able to operate collectively to achieve the mission and vision of the organization (Alban-Metcalfe & Alimo-Metcalfe, 2018). These skills and competencies will also enable the organization to become one of the leading institutions in terms of workforce management.

Moreover, the transformational leadership theory will be most appropriate in addressing the organizational weaknesses. The transformational leadership entails addressing the issues facing the workforce and determining the best strategies that can lead to a better solution. There are two types of transformational leadership; transactional and transformational leaders. Transactional leadership is where leaders influence others through what they offer in exchange, while transformational leadership is where leaders connect with followers so as to raise the levels of morality and motivation.

Primary Mechanism

One of the primary mechanisms that can be used within the organization to refine, maintain and change the organization’s culture is the collaboration and the development of teamwork that can work towards the organizational objectives. Also, there is a need to integrate the operational processes and encourage communication between team members. Effective communication processes will always create a collaborative environment where every person can contribute equally. The secondary mechanisms may include connecting cultures, organizational objectives, and the vision with accountability and measuring the efforts. One of the main effects that the organization’s culture has on the ability of the leaders to drive change is the creation of a sense of collective responsibility.

Secondary Mechanism

            Secondary mechanisms are essential for reinforcing or altering the change culture within an organization. In the present organization, it would be prudent to design appropriate systems and procedures. The aptness of a system is fundamental since the system upon which an organization runs widely impacts the outlook that people have regarding it and their thinking process. Therefore, the budgeting, performance reviews, and information system will be altered to align to the new change culture.

Organizational Culture Affect

            The presence of appropriate organizational culture is fundamental in ensuring the presence of a leader to drive change. The presence of agitation and future diversity amongst the workers of the organization is thus important to a leader and their capacity to drive change. The presence of the two will guarantee diverse opinions when a leader wants to implement change within the organization.

Conclusion

Cultural profile plays an essential role in shaping the forms and styles of communication. In most cases, people tend to react to how we speak and whatever we say. Culture, therefore, provides different members with the implicit knowledge on how to behave and respond in diverse situations, and also, how to interpret the reactions of others in different circumstances (Weinstein et al., 2017). Communication and culture play greater roles in enhancing organizational processes, and they depend on each other.

References

Alban-Metcalfe, J., & Alimo-Metcalfe, B. (2018). Reliability and validity of the “leadership competencies and engaging leadership scale”. International Journal of Public Sector Management.

Weinstein, J. N., Geller, A., Negussie, Y., Baciu, A., & National Academies of Sciences, Engineering, and Medicine (U.S.). (2017). Communities in action: Pathways to health equity. Washington, DC: The National Academies Press.

Wooten, L. P., & James, E. H. (2017). Linking crisis management and leadership competencies: The role of human resource development. Advances in developing human resources, 10(3), 352-379.

Your organization is ready to implement a quality improvement initiative; however, it is becoming increasingly clear that perhaps not everyone is on board with the proposal.

What could be contributing to this potential resistance? How might organizational culture impact or influence the ability to engage in quality improvement initiatives?

Photo Credit: M-SUR – stock.adobe.com

Organizational culture is the shared way of thinking or feeling in a given organization. This culture creates the dynamic for a willingness to change and/or improve. For example, if an organizational culture is one in which change is welcomed to improve and all voices are encouraged to be shared, the implementation of a quality improvement initiative will likely be accepted and supported. However, if an organizational culture is one in which the acknowledgement of mistakes are penalized and only leadership voices are respected, the implementation of a quality improvement initiative may be met with hesitation and skepticism.

For this Assignment, you will consider the impact of cultural and organizational readiness as it relates to the implementation of quality improvement initiatives. You will consider the leadership strategies needed to support these measures and complete an Organizational Culture Assessment Tool.

To Prepare:

• Review the Learning Resources regarding the implementation of quality improvement initiatives.
• Consider what stakeholders must be present to implement these initiatives, and reflect on the leadership strategies needed for success in promoting quality improvement initiatives in healthcare organizations and nursing practice.
• Select a healthcare organization or nursing practice (with which you are familiar) to complete the Organizational Culture Assessment Tool.

The Assignment: (2–3 pages)

Complete the Organizational Culture Assessment Tool for the healthcare organization or nursing practice you selected. Then, address the following:

• What is the state of cultural/organizational readiness for quality improvement?
• Is the organizational culture present for quality improvement?
• What leadership strategies are present in the organization to support quality improvement, positive patient experiences, and healthcare quality?

Reminder: The College of Nursing requires that all papers submitted include a title page, introduction, summary, and references. The Sample Paper provided at the Walden Writing Center provides an example of those required elements (available at https://academicguides.waldenu.edu/writingcenter/templates/general#s-lg-box-20293632). All papers submitted must use this formatting.

By Day 7

Submit your completed Organizational Culture Assessment Tool and the responses to the prompts for this Assignment by Day 7 of Week 6.

Submission and Grading Information

To submit your completed Assignment for review and grading, do the following:

• Please save your Assignment using the naming convention “WK6Assgn1+last name+first initial.(extension)” as the name.
• Click the Week 6 Assignment 1 Rubric to review the Grading Criteria for the Assignment.
• Click the Week 6 Assignment 1 link. You will also be able to “View Rubric” for grading criteria from this area.
• Next, from the Attach File area, click on the Browse My Computer button. Find the document you saved as “WK6Assgn1+last name+first initial.(extension)” and click Open.
• If applicable: From the Plagiarism Tools area, click the checkbox for I agree to submit my paper(s) to the Global Reference Database.
• Click on the Submit button to complete your submission.

Quality improvement is critical for a healthcare organization’s efforts to offer safe and better patient care services. Therefore, a quality improvement initiative has to be formulated and implemented. However, the success of such an implementation effort heavily depends on the organizational culture (Mannion & Davies, 2018). The implication is that there is a need to assess the organization’s culture to evaluate the readiness for quality improvement initiative implementation. The purpose of this week’s assignment is to complete the organizational culture assessment tool for a healthcare organization and explore the state of the organizational readiness for quality improvement. In addition, the write-up will explore the leadership strategies present in the organization to support quality improvement, positive patient experiences, and healthcare quality.

The State of the Organizational Readiness for Quality Improvement

            As earlier highlighted, the success of implementing a quality improvement initiative heavily hinges on an organization’s culture, which affects its readiness for a quality improvement initiative implementation (Fulop & Ramsay, 2019). As such, an organizational culture assessment tool (Appendix 1) was completed by responding to sixteen questions reflecting on various aspects of the organization’s readiness for quality improvement. In general, the organization looks ready for quality improvement; this is indicated in the answers to some prompts in the assessment tools. For instance, a strongly agree response was given for the prompt, “If a process, procedure, approach is not working, we can correct it with ease.” The response indicates that the organization is always ready to change a process or a procedure in a case where it is not working. This is where the quality improvement initiative comes in, where the organization will readily accept the proposed quality improvement initiative to improve the organization.

            The organizational culture is also present for quality improvement. Quality improvement initiatives require the involvement of every staff. The organization’s assessment revealed that the organization uses tools and platforms internally to help collaborate and communicate more effectively. This is an indication that the culture is present for quality improvement. Collaboration and communication between various staff members will be key for successfully implementing the quality improvement initiative (Busse et al., 2019). Therefore, the organizational culture is likely to support the prosed quality improvement initiative fully.