ORGANIZATIONAL CULTURE
IN
NURSING
Oleh:
Purwaningsih
O
V
E
R
V
I
E
W
Organization
Decision
made
Culture
Vision &
mission
•Emphasize command
•Control perspectives
•Empowerment perspectives
•How systems operate
•How people work together
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
?
ORGANIZATIONAL
CULTURE
Controlling
behavior
Defining
boundaries
Conveying
identity
Promoting
commitment
Innovation and
risk taking
Family
friendly
Outcome
orientation
What Is
Organizational
Culture?
Aggressiveness
People
orientation
Inside-Out Organizational View
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
Stories
Rituals
How Employees
Learn Culture
Language
Material
Symbols
Organized culture includes
the customs and rights
as well as the norms, values,
behaviors, rituals and traditions
of the organization.
2 types of clues for the nurse manager
to assess organizational culture.
EXPLICIT CLUES
IMPLICIT CLUES
* formal contracts,
* written mission statements,
* policies and procedures,
* organizational charts
* job descriptions.
* informal,
* unwritten rules
* expectations
i.e. dress code
Developing OC involves
* Developing a strong corporate identity
* Development of important values
* Building healthy traditions
* Developing consistent management practices
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)
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.
Profile of OC
Cultures
Focus
Autocratic/
Feudal
Proper
Protocol
Climate
Ethos
Dependency+ All opposite
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
Building Culture
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

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



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Recruitment and selection.
Socialization.
Performance Evaluation.
Leadership. - Employee Motivation & Decision
Making
Compensation Packages.
Grievance Handling.
Conflicts & Differences handling.
Discipline & Morale
Career Planing and Development
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
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
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.
ROLES FOR STUDENTS
• 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
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
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
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