Workplace Culture

Question 1

Define work place culture.

Answer 1

Way of thinking and behaving that is shared by all members of the organization

Question 2

Identify the functions served by workplace cultures

Answer 2

 Gives members a sense of identity
 2. promotes a sense of commitment
 3. enhances the stability of the social system
 4. helps make sense of behavior

Question 3

Culture: Norms and Values

Answer 3

	It is related to shared values, beliefs, language, traditions and customs
Norms & Values M/B
-	1.  Behavior
-	2. Language
-	3. Symbols
-	4.  Assumptions

Question 4

Types of Culture:

Answer 4

 1. Explicit – that which is formally written out.ie job descriptions, policies, procedures
 2. Implicit – not as formalized, not usually written down. Typically the lived experience or day-to-day experiences of the specific unit

Question 5

Climate

Answer 5

 The individual perceptions people have regarding various aspects of the workplace environment.

Question 6

Describe the elements of workplace culture.

Answer 6

Mission statements: Who do you report to
 Formal Structure
 Political Structure: who has formal power in a work setting
 Financial Structure: determine who gets a job and who doesn’t

Question 7

Describe how to assess a workplace’s culture.

Answer 7

	1.   Image
	2.  Power Structure
	3.  Subculture
	4.  Physical Environment
	5.  Communication Environment
	6.  Social Environment
	7.  Support
	8.  Safety
	9.  Taboos, Heroes

Question 8

Explain the relationship of power to workplace culture.

Answer 8

 Power Definition: one’s degree of influence over others, to the extent that obedience or conformity are assumed to follow. Having the power to influence others changes how one things about themselves. There are always consequences

Question 9

Sources of power (KNOW THIS):

Answer 9

 Legitimate power – based on authority that is vested in a role or position, recognized by others (individual Power dependent on organization)
 Coercive power – based on the use of negative sanctions such as threat or punishment.(Individual power – dependent on organization)
 Reward power – based on persons access to rewards (individual power – dependent on organization)
 Expert power – based on valid knowledge or information in a given domain. (individual power- based on the person, not the organization)
 Referent power – based on positive appeal to which others respond (individual power – based on person, not the organization)
 Information power – based on the leader’s knowledge of or access to information.
 Connection/Associative power – comes from association with a powerful figure
 Lower participant power – those lower in hierarchy have a hold over the managers

Question 10

Consider the implications that a workplace culture has on an organization, staff and patient care.

Answer 10

Importance of Culture:
 CRNBC policy statement speaks well to the importance of culture.
 The document speaks to what is important in culture and role of nurses in culture to ensure that goals are met.
 It is ensuring that practice environments promote quality care.

Question 11

Consider the relationship between leadership and workplace culture.

Answer 11

Leadership & Culture:
 Culture helps to determine the success of an organization.
 Culture can impede or facilitate change that is necessary for progress.
 Work redesign – help the group to learn and accept new values, norms and assumptions.
 Empowerment of staff – develops and nurtures the norms about what we believe.
 Leader has to impact how policies/procedures are carried out
 May be able to shape and influence the culture by modeling the philosophy, projecting vision and modeling values, setting policy, supporting and rewarding.
 Interaction with others has major impact on the org. culture
 Trust and support – permeates an organization
 Visibility
 Demonstrate commitment

Question 12

Describe the process of policy analysis, development, implementation and evaluation

Answer 12

• The policy process involves developing, implementing, and evaluating policy on the basis of the best evidence available.
• Within health care settings, policies enforce specific structures and processes that are associated with quality, safe outcomes.
• They are considered organizational standards that must be followed e.g. hand hygiene policy.
• Employees, patients, and visitors are expected to comply with this policy. Safety departments monitor and document adherence rates.
  1. Policy making represents a process of (1) setting an agenda, (2) formulating a policy, (3) adopting the policy, (4) implementing the policy, and (5) evaluating policy outcomes.
  2. After assembling information from diverse groups on a range of possible actions, decision have to be made about what action(s) to take.

Question 13

Organizational Culture

Answer 13

 Norms and traditions about the way people work together. This is unique to each organization. Members of a unit have their own unique ways of thinking, behaving and believing (Marquis & Huston, 2012)
 It has a strong influence on what actually happens in the organization and how it should function. i.e new employees are ‘taught’ the correct way to provide care and r/t other workers(Tappen 2007)
- Shapes people’s behavior and responses to each other.

Question 14

Politics definition

Answer 14

process by which one influences the decisions of others and exerts control over situations and events.