slide PowerPoint presentation, with speaker notes, that examines the significance of an organization’s culture and values

 

The purpose of an organization arises from its mutual vision, mission, and values. This implies that for an organization to meet customer needs, it should appreciate its operational environment that include procedures and processes, needs, and develop objectives and targets that lead to effective outcomes. Performing organizations have mission statements, vision statements and values statements for their stakeholders (Dempsey & Assi, 2018). The mission statement provides a business case behind the presence. The vision statement comprises of convincing image of the future (Machen et al., 2018). Values are the convictions driving the mission and vision of the organization.

Mission, vision and values define an organization’s culture as they depict  elements like beliefs, norms, character, expected conduct and behaviors. Stakeholders who include employees and management must live to the dictates of these three components for an organization to attain its goals and objectives (Manion & Davies, 2018). Therefore, a mission and vision statement gives a direction while values dictate the expected conduct and practices among employees (Michael et al., 2018). Organizations craft their common and shared objective through their  values, vision, and mission. Through its mission and vision, an organization develops and nurtures its culture for effective care delivery to patients and health populations.

Mission, vision and values define an organization’s culture as they depict  elements like beliefs, norms, character, expected conduct and behaviors. Stakeholders who include employees and management must live to the dictates of these three components for an organization to attain its goals and objectives (Manion & Davies, 2018). Therefore, a mission and vision statement gives a direction while values dictate the expected conduct and practices among employees (Michael et al., 2018). Organizations craft their common and shared objective through their  values, vision, and mission. Through its mission and vision, an organization develops and nurtures its culture for effective care delivery to patients and health populations.

Organizational culture is a system of shared values and beliefs that contributes to behavior norms and determines an organizational way of life. Organizational culture is evaluated based on core values, shared assumptions, and common approaches to work (Nguyen Van et al., 2018). This paper seeks to analyze the culture and level of readiness of the organization for which my EBP project is proposed.

Organizational Culture and Degree to Which Culture Supports Change

The project on incorporating peer support in trauma-informed care will be implemented in my current healthcare organization. Our organization has an Adhocracy culture, which is defined by the flexibility and external focus aspects. Our culture is rooted in energy and creativity and involves innovation as a way of organizational functioning (Nguyen Van et al., 2018). Besides, the employees are encouraged to take risks, and our leaders are perceived as innovators. The work environment is agile and transformative, which has made the Adhocracy culture thrive (Nguyen Van et al., 2018). In addition, we emphasize specialization and rapid change within the organization, and thus change will be highly appreciated. Due to the innovative spirit in the organization, the employees are continuously engaging in activities that will promote positive change in the organization to achieve our goals and vision.

Organizational Readiness Tool and Readiness Assessment

The cultural assessment questionnaire developed by the World of Work Project (2019) will be used to conduct an organizational culture and readiness assessment. The tool is useful for organizations or teams that are going through change. The cultural assessment questionnaire evaluates several dimensions of organizational culture, including the decision-making process, treatment of employees, teamwork, tradition, and change implementation (World of Work Project, 2019).  The organization scored high in teamwork, objectives-driven employees, change, a strong emphasis on employees, consensus decisions, team communication, and cooperation. However, low scores were noted in decentralization, focusing on customer service, building long-term customer relationships, and attention to detail.

The culture assessment results reveal that our organization’s culture will support and sustain an evidence-based practice change. As a result, incorporating peer support in TIC will be readily accepted and implemented in the department and staff that provide TIC services. Strengths that will facilitate change implementation of the peer support intervention include: employees are driven by targets and objectives, encouraging and rewarding teamwork, leaders encourage change and innovation, consensus decision, frequent and transparent team communication, and coordination and cooperation in the delivery of patient care.

Weaknesses and potential barriers exist and might hinder change implementation. Weaknesses include a lack of a decentralized decision-making system and a lack of attention to detail with staff employing the 80/20 rule. Barriers include shortage of qualified peer support workers, self-care needs of peer workers, and lack of finances to pay for service and wages of peer support workers.  The change proposal will be readily implemented since stakeholders’ support change in the organization. Besides, the timing of the proposal is appropriate since the organization has many clients on TIC.