Organizational culture is a scheme of common standards, values, ideologies, principles, and expectations which define how populations should act and behave in their area of jurisdiction within a working setup. The standards are structured in various and discrete aspects and usually impart how employees within the organization execute their job allied assignments, how they present themselves in terms of their dressing and their conduct in general.
Within a healthcare facility, there are typical cultural guiding principles and processes which are developed (Olden, 2011). The cultural guidelines should avail a definite set of confines that all members within the organization are supposed to adhere to. The organization executives and managers ought to make the right and appropriate decisions relating to the sorts of cultural advances that would best suit their establishment. The decisive objective is to hearten, motivate and inspire their staff and develop them morally to ensure that they are aware and reckon their responsibilities in the HCO. The workers work, think, act and feel appreciated as valuable phenomenons in the institution and that their skills and proficiency they come with is very resourceful.
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The organizational culture experienced in Health dyne is a sort of organizational structure of a model. The employees in Health dyne were accustomed to Ms. Huggins making a pronouncement on their behalf; the staff overlooked the use of rational intelligence. Ms. Huggins who is said to be “corporate legend” was considered to be among the best and proficient managers in the care industry. Ms. Huggins had the experience of managing a “tight ship” for two decades plus she ensured the care institution observed acquaintance and fulfilled its eminence quotas. Her juniors did not resent or question her management style. When Mr. Brice succeeded Ms. Huggins in running Healthdyne, the staff was able to pinpoint the cultural dynamism.
Elements of Culture to Consider
It is clear the culture in the organization doesn’t resonate well with Mr. Brice. There are many measures that Mr. Brice could consider to transform Healthdyne organizational culture for the employees to carry out their responsibilities. First and foremost, he should consider the core cultural values, beliefs and customs in the institution. By so doing, the employees’ ways of thinking will be changed. The process should be carried out in a manner that will not result in confusion or a mix-up. Again he should ensure the employee beliefs are in line with their needs. Healthydyne employees are seen to welcome instructions from the seniors but Mr. Brice can prompt a shift of their expectations and foster better outcomes that are produced from their resolutions and efforts. Brice should ensure that every person within the institution is in full support of the organization mission, the core objective is to ensure the organization operates observing the acquaintance and it shouldn’t be in conflict with each other thus end up affecting the ultimate objective of the HCO. Secondly, the new leader should encourage better communication and interaction within the organization whereby the employees will have to make positive suggestions or opinions regarding the organization (Page, 2015). The communication should be two way since he will freely receive feedback from the employees and analyze their standpoints. As a result, the culture will be changed.
Career Development and Training of Employees
This is a major strategy which Mr. Brice can use to instill a new culture in the employees. He can structure roles which are a bit more challenging to bring out the best from the employees. The challenging jobs will test the creativity and critical thinking abilities of the staff thus fostering an organizational change out (Carayon et al, 2014). It is inarguable that more training and advance training helps a lot. The more the Mr. Brice advocates for his team to be trained and advance their education, their chances of expecting and stay set for a cultural shift are very high. Mr. Brice should ensure the employees work setting is stirring and welcoming. The working environment should be comfortable and the employees should feel safe as they carry out their duties. Consequently, productivity will not be compromised. Moreover, Mr. Brice should reckon that all employees have to be proud of their undertakings. The employees should be indorsed to present their efforts short of penalization or criticism. In addition to restructuring, Mr. Brice ought to formulate external policies, ideals or morals and demands like sustainable green conduct or remain in acquaintance with certification standards.
Behavioral Reinforcements
For the workers to start understanding Mr. Brice implications, it would be appropriate to formulate both reward and punishment approach whereby employees will feel encouraged or motivated, reckon seriousness in the pursuit and consequences of going against the wish of the organization. These reinforcements can be coupled with a flexible leadership style that suits the organization. Even though Mr. Brice was not a transformational leader, he can borrow a leaf of autocratic style of leadership to gain conceptual skills; flexible thinking skills needed to run Healthdyne.
Conclusion
The aforementioned measures are the resourceful decisions that Mr. Brice can decide to borrow to transform the culturally vigorous activities in the healthcare set up he is running. The pursuit will need time to be invested and more so patience. However, if Brice is resolute, unwavering, focused and firm, he can amass everyone and his results will be positive. Brice should consider the most suitable management strategies that are more superior to the usual management strategies event though the two strategies serve the same purpose but in different magnitudes. Unlike the usual administration strategies that are used in most situations, the advanced management plan will suit certain concerns better. Mr. Bruce should get things done by crafting a clear direction that will be followed by the employees. He should lead from the front while influencing his subordinates to make the right resolutions and this may go a long way in ensuring that the employees feel motivated and ultimately adopt a culture that is good for the future of Healthdyne.
References
Carayon, P., Wetterneck, T. B., Rivera-Rodriguez, A. J., Hundt, A. S., Hoonakker, P., Holden, R., & Gurses, A. P. (2014). Human factors systems approach to healthcare quality and patient safety. Applied Ergonomics , 45(1), 14-25.
Olden, P. C. (2011 ). Management of healthcare organizations: An introduction . Health Administration Press.
Page, C. G. (2015). Management in physical therapy practices . FA Davis
