- BUS FPX 4121 Assessment 3 Organizational Culture and Ethics.
Organizational Culture and Ethics
Developing and sustaining a favorable and healthy organizational culture is a complicated and challenging process that demands outstanding interpersonal sensitivity, both oral and written, along with administrative and executive skills from the managers of companies from various industries. When a joint reference group is established, and organizational influencers accept the organization’s goals and objectives, ethical problems can be averted and resolved. It is essential in health care since significant ethical factors characterize each management aspect.
Employees’ ethical perspective depends significantly on the culture of the organization since the aspect defines their attitude and behavior towards patients and fellow employees. It affects the care delivered to patients, the ability to attract and keep patients, and the level of satisfaction among employees. Organizational culture fosters unity and teamwork since it helps to form a good working environment for people in an organization. Incorporating team-building activities in an organization is a must in the orientation and training section so that people feel like they are learning from each other and developing bonding.
In the healthcare market, the heads of different departments must uphold the ethical tone of the organization when it is present or created. This leadership realizes the organizational culture by making sure that the staff is acquainted with the vision and aims of the organization, as well as practicing accessible communication in the groups and teams between managers, executives, and department heads. Appropriate cultures facilitate the measurably high quality of care and continuity when it changes.
Effects of Organizational Cultures
Healthcare organization culture plays a critical role in determining the moral reasoning among healthcare professionals and stakeholders. Mannion and Davies, in 2019, shared their understanding, stating that the ethical culture of healthcare organizations allows healthcare professionals to speak and act honestly. Ideally, organizational culture’s behaviors, values, attitudes, and beliefs should be aligned correctly so that healthcare professionals and other stakeholders can make the right decisions.
On the other hand, when the organizational culture in the healthcare organization is not maintained, then the quality of HE is compromised. According to Mannion and Davies (2019), leaders of healthcare organizations are in danger of giving sub-optimal care to patients due to unfavorable culture. Hence, it means that to maintain ethical standards in organizations, the management has the challenge of identifying a positive organizational cultural climate to support quality health care and patient safety.
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Positive Organizational Culture
The workplace environment should be healthy to enable proper communication that leads to appropriate care in healthcare facilities. (Fix et al., 2019) have posited that a positive culture helps employees and other consumers of care deliver efficient and safe care to patients. Positive organizational culture ensures that there is togetherness in an organization as well as an actively participating staff that communicates openly. Interprofessional communication empowers different caregivers and healthcare consumers to learn from each other about their situation (Sibiya, 2019).
Thus, potential ethical issues should be reported by healthcare providers or stakeholders to correspond to the healthcare organization’s standards. This makes it possible for the organization to progress or become wealthy and more robust for better returns. By onboarding compliance as a significant part of the organization, structuring compliance around a positive practical example, celebrating small and large achievements as well as general participation, and keeping people involved, the healthcare organization can work towards improving the organization’s culture. (Fix et al., 2019) established that a positive organizational culture assists working healthcare professionals and other stakeholders in guaranteeing that their decisions comply with the provisions of the laws and regulations, applying ethical practices, and promoting safe patient care.
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Negative Organizational Culture
An insufficient organizational work environment fosters adequate levels of transparency and trust in the employees’ attempts to remain ethical (Metwally et al., 2019). When the organizational culture is negative, it only results in staff rebellion against working structures and unethical behavior during practice. Such vices are discrimination, abuse, and fraud, all of which erode patient safety and the quality of healthcare. (Wei et al., 2019) have pointed out that a negative culture in an organization implies that the staff will experience burnout and high turnover due to an unfavorable organizational climate. That is why, in such organizations, principles, and values are non-existent, and leaders fail to call for ethical compliance.
Thus, the staff remains relatively isolated in the decision-making process and tends to deem the communication as non-transparent and untrustworthy. Therefore, isolation might lead to dissatisfaction among the staff, lack of desire, increased stress levels, and lower retention. The organization might upgrade profit revenues at the expense of the patient. According to (Lee & Jang, 2019), this leads to ethical violations.
When professional moral guidelines are set in place, care professionals are known to make mistakes and neglect to report them from their practice as required (Rodziewicz et al., 2022). If, therefore, an organization has a negative organizational culture, it means there could be mistakes and other issues that are easily avoidable. Also, the negative culture affects organizational performance and results in unethical practices, which are the main contributors to the poor quality of care and unsafe practices.
Ethical Issues in Organizational Change Impacting Culture, Patient Safety, and Integrity
Another type of intervention relevant to the issue of increasing patient safety and enhancing the quality of the care delivered is having organizational modifications. Patient safety, therefore, has an overall aim of protecting, getting rid of, or minimizing patient harm that arises as a result of breakdowns in the process of patient care. In most cases, the defects arise from the care delivery chain and interprofessional transitions in which patient caregivers have different types of occupational training and various levels of education.
Lack of competency or inadequate patient care knowledge is one of the pressing ethical concerns in health institutions that has multidimensional repercussions on organization culture and integrity, patients’ safety, and integrity (Lu et al., 2022). An incompetent staff member does not know the measures to be taken to practice safe and quality patient care.
As stated by Nilsen et al. (2020), these complex processes, which are likely to contain mistakes, are bound to the organizational culture, which dismantles cooperation, preserves professional roles, and stresses individualism. Therefore, the change that may impact patient safety as well as the members of the organisation’s organisation culture is the introduction of a new EHR system. According to Nilsen et al. (2020), this is important for patient safety because it enhances timely record updates, centralized record keeping, as well as record organization.
BUS FPX 4121 Assessment 3 Organizational Culture and Ethics
Nevertheless, the approach influences the organizational culture in a way because healthcare providers need to understand how to work with the new electronic record system. This is something that healthcare providers should embrace in a bid to instill patient safety and quality care. Lack of proper training while implementing change may be detrimental to the healthcare organization and its workers.
Organizational culture is the system by which healthcare organizations function, act, feel, and think. Thus, if healthcare organizations establish specific standards on communication or, for that matter, employees’ conduct, this will impact organizational culture. This can be a big problem in patient care since the procedures and policies are not correctly implemented. The healthcare manager can recognize these issues by actively participating in their implementation. Additionally, ensuring that all the healthcare providers are involved in the decision and making of policy can help the manager recognize the issues.
For instance, the manager can recognize the problems during training when implementing a new electronic health record system. Additionally, by following the set policies and procedures, the manager can identify problems and thus change where necessary. For instance, the manager can use a quality improvement program to address the issues recognized, therefore enhancing quality care and patient safety. Inherently, the manager should ensure that the changes are effectively planned and implemented to avoid ethical problems and maximize outcomes.
The Importance of Personal Moral Integrity in Leading Change and Sustaining a Positive Organizational Culture
The healthcare manager can be aware of these issues by being engaged in the processes of implementing these principles. For example, the manager can make the identification of problems during training when it is implementing a new electronic health record system. Also, by observing the policies and procedures that are laid down, the manager can identify challenges and, hence, adapt where there is a need.
For example, the manager can utilize a quality improvement program to address all the identified matters, which would, in turn, increase the quality of care and safety of the patients. Inherently, the manager should guarantee that the changes are implemented and planned correctly to stay away from those ethical problems and get the most significant outcome.
Evidence-Based Strategies for Health Care Leaders to Prevent or Address Ethical Challenges in Organizational Culture Changes
Personal integrity is characterized by a person’s high ethical standards and a positive personal code of conduct that is reflected in actions as well as words. Moral staff members of any organization exhibit high standards of ethical behavior. How they accept being treated by leaders and subordinate staff is good etiquette to show the kind of person one is (Metwally et al., 2019). Different meanings that are attributed to integrity include the fact that the person is predisposed towards being exemplary, telling the truth, and assisting people.
This is important in managing change and also attaining a healthy organizational culture by presenting ethical behaviors and cultivating trust among the healthcare providers and other stakeholders. (Metwally et al., 2019) explain that openness and transparency also help managers and leaders so that they can positively do their work because they are credible and authentic.
Besides, due to the implementation of ethical activities, the leaders and managers of an organization can introduce the change process since they display the activities to be adopted by the rest of the individuals. Ethical transformational leadership is crucial for change as mere, impressive, and genuine leaders can implement principles and values suitably. This helps the leaders and managers to be ethical in their conduct, hence fostering confidence and trust among the staff and the stakeholders towards change. Read more about our sample BUS FPX 4121 Assessment 2 External Forces and Ethical Challenges For complete information about this class.
BUS FPX 4121 Assessment 3 References
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