Just Culture In The Workplace

This requires critical thinking and reliance on one's one staff and healthcare system. The healthcare system has many safety measures, such as better medication and patient scanning systems, bed or chair alarms to alert staff, and the call-light system to let patient request staff in a timely manner. Though there are measures in place to try and limit errors they still happen. Even if a patient is on a bed alarm the patient could still fall while ambulating. Safety call-outs are a way to track what happen or almost happen and to further prevent such occurrences from happening again. It goes beyond just blaming one single to person

When it comes to work in Canada, it is totally evident that each workplace is unique. It has its own culture and unwritten rules which every newcomer should know and be familiar with them. In fact, when the new immigrants come to work in Canada they face various difficulties and challenges in their jobs. It is precisely for these reasons, the majority of the experts in the Canadian workplace culture confirm that there are some common tips which can help the newcomers to integrate into the Canadian workplace successfully.

Increasing productivity and sparking motivation in employees, are challenges that managers, businesses, and organizations have struggled with for centuries. While there are many beliefs about which method(s) yield the best results, and what is considered to be the desired result, a ‘one-size-fits-all’ management technique still does not exist. The current movement in psychology, called Positive Psychology, focuses on what is “right” in an individual, and not on their faults. This basic concept is starting to extend its influences into the workplace, making it seem that Positive Psychology may become the key ingredient corporate culture, and all places of employment alike, have needed to promote success and satisfaction in their lines of work.

Management needs to empower nurses to speak when they feel there is a safety issue

To understand the organizational culture of a company, one needs to start by looking at the history. Lakeshore Learning Materials was born from a divorced mother of three named Ethelyn Kaplan, who took a dream and a chance by moving her family to California in 1954 to open a toy store. When she started noticing that teachers were interested in her material, Ethelyn realized that she needed to expand her business into educational materials. 60 years later, Lakeshore Learning Materials has grown into a company with over 2000 employees, 60 retail stores throughout the United States and growing. Lakeshore Learning Materials is currently headed by Ethelyn’s grandsons, Bo and Josh Kaplan. Under the supervision of Bo and Josh, Lakeshore continues to be a leader in the Educational Materials, yet still able to keep the family culture that their grandmother started. Highest quality customer service and hard work are the core values that shape Lakeshore’s Organizational Strategy. These high expectations aren’t hard for employees at Lakeshore because the company is so loved by everyone that works there, that they give nothing less than the best.

Prepare a 10-minute presentation (10-15 slides, not including title or reference slide) on organizational culture and values.

Various television shows have pushed boundaries to create positive differences in social perception of minorities, but only few have had the power and influence to make a noteworthy impact on American culture. Television Comedy has been able to cleverly impact acceptance of American Culture boundaries for years on end. From the show “Good Times” all the way to “The Office”, comedy has been an effective way of creating positive perceptions and acceptance of all different kinds of views on our society. An easily countable number of academic texts give evidence to Black-watched, Black-targeted television narratives. (Marc, 1997). Racially directed comedy television shows have, in my opinion, have been one of the most prevalent types of television

Prepare a 10-minute presentation (10-15 slides, not including title or reference slide) on organizational culture and values.

Workplace culture is often hard to describe, because it means something different in every organisation and many times employees feel it’s ‘just the way things are’. But so often it can define a company and when it’s not working well, everyone knows about it.

Despite the several fact, such as excessive professional courtesy and disproportionate authority gradients, I believe, speaking up is actually increasing patient safety and quality of care. In order to stay awake, it is essential to have effective communicational skills and teamwork skills. Speaking up is more about becoming aware of risky situations and errors such as, breaking privacy rules, failure to follow various hospital protocols etc. Patient safety and dignity should be guideline for every professional healthcare

A coworker of mine thought one of the nurses at our house was rude because she never said “may you help me…”, instead she would say “help me…” and give a strong hand signal (one that you would probably use for a child), whenever she needed assistance with an individual. The nurse is from Ghana and has a heavy accent. I told my coworker that the nurse most likely did not mean any harm by the way she asks for help. But the hand signal was something that I have never encountered myself. My dad’s side of the family is Nigerian, and I was able to understand the difference of culture because my grandparents use very few words when they ask questions. The most I could do was tell my coworker to try and understand the way the nurse speaks, by asking the nurse directly.

According to Robbins and Judge, organizational culture is, “a system of shared meaning held by members that distinguishes the organization from other organizations” (Robbins 249). A strong organizational culture is one whose organization’s core values are both intensely held and widely shared. After viewing Enron: The Smartest Guys in the Room, it is obvious that Enron had not only an organizational culture that was strong, but one that was extreme and aggressive. This aggressive and strong organizational culture discouraged both teamwork and ethical behavior and in the end it only plagued Enron until it eventually collapsed under its downfall.

Acknowledging that organizational culture is an important aspect for space planners, this paper provides an overview of four organizational culture types: Control (hierarchy), Compete (market), Collaborate (clan), and Create (adhocracy). This typology reflects the range of organizational characteristics across two dimensions that were found critical to organizational effectiveness. The spatial implications for each type are presented so that workspace planners might be able to interpret the results of an organizational culture assessment in their process of designing

In 2013, before some hospitals required monthly meetings, 44% of staff stated they would not speak up if they saw something negatively affecting patient safety. Changes were made and another survey was conducted in 2014, this time, 72% of people surveyed said they would feel free to question the decision or action of those with authority. 97% would speak up if they saw something negatively affecting patient care (Hemingway, O’Malley, & Silvestri, 2015).

Over time, it is expected that businesses make changes to their work place to improve productivity and efficiency. It is evidently found throughout several businesses, including Guide Dogs that many factors affect this. Factors such as workplace culture and government policies are important features which help to build and define the success of the business and efficiency of the workplace. It has been evaluated by Business SA that for these reasons, these factors clearly affect the proficiency and productivity within a work place.