Organizational Culture At Our Place Of Employment

Caring Hospice will be made up of an inter-disciplinary team that collaborate together to provide holistic, competent, and compassionate care for terminally ill patients and their families. The team will consist of the Medical Director, Patient Care Coordinator, Registered Nurse, Bereavement Coordinator, Social Worker, Chaplain, Certified Nurse Assistant, and Office Manager. Each team member will play a vital role in creating an effective care giving system.

R., & Redman, R. W. (2000). Organizational Culture and Work Redesign: Experiences in Three Organizations. Journal of Nursing Administration, 30(12), 604-610.

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.

An organization’s purpose and primary objectives, its internal function is defined in its mission statement. The mission statement assures that external and internal stakeholders understand the plan and goals the organization is trying to accomplish. An organizations philosophy explains the beliefs used to carry out that mission. The purpose of this paper is to discuss my organization’s mission, and my unit’s mission, and how they are aliened. I will discuss centralized and decentralized structures that apply to my facility. Furthermore, I will look at pros and cons of the facilities nursing model and discuss ways nursing could strengthen the organization.

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.

Long-term care and hospice are just two of many healthcare delivery systems available across the World. According to textbook, Comparative Health Information Management written by Ann H. Peden, long-term care refers to caring for elderly, institutionalized people and those who are permanent residents of a nursing facility (2015, p. 354). On the contrary, Peden defines hospice as "a facility or program designed to provide a caring environment to meet the physical and emotional needs of terminally ill patients and their families and significant others" (2015, p. 479). Although on the surface each of these facilities may seem alike, when comparing the two as this paper will do, there are many differences.

From the direct service provider schema I chose to discuss individual casework. In relation to Hospice I feel that that individual casework is a major part of the job, assessing the client, determining what procedures will benefit the client most, and making sure the client has all the information they need. System linkage roles, mediator and advocate apply to the key goals of hospice. Hospice workers must mediate between family members who disagree on the treatment plan for their loved ones and when family members are in denial and others are not. Within system maintenance schema team member is an important part of Hospice. The organization has multiple types of professionals that depend on one another to provide the best care for the

The Partners in Care Foundation (Partners) is a 50l(c)(3) private nonprofit organization based in the City of San Fernando, CA. The mission is to serve as an incentive for changing the shape of health care at home and in the community by partnering with organizations, families, community leaders and is the key player in bridging healthcare and community settings. The Partners in Care Foundation expands the home health groundwork of the Visiting Nurse Association of Los Angeles by bringing innovative, positive change to today’s complex health care challenges. The challenges of meeting a health

As a sub organization started in 1985, Hospice Home Health is committed to preserving and improving the quality of health of those they serve. Their mission is to excel at meeting the needs of the whole person through the provision of quality healthcare and health related services (Trinity Health, 2015). Hospice Home Health runs by a contingency theory that stresses careful analysis of all variables to determine those that relate directly to an issue or problem, which could involve either “personal” or “situational factors” (Kirst-Ashman & Hull, 2015 p 133). The contingency theory maintains that each element in an organization depends on other elements; therefore, there is no perfect way to accomplish tasks or goals (Kirst-Ashman & Hull, 2015 p

Community nurses have the advantage of really getting to know their patients, intimately and medically, ensuring that they are able to deliver the best of care. When a nurse is able to immerse herself in the home environment of her patient, it allows her to develop a deeper and more intimate rapport with the dying patient and their families. This creates a higher satisfaction in the level of care that is being received. In a study published by Karlsson, Edberg, Jakobsson, & Hallberg (2013), it was shown that, “The care satisfaction was rated higher among older people receiving public care

According to Mclean and Marshall (1993) organisational culture is defined as the collection of traditions, values, policies, beliefs and attitudes that contribute a pervasive context for everything we do and think in an organisation. (ie) this means that these factors actually determine how we think as well as act and react not only to people from within the same organisation but also to anybody on the outside who has some sort of interaction with the organisation. As can be seen with the part-structure in Figure 1, this organisation (WHD) has various levels of management. There is quite

Today’s health care organizations are complex, interrelated systems that must adapt to changing societal demands while working with an increasing need for cost containment. A shift from the antiquated linear model to a patient-centered, holistic approach is vital to address the complicated requirements. Advanced practice nurses with an understanding of organizational analysis and leadership are crucial to this conversion. The first step of this process is an assessment of the organization’s current climate. The purpose of this paper is to present an organizational analysis of an outpatient health care facility by examining the organization’s culture, readiness for change and by utilizing concepts recommended by Collins as the framework for evaluation.

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.

Partnered with facility, residents and families requirements and how to support their needs. Highly-motivated, self-driven professional with 14 years of experience demonstrating exceptional skills in solving simple and complex problems in the life of residential care. Possess the ability to quickly build productive relationships with internal and external customers, Developed and implemented effective strategies to benefit the life of a resident in their community. Supported by management to organize resources, coordinate communications, and ensuring alignment to find common ground and achieve

The culture of an organization, especially one such as a hospital that involves a lot of different people and their values can greatly increase or decrease the chance of the success of an organization. The hospital doctors, nurses, and other health care workers greatly influence the care of the patient either positively or negatively. Policies and procedures govern the internal making of the regulatory aspects of the patient care. Following policies is a must, and usually leads to the safety of the patient (Jasper, Kangasniemi, Turunen, & Vaismoradi, 2013). The culture of the nursing staff in particular can help influence the retention of nurses, and