Comprehensive Essay on Influencing Organizational Culture in Healthcare
This article provides a sample essay solution about Influencing Organizational Culture.
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In a report (3-6-pages) to Dr. Gottlieb:
Assess the culture of BWH and BWPO, with specific attention to the physicians.
Explain the implications of organizational culture for the Shapiro Cardiovascular Center, with regard to the new practice model.
Describe at least two barriers to change for the Shapiro Cardiovascular Center.
Use motivational theories to assess the situation involving the physicians, and explain how theories of motivation apply to the culture of the organization.
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Comprehensive Essay on Influencing Organizational Culture in Healthcare-Solution
Part III: Influencing Organizational Culture
Physician Culture at the BWH and BWPO
The BWH and BWPO currently employ several methods to enable, promote, and encourage physicians to lead and improve work efficiency. The essential engagement frameworks include formal training courses, official leadership roles, central support, and other special programs (Qiu, 2019). Practical leadership training shapes employee experiences, employee engagement, and wellbeing. Each department of the BWH has a unique culture, with BWPO emphasizing research and education. Physicians working in different departments have coordination between them to enhance care delivery and research (Porter et al., 2008).(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
Physicians in the BWPO have access to several training programs, offered either by BWPO or through partners (Qiu, 2019). These pieces of training cover a range of skills that are relevant for improving work efficiency. The Clinical Process Improvement Leadership Program improves the physicians’ knowledge of process improvement and leadership skills. The BWH Leadership Program facilitates higher-level business understanding and thinking and management skills. The Lean Practitioner Program focuses on the lean principles of management and hospital operations. The Change Acceleration Process Workshop focuses on teaching physicians about planning and management to improve existing work improvement principles. These pieces of training show that the leadership of the facility values the human component of an organization.(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
Moreover, some departments at the BWH and BWPO are designated to be led by physicians whom carriers out quality and safety improvement to facilitate the design and execution of improvement initiatives (Qiu, 2019). There are also special programs aimed at identifying, funding, and supporting exceptional care-reshaping projects. The Center for Clinical Excellence’s Performance Improvement Group and BWPO Medical Management provides analytical and project management support for Frontline staff. The Performance Improvement Group provides advisory and consultative services in the design, planning, execution, and sustainability of improvement projects.(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
BWH and BWPO do not have incentive programs for physicians. However, different departments have programs founded on productivity, patient satisfaction, and quality of services. For instance, physicians who are in primary care have their compensation tied to productivity and patient satisfaction. Equally, the BWH does not have any overarching communication strategy. Physicians’ available communication frameworks include a weekly update with each program free to pursue its communication strategy. The BWPO has a complex communication strategy for its physicians, including monthly reports at the hospital, departments, and individual levels. Besides, there are exist personal reminders as well as resources to encourage physician participation.(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
Implications of Organizational Culture.
Culture in an organization plays a critical role in influencing organizational change. The culture of an organization can be used as a tool for controlling management. Managers can employ various cultural concepts, including individual rights and values, to manage an organization’s members. Practical managerial tools such as communication, incentives, and structure are critical in shaping behavior among members. Reduction of incentives is likely to reduce the engagement and productivity of physicians at the Shapiro Cardiovascular Center. Furthermore, organizational culture impacts employee motivation and goodwill and attitude, productivity, innovation, and efficiency.(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
Equally, the physicians’ efficiencies will be determined by the management’s ability to offer a common understanding that guides communication and understanding. An organization is a human operation; thus, there will be a need to build the Shapiro Cardiovascular Center around people rather than techniques. This is because culture influences how an organization is run. Thus, organizational culture is crucial to enhancing employee performance.(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
Barriers to Change in Organizational Culture.
As highlighted by departmental autonomy at the Shapiro Cardiovascular Center, bureaucracy can act as a barrier to change. Bureaucratic organizations have mechanical structures that can derail organizational changes. This is because of the autonomy and hierarchy of power, rules, and procedures (Rosenberg & Mosca, 2011). At the Shapiro Cardiovascular Center, there are different departments with autonomy over their physicians’ operations and management (Porter et al., 2008). This could hinder the implementation of various aspects of organizational change.(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
Another barrier to change at Shapiro Cardiovascular Center is the inadequate focused resources and commitment to drive mostly non-essential transformation efforts (Porter et al., 2008). Managers should partner with transformation initiative leaders to ensure that they participate in the work activities, show commitment, and contribute to work improvement. Managers should prioritize potential risks and set strategies to ensure success.(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
Motivational Theories
Maslow’s Hierarchy of Needs
Maslow’s hierarchy of needs constitutes a security, psychological, social, self-esteem, and self-realization (Abyad, 2018). The physicians at Shapiro Cardiovascular Center are in a situation where their psychological and social needs are at stake, considering the anticipated strong demand for services and departmental integration. To effectively prepare physicians, there is a need to motivate them in areas that directly correspond to their operation levels. Physicians at a lower level, i.e., those with low commitment, do not require much motivation unless their working situation changes. Consequently, managers should be sensitive to physicians’ different levels to offer chances to fulfill employee needs.(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
Mcclelland’s Trichotomy of Needs
Mcclelland’s Trichotomy of needs holds that people are motivated by authority, affiliation, and accomplishments (Arnolds & Boshoff, 2003). In this situation, physicians are firmly attached to the Shapiro Cardiovascular Center due to training and resource availability. Consequently, managers at Shapiro Cardiovascular Center should understand the types of needs that motivate their subordinates and providing opportunities for an employee to quench their needs.(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
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Equity or Social Comparison Theory of Motivation
Holds that employees are motivated by comparing individual performances with others (Dolea & Adams, 2005). At the Shapiro Cardiovascular Center, physicians’ performance determines the revenue for different departments; thus, the amount of incentives likely to be received. Consequently, managers must not ignore the influence of peers in enhancing productivity. Therefore, issues of remuneration must not be discussed publicly to avoid a backlash among physicians and leaders.(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
Potential action steps to improve motivation
Share the Bigger Picture
Employees should have the clarity of the organization’s visions and mission to enhance engagement. In this step, the leadership should aim to create an appropriate expression of the organizational vision and the strategies set to transform the organization (Qiu, 2019). Besides, managers should partner with key opinion leaders such as the board of governance, policymakers, and leadership to develop and refine information transfer.(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
Setting Small and Quantifiable Goals
Having clear and attainable goals is a critical step in enhancing motivation. Goals that can be achieved actively motivates physicians to continue effectively dispensing their duties as achieved goals are celebrated to keep employees on track (Qiu, 2019). The leadership of BWH can leverage the existing infrastructure to translate leadership objectives into motivations and in the management of frontline caregivers. Augmenting these leadership roles could yield greater returns in improved outcomes.(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
Recognize Astounding Work
Incentives contribute to employee motivation. Organizations should institute a framework for consistent and continuous recognition of outstanding employees. Further, the management at Shapiro Cardiovascular Center should form participation and achievement frameworks in improvement activities. This would encourage physicians’ engagement to improve clinical research and practice at BWH.(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
References
Abyad, A. (2018). Project management, motivation theories, and process management. Middle East Journal of Business, 13(4), 18-22. http://www.mejb.com/upgrade_flash/October2018/Project%20Management.pdf
Arnolds, C. A., & Boshoff, C. (2003). The influence of McClelland’s need satisfaction theory on employee job performance: A causal study. Journal of African Business, 4(3), 55-81. https://doi.10.1300/J156v04n0304
Dolea, C., & Adams, O. (2005). The motivation of health care workers-review of theories and empirical evidence. https://pubmed.ncbi.nlm.nih.gov/15938446/
Porter, M. E., Huckman, R. S., & Friese, J. L. (2008). Brigham and Women’s Hospital: Shapiro Cardiovascular Center.
Qiu, K. (2019). Physician Engagement in Improvement Work at Brigham and Women’s Hospital (Doctoral dissertation). http://nrs.harvard.edu/urn-3:HUL.InstRepos:40621385
Rosenberg, S., & Mosca, J. (2011). Breaking down the barriers to organizational change. International Journal of Management & Information Systems (IJMIS), 15(3), 139-146. https://doi.org/10.19030/ijmis.v15i3.4650
Question
In this Performance Task Assessment, you will apply concepts related to organizational structure to the case study provided in the Assessment Materials. Be sure to write for the specific audience described in each part of the Assignment, as it relates to the case. Access the following to complete this assessment:(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
- Porter, M. E., Huckman, R. S., & Friese, J. L. (2008). Brigham and Women\\\’s Hospital: Shapiro Cardiovascular Center. HBS No. 9-608-175.
- Download the Academic Writing Checklist to use as a guide when completing your Assessment. Responses that do not meet the expectations of scholarly writing will be returned without scoring. Properly formatted APA citations and references must be provided, where appropriate.(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
- Be sure to use scholarly academic resources as specified in the rubric. This means using Walden Library databases to obtain peer reviewed articles. Additionally, .gov (government expert sources) are a quality resource option. Note: Internet and .com sources do not meet this requirement. Contact your coach or SME for guidance on using Library Databases.
- Carefully review the rubric for the Assessment as part of your preparation to complete your Assessment work
Professional Skills: Written Communication, Oral Communication, Technology, Information Literacy are assessed in this Competency.
This Assessment requires submission of three (3) files. Save your files as follows:
- Save the PowerPoint presentation in Part I as HR004_PartI_firstinitial_lastname(for example, HR004_PartI_J_Smith).
- Save your speech in Part II as HR004_PartII_firstinitial_lastname (for example, HR004_PartII_J_Smith).
- Save your report from Part III as HR004_PartIII_firstinitial_lastname (for example, HR004_PartIII_J_Smith).
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Instructions
Before submitting your Assessment, carefully review the rubric. This is the same rubric the assessor will use to evaluate your submission and it provides detailed criteria describing how to achieve or master the Competency. Many students find that understanding the requirements of the Assessment and the rubric criteria help them direct their focus and use their time most productively.(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
Rubric
Part II: Impact of Diversity and Cultural Competence on Organizational Culture
Gary Gottleib has asked you to present the introductory speech to kick off a 1-day workshop about cultural competence. The workshop is for the new middle management team at Shapiro Cardiovascular Center. Specifically, he has asked you to speak on the topic: “Fostering Diversity and Collaboration in the Dynamic Healthcare Environment.”
Record an introductory speech (4–7 minutes) to kick-off this workshop. Your speech should include:
- An overview of the types of diversity that a major academic medical center faces, including BWH and BWPO
- A description of the role and importance of cultural competency in the creation of the Shapiro Cardiovascular Center
- An explanation of the effect of cultural competency on the overall culture of the organization(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
- Concluding remarks with at least three recommendations specific to the role of middle managers for managing diversity in the healthcare environment(Comprehensive Essay on Influencing Organizational Culture in Healthcare)
Part III: Influencing Organizational Culture
Dr. Gottlieb is concerned about the Shapiro Cardiovascular Center’s relationship with physicians. Physicians are concerned that their incomes will decline with the new practice model. As a result, Dr. Gottlieb believes that physicians will not be motivated to increase productivity. He’s asked for your help in preparing background information and key talking points for a discussion that he is planning with the most influential physicians who will practice at the Shapiro Cardiovascular Center.
In a report (3-6-pages) to Dr. Gottlieb:
- Assess the culture of BWH and BWPO, with specific attention to the physicians.
- Explain the implications of organizational culture for the Shapiro Cardiovascular Center, with regard to the new practice model.
- Describe at least two barriers to change for the Shapiro Cardiovascular Center.
- Use motivational theories to assess the situation involving the physicians, and explain how theories of motivation apply to the culture of the organization.
- Recommend four potential action steps to improve motivation for the physicians that include at least one action step related to engaging support from board governance in the process change.
Related FAQs
1. What factors influence an organization’s culture?
Various factors influence an organization’s culture though the people present in the organization mostly develop the organization’s culture. The major factor influencing organizational culture is the leader of the organization.
2. What is organizational culture and why is it important?
Though the phenomenon of organizational culture may be inherent in the collective minds of every member in an organization, it is often manifested in their behaviors while carrying out their duties in the organization.
3. How can leaders change the culture of their organizations?
Organizational cultures change with time and leaders have a crucial role in changing the existing culture in an organization. Research shows that there are certain approaches that leaders need to adopt when changing the culture of their organizations. Leaders should choose, promote, and encourage employees who exhibit new cultural values.
4. Which type of employee has the largest effect on organizational culture?
The type of employees hired by an organization has the largest effect on its culture – especially when a company is in high growth mode and is rapidly adding new employees. What factors have you found to affect your organizational culture?
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