Sample Nursing Response essay Assignment on T4DQ2 RESPONSE OB. NW.

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According to (Millian,2018) Organizational culture refers to the values, beliefs or behaviors displayed within an organization. It has a direct impact on staff engagement, quality of care, and patient outcomes (Millian, 2018). Shared values among employees and their employers increase engagement and dedication to the organization and support a positive working culture that contributes to successful outcomes. When an organization’s culture supports and appreciates input and ideas from stakeholders, including employees, respect and value are observed within the organization and in daily operations (Millian, 2018).

Organizational culture in nursing and healthcare influences leadership style and behavior and is an important determinant of job satisfaction, staff retention and patient outcomes. Various barriers exist that can make nurse leaders feel powerless, identification of these barriers can help provide nurses with strategies to overcome them and influence decisions in the workplace. As compared to physicians, nurses are not seen as revenue generators hence receive less attention and their needs may not be attended to as needed. These obstacles make it hard for nurse leaders to influence healthcare policy and reform. It further has a negative impact on the self-confidence and motivation of nurse leaders which makes it difficult for them to play their leading and supportive role as may be expected

According to (Poppe,2020). When nurse leaders lack authority in recruitment of nurses or to make decisions about their staffing needs, they are forced to work with less manpower. Staff turnover increases when nurses are overworked which makes the situation even worse with minimal control from the leaders who feel powerless. It is therefore essential that nurse leaders are able to effectively influence change in organizational systems. Organizational Culture and Values Tasks

(Henry & Williams, 2019) recognized Some organizational cultures do not have a respect for nurses; decisions are made for the nursing department without considering their leaders’ opinions, and nurses are asked to implement those decisions without any explanations or clarifications on the process. This can make nurse leaders feel powerless as they find themselves torn between their teams’ needs and organization’s needs. When an organization has inappropriate procedures and guidelines in the clinical environment that make it hard for leaders to establish democracy and justice, they may feel powerless. For example, a climate of blame, confusion, job insecurity, manipulation, bullying and poor communication. Organizational culture can make nurse leaders work in a restrictive work environment within specific boundaries making them feel “boxed” and powerless, for example not being.