Organizational Culture and Values in

Nursing
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Organization Culture encapsulates the system of

meaning shared by the members of the organization. It is
the sum total of an organization's beliefs, norms, values,
philosophies, and traditions.

Cultural values identify the collective beliefs,

assumptions and feelings accentuating what is good,
normal, rational and valuable.

Tsai(2011)

Organizational Culture is instrumental in:

Controlling behavior
Defining boundaries
Conveying identity
Promoting commitment
The organizational subcultures in nursing include:
Safety culture and climate
Error Reporting culture and climate
Culture of safety
Learning Culture
Mentoring Culture
Nursing Culture
Just Culture
Nurse Friendly Culture

CULTURAL DEVELOPMENT PRINCIPLE OF ORGANIZATION

Balance between individual importance and

organization
Responsive and adaptive to development of science
and technology
Enabling the happening of culturization from
organizational culture of competitor
Developing learning organization agreed on by staff
and management
Process the evolutionary and continual
Connolly (2008)

Cultural Competence:
Tsai(2011) postulates that cultural competence is a set of
congruent behaviors, attitudes, and policies that come together in a
system, agency, or among professionals that enable them to work
effectively in cross cultural situations.
The Culture of Nursing
The culture of nursing profession is defined by a number of
factors:
Standards of Practice
Code of Ethics
Nursings Social Policy Statement
Education
Nurse Practice Acts
Licensure

Organizational benefits of a culture of excellence:

Reinforces positive collaborative working relationships
Creates a dynamic and positive environment
Raises the bar for improved multidisciplinary patient
outcomes
Increased marketing advantage
Enhances recruitment and retention efforts

Communication and Collaborative Nursing Practice

Communication is fundamental to nursing practice and it is
embedded in all aspects and domains of healthcare provision by
means of communicating with the patients, families as well as to
members of the healthcare team (Nusantara, 2007).
It is paramount hence that nurses should be as proficient in
communication as they are in clinical matters.
Having registered nurses that are not excellent in
communication skills is a setback to organizational culture in
nursing and thus endangering the patient safety and outcome.
Efficient communication is fundamentally crucial to
effective collaboration and in so doing enhances problem solving in
clinical matters.

What skilled communicators in nursing practice achieve:

Focus on finding solutions and desirable outcomes.
Seek to protect and advance collaborative relationships
among colleagues
Invite and hear all relevant perspectives.
call upon mutual respect to build consensus
Demonstrate congruence between words and actions,
holding others accountable for doing the same.
Have access to appropriate communication technologies
and are proficient in their use.
Philips(2009)

Organizational Cultural alignment and commitment to

values
Hospitals and their relevant environments are complex and
dynamic thus to deal with the various requirements imposed by
their internal and external environments, they consist of
multiple subsystems and work groups (Nusantara, 2007).
They also consist of people who are potential carriers of
multiple types of cultural knowledge and who are likely to
belong to several cultural groups.
It is quite unlikely that all members of an organization hold
similar cultural memberships across the whole organization.

Organizational Cultural alignment and commitment to

values (contd).
Nurses working in a professional bureaucracy like a
hospital, may accept the broad organizational
culture in which they work in but may disagree
with the managerial strategies applied in the
organization (Phyllis, 2008).
This represents an example of a misalignment or
gap between the expectation of the employees
and management strategies.
Such a mismatch would have considerable
influence on employees' commitment to the
organization.

Conclusions:
Organizational cultures based on secrecy,
professional protectionism, defensive behaviors, and
inappropriate deference to authority are unhealthy and
can lead to patient harm. Thus safer healthcare
requires organizations to become transparent in error
disclosure since transparency builds trust through
encouraging a just culture in the practice.
Additionally, nurse leader must create
environment so that every member of team feels
responsibility and is accountable for ensuring the
value of keeping patients safe.

References
Connolly P.M. (2008), Organizational Culture. SJSU. School of

Nursing.

Nusantara M.K. (2007).Organizational Culture in Nursing. A

systematic Review. Universitas Sumatera Utara. Vol. 40 No. 1

Philips, A. (2009). Realistic Team Building in a Nurse Managed Clinic

Setting. The Internet Journal of Advanced Nursing Practice, 10(1).

Tsai Y. (2011). Relationship between Organization Culture,

Leadership Behavior and Job Satisfaction. Tsai BMC Health Services

Research, Chung Shan Medical University, Taiwan.

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