Organizational Culture and Climate: Assessment and Analysis Chamberlain College of Nursing NR534 Healthcare Systems Management April 2019

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Organizational Culture and Climate: Assessment and Analysis

This paper examines the organizational culture and climate of the Kaiser Permanente Hilo facility. It includes an analysis of how the organization’s mission, vision, and goals influence its culture and climate, as well as an identification of the organization’s strengths and weaknesses. Additionally, the paper explores the facility’s environment and its ability to support a safe and healthy working environment for both staff and patients, considering the role that leadership style plays in achieving this alignment.

Organizational Culture Description

Organizational culture refers to the manner in which an organization conducts its operations, driven by its mission, vision, and goals. This culture guides the decision-making processes used by leadership and shapes the overall climate of the organization. Organizational climate, on the other hand, is the perception employees have of their work environment and its impact on their physical and emotional well-being (Iljins, Skvarciany, & Gaile-Sarkane, 2015).

While organizational culture and climate are related, they differ in focus. Culture pertains to the values and beliefs upheld by the organization, which are reflected in its operations and decision-making. Climate, however, refers to how employees perceive their experiences and interactions within the organization. The culture of an organization has been linked to its longevity and effectiveness, influencing employee productivity, morale, engagement, satisfaction, and overall well-being—both physically and mentally.

Assessing organizational culture to determine its style and workplace outcomes is crucial for evaluating how well the organization’s mission, vision, and goals are aligned with its operational realities (Fisher).

Analysis of Kaiser Permanente Hilo Facility

• Mission, Vision, and Goals: The mission, vision, and goals of Kaiser Permanente are central to its culture, emphasizing patient-centered care, innovation, and excellence in healthcare delivery. These foundational elements influence how the organization operates, with a strong focus on maintaining high standards of care and fostering a supportive work environment.
• Strengths: The strengths of Kaiser Permanente’s organizational culture include a commitment to high-quality patient care, a collaborative work environment, and strong leadership that supports continuous learning and improvement. These aspects contribute to a positive climate where employees feel valued and engaged.
• Weaknesses: Potential weaknesses in the organizational culture may include challenges in maintaining consistent communication across various departments and ensuring that all employees feel equally supported in their roles. These issues can impact employee satisfaction and the overall effectiveness of the organization.

Environmental and Leadership Analysis

• Support for a Safe and Healthy Environment: The organizational environment at Kaiser Permanente Hilo is designed to promote safety and health for both staff and patients. This includes robust policies and procedures that prioritize patient safety, as well as programs that support employee wellness.
• Leadership Style: The leadership at Kaiser Permanente plays a critical role in shaping the organizational culture and climate. A leadership style that is inclusive, transparent, and supportive fosters a culture where employees feel empowered and motivated to contribute to the organization’s goals. Effective leaders at Kaiser Permanente are likely to focus on collaboration, open communication, and continuous improvement, which are key to aligning the culture with the organization’s mission and vision.

Conclusion

Understanding the organizational culture and climate at Kaiser Permanente Hilo is essential for ensuring that the facility can continue to deliver high-quality care while maintaining a positive and productive work environment. By assessing the alignment between the organization’s mission, vision, and goals and its operational practices, leadership can identify areas for improvement and leverage strengths to enhance both employee satisfaction and patient outcomes.

References

Fisher, C. (Year). Title of the Source. Publisher. Retrieved from https://www.example.com

Iljins, J., Skvarciany, V., & Gaile-Sarkane, E. (2015). Impact of organizational culture on organizational climate during the process of change. Procedia - Social and Behavioral Sciences, 213, 944-950. Retrieved from https://www.sciencedirect.com/science/article/pii/S1877042815054307

McCormack, B., & McCance, T. (2017). Person-centred practice in nursing and health care: Theory and practice (2nd ed.). Wiley-Blackwell. Retrieved from https://www.wiley.com/en-us/Person+Centred+Practice+in+Nursing+and+Health+Care:+Theory+and+Practice,+2nd+Edition-p-9781118990568

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