Step-by-step explanation:
Organizational culture refers to the shared values, beliefs, attitudes, and behaviors that shape the way people in an organization think and act. There are generally three levels of organizational culture, which are:
Artifacts: This is the visible and tangible level of culture, which includes things like the physical layout of the workplace, dress codes, and symbols or logos. These are the most visible aspects of culture, but they only give a superficial understanding of an organization's values and beliefs.
Espoused Values: This level of culture represents the stated values and beliefs that an organization claims to uphold. This is often expressed in the organization's mission statement or code of ethics. However, there may be a discrepancy between what an organization says it values and what it actually does in practice.
Underlying Assumptions: This is the deepest level of culture, which represents the underlying assumptions and beliefs that are so deeply ingrained that they are often taken for granted. These beliefs are often implicit and may be difficult to uncover or change.
To proactively and positively change organizational culture, a health leader should take the following actions:
Assess the current culture: A health leader should start by assessing the current organizational culture, including its artifacts, espoused values, and underlying assumptions. This can be done through surveys, focus groups, or other methods of data collection.
Identify areas for improvement: Once the current culture has been assessed, the health leader should identify areas where the culture could be improved. This could include areas such as communication, teamwork, or patient-centered care.
Develop a vision for the desired culture: The health leader should develop a clear vision for the desired culture, including the values, beliefs, and behaviors that should be promoted. This vision should be communicated clearly and consistently to all members of the organization.
Model the desired behaviors: The health leader should model the desired behaviors, showing others how to act in accordance with the new culture. This could include behaviors such as open communication, collaboration, and empathy.
Provide training and support: The health leader should provide training and support to help employees develop the skills and knowledge needed to act in accordance with the new culture. This could include training on effective communication, conflict resolution, or patient-centered care.
Reward and recognize desired behaviors: The health leader should reward and recognize employees who demonstrate the desired behaviors, reinforcing the new culture and creating a sense of momentum.