Introduction
Healthcare as a setting focused on working with communities is highly reliant on the capability of balancing organizational performance under the pressures of the served communities’ needs. In this regard, organizational culture is decisive for performance outcomes, which is why it is essential to align the mission, vision, and values of a hospital to ensure the consistent prioritization of its goals. Moreover, relevant organizational culture allows for addressing community needs and expectations. This presentation will focus on discussing the connection between hospital organizational culture and outcomes in terms of conflict management, community health outcomes, and organizational performance.
Purpose of Mission, Vision, and Values
Mission, vision, and values are essential for a contemporary organization striving to achieve consistent results and develop a strong culture. In particular, the mission is a statement that explains the purpose of the hospital’s functioning and is “the answer to the question, “why are we here?” (Kopaneva, 2019, p. 122).
The vision of an organization is its ideal goal which guides the performance and answers the question “Where do we want to be” (Kopaneva, 2019, p. 122). Finally, values are a set of pivotal beliefs and moral principles prioritized by the hospital and shared by its staff and management.
Significance of Mission, Vision, and Values
Hospital mission, vision, and values are significant in the context of nursing engagement because they help to align employees’ commitment, professional development goals, and motivation. Being guided by the clearly identified mission, vision, and values prioritized by the hospital at large, nurses might feel that they belong to a larger professional community devoted to a significant purpose of serving populations of patients (Kopaneva, 2019, p. 122). In such a manner, the hospital mission and vision help ensure the consistency of nurses’ professional performance outcomes and ultimately lead to improved quality of care for patients. Overall, the alignment of organizational values with those shared by the served population ensures a better understanding and capability of meeting patients’ needs.
Conflict is an inevitable aspect of workplace interactions that emerges on the basis of a variety of factors. In particular, the causes of professional conflict in a healthcare environment might be “differences in individual perception, goal, interest, ideas, feelings, values, etc., that conflict with each other” (John-Eke & Akintokunbo, 2020, p. 301). Furthermore, conflict might be caused by insufficient quality of organizational management, which contributes to inconsistencies in employees’ performance characteristics or the lack of clarity in interaction. Furthermore, poor communication strategies used by the organization might lead to conflicts between employees or employees and leadership.
Role of Values and Culture in Addressing Conflict
While conflicts are considered a negative issue in the workplace, they might be used for the benefit of a hospital. Indeed, the resolution of conflict in an efficient and improvement-directed manner might lead to enhanced performance outcomes and better workplace culture in the future (John-Eke & Akintokunbo, 2020, pp. 299-300). Overall, the values and culture of an organization might help in the effective resolution of conflicts by establishing baseline standards that would prevent non-fruitful conflicts. The alignment of the priorities envisioned by the sides involved in the conflict might be facilitated by the same values and mission shared within the organization (Lahana et al., 2019, p. 34). Thus, the reference to values and culture might help streamline the resolution toward organizational benefits and facilitate effective decision-making.
Strategies for Workplace Conflict Resolution
When addressing conflict in the healthcare setting, one should integrate the context of the healthcare setting to minimize risks and facilitate patient care outcomes. In this regard, one of the most important strategies in conflict resolution might be collaboration, which will enable employees to learn from the conflict for future improvement (Lahana et al., 2019, pp. 34-35). Thus, collaborative conflict resolution helps in building employee engagement and facilitates long-term organizational benefits.
Mediation is another effective conflict resolution strategy that allows for finding the least harmful way of dealing with disagreement. Furthermore, competition might be a fruitful way to address a conflict since it yields change and development (Lahana et al., 2019, p. 33). Moreover, “conflict is inevitable when people work together; nowhere is this truer than in healthcare where the focus is often on the patient, but the perspectives, experience, personal styles, gender, race, religion, and a host of other factors color human interactions” (Broukhim et al., 2019, p. 408). Thus, it is essential to use an appropriate strategy to ensure collaborative benefits in the long run.
Organizational Needs, Culture, and Outcomes
As the discussion of the implications of vision, mission, values, and their role in conflict resolution demonstrate, organizational culture might be decisive in yielding desired outcomes. Indeed, a hospital with high standards in culture will strive for continuous improvement and alignment of changes according to the values and goals (Kopaneva, 2019, p. 122). Thus, being aligned with the values and culture, hospitals can strive to engage necessary talent in achieving organizational goals, which will predetermine company outcomes.
Role of Organizational Culture in Community Health Promotion and Disease Prevention
When addressing the issues of health promotion and disease prevention, the role of hospital culture is essential since it allows for setting priorities within an organization capable of achieving community-based goals. By matching community and organizational values and establishing a commitment to quality and patient satisfaction, a hospital might achieve a better connection with the served population (Kopaneva, 2020, pp. 123-125). Professionalism, performance excellence, and prioritization of patient-centered care are also important in engaging the served community in hospital-initiated prevention and promotion programs.
Conclusion
In summation, the discussion in this presentation reveals the importance of aligning the mission, values, and vision of a healthcare organization for consistent performance outcomes. Commitment to organizational culture in conflict resolution and interprofessional collaboration in conflict management are pivotal for long-term development and employee engagement. Ultimately, organizational culture plays a decisive role in community-based care since it sets a solid background for committed and high-quality healthcare service.
References
Broukhim, M., Yuen, F., McDermott, H., Miller, K., Merrill, L., Kennedy, R., & Wilkes, M. (2019). Interprofessional conflict and conflict management in an educational setting. Medical Teacher, 41(4), 408-416. Web.
John-Eke, E. C., & Akintokunbo, O. O. (2020). Conflict management as a tool for increasing organizational effectiveness: A review of literature. International Journal of Academic Research in Business and Social Sciences, 10(5), 299-311. Web.
Kopaneva, I. M. (2019). Left in the dust: Employee constructions of mission and vision ownership. International Journal of Business Communication, 56(1), 122-145. Web.
Lahana, E., Tsaras, K., Kalaitzidou, A., Galanis, P., Kaitelidou, D., & Sarafis, P. (2019). Conflicts management in public sector nursing. International Journal of Healthcare Management, 12(1), 33-39. Web.