Organizational Culture and Nurse-Patient Interaction

Topic: Administration
Words: 1188 Pages: 5

Purpose of an organization’s mission, vision, and values

The mission and vision of an organization relate to the purpose of the organization. They both give a picture of where the organization is going. Organizations with clearly outlined values, missions, and vision typically perform better and are more successful than those that do not have them. An organization’s mission statement communicates why the organization exists and how it will work to accomplish its objective. The vision statement, on the other hand, is a declaration by the organization of the aspirations and objectives of the firm. In other words, it describes what the organization should do to achieve its objective.

Organizational values are the beliefs of the group or the individuals in the organization. Values describe the collective commitments and usually focus on the behavior of the people in the organization. The organization’s mission, vision, and values help the workers better understand the firm’s objective and what they can do to achieve it (Ginter et al., 2018). They provide a clear framework for the organization’s culture. Each worker is therefore required to master the organization’s mission, vision, and values to work together to achieve the organization’s common goal.

Significance of mission, vision, and values to nurse engagement and patient outcomes

An organization’s mission, vision, and values usually state the course of action nurses should engage in as they deliver patient services. The organization’s mission statement attracts nurses with a positive attitude who want to accomplish the organization’s goals, vision, and values (Qin et al., 2022). The positive values of the organization will positively influence nurses’ behavior and engagement with patients. This is because workers will love their work since they understand that they are equally valued. This also applies to a positive vision statement that declares the organization’s objectives. Each worker will therefore work towards accomplishing the objective of the organization. The organization’s mission, vision, and values directly impact the engagement of nurses and, in turn, patient outcomes.

The purpose, vision, and values provide essential values that foster a strong nurse-patient interaction. Respecting the corporate principles of emotional safety/trust, supervisory support, and impartiality has a beneficial impact on employee participation and the drive to attain quality. Various customer satisfaction indicators have been positively connected with corporate principles, involvement, and inspirational leadership style (Kang et al., 2020). When there is harmony and compatibility between the cultural values of the firm and employee ideals, workers become increasingly dedicated and involved, and consequently operate effectively. In other words, shared corporate values empower workers with a sense of fulfillment at work, which eventually leads to enhanced productivity.

Factors that lead to conflict in a professional practice

Many factors can cause conflict in nursing professional practice. Such factors include frustration and burnout among workers in the organization. Frustration can lead to anger directed between workers whenever an issue arises. Poor staff selection is also a factor that causes conflict in an organization. This can cause ill-feeling and conflict among organization workers. This is because some workers lack the required skills for doing their work, making them conflict with their fellow workers or employers. Prejudice among workers is caused by seniors who treat workers unfairly. This behavior can lead to the development of tensions between employees. Poor communication also leads to conflict particularly when workers cannot understand each other due to ambiguous and incomplete sharing of information in the organization (Ginter et al., 2018). When these factors are not addressed, conflicts arise within the organization and may persist.

How values and culture affect conflict resolution

The organization’s culture includes values, beliefs and behaviors shared among people of the organization. Conflict, however, can affect workers’ performance, for instance, nurses, which will negatively affect patients’ outcomes. A strong and positive organizational culture plays a vital role in conflict management (Ginter et al., 2018). When common values are shared among workers, the conflict will be easily solved. This is because all factors that cause conflict within the organization can be freely addressed and lead to higher performance. In the absence of a clear, stated vision of the firm ‘s future, employees might have deep differences as they try to define top-level objectives and a distinguishing identity.

Conflict resolution and inter-professional collaboration

Through developing teams, leaders foster an atmosphere that enables people to provide excellent care. Effective cooperation necessitates that leaders engage people in their work and be proactively engaged in work-related choices. Empowering leaders have excellent interpersonal qualities, are open and accepting, guide, teach, and give continuous feedback. They integrate the work with the larger good, engage in professional and career dialogues, and capitalize on the team’s collective and individual capabilities. Workplace conflict is inevitable, especially when workers fail to agree on various issues (Ginter et al., 2018). However, for the sake of performance and yield, it is vital to use strategies to resolve these conflicts.

It is important to clarify the source of the conflict to understand where the issue came from. The workers should then find a private place to talk and resolve the conflict. Every party involved must actively listen and speak when their turn comes in the conflict-resolving process. An investigation should then be carried out to determine what caused the conflict and the best solution. A platform for interaction should be provided in the workplace to encourage inter-professional collaboration. Seniors should be encouraged to reward and recognize workers who do their best to motivate them (Ginter et al., 2018). Team-building activities also encourage inter-professional collaboration at the workplace. Workers should also be encouraged to share knowledge, resources, and ideas at the workplace to promote inter-professional collaboration.

Health care demands and culture influence on organizational performance

In healthcare organizations, organizational culture reflects the common patterns of thought, experiencing, and doing. Organizational needs are those requirements that are meant to push an organization forward. Fulfilling these needs will encourage workers to perform better and lead to positive organizational outcomes. A positive culture in the organization and health care is highly associated with positive outcomes (Ginter et al., 2018). Activities in the organization that are positive enhance health care services and lead to positive patient outcomes. In this case, it reduces mortality rates, falls, and infections acquired in the organization and increase patient satisfaction. In other words, a positive organizational culture motivates employees who, in turn, perform highly in their areas of work.

Community health promotion and illness prevention

Fulfilling organizational needs and creating a positive culture within an organization promotes health and preventing diseases as far as community health is concerned. Organizations should advocate for health by developing policies that ensure employee safety and wellbeing. In addition, they organization mediate by collaborating with all stakeholders regarding community health. This can be done by organizing health care programs for the community. Thus, a good organization culture encourages workers to participate in programs and activities promoting health. The objective of health promotion and illness prevention initiatives is to keep individuals healthy (Doyle et al., 2018). The goal of health programs and initiatives is to encourage and enable people and communities to adopt healthier lifestyle and implement improvements that minimize the likelihood of acquiring chronic conditions and other comorbidities.


Doyle, E. I., Ward, S. E., & Early, J. (2018). The process of community health education and promotion. Waveland Press.

Ginter, P. M., Duncan, W. J., & Swayne, L. E. (2018). Strategic management of health care organizations. New Jersey : Wiley

Kang, J. Y., Lee, M. K., Fairchild, E. M., Caubet, S. L., Peters, D. E., Beliles, G. R., & Matti, L. K. (2020). Relationships among organizational values, employee engagement, and patient satisfaction in an academic medical center. Mayo Clinic Proceedings: Innovations, Quality & Outcomes, 4(1), 8-20. Web.

Qin, Y. S., DiStaso, M. W., Fitzsimmons, A., Heffron, E., & Men, L. R. (2022). How purpose-driven organizations influenced corporate actions and employee trust during the global COVID-19 pandemic. International Journal of Strategic Communication, 16(3), 426-443. Web.

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