HCA 822 Topic 1 Discussions
HCA 822 Topic 1 Discussions GCU
HCA 822 Topic 1 DQ 1
What are the most important factors for leaders to consider when selecting a method for assessing the culture of a health care organization? Why?
HCA 822 Topic 1 DQ 2
Sheard suggests a “whole organisation approach” as a means to positively influence culture in health care. At what point might this approach become counterproductive and create negative results? Explain your reasoning.
HCA 822 Analyzing the Existing Organizational Culture
The chief executive officer (CEO) of a well-established health care organization has brought the organization into a period of sustained stability and profitability. However, the CEO was recently and unexpectedly released by the Board of Directors amid rumors of impropriety on the part of the CEO. You have been hired as the new CEO. During the interview process, you anecdotally assessed the culture of the organization and believe a cultural shift is in order. The magnitude of the expected shift is unclear, and you have decided to approach the Board about conducting a lengthy and costly cultural assessment to help you plan for the expected changes in culture. At risk are the stability and profitability of the organization.
General Requirements:
Use the following information to ensure successful completion of the assignment:
- Review the information in the module about the Organizational Culture Assessment Instrument (OCAI) and the Organizational Culture Inventory (OCI).
- This assignment uses a rubric. Please review the rubric prior to beginning the assignment to become familiar with the expectations for successful completion.
- Doctoral learners are required to use APA style for their writing assignments. The APA Style Guide is located in the Student Success Center.
- This assignment requires that at least two additional scholarly research sources related to this topic, and at least one in-text citation from each source be included.
Directions:
Prepare a persuasive presentation (15-20 slides, exclusive of the reference list) that you could deliver to the Board of Directors explaining the rationale for and benefits of cultural assessment and your preferred assessment instrument. Speaker notes must be included for each slide. The presentation must do the following:
- Provide a persuasive argument for performing a cultural assessment of the organization leading to the improvement of the current culture at the risk of temporary instability or short-term loss of profitability.
- Provide a rationale for your choice of assessment instruments.
- Sketch a timeline for the assessment process outlining the pre-assessment communications, the assessment window, the data analysis period, and the post-assessment communications.
- Deliver a specific request for Board approval of this plan.
Organizational Culture Assessment Instrument (OCAI) and the Organizational Culture Inventory (OCI)
Introduction
Changing your organizational culture is a challenge. You need to define what your desired culture looks like and then create an environment that will support it. The Organizational Culture Assessment Instrument (OCAI) can help you do both of these things in just one tool! This article will tell you everything there is to know about this versatile tool and how it can help transform your organization from one that’s stuck in its ways into one that’s able to evolve and grow with the times.
The Organizational Culture Assessment Instrument (OCAI) can help you define a desired organizational culture
The OCAI is a survey tool that can help you determine how your organization currently operates. It’s also useful for assessing the effects of changes in culture on employees, as well as identifying areas where there is room for improvement.
The OCAI provides several different ways to define and assess organizational cultures:
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Defining an Organizational Culture Profile – This option allows you to use the OCAI as a framework for creating an overall picture of your company or department’s culture, including its strengths and weaknesses. You’ll then be able to compare this profile against similar companies’ profiles using industry benchmarks or other sources (such as Fortune 500 disclosure). The results will give you valuable insight into what makes your company unique—and how well they’re doing compared with competitors in their field!
Take your organization through a process that will help you choose a desired culture profile
The Organizational Culture Assessment Instrument (OCAI) is a tool that will help you define a desired organizational culture. This instrument helps organizations choose the kind of culture they want to have and help them focus on what needs to be done. In this article, we’re going to explore how the OCAI works and how it can be used in your organization as well as some tips for using it properly.
The first step when using this tool is defining your current organizational culture profile by answering four questions:
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What are our core values?
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How do employees feel about their job?
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How do we treat customers/clients/ partners etc.?
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How do we structure work life balance within our organization?
There are two steps to using this tool to your advantage
The first step is to define your current culture profile. This can be done by asking employees or managers to describe their organization’s current culture, or you can use the OCAI and OCI to do it for you.
Your second step is to define your desired culture profile. This will help you determine what elements of the current culture are important for future success, as well as assess how much time and effort should be spent on each element before moving forward with change management efforts.
Step 1: Define Your Current Culture Profile
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Define Your Current Culture Profile
The first thing to do is define your current culture profile. This means you need to know what the current culture of your organization is, how you know this and what are the key components of it.
Step 2: Define Your Desired Culture Profile
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Define Your Desired Culture Profile
The desired culture profile is the one you want to create. It should be specific, measurable, realistic and achievable. It needs to be sustainable as well because if you have a bad culture and don’t change it then it will inevitably lead to failure in your organization (or at least failure of some important aspect of your organization).
You can use the OCAI to create a new organizational culture and set the stage for change.
The OCAI can be used to create a new organizational culture and set the stage for change. You can use it to define a desired organizational culture, or you can use it as part of your strategic planning process.
The OCAI has been developed by Jeffrey Pfeffer and Alexey Pareto in order to help organizations identify their current organizational culture so that they can continue to grow and prosper in the future. With its focus on values, beliefs and practices that are shared throughout an organization’s employees (and thus create an overall sense of purpose), this instrument will provide insight into how you might want your company’s culture to look like moving forward.
Conclusion
The OCAI and OCI can be used in a variety of ways, including as part of a formal process for cultural assessment or to create an organization’s culture agenda for the future. If you’re not sure where to begin, we recommend taking our four-step guide on how to begin using this tool as an example.
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