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:

1. 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.
2. Provide a rationale for your choice of assessment instruments.
3. Sketch a timeline for the assessment process outlining the pre-assessment communications, the assessment window, the data analysis period, and the post-assessment communications.
4. Deliver a specific request for Board approval of this plan.

ADDITIONAL DETAILS 

Analyzing the Existing Organizational Culture in Heath care

Introduction

When it comes to healthcare, there’s no denying that culture plays an important role. The way that a hospital or clinic operates can have a significant impact on their patients’ health and quality of care. A well-established culture helps to ensure that the staff members are happy with their jobs, which in turn leads them to provide excellent customer service for those who visit their facility.

Analyzing the existing organizational culture in healthcare

As a healthcare professional, it’s important to understand the organizational culture of your own clinic. You can use this knowledge to improve your workplace and make it more productive.

Organizational culture is the set of shared beliefs, attitudes, values and norms that govern how employees behave at work. It’s an important part of any organization because it influences how people think about their jobs as well as what they do on a daily basis. The way an organization’s leaders define its culture will influence how employees interact with each other and with customers—and ultimately whether or not those interactions lead to positive outcomes for everyone involved in them!

Looking for ways to improve

Looking for ways to improve the existing culture:

If you want to improve your organization’s culture, it is important that you look at what factors can be improved. There are many reasons why organizations have a poor or weak culture and how they can improve their organizational cultures. Here are some of those reasons:

• Lack of trust between employees and management in general – This may include issues with communication, problem solving skills and morale among other things (such as low productivity). When there is lack of trust between employees and management in general; then it becomes difficult for an organization’s leaders or managers because they don’t know how best solve problems within their own team members’ context which leads them not being able provide good advice on how best handle situations when needed most such as when dealing with conflict resolution issues between co-workers who have different opinions about certain topics related specifically towards workplace activities (e g.: lunch breaks).

Maintaining the desired culture

• Maintaining the desired culture:

The main goal of maintaining a desired culture is to ensure that it continues to exist, even when you’re trying to change something. When you have an established culture and want to change it, there are several things that can happen. First, if your organization has been around for some time and has already had its own set of values and norms in place for years, then changing those may not be possible or even desirable. For example: if your organization has always had offices with names like “John’s Office” or “Jane’s Office,” then changing this would likely require changing all of the other offices in order for everyone else on staff (and perhaps even clients) not only understand why these terms exist but also accept them as part of everyone’s daily routine at work.

• Making sure nothing gets lost: If someone were working somewhere where there was no way out but staying put until retirement age came around again tomorrow morning (which is usually how things work here), then one might say this person had no choice but remain where they were until retirement—but now imagine saying something similar about yourself! You’re stuck somewhere else now because we need this space immediately–but would leaving mean losing all knowledge from previous experiences? Would leaving mean forgetting everything about why everything worked so well together before moving elsewhere without really understanding why those relationships existed between people beforehand?

An organization’s culture is something that should be analyzed and maintained.

The importance of an organization’s culture cannot be understated. It is the glue that holds together the hearts and minds of all employees, who are in turn responsible for their colleagues’ performance.

The purpose of this section is to provide ideas on how to analyze existing organizational cultures so that you can improve, maintain or transform them into something more effective than what they currently are.

Conclusion

Healthcare organizations can learn from other industries and make their own organizations better by creating an environment that is more conducive to the work that needs to be done. This involves analyzing the existing organizational culture in healthcare and making sure it meets current needs as well as future requirements.