Organizational Culture and Values of Healthcare Organizations

Mission, Vision, and Values of the Health Care Organization

Clearly articulating the organization’s values and vision is the key to effective operations. In this way, organizations can understand what long-term results they are trying to achieve and clearly pursue their goals. Ethical standards play an important role because they are binding and are always covered by the goals of the medical institution. (Pheko et al., 2017). The internal organizational culture is also worth mentioning. Clearly defined goals, principles, and values guide employees and motivate them to perform better.

The Importance of the Mission and Goals of the Organization for Staff

A developed organizational climate and understanding of the purposes of the organization provide nurses to perform quality obligations. At the same time, it reduces burnout fatigue and improves teamwork. Thus, conducting training and stimulating staff development will make staff want to work (Tannady, 2019). For the rest, this will permit the hospital to attract more nurses who are interested in doing the job at the best level.

Influence of Organizational Culture on Patients

Creating standard values and adhering to them by staff performs an essential role in choosing a hospital. Patients are interested in being cared for only by true professionals. In general, a positive organizational and work culture is associated with successful treatment outcomes. For example, it can reduce mortality and decrease depression in clinics (Tannady, 2019). Moreover, well-established teamwork saves the sufferer’s life in emergencies.

Reasons for Conflicts in a Professional Practice

From the nurses’ point of view, conflicts are most often associated with divergent opinions, disagreement, and different perspectives on the work mission. This negatively affects the atmosphere of the organizational environment and complicates relationships. Situations are not uncommon when help is needed with a patient, but not everyone willingly agrees. (Pheko et al., 2017). Stress also occurs when expectations from work are not met, and there is a lack of financial motivation.

Organizational Culture Influence on the Way of Conflict

When each employee is focused on his or her own beliefs, conflict is inevitable. It is much easier to solve it when the organization is based on a symbiosis of values that translate into its goals. If everyone clearly understands the aim of the institution and everyone is pursuing the same desire, it is much easier to resolve the conflict situation that already exists. Sharing values among workers means that they are able to admit mistakes and take responsibility for their own actions as well as those of the team.

The Strategies of Organizational Culture for Dispute Resolution

The values of the organization must clearly state that health professionals have the right to be respected by physicians and patients. At the same time, established communication between representatives of various branches of medicine will avoid disrespect and discrimination (Pheko et al., 2017). Additionally, conducting teamwork training will enable employees to objectively perceive new positions of colleagues. As for wages, the transparent system of rates and payments will not cause questions.

Strategies for Encouraging Interprofessional Collaboration

In order to work together effectively, employees must understand the goals of the organization. They must be clear and in line with the possible results. Managers, by their own example, must show the correct model of behavior. Physicians and nurses should also be encouraged to share information and work together to increase efficiency and improve communication.

The Impact of Organizational Requirements and Work Culture on the Outcomes

Employee behavior and attitudes to patients and colleagues create an environment in the organization and affect the quality of long-term plans. Thus, if the team lack communication, the number of successful treatments will decrease. This will also lead to the dismissal of staff, which will prevent the hospital from carrying out its mission (Tang, 2017).

Additionally, the lack of professional ethics will jeopardize the guaranteed rights of the patient.

The Dependence of Community Health on the Organizational Culture

A negative organizational climate will worsen the health of sufferers. The community will try to receive treatment in other hospitals. Although, this option is not always possible, so people will lose confidence in physicians (Tang, 2017).

Organizational Culture and Disease Prevention

Health promotion programs that incorporate more cultural elements into their strategies have been shown to reduce health risks. From this perspective, health care organizations with established cultures deliver quality services and prevent diseases more efficiently. Organizational culture is dynamic and constantly changing in response to external and internal changes. This opens up opportunities for rapid adaptation and response to threats.


Pheko, M. M., Monteiro, N. M., & Segopolo, M. T. (2017). When work hurts: A conceptual framework explaining how organizational culture may perpetuate workplace bullying. Journal of Human Behavior in the Social Environment, 27(6), 571-588. (Pheko, et al., 2017).

Tang, H. (2017). A study of the effect of knowledge management on organizational culture and organizational effectiveness in medicine and health sciences. Eurasia Journal of Mathematics, Science and Technology Education, 13(6), 1831-1845.

Tannady, H., Tannady, H., & Zami, A. (2019). The effect of organizational culture and employee engagement on job performance of healthcare industry in province of Jakarta, Indonesia. Calitatea, 20(169), 18-22.

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