Healthcare organizations, like all organizations, create and sustain their own culture. How does this culture affect leadership? How can leadership influence this culture to create organizational effectiveness?
First, I am going to offer you some information on organizational culture. The information on organizational culture is from other postings I have answered on organizational culture. Then I will address the specific question you have on leadership, organizational culute, and the health care organization. This way I can offer you the most information related to your question.
Organizational culture is defined and studied in a multitude of ways by a variety of different scholars. One of the best known organizational culture scholars is Edgar Schein. Schein (2004) explains organizational culture as the shared norms, beliefs, and values that guide the organization. Of course, this short definition of organizational culture does not fully elucidate the concept. The following paragraphs will give a synopsis of some of the basic tenets of organizational culture, borrowing liberally from the work of Edgar Schein and a few other authors. A list of references is included so that the reader can research the concept further on their own.
An organization's culture can be both corporeal and mental in nature. What does this mean? Organizational culture is shared by members of the group and guides day-to-day activities of the work environment. Organizational culture is comprised of those items that guide action; including the written value statements or visions of the organization. This is an example of the physical aspect of organizational culture. The mental components of organizational culture include behavior norms; how people relate to coworkers and customers during the business day (Schein, 2004).
Think back to a time when you took a new job or joined a new group. For awhile you had to learn the acceptable ways to do things, from the actual completion of tasks to social interactions with your coworkers, peers, or customers. As you observed others in action, you learned about the unique culture of the organization. You may have been admonished when your actions did not reconcile with established norms. You may have been scolded with: "That's not the way we do things around here!"
Organizational culture can be very social, relational, and emotional in nature. It can be rigid, inflexible, and unforgiving. It can also be innovative, learning focused, and proactive. It can be changed by esteemed leaders or the ...
This solution discusses leadership and organizational culture.