Participants are to write an academic paper exploring Workplace Culture in the context of Practice Development.
The paper will explore;
1. The theoretical underpinnings of Workplace Culture including an understanding of the “Effective workplace culture framework” (Kim Manley,K., Sanders,K., Cardiff,S., & Webster,J (2011) Effective workplace culture: the attributes, enabling factors and consequences of a new concept. International Practice Development Journal.
Retrieved from https://www.fons.org/library/journal/volume1-issue2/article1
2. The practical implications of effective Workplace Culture. This should involve considerations such as:
a. Person Centred Care
b. patient outcomes
c. staff satisfaction and retention
3. The paper will demonstrate an understanding of Practice
Development Principle Two (2) in relation Workplace Culture. The essay should be clearly set out and include an introduction and conclusion.
HEALTHCARE CULTURE IN PERSON CENTRED CARE, PATIENT OUTCOME AND STAFF RETENTION
In workplaces, culture forms to be an important attribute because it shapes the way in which people work and constitute to the activities that take place in the organization on a daily basis. The workplace culture prevalent in a particular organization shapes the behavior of the people in that organization in a specific way and therefore, they work in a way so as to meet the basic cultural demands of the organization. The development of organizational cultural aspects also makes it helpful for the individuals working in the organization to get an idea on how they should perform. Therefore, their working procedures are designed in such a way, so as to meet the cultural aspects in the organization. The core area of workplace culture is to development the goals and objectives of the organization based on which the members in the organization work for the fulfillment of it. When it comes to healthcare, culture constitutes to be an important factor because it is of utmost importance for the nurses to follow a certain code of conduct and behavioral traits for the patients so as to abide by the basic healthcare norms. Culture in healthcare sector also allows and binds the healthcare professionals to act and behave in an ethical and more professional way in order to ensure that the patients are deriving the nest possible outcome and treatment facility in the healthcare sector. Therefore, the aim of the current research is to discuss how workplace culture impacts the patient centered care, patient outcome and retention and satisfaction of staff in a healthcare organization.
In the current era, person centered care has been an important factor in healthcare sector. In the opinion of Hahtela et al. (2017), person centered care is also termed as patient centered care and is associated with the identification of the needs and demands of the patients. The primary aim of person centered care is to meet the aims and objectives of patients and integrate each of their needs in the treatment procedure. The importance of workplace culture in this regard is to ensure ways by the healthcare professionals by means of which they need to monitor the condition of the patient with the aim of identifying their needs and specifications that they have in terms of their treatment procedure. The involvement of culture in healthcare sector in person centered care includes the involvement of the family of the patient in the treatment procedure. They are assessed and are asked to provide effective solutions that they deem to be important and effective in the treatment procedure. This is hugely advantageous in gaining the confidence of the patient and patient’s family and thus, this refers to person centered care. According to Ignatavicius and Workman (2015), person centered care refers to the involvement of the patient party in the treatment procedure as well, and it is not confined to the healthcare professionals only. There are plenty of important steps that are taken by healthcare sectors for the betterment of the patients. However, the focus of person centered care is given on the needs of the patients and the workplace culture suggests that their needs assessment is important and then designing the treatment procedure on the basis of that. Thus, in person centered care culture, the focus is given on the assessment first and then the treatment procedure is designed.
One of the essential cultural factors of workplace culture in healthcare is providing respect and maintaining the dignity of the patients. As stated by Jones and Kelly (2014), the current code of practice for patients in healthcare sector signifies the provision of respect to people and therefore, the healthcare providers must ensure the maintenance of the dignity of the patients and also providing them respect at the same time. Thus, paying heed to the needs of the patients and their family in terms of their preference of the treatment process is an important factor. Along with that, according to Williams, Perillo and Brown (2015), communication also plays a key role in this aspect. Verbal and active communication allows the healthcare providers to have adequate knowledge from the patient and his family to assess their needs. Therefore, the healthcare providers must pay attention to keeping a constant communication process with the patient party at regular intervals and assess their needs regarding the ongoing treatment procedure.
In addition to that, there is also huge requirement of collaboration and team work among the different members. One of the important cultural factors of person centered care in healthcare is team work and coordination. In the opinion of King, Roed and Wilson (2018), nurses spend majority of their time with patients and therefore, they notice information of the patient. Team work would allow the nurses to inform that important information to the relevant department so that they can take the decisions of the treatment procedure accordingly. This is one of the most crucial factors because healthcare providers and doctors need to adhere to new treatment procedures on the basis of the changes in the health of the patient. As stated by Macken and Hyrkas (2014), the prevalence of team work would allow free flow of information between the departments and thus, the treatment procedure shall take effectively with the combined decision making of each of the departments. In addition to that, another aspect of the workplace culture for person centered care is emotional intelligence. The nurses and the healthcare professionals must not only behave in a professional way, but also they need to emotionally connect with the patients to understand their concerns and provide them mental support. Mental support is extremely crucial for the effectiveness of the treatment procedure and also for the betterment of the health of the patient.
Diversity and cultural difference is an important factor in healthcare organizations. As mentioned by Manary et al. (2015), in a healthcare organization, patients are from different cultural backgrounds and therefore, they have different communication techniques and needs. The healthcare needs of the people differ on the basis of their cultural background. Thus, another important factor of workplace culture in healthcare that could be gathered from this is diversity management in healthcare sector. Healthcare providers need to pay attention to the distinctive cultures and dealing with them in a way to meet their specific needs. As influenced by Nissen-Lie et al. (2016), an important cultural aspect that the healthcare providers must implement in this regard is to deal with the patients accordingly on the basis of their cultural facet. The satisfaction of patients in healthcare organizations is important and therefore, the healthcare providers and particularly the nurses must ensure that the patients are being dealt in the right way. Their cultural aspect is also need to be paid attention to as that shapes the healthcare needs and desires of the patients at the same time (Tucker et al. 2015). In situations where nurses fail to understand the cultural difference of the people, there shall be dissatisfaction of the patients. Therefore, it can be stated in this context that one of the important factors of workplace culture in person centered care has taken the shape of diversity management. As mentioned by Scott et al. (2018), culture plays an important role in developing the sense of unity and togetherness among people. There is always development of unity among the patients in healthcare sector who belong to the same cultural background, and thus, it becomes easy for the healthcare providers to deal with them effectively.
Therefore, the workplace culture that is immensely crucial for person centered care in healthcare sector is emotional intelligence and support of the people. According to McCormack and McCance (2016), healthcare professionals need to be emotional in their professional sphere as well to understand the mental health of patients in the course of their treatment procedure. In addition to the needs assessment of the patients, the assessment of their emotional needs is also ample important. They must be provided with the mental and psychological support that they need in their treatment procedure to better constitute into the betterment and effectiveness of the treatment procedure. Furthermore, emotional intelligence of the healthcare providers would not only contribute to their needs assessment but would also assist in gaining their confidence and henceforth, they would be more inclined towards the providers. Along with that, the understanding of the cultural diversity of the people is important as that is one of the primary factors shaping the needs and communicational techniques of the people. Therefore, as influenced by Thomson et al. (2015), the healthcare providers must always refrain from creating a distinction between the patients from different backgrounds and treat them as per their convenience and their cultural aspects. However, there is one issue that is associated with person centered care culture in healthcare organizations. According to Knaak, Mantler and Szeto (2017), person centered care calls for the primary heed of the healthcare providers being given to the needs of the patients. Therefore, they primarily assess the needs of the employees and then design their treatment procedure. Although this contributes to the gaining of confidence of the people and putting a positive impact on them, this has certain disadvantage as well. Healthcare providers better understand the treatment procedure that would be appropriate for a patient. However, due to the need of fulfilling the needs of the patients, the healthcare professionals sometimes have to refrain from a treatment procedure that they deem to be important for the patients for their better health condition.
While person centered care focuses on the assessment of the individual needs of patients in healthcare sector, it is important for the healthcare providers to evaluate ending results of the treatment procedure that they have implemented. As stated by Houck and Colbert (2017), the primary aim of any healthcare organization is to ensure that their patients receive the best treatment which would contribute to their health betterment and well being in the long run. Therefore, the first cultural aspect important for the healthcare providers is to give adequate time after the treatment procedure has taken place, In order to evaluate the long term impact of the implemented treatment process, it is essential for the professionals to give time to see whether the treatment has been effective for the patient or there needs to be implementation of new techniques in the treatment procedure.
The nurses in healthcare sector have the primary role to play in this regard as they spend their majority of time with the patients and thus, they are the primary ones to notice the improvements of the deteriorations (Hahtela et al. 2017). They must readily inform that to the relevant departments who shall take the necessary decisions accordingly. One of the essential elements of culture for patient outcome is provision of training to the nurses to make them well acquainted with their analytical skills which would allow them understand the condition of the patient and report that accordingly to the other healthcare providers. Furthermore, the treatment procedure that has been implemented on the patient shall also have an impact on them and the role of the nurses is to assess that impact whether it is positive or benefit (Ignatavicius & Workman, 2015). The aim of the healthcare sector in this aspect is to ensure that they are gaining the best possible outcome.
Along with that, one of the most important actors of gaining positive outcome from the patients is to have adequate number of staffs. As mentioned by Jones and Kelly (2014), stress and anxiety among nurses and healthcare professionals is a common scenario evidenced in healthcare sectors. Therefore, the adequacy of staff would help in ensuring that the patients are availing best treatment. In time of stress, it becomes difficult for the nurses to work efficiently. Thus, the ample number of healthcare professionals in a healthcare sector would curb the risk of implementing inappropriate treatment procedures by the healthcare professionals due to stress. Thus, this refers to the prevalence of culture in a healthcare sector which would contribute to the retention of staff. Along with the payment of heed to the needs and specifications of the patients, it is also important for the healthcare sector to pay heed to the needs and assessment of the healthcare professionals. As studied by Williams, Perillo and Brown (2015), the non assessment of the needs of the workers in healthcare sector often results in their dissatisfaction and therefore, it becomes difficult for them to provide efficient services to the patients. Therefore, as influenced by King, Roed and Wilson (2018), healthcare sector must always provide the professionals flexibility of time shift and they must refrain from shift work which would result into their health deterioration.
As studied by Macken and Hyrkas (2014), the dissatisfaction of patients has been evidenced in a number of healthcare organizations due to the non adequacy of the staffs. Thus, it can be analyzed in this context that ample number of staffs is important for better patient outcome and thus, this cultural factor has called for staff retention in healthcare organizations. Along with that, as stated by Manary et al. (2015), the payment of heed to the needs, flexibility of time shifts to the workers results in their satisfaction. The satisfaction of the workers further results in the retention of them and thus, they adhere to the organization for the fulfillment of their professional needs and desires. The adequacy of staff would also ensure that there is maximum number of staff in each of the departments in the organization and thus, there would be better communication and coordination among the departments. Again coordination and team work is an important cultural factor in healthcare sector. Thus, it can be stated in this context that patient outcome and retention and satisfaction of healthcare staffs are two interrelated factors in healthcare sector (Nissen-Lie et al. 2016).
The satisfaction and positive outcome of the patients is an integral factor that healthcare organizations pay attention to. As commented by Tucker et al. (2016), in order to fulfill that, it is even more important for healthcare organizations to pay heed to the satisfaction of the healthcare staff. The betterment of the production process of the healthcare organization would always rely on the satisfaction and positive impact incurred on the healthcare staffs. Therefore, it is essential for the healthcare organizations to ensure that nurses and other staff do not suffer from mental health issues such as stress and anxiety which is likely to impact the patients as well. For that purpose, staff retention is an important factor that healthcare organizations must put emphasis on. As stated by Scott et al. (2018), it would also help in good collaboration and coordination, thereby, incorporating into the betterment of the healthcare facilities in the concerned organization. Thus, it can be stated in this context that cultural aspects in a healthcare sector combines all the important factors of patient centered care, patient outcome and satisfaction and retention of staff. These factors are interrelated and one is essential for the other.