SNPG959 Workplace Culture in Context of Practice Development Assessment Answer
Assessment 3: Essay
The culture within the workplace of the healthcare sector plays a pivotal role in delivery of care, which is person centric by nature, clinically driven and probes for continuous improvements in regards to the changing context. Publicised failures were viable as a result of the cultural ineffectiveness at the workplace. In the modern era, there has been an increasing importance towards prioritisation of organisational and corporate culture, for delivering better care and service assistance to the patients. This is one of the key areas which need to be considered by the management of healthcare in order to ensure sustainability in the competitive market. While analysing workplace culture in regards to the practise development, the emerged framework will assist the ones involved in transformation of patient centric culture and interface of the client for focusing and critiquing strategies, thus having a direct and positive influence towards the employees, management and patients (Cardin & Hudson, 2018). The practice development takes active participation in enabling the workplace staffs for assessing the workplace culture and identifies the areas of improvement (Kim Manley, Sanders, Cardiff, & Webster, 2011). The clinical leaders may be subjected to self-assessment of own role clarification and individual skill sets, thus acting as facilitators of certain effectiveness. The learner will also share individual experiences in regards to the practice development and workplace culture in the healthcare sector. The essay will specifically focus towards person centric care , outcomes of the patient and staff satisfactory output for successful intervention of the selected topic.
Workplace culture within the sector has a huge influence on the experience of users and patients, motivational attributes and overall effectiveness of the staff. The presences of toxic cultures have often resulted in dire consequences for the outcomes of the patients, well-being of the employees and wastage of important financial resources. The connectivity between the culture at the workplace and the potential consequences therefore prioritises the necessity of developing, understanding and recognising effective culture with the working environment. Particular emphasis should be given to delivery of care for the patients at times of needs (Dempsey & Assi, 2018). There is an essentiality of cultural change which will alter the ways in which service is provided to the patients (Kim et al. 2011).
Figure 1: Health and Social Care Spending as Percentage of GDP
(Source: Commonwealth Fund, 2019)
The staffs will deal in an empathic manner with the patients by prioritising their queries and resolving them as per urgency and necessity. The impact of cultural change is not about individuals only, it is in regards to the societal context through which the individuals impart their behaviours and abides by the expectancy and acceptance of the social norms (Maben, 2010). For ensuring practice development in a successful manner, transformation of fundamental mind sets and behavioural pattern as it takes active participation in manifesting the culture through reflection of the values, assumption traits and beliefs held by the employees within the working environment.
Corporate culture reflects upon the practise measures and values, which is shared across all forms of management. It is what the organisations are looking forward to portray for the sake of influencing relations with the public and motivating staffs, rather than actually prioritising the culture of the organisation which is actually witnessed by the staffs. Negative impression on the employees wills invariable affect the ways in which a patient is treated. For instance, staffs often feel motivated when he anticipates the level of assistance and scope to be of superior quality (Mulcahy, Lowry, Hoban & Perry, 2018). After the reality check, very often a dynamics changes, where staffs experience the negligible side of management in solving queries. Now, patients are not much acquainted with the senior management, they will ultimately confront the staffs. When the patients lack care, ultimately the staffs are to be blamed for the poor service assistance provided to the patients.
The theoretical underpinnings of quality improvement in the healthcare sector need certain alterations. In regards to the theoretical concepts, the workplace culture comprises of certain conceptualisations and values, which are less defined (Eklund et al. 2018). In regards to the practise development, an effective workplace culture should be person centric, evidence based and keep adapting as per the altering healthcare needs. There is an essentiality to identify and address the internal as well as external barriers for ensuring cultural change, through debates, critiquing and contestation. The evidence based practise should be blended for transforming the workplace culture and facilitate changes at the working environment (Kim et al. 2011). As the context of the health care sector will start developing and changing, the perceptions surrounding the workplace place culture will also start altering in an effective manner.
The certain set of values always play a pivotal role in characterising workplace culture in the healthcare sector. In regards to the practice development, person centric attribute is prioritised over patient centric attribute due to the fact that the values which underpin the patient centric approaching are similar to the ones which underpin effective relationship of the staffs. While considering the respect and right towards self-determination and respect in practice development, therapeutic connectivity is established amongst the care providers (Nightingale, 2018). Lifelong learning is evidential for developing positive and enabled environment of learning. It is obvious that staffs learn from their mistakes rather than blaming. For instance, if staffs are blamed for his mistake, then he may develop a resistance and lack motivation, which is not the case when he is allowed to learn from her mistakes without any pressure. The practitioners require to be assisted in regards to learning and enquiring in regards to individual practise and while developing these skills, the staffs will be able to improve individual effectiveness and assist others in improving the quality of practise. For ensuring development of practise successfully, the workplace culture shall be supportive enough towards the staff so that they can invariably be empathic towards the patients. The staffs shall be encouraged for questioning and challenging for fluent interchanging of feedbacks (Pullon et al. 2016).
Figure 2: Core Values
(Source: Kim Manley, Sanders, Cardiff & Webster, 2011)
The development of leadership plays a pivotal role in managing others and provides innovative solutions depending on situations. Effective leadership is very much essential in handling conflicts, which is crucial for practise development. The evidence based practise of the clinical staffs are valued and connected towards the facilitation of expertise and management of leadership (McCormack, Dewing & McCance, 2011). The amalgamation of individual mastery and updated data serves as an effective evidence of practise. Implementation of evidence into practise serves serve as the international movement in the healthcare sector by emphasising on utilisation of best evidences to assist the clinical effectiveness triggered by contextual factors. Drawing towards the evidences from respective practises, reflects upon various forms of knowledge utilised in practise for assisting decision making and determining strategies which are essential for transformational practises (Rishoej et al. 2018). There is an essentiality of positive attitude towards change and develop continuously for reflecting upon an effective workforce culture in the healthcare sector.
An effective workplace culture significantly contributes in creating a positive environment where employees working at different levels can work as a unit to achieve common organisational goals (Jones & Kelly, 2014). In context to healthcare organisation, it can be indicated that the development of workplace culture enables the healthcare staff to support other workers to carry out daily operations. For example, by having an effective workplace culture, an experienced nurse can help the newly appointed nurse to get accustomed with the work systems. In addition, the staff will have clearly direction about reporting to the seniors related to patient health records and others. On the other hand, it has been determined that the creation of effective workplace culture largely supports the organisations like healthcare institutions to not only attract but also retain the experienced and potential staff (Braithwaite, Herkes, Ludlow, Testa & Lamprell, 2017). For example, a good workplace environment largely encourages the staff to continue with their work to provide required healthcare services to patients. It is considerably crucial for the management of the organisations to workplace policies which can allow employees to work in a flexible and cooperative manner. Apart from that, it has been studied that when the employees are not provided with required trainings and development programs then it is most likely that the workplace culture will be highly affected. In that connection, it can be mentioned that it is vital for healthcare organisations to conduct training programs and workshops so that healthcare staff can learn about using medical equipment and resources and handle the patients in a required manner (McCaughey, DelliFraine, McGhan, & Bruning, 2013).
The healthcare workplace culture has significant impact on the patient outcomes. In that relation, it can be mentioned that an effective workplace environment would allow patient to effectively interact with the healthcare staff and receive required information about their health status (Pipe et al. 2012). For example, when a care and supportive workplace environment is created then patients can witness a positive change in their health condition. Moreover, by receiving expected service from the staff then patients can recommend the healthcare institutions to others to get treatment in best possible way (Thomson, Outram, Gilligan & Levett-Jones, 2015). This in turn, helps in establishing a positive relation between healthcare staff and patients. On the other hand, it can be pointed out that an effective workplace culture would have considerable impact on the staff satisfaction. It has been identified that by manifesting a positive workplace culture, employees would have clear direction to perform their duty and understand their job role. Management failing to provide expected workplace environment then it is highly likely that healthcare employees would feel job dissatisfaction, thereby leading to staff turnover (Mattke et al. 2013). As a result, healthcare companies would find it difficult to attract the potential employees who can help in providing timely and quality healthcare services to patients. It is to be further mentioned that workplace culture contributes to staff job satisfaction when the employees receive better extrinsic and intrinsic benefits for their hard work and efforts. For instance, when healthcare staff are asked to do overtime without any promise of additional advantages then leads to job dissatisfaction. In addition, staffs shows less likely interest to provide the healthcare services (Khadjehturian, 2012). Therefore, it is important for the management of the healthcare institutions to understand the needs of the healthcare staff so that they can manage their work life balance and also provide expected services to the patients.
It has been determined that impact of a positive workplace culture on patient outcomes and staff satisfaction would ultimately influence Person Centred Care. In that relation, it can be demonstrated that the establishment of a good workplace environment would allow patients to actively engage in their own medical treatment in close collaboration with the healthcare experts (Braithwaite et al. 2017). This in turn, enables the patients to have better information about their health status and can determine the expected time to be required in order to get cured.
Figure 3: Person Centred Care
(Source: North Western Melbourne Primary Health Network, 2019)
On the other hand, it is to be stated that by creating an effective workplace culture, patients develop trust and confidence on the healthcare staff and professionals. As an outcome, patients can receive required health data report, which helps them to make informed decisions. In addition, the patients in association with the healthcare workers can undertake the responsibility for their own health and treatment (Thomson et al. 2015). Apart from that, a positive workplace culture enables the healthcare professionals to engage with both patients and healthcare staff to develop programs that can help in building a positive system where each one can receive expected benefit and also improvement can be made to existing healthcare services. Therefore, it can be indicated that the effective workplace culture can significantly impact Person Centred Care for providing better and quality healthcare services.
While concluding it could be stated that a positive workforce culture contributes effectively towards motivation of staffs and better service assistance to the patients. A cultural change is essential for alleviating toxicity within the environment, which hinders the delivery of quality care. The study critically emphasised upon satisfaction of the staffs and outcomes of the patient within the context of practise development. Evidence based practises and therapeutic connectivity often ensures effective management of culture at the workplace. On the contrary, the person centric care ensures effective dissemination of information to the patients regarding their health status. It also ensures effective decision making ability and develops a sense of trust towards the management regarding the treatment facilities.