Workplace culture in Context of Practice Development
Tools for Practice Development
The workplace culture is described as the assumptions, the underlying beliefs, values as well as the manners of interacting which contributes to the specific psychological and social environment of the organisation. The organisational culture consists of the experiences, expectations, values and philosophy of the organisation that helps in guiding the behaviour of the members and is also expressed in the self-image of the workforce, their interactions with the outer world and also about the future expectations(Alvesson, M., & Sveningsson, S. 2015). Moreover, the workplace culture is entirely depend on the shared customs, attitudes, beliefs as well as written and unwritten rules which have been recognized over the time and are also consider as legitimate. Furthermore, the workplace culture also includes the norms, vision, values, system, beliefs, language and also habits of the organisation. Workplace culture also helps in describing the appropriate behaviour for the occurrence of the several types of complex situations and it also leads an impact on the groups as well as to the individuals who used to interact with each other or with the stakeholders and clients of the organisations (Barrett, R. 2014). This assignment will sheds light on the workplace culture in context of the practice development. This assignment will also shed light on the several implications of the effective workplace culture within the organisations.
Workplace culture in context of practice development
In context of the healthcare which is constantly changing the finding of the best approaches in order to achieve the sustained change in practices is the vital challenge for the organisation. However, in healthcare establishing of the services as well as practices had adopted several kinds of approaches. Therefore the practice development is referred to as the continuous process of improvement for increasing the effectiveness of the patient health care. Furthermore, this can be done by assisting the healthcare team to establish their skills as well as knowledge so as to transform the context and the culture regarding the care (Busse et al., 2014). Moreover it has been noticed that it is supported and enabled by the facilitators who are committed to the rigorous, systematic as well as continuous method of the emancipator alterations which reflects the perspectives of the service users and also to the providers. The practice development basically highlights the requirements for the development of the work that is to be undertaken systematically as well as rigorously and which is set in the constant culture of the improvement (J. Cole et al., 2014).
In addition, it has been noticed that practice development is not about bringing certain alterations in the emphasis or to the alterations of the specific practices. Hence the practice development is all about transforming the context as well as the culture of the care settings. However, the prominence on the establishment of patient care depicts that the context of conversion and the manners in which it takes place should be consider. Therefore the two trends based on this can be further illustrated; the primary one used to address the directions which alter in care must take as well as concern impels in the direction of the patient-centered models of the care provided. Moreover, the second one reflects the philosophy based on the manner through which the lasting alterations might be brought about (Jones, A., & Kelly, D. 2014). Therefore the rising significance of the individual patient in the healthcare sectors is found on both the developing professional ideology in the nursing and also on the other health care professionals and also on the consumer care model of the customers which has formed within the international healthcare system. Thus both of these trends used to challenge the dominant mode of the associations that are featured by the bureaucratic as well as industrial models that outcomes in the orientation of the tasks and also the deficit of the responsiveness to the requirements of the individuals. Therefore the key hub of the practice development is on the conversion of the healthcare environments in order to make sure that they used to organize for the requirements of the individual patients (Kwon, Y et al., 2015). Hence this leads to entail an environment where the healthcare practitioners can act as well as make decisions regarding the care which is provided to the individuals without being pushed by the hierarchical models of consent as well as reporting. Therefore it leads to the enlargement of skills, acquaintance and decision making within the cultures as well as in the individuals that helps in allowing of such kind of attribute to be useful with regard to the solemnity as well as the safety of each of the clients.
The theoretical underpinning of the effective workplace culture framework
It has been argued by several authors that the theoretical base which is underpinning the quality of the healthcare improvement needs development. However, the analysis of the concept provides an approach towards the end as the concepts are considered to be as the building blocks of the theories. Furthermore, the concepts are socially developed and are evolved over the time through use and can be incorporated with the sets of attributes which is developed by the process of socialization as well as the debate which is incorporated with the use of it. Hence this approach is consistent with the notion that the culture is basically a social phenomenon and it is still evolving. Moreover, in the theoretical terms, the effective workplace culture is the complex process which is comprised of inter-related values as well as concepts in which some of them are not clearly defined (Melnyk et al., 2014). Based on the framework the effective workplace culture can be classified as the immature concept as it is ill-defined and nebulous. The effective workplace culture is hence ripe for the development of the concept. The approach to the concept analysis is used to demonstrate the attributes and the enabling factors which precede the workplace culture and also the consequences which follow its occurrences. Furthermore, it has been found that the framework for the effective workplace culture has been established by various distinct phases. In phase one, it has been stated that a three-year action research study established the primary foundation of the framework. Manley’s study shows that most of the focus is on the insights of the business within the organization as well as corporate culture in order to make sense of the process as well as the result of the transformation project which explores the role of the consultant nurse in facilitating the standard care in the setting of the healthcare practice.
An effective workplace culture is the one which is facts-based, person-centred and also it continues to adapt to the altering requirements of the healthcare. The changes in the culture include the addressing and demonstrating the internal as well as the external barriers of the changes through the structured reflection, critique and also through the help of the debate. In addition, the evidence is necessary to be blended in order to establish a clear understanding of the workplace culture (Mendenhall et al., 2017). Therefore it has been further noticed that with the changes in the context of the healthcare system the interpretations, as well as the perception of the effective workplace, also changes. Apart from this, it has been found that the practice developers are increasingly speaking about the requirement of adopt a multidisciplinary focus on the work. However, the inevitability to consider beyond the practice of the one group and also considering the developmental requirements of all those who are working leads an effect on the patient care that has been apparent in the shift from the nursing developmental units to the units of the practice development. However, creation a variation to the experience of the individual receiving a quality healthcare is expected to need work at the variety of the organizational levels concerning the individuals working inside the number of discipline. Practice development conceptualization working at distinct levels reflects the necessity in order to work at various levels to convert the framework of the care.
By referring the practice development as being alarmed with the establishment of the care that is provided to the patients imply that the exercise of all these includes in giving standard and quality of care to the individuals. Moreover, the idea of transform the context of culture and care must be seen as a comprehensive of all the practices that lead an impact on the outcome of the patients (Patton, W., & McMahon, M. 2014). Apart from this, the significance of the systematic approach to the practice development has been demonstrated at the level of policy. However, it has been argued that the practice development must be systematic and the initial concern regarding the systematic loom is more expected to the outcome of the successful results whereas the second concern is about the reliability of the systematic approach to the exterior observer as well as the development of the cost-effectiveness. Moreover, the requirement to illustrate the cost-effectiveness and the quality of the care is fundamental to the more current policies for the government. However, it is not found to be surprising as the clinical governance is considered to be as the vital factor in the practice development work. In addition, the healthcare practitioners do not really accept regarding adopting the systematic approach to the practice development. The alterations in practice which occurs within the systematic framework helps in differentiating the practice development with the type of consideration that aids in recuperating the care and must be a part of the clinical practice. Furthermore the approval of the use of the systematic approach in the context of the progress of the individuals in groups assist in taking higher initiative, motivation as well as self-reliance. Therefore it is not about achieve the objective of the specific project but also regarding engaging the individuals with knowledge, understanding as well as skill.
Practical implications of the effective workplace culture
Based on the healthcare the interplay among the organizational, corporate as well as the workplace cultures has the most important implications for merging with the distinct associations, achieving consistent standards and development of the social norms depends on the shared values of the employees. It has been noticed that over the past decades in the sectors of healthcare concentration has been given on the organizational culture which incorporated with the specific performance. Hence the rational approach to the organization has lead to the rise of the uniformity as well as standardization with the false assumptions of the fact that all unit use to functions in a similar way and also will go to perform the same (Schech, S. 2014). The healthcare regulators and also the alterations in the facilitators with the more holistic approach to the service users, patients as well as to the satisfaction of the staff has to delve under the mantle of the organisations entire performance culture and also to handle the workplace culture that is the culture that has the direct impact on the experiences of the staffs and also to the service users. However, if every unit within the organization possesses its own workplace culture then each will have its own point of departure in context to the development as well as changes.
It has been found that person-centered care is broader than the patient-centered care. However, the latter concept is reflected in the manner of that the patient is treated like a king and treating every patient as an individual person and also the significance of the therapeutic relationships among the patients, professionals as well as the others who are vital to them. Furthermore, the person-centered is used in spite of the patient-centered as this aids in recognizing the sets of values that underpinning the approaches of the patient-centered which is found to be similar as to those which underpins the good staff relationships (Strand et al., 2015). Though being person-centered it includes the valuing of the staffs and also to the patients with all their diversity and also assists in encompassing the interpersonal skills which are required to achieve this and also to instill the respect as well as faith. Moreover, the person-centered relationship is basically formed on the mutual trust, sharing of the collective knowledge as well as appropriate understanding which are interrelated with the process of caring, values and also to the environment of care and which are realized by the humanistic caring frameworks. In addition, the person-centered is the core value that underpins the person-centered care and in turn, is found to be underpinned by other values like the right to self-determination and respect.
The evidence-based practice by the clinical staff for the patient outcomes is valued and is also incorporated with the leadership as well as to the facilitation expertise. Hence its significance within the culture mainly relies on whether there is an active use of the valuable information’s in order to improve the effectiveness, concentration on the evaluation and on the skills as well as the personal experiences of the staffs with the opportunity to rapidly research on one’s own practices. Therefore by executing various evidence into the practices will lead to the focus on the use of the appropriate evidence in order to support the clinical effectiveness that is influenced in turn by the contextual factors as well as to the facilitation expertise (West et al., 2014). In addition drawing of evidences from the practices complements the movement as well as help in reflecting of knowledge’s that is used in the practice in order to support the decision making and also to demonstrate the strategies which are effective in the transformation of practices.
With the effective workplace culture, it concentrates on the formal systems that help in enabling the participation in the decision making the process that is relevant to every group of the stakeholder and also the execution of the decided changes. However, the staffs are trusted as well as valued for their contribution to their job and also in fulfilling the organizational objectives. Apart from this their personal feedbacks and views were listened and taken seriously with the integration of managerial and clinical agenda. Hence these values have helped in the ways of working appropriately within the organizations and are found to be the main principles for the practice development that arises from an extensive evolution of the practice development. Apart from this team learning as well as effectiveness is also valued and recognized with the interdisciplinary collaborations as well as the development of the team. With the adaptability, constant development, positive attitude as well as flexibility lead to the retention of the staff and also of the job satisfaction by the staffs.
To conclude this assignment has been dealt with the workplace culture in the context of the practice development. In addition in this assignment, discussions have been carried out based on the matter that how effective workplace environment helps the organization to flourish in the leading as well as in the competitive market across the globe. However, discussions have also been carried out of the several practical implications of the effective workplace culture within the organizations. Apart from this the theoretical underpinnings of the workplace culture with the cultural framework has been discussed effectively.