Describe the organization’s culture using Schein’s definition of culture Essay Assignment Paper

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Describe the organization’s culture using Schein’s definition of culture Essay Assignment Paper

Organizational Analysis

Using Collins’ work as a model and framework for advanced organizational analysis (and other references as needed), analyze a system, organization, organization systems and/or subsystems.
Consider each of the concepts proposed by Collins’ breaking down the organizations’ strategic plan, financial management, organizational structure, leadership, organizational culture, performance outcomes, etc. Collins’ work is a good foundational text, along with Fifth Discipline (Senge, 1990) and other related writers and models.
When analyzing an organizational system, along with Collins’ work, consider chaos theory and complexity science (Wheatley, Porter-O-Grady), learning organizations (Senge), change and innovation (Gladwell, Rogers, Quinn). If you have not found these references in the required or recommended course readings, google the names of these authors and learn more about their contributions to understanding organizational behavior and leading complex systems. Such references may be useful in arriving at a greater level of understanding of organizations necessary to truly transform our current health care systems. As part of this analysis, consider interviewing members of the staff, board members, organizational historians, key administrative personnel (CFO, CEO, CNE, etc.). If you are not familiar with the organization/system, it will be essential that you talk to members of the organization who can help you develop a rich understanding of the leadership, culture, and decision-making patterns. Consider what is written about the organization and its system in the local paper, regional documents, trade journals, etc. These qualitative methods, along with review of clinical, financial and other evaluation measures (quantitative measures), will provide a more holistic perspective of an organizational systems’ performance.
The paper should be carefully written in a formal style, based on primary sources, provide an integration of ideas, and be 4-6 pages in length, excluding title page & reference list. Organized flow, logical progression of ideas, and clarity in thought are essential. Please use headings to separate content.

 

Introduction paragraph (one paragraph). There must be a thesis statement at the end of the paragraph that tells the reader the purpose of paper and what will be discussed.
/1
Establishes healthcare organizations in the 21st century as complex adaptive systems (Wheatley, Plesk & Greenhalgh, Deming) and discusses the challenges of transformation of complex systems.
/2
Identify an organization, system or subsystem within a larger system. You may want to use the system in which you have been working or one where you anticipate working.
Give an overall description to include such aspects of the mission, philosophy, values, overall goals, structure, resources, etc.). Discuss whether your organization’s mission and values are alive and well?
/3
Describe the organization’s culture using Schein’s definition of culture (assumptions of group members learning to cope with internal and external pressures and consequently explaining behaviors and feelings within the organization. Reflect on the organization’s norms, traditions, sacred cows. Describe the organization’s climate (dynamic, supportive,
innovative, bold, stagnant, caring, etc.) and employees’ attitudes, fears, and behavior (engagement, commitment, resistance to change, etc.).

 

Discuss the predominant leadership style (central vs. hierarchal, autocratic vs. participative, transformative, etc.) for the organization (Porter-O’Grady). Support your leadership assessment with examples.
/2
Based on Collins’ research findings and conclusions, describe the organization, agency, system, etc. and note the “level of greatness” (Collins). Is there is a “low level” of greatness? What in particular can you identify as lacking? If there is a “high level”? What examples or evidence can you describe to validate this determination of the “greatness level”?
/4
What evidence exists regarding the system’s readiness for change? What are the next steps to ready the organization for change? How can you personally and in the role of a DNP enhance or sustain readiness? Using this system’s analysis, how will you apply this information to a future improvement plan?
/4
Conclusions: Summarize the essential points of paper (one paragraph). /1
Total /20
Deductions:
Papers over the page limit will be penalized by a disregard of content over the page limit.

 

The recommended readings are strongly encouraged to broaden your understanding of key concepts relative to organizational science and change theory. The readings have been subdivided into the following categories to help you locate content appropriate to the topics:

 

Organizational Culture
Learning Organizations
Change Theory
These readings provide knowledge essential for performing an organizational analysis (the assignment for this unit). You will be expected to integrate important ideas and evidence from this material into your unit assignment.
Keynote

 

approach. San Francisco, CA: Josey-Bass.

 

Medical Journal 323, 625-628.
Edward Deming suggests four key elements give rise to profound knowledge necessary for improving a system: (a) appreciation of the system, (b) theory of knowledge (in other words, how do we know what we know), (c) knowledge of variation and (d) human behavior. A new lens search for profound knowledge is required for improving our nation’s health care. So what does this profound knowledge stuff really mean?
Take a moment to watch this short video clip applying Deming’s System of Profound Knowledge

 

High Reliability Organizations

 

High Reliability Organizations
High reliability organizations (HRO) are safety oriented focusing on system improvement rather than individual improvement. Processes are dependable, meaning one sees the same outcomes with limited variability. An example of minimal variability would be when patients’ wait times are 10 minutes on the average with a range between 5-15 minutes. So let’s take a quick look at what a HRO looks like.

 

Review). Consulting Psychology Journal, 31-32.
Senge, P. M. (1990). The fifth discipline . New York, NY: Currency Doubleday.

 

Good to Great – By Jim Collins

 

difference.

 

your current reality (Stockdale Paradox).

 

the three circles of the Hedgehog concept:
a. What are you deeply passionate about?
b. What you can be the best in the world at?
c. What drives your economic engine?

 

disciplined thought, hierarchy serves no purpose. When actions are disciplined, excessive controls are not
necessary. “When you combine a culture of discipline with an ethic of entrepreneurship, you get the
magical alchemy of great performance” (p. 13).

 

however, good to great companies “are pioneers in the application of carefully selected technologies” (p.
13). Technology is not the root cause of greatness or decline.

 

process. “There was no single defining action, no grand program, no one killer innovation, no solitary
lucky break, no miracle moment” (p. 14). This was a relentless process, turn upon turn, building
momentum until the point of breakthrough and beyond (p. 14).

 

b ased practice. Journal of Nursing Administration 40, 404-407.

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