NURS 6053N-5 Interprofessional Organization and Leadership

Week 1 Discussion

Name:

Culture and climate form the two forces required to drive an organization toward success

particular when implementing change. Supporting these standards and enforcing sound values in

an organization shape the members of the organization as required and if need be, the values

could be used for future reference. The discussion of this week focuses on looking at mission,

vision, and values of Cedars-Sinai health system. Also, the discussion is going to look at how the

practitioners and leaders in general support or work against the mission.

Organizational Mission, Vision, and Values

Firstly, Cedars-Sinai is a non-profit healthcare organization with a mission to enhance

the quality of patient care through providing excellent clinical services, providing compassionate

care, and offering support for research and medical education. The organization maintains a

commitment to effective leadership and striving more to enhance the quality of care in the

community through maintaining ethical and cultural precepts of Judaism aimed complete

devotion to the art and science of healing (Cedars-Sinai, n.d.). The vision of Cedars-Sinai centers

on enhancing its position as the leading healthcare provider in Los Angeles area and strive to

rank highly in the states most respected, admired and trusted healthcare organization. In the

pursuit of meeting this vision the actions of leaders, and other members of the organization

particularly the medical practitioners should be guided by values of integrity, excellence,

teamwork, respect compassion, diversity, and innovation (Cedars-Sinai, n.d.)

Organizational culture and climate

 Since the 1980s, much debate regarding organizational culture has been forming a

fundamental issue and part of consideration affiliated with organizations success (Bellot, 2011).

Culture focuses on five components of an organization such as tradition, values, myths, beliefs,

and norms. Climate, on the other hand, focuses on the dimensions affiliated with working

environment, and these dimensions can be measured with relative precision. Different from

culture, such factors as leadership, communication, organizational structure, historical forces and

so forth determine the climate of the organization (Kennedy Group, n.d.). Focusing more on

culture has turned out to be the outstanding mission of Cedars-Sinai. The organization has

collaborated with the stakeholders and has strived to align with client organizations mission.

Also, the staff has been trained through the seasoned degree to operate cohesively on from an

understanding perspectives regarding the client organizations culture and philosophy (CA,

2011).

The prosperity of an organization must encapsulate culture and higher standards of

working climate. Focusing on leadership, it is worth mentioning that a leader is the most

influential factor of in organization as he/she determines how the subjects are likely to behave

and the expectations they require from him/her (Kennedy Group, n.d.). A transformational

leadership focuses on the culture of the organization in a way that contributes to enhancing the

climate of the organization. Cedars-Sinai has been focusing on the tradition of reducing flaws in

the care processes thereby enhancing the culture of care safety which has led to improved

outcomes in patient care. Thus, effective leadership forms a critical component in which the

establishment of a safety system becomes a climatic concern (CA, 2011).

Organization culture and climate

 Cedars-Sinai has managed to change its original 14 forces of leadership to five magnet

components of transformational leadership. This has included the adoption of such features as

structural empowerment, exemplary professional, new knowledge among other outcomes. One

aim for such a diversion has been to improve the outcome of patient quality or what is preferably

known as patient environment through not only meeting the national quality benchmarks but

exceeding them too. Staff members have adopted the usual behaviors affiliated with magnet

required structures and processing with more increased emphasis on patient outcome (CA, 2011).

Role of the nurse leader

The nurse leader plays a critical role in influencing the expectation and behavior of every

member of an organization. From a critical point of view, knowing how to anticipate, lead, and

manage change are some of the best combination of skills a leader should possess in the art of

leadership. Like in Cedars-Sinai, leaders have focused on mitigating human factors that may

induce patient harm, and the team has shared this goal as part of its culture in establishing a

climate which focuses on safety systems (CA, 2011). In a nutshell leaders, should first embrace

the culture and use it to modify the climate of an organization.

Summary

Mission accompanied by strong values in the vision of an organization are very critical in

giving an organization a critical path to follow towards success. The three determine the goals

that an organization requires to set towards success. Similarly, these goals determine the cultural

and climatic environment that seems best to act as an umbrella of an organization. Leaders

should, therefore, be on the frontline to provide best examples they can be emulated by all the

subjects in improving the culture and climate of an organization. Above all, they should
encapsulate transformational leadership which focuses on decisions made by both the leaders and

the staff in general, thus encouraging a climate of unity and solidarity in change implementation.
 References

Bellot, J. (2011). Defining and Assessing Organizational Culture. Nursing Forum, 46(1), 29-37.

http://dx.doi.org/10.1111/j.1744-6198.2010.00207.x

CA, S. (2011). Improving the culture of patient safety through the Magnet journey. - PubMed -

NCBI.Ncbi.nlm.nih.gov. Retrieved 1 December 2016, from

https://www.ncbi.nlm.nih.gov/pubmed/22324567

Cedars-Sinai, Mission, Vision and Values. Cedars-sinai.edu. Retrieved 1 December 2016, from

https://www.cedars-sinai.edu/About-Us/Mission-Vision-and-Values.aspx

Kennedy Group, Culture vs. Climate (1st ed.). Chicago: Kennedy Group Ltd. Retrieved from

http://thekennedygroup.com/_pdfs/culture_vs_climate.pdf

Our Philosophy. Cedars-sinai.edu. Retrieved 1 December 2016, from https://www.cedars-

sinai.edu/Careers/Benefits/Work-and-Life-Matters/Leader-Services/Our-Philosophy-

Work--Life-Matters----Cedars-Sinai.aspx