Overview
After reading the text and resources you have been provided, summarize, compare, and contrast the information. Then in an example, apply it in a real-world setting. This process will help you learn about and retain the information each week. Your initial post is due by Wednesday.
- Summarize and synthesize the literature you read for this week.
- Discuss the evidence-based methods used by Industrial-Organizational Psychologists that would contribute to the creation of a positive, diverse, and profitable culture and climate.
- What cultural and/or climate-related challenges have you experienced and how could your experience have been improved using the methods you just discussed.
Select the "Week 6 Discussion" link above. Then, in the week 6 discussion forum, select "Reply" to add your response to the discussion questions. Students should submit a minimum of three substantive discussion posts including the initial post and two responses to students. Post the initial discussion by Wednesday and all other responses by FRIDAY at NOON, which is the last day/time all work must be submitted in the class during the final week.
Peer 1 Rose Casimir Organizational Culture and Climate
Organizational culture and climate are two different, but related concepts that influence the workplace. Culture can be defined as collective values, beliefs, norms, and behaviors that regulate the actions of the employees and the character of an organization. The common types are clan, adhocracy, market-oriented, and hierarchical cultures that affect priorities in different ways. Climate is the view of the employees concerning culture and climate in the workplace, which are the people-oriented climates, rule-oriented climates, innovation-oriented climates, and goal-oriented climates. Culture remains fixed, whereas climate is more elastic and is determined by guidance. Staff engagement, collaboration, and overall effectiveness are essential in any setting where team cooperation influences outcomes.
Psychologists employ evidence-based interventions to improve the culture and climate in health care. Workplace surveys determine the priorities of employees and their burnout risks, as well as inefficiencies in the workplace. Diversity and inclusion initiatives contribute to the just treatment of all healthcare professionals. Leadership training equips managers in designing an environment where innovations flourish and develops better communication and teamwork. People rely on recognition and reward schemes that reinforce behaviours to align with organizational values, including patient safety and teamwork. These plans raise the level of satisfaction among staff, decrease turnover, and boost patient outcomes (Hoxha et al., 2024).
The culture in one of the hospitals I visited was hierarchical, where there was less say as to what the nurses could contribute to any decisions made regarding the patient. This established a rule-based environment in which staff members felt underappreciated, which decreased cooperation and creativity. The use of the strategies could have enhanced this experience. Nurse managers would develop leadership to promote open communication and joint decisions. The displeasure may be unveiled by the help of engagement surveys, whereas recognition systems would be used to reward teamwork and patient-centered care. The diversity and inclusion initiatives would provide equal opportunities to all employees.
References
Hoxha, G., Simeli, I., Theocharis, D., Vasileiou, A., & Tsekouropoulos, G. (2024). Sustainable healthcare quality and job satisfaction through organizational culture: Approaches and outcomes. Sustainability, 16(9), 3603. https://doi.org/10.3390/su160936