NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations
NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations
Main Question Post

Discussion Week 1

Organizational Foundations
An organizations vision, mission, and values act as guidance to where the organization is going and provides purpose to the work and services they provide (Marquis & Huston, 2015).  A fundamental concept that leaders must embrace is that an organization can only aspire to vision it has established as the acts as a path to the destination (Marquis & Huston, 2015).  NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations. The purpose of this post is to describe my organization’s mission, vision, and values, outline how leaders in the organization support the mission, vision, and values, discuss the culture and climate of the organization and differences between them and lastly, discuss the significance of understanding this information as a nursing leader.
BUY A PLAGIARISM-FREE PAPER HERE
Mission, Vision, and Values
ThedaCare has a long standing history of serving the community and enriching the lives of the people it serves.  The mission statement that guides the organization is centered on improving the health of the communities that they serve (ThedaCare, 2017).  The vision is “peace of mind for all we serve” (ThedaCare, 2017). NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations.  The values that align and support the mission and the vision include putting the customer first, possessing a thirst for learning, being courageous, and loving our work (ThedaCare, 2017).
Congruency Leadership with Organization
Leaders within the ThedaCare organization not only know and understand the mission, vision, and values of the organization they live them.  An action that demonstrates the mission, vision, and values includes volunteer work in the community.  Additionally, leader’s aid in shaping a culture through front line staff that represents and lives our mission, vision, and values.  Daily huddles are held where information is shared relating to system work that is happening and how it correlates with our outlined values NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations. Leaders hold themselves and the employees that they are leading accountable for their actions and patient outcomes. ThedaCare is transparent not only to the 7,000 employees but to the community and the people it serves.  The examples provided are just a few ways that demonstrate how leadership supports the organization’s mission, vision, and values.
Culture and Climate
Culture and climate are two fundamental key concepts that differ greatly, but both play a critical role in shaping an organization.  Culture is collectively custom and value driven (Marquis & Huston, 2015).  Climate refers to the perception of employees regarding the organization (Marquis & Huston, 2015).  Culture and climate are often blurred, but it is essential as a leader to understand the differences and the role that leadership plays in creating and influencing each of them. NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations.
Culture
Business Dictionary.com (2013) stated: “organizational culture includes an organization’s expectations, experiences, philosophy, and values that hold it together, and it is expressed in its self-image, inner workings, interactions with the outside world, and future expectations” (para, 1).  ThedaCare has an expectation that employees will demonstrate the mission, vision, and values part of development planning is discussion and developing individualized plans with employees to understand and grow in alignment with the organization.  NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations Values guide the trajectory of behaviors acting as guidelines for those who are in the organization to follow (Nelson & Gardent, 2011).  Having a community focus and servant attitude towards the people we serve has enriched our community and made the organization more than just a job, but instead created a synergistic positive atmosphere where people are helping people, and we all are better because of it.
Climate
            An organizations climate refers to the employee’s perception of the organization (Marquis & Huston, 2015).  Currently, within ThedaCare the adoption of the shared governess model as aided is shaping a positive climate.  Employees feel engaged and valued as they have decision making power related and a voice in implementing evidence-based practice (EBP) into workflows and standards. NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations The culture heavily influences Employee’s perception of the organization.
Significance as Nurse Leader
It is critical that leaders understand the mission, vision, and values of an organization.  The individuals that the leader is mentoring to are watching and following their example.  It is essential that leaders are conducting their actions and behaviors in a manner that is congruent with the organization.  An organizations culture and climate are closely related and impact one another.  A leader needs to possess a firm grasp on the climate and culture to lead effectively ultimately shaping and molding both in a positive direction to create a positive environment that steers followers closer to the mission, vision, and values. NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations.
Summary
            An organization’s mission, vision, and values set the trajectory of where they are going.  ThedaCare has a long standing history of serving and enriching the community it serves.  Leaders within ThedaCare understand and support the mission, vision, and values as demonstrated by their leadership in daily work and operations. Culture relates to expectations, values, and philosophy whereas climate relates to employee perception. Nurse leaders play a fundamental role in shaping culture and climate along with upholding their followers towards the organization’s mission, vision, and values NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations.
References
Business Dictionary.com. (2013). Organizational culture: Definition. Retrieved from http://www.businessdictionary.com/definition/organizational-culture.html
Laureate Education, Inc. (Executive Producer). (2012c). Factors that influence organizational cultures: Coastal Medical Associates, Salisbury, MA. Baltimore, MD. Author.
Marquis, B. L., & Huston, C. J. (2015). Leadership roles and management functions in nursing: Theory and application (8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
Nelson, W. A., & Gardent, P. B. (2011).  Organizational values statements. Healthcare Executive, 26(2), 56-59.
ThedaCare. (2017). Mission, Vision, Values. Retrieved May 29, 2017, from https://www.thedacare.org/about-us/Mission%20Vision%20Values.aspx NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations.
 
NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations
As you strive to grow in your leadership skills and abilities, you will find that the context in which you work influences your motivation and areas of focus. In a similar vein, your commitment to developing professionally can contribute toward organizational effectiveness.
To that end, it is critical to recognize the importance of organizational culture and climate. In particular, through this week’s Learning Resources, you may consider several questions: How do an organization’s mission, vision, and values relate to its culture? What is the difference between culture and climate? NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations. Moreover, how are culture and climate manifested within the organization?
For this Discussion, you explore the culture and climate of your current organization or one with which you are familiar. You also consider decisions and day-to-day practices and the way they relate to the organization’s mission, vision, and values.
To prepare:

Review the information related to planning and decision making in health care organizations presented in the textbook, Leadership Roles and Management Functions in Nursing: Theory and Application. Consider how planning and decision making relate to an organization’s mission, vision, and values, as well as its culture and its climate.
Familiarize yourself with the mission, vision, and values of your organization or one with which you are familiar. Consider how the statements and actions of leaders and others within the organization support or demonstrate the organizational mission, vision, and values. In addition, note any apparent discrepancies between word and deed. Think about how this translates into expectations for direct service providers. Note any data or artifacts that seem to indicate whether behaviors within the organization are congruent with its mission, vision, and values NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations.
Begin to examine and reflect on the culture and climate of the organization. How do culture and climate differ?
Why is it important for you, as a master’s-prepared nurse leader, to be cognizant of these matters?

Post a description of your selected organization’s mission, vision, and values. Describe relevant data, or artifacts, words, and actions of leaders and others in the organization that support, or perhaps appear to contradict the organization’s mission, vision, and values statement. In addition, discuss the organization’s culture and its climate, differentiating between the two. Explain why examining these matters is significant to your role as a nurse leader NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations.
Learning Resources
Required Readings
Marquis, B. L., & Huston, C. J. (2017). Leadership roles and management functions in nursing: Theory and application (9th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.

Chapter 1, “Decision Making, Problem Solving, Critical Thinking, and Clinical Reasoning: Requisites for Successful Leadership and Management” . Chapter 1 provides information relevant to this week’s Discussion and serves as a foundation for topics explored in future weeks of the course NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations. The authors note that decision making, problem solving, critical thinking, and critical reasoning are integral to both leadership and management and beneficial as one examines leadership and management issues. As you read this chapter, focus primarily on the “Decision Making in Organizations” section.
Chapter 7, “Organizational Planning” . This chapter introduces planning and highlights some of the trends that are likely to impact health care organizations now and in the future. It also addresses vision and mission statements, which are essential for guiding planning and decision making in health care settings. NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations.
Chapter 12, “Organizational Structure”. This chapter addresses organizational culture.

Business Dictionary.com. (2013) Organizational culture: Definition. Retrieved from http://www.businessdictionary.com/definition/organizational-culture.html
Nelson, W. A., & Gardent, P. B. (2011). Organizational values statements. Healthcare Executive, 26(2), 56–59.
Retrieved from the Walden Library databases.
This article focuses on the impact that organizational values statements have on an organization’s mission. For employees to follow value statements, leaders must effectively model those values day in and day out.
Plath, D. (2013). Organizational processes supporting evidence-based practice. Administration in Social Work, 37(2), 171–188. doi:10.1080/03643107.2012.672946
Retrieved from the Walden Library databases. NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations.
Rai, G. S. (2013). Job satisfaction among long-term care staff: Bureaucracy isn’t always bad. Administration in Social Work, 37(1), 90–99. doi:10.1080/03643107.2012.657750
Retrieved from the Walden Library databases.
Watkins, M. (2013, May). What is organizational culture? Retrieved from https://hbr.org/2013/05/what-is-organizational-culture
This site offers several descriptions of organizational culture. These perspectives provide the kind of holistic, nuanced view of organizational culture that is needed by leaders in order to truly understand their organizations—and to have any hope of changing them for the better.
Online Assessments
Note: Results from the following assessment are required for the course.
Keirsey Temperament Sorter (KTS-II). (n.d.). Retrieved from http://www.keirsey.com/
Please complete the online assessment and receive a free mini report. Additionally, more extensive reports are available for purchase and are optional. You should complete the Keirsey Temperament Sorter assessment early in the course so you will be prepared to discuss the results in Week 9 NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations.
Required Media
Laureate Education (Producer). (2012e). Foundations of an organization and organizational assessment. Baltimore, MD: Author.
In this week’s media presentation, experts from a diverse group of health care organizations share insights on how an organization’s mission, vision, and values influence its daily practices.
Laureate Education (Producer). (2012c). Factors that influence organizational cultures: Coastal Medical Associates, Salisbury, MA. Baltimore, MD: Author.
Laureate Education (Producer). (2012d). Factors that influence organizational cultures: Huntington Hospital, Pasadena, CA. Baltimore, MD: Author. NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations.
Optional Resources
You may find the following online assessments useful as you proceed through the course:
Appraisal 360. (n.d.). Retrieved from http://www.appraisal360.co.uk/
HumanMetrics. (n.d.). Jung Typology Test. Retrieved from http://www.humanmetrics.com/cgi-win/jtypes2.asp
Leadership-Tools.com. (2012). 360 degree feedback leadership tool. Retrieved from http://www.leadership-tools.com/360-degree-feedback-leadership.html
Union Rescue Mission. (Executive Producer). (2012). Stories from Skid Row [Video file]. Retrieved from http://urm.org/solution/stories-from-skid-row/ NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations
NURS 6053 INTERPROFESSIONAL ORGANIZATIONAL AND SYSTEMS LEADERSHIP
MAIN QUESTION POST
Mission, Vision, and Values
The mission of my organization, the University of Maryland Baltimore Washington Medical Center (BWMC), “is to provide the highest quality health care services to the communities we serve” (“Mission & Vision”, 2016).  The vision statement of the organization is “to be the preferred regional medical center through nationally recognized quality, personalized service and outstanding people” (“Mission & Vision”, 2016) NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations.  The organization did not have a values statement.  In support of the mission statement, the organization is active in the community.  They have established community health services that provide flu shot clinics, blood drives, blood pressure screenings, and health education classes about various topics and health conditions.  Based on my research, the organization falls short of being the preferred regional medical center and appears to contradict its vision statement currently.  “A vision presents what the organization wants to become and gives direction for the organization’s future” (Nelson & Gardent, 2011, p. 56).  The organization could reach its goal with the vision statement in the future.
In addition to not being rated one of the highest quality health organizations, there is relevant data and actions of leaders and others in the organization that contradict this organization’s mission and values.  Patients have complained about care received within the organization coupled with medication and surgical errors that occur, contradicts providing the highest quality healthcare.  Patients admitted to the inpatient floors complain of being stuck 10 to 15 times by staff attempting to initiate IV access.  The vascular access team (VAT) arrives at the bedside of these patients due to them being labeled as ‘hard sticks’ and are establishing IV access/drawing blood in one attempt.  Patients are also arriving from the emergency department with EJ’s (an IV in the neck in the external jugular) and the VAT is placing multiple IV’s in these same patients without difficulty.  Floor nurses are attempting to access implanted ports in their patients but are accessing the subcutaneous tissue in the chest instead.  There is an overwhelming amount of infiltrated IV’s left in patients, most of which are still left infusing.    Nurses are not familiar with the policies and procedures of the organization and therefore, are susceptible to unethical practices.  Nursing leaders within the organization are far removed from the clinical aspect of nursing and would prefer not to be made aware of issues until patients are injured or worse NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations.  A values statement is missing from the organization, which according to Nelson & Gardent (2011) represents the core principles within an organization’s culture and should be integrated in nursing decisions and behaviors.
Organizational Culture and Climate
“Organizational culture is the total of an organization’s values, language, traditions, customs, and sacred cows—those few things present in an institution that are not open to discussion or change” (Marquis & Huston, 2017, p. 305).  Comparably, BusinessDictionary.com (2016) defines organizational culture as “the values and behaviors that contribute to the unique social and psychological environment of an organization.  Organizational culture includes an organization’s expectations, experiences, philosophy, and values that hold it together, and is expressed in its self-image, inner workings, interactions with the outside world, and future expectations. It is based on shared attitudes, beliefs, customs, and written and unwritten rules that have been developed over time and are considered valid” (para. 1).  Organizational climate differs from culture, in that, it’s how employees perceive an organization and could be accurate or inaccurate (Marquis & Huston, 2017, p. 306) NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations.
BWMC’s culture has been that of ‘that’s how we’ve always done it’ when it comes to critical thinking skills from the nursing staff.  It has been increasingly difficult to establish a culture where evidence-based practice (EBP) is used.  This culture stems from management not emphasizing the importance of EBP (Marquis & Huston, 2017, p. 306).  The culture of the organization does not adapt well to change.  The climate of the organization varies with most staff feeling not supported by management in general.  Staff of the organization brought in a union at one point to try establishing a better rapport between nursing staff and management.  The climate and culture are similar when it comes to the VAT.  Most hospital staff cannot initiate IV access nor maintain access appropriately, yet the culture and climate has been that of abuse and taking their VAT for granted.  Nursing staff would consult the VAT for combative patients, inmates, patients with difficult family members, patients on isolation and patients with HIV/AIDS diagnosis just because they did not want to attempt IV access in these populations. NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations The previous culture, prior management established, was that of two people attempting two times and if without success, a VAT consult would be placed.  The current manager has changed the culture to nursing staff not having to attempt at all, just place a VAT consult.  The climate began to change on the VAT and on the floors.  The VAT began to feel abused and unappreciated and the floor nurses became increasingly needy and were losing their IV skills.  The hospital’s culture began to change, and nurses began thinking and behaving in a disrespectful and demeaning way towards the VAT nurses.  Eventually management sent out emails in hopes of changing the culture and climate of the organization, to become appreciative of the work VAT nurses accomplish.  The climate and culture improved slightly, and the VAT nurses noticed a difference in treatment by the floor nurses. NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations “Ultimately the most important way to spread organizational values is by having leadership behaviors reflect those values day in and day out” (Nelson & Gardent, 2017, p. 59).
Significance as Nurse Leader
Examining these matters is significant to my role as a nurse leader, assuming the position of creating the kind of organizational culture that will guarantee success (Marquis & Huston, 2017).  Individuals from all levels of the organization should be involved in developing the mission statement for an organization, so that all levels agree with the mission statement (Marquis & Huston, 2017).  As a nurse leader, utilizing the organizations mission statement as a decision-making tool will give the organization purpose (Marquis & Huston, 2017).  Analyzing  the culture and climate of my organization to emphasize EBP is significant in providing the highest quality care in our healthcare delivery system. NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations. 
References
Business Dictionary.com. (2013) Organizational culture: Definition. Retrieved from http://www.businessdictionary.com/definition/organizational-culture.html
Marquis, B. L., & Huston, C. J. (2017). Leadership roles and management functions in nursing: Theory and application (9th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
Mission & Vision. (2016, October 06). Retrieved November 26, 2017, from https://www.mybwmc.org/mission-vision
Nelson, W., & Gardent, P. (2011). Organizational values statements. Healthcare Executive, 26(2), 56-59. Retrieved November 27, 2017, from https://eds-a-ebscohost-com.ezp.waldenulibrary.org/eds/pdfviewer/pdfviewer?vid=1&sid=07075686-c76a-44b1-b4db-9423df4fa049%40sessionmgr4007 NURS 6053 Week 1 DISCUSSION #1: Organizational Foundations.