300 words Discussion responses wk4 Capstone in 24hrs. See attachment
Respond
to
two or more of your colleagues’ posts in one or more of the following ways: (
150 words or more each Colleague’s)
· Ask a question about the examples of healthy and unhealthy organizational cultures that your colleague described.
· Ask a question about or share an insight you gained from the practices that either contributed to or detracted from the overall health of the organization your colleague described.
· Provide an additional recommendation for how an unhealthy practice your colleague identified could be handled differently to yield more positive organizational health outcomes.
Return to this Discussion in a few days to read the responses to your initial posting. Note what you have learned or any insights you have gained as a result of the comments your colleagues made.
1st Colleague to Respond to:
The organization that represents an example of healthy organizational culture is a large, multispecialty healthcare organization. I chose this organization as one that has a healthy culture because the organization’s values are consistently demonstrated throughout all layers of the organization. Individuals feel supported in this organization and feel as though they are a part of something larger. One example of a practice that contributes to the health of the organization is the culture of involving individuals in decision making. Instead of all of the decisions coming from leaders of the organization, feedback, brainstorming, and thoughts are gather from those who are living the work every day. This could be from staff at the bedside with patients or individuals doing the work in the office. Including individuals in this manner helps them feel engaged as well as gives leaders a different perspective that they may otherwise not have had. Another contributing example is positive employee recognition. This is done through multiple channels – recognition at daily huddles, weekly and monthly raffle drawings for recognized employees, opportunities to nominate employees for awards and more. Employee recognition contributes to high engagement, happy employees, and good employee retention. (Mobilio, 2023)
The organization that represents an example of unhealthy organization culture is a corporate based, national, rehab focused healthcare organization. I chose this organization as one that has an unhealthy culture because their culture is pressure-based as many of their decisions are focused on decreasing the bottom line even in times of positive financial performance. This results in employees feeling additional pressure to do more with less, resulting in safety concerns for both patients and staff. An example of how this manifests is a high employee turnover. Many individuals do not last long working at this organization. Instead of leadership utilizing this as a metric to improve, they come with an attitude that individuals can be replaced instead of trying to retain the good employees that they have. Another example is not actively engaging employees in change or listening to their suggestions. The organization does provide an engagement survey, however results from those surveys are not cascaded, steps for change are not based off of the feedback from staff, and staff are not engaged in ways to improve the process. This creates disengagement, resentment, and a poor attitude amongst those working at the organization. These practices could be changed to create a better organizational culture. First, actively listening to employees would be a good first step.
As a leader, simply listening to someone can engage them, garner increased trust, and show someone you care about them and the feedback they have. (Wooll, 2021) Another possibility would be to include employees in decision making or process. For example, if there needs to be a new process for admitting patients, including the staff that do it every day is vital to gather their insight to the process that leadership levels might not know. Finally, training for leadership to understand the importance of valuing and retaining their employees would be a good place to start. If that is the long-term culture of the organization it may be hard to initial change leadership viewpoints but starting with a different expectation from executive leadership followed by specific training is a good place to start.
Reference:
Mobilio, L. (2023, January 4).
Healthy Corporate Culture – 8 vibrant attributes. LSA Global. Retrieved January 30, 2023, from https://lsaglobal.com/blog/8-attributes-of-a-healthy-corporate-culture/
Wooll, M. (2021).
The importance of listening as a leader in the digital era. The Importance of Listening as a Leader in the Digital Era. Retrieved January 30, 2023, from https://www.betterup.com/blog/the-importance-of-listening-as-a-leader-in-the-digital-era#:~:text=Really%20listening%20to%20someone%20shows,and%20committed%20to%20their%20work
2nd Colleague to Respond to:
Cultures Signs
One example of a healthy organizational culture is one where every level of employees are able to be themselves and feel safe to speak up. Alternatively, an unhealthy company culture is one where employees may be micromanaged and where unethical behavior or where ignoring company policies is seen as a norm and commonplace.
Tenure and safety in organizational health
A healthy example of an organization is a firm that provides professional support services. With less than a hundred people, the employees at every level have a high trust culture as is reflected by their speed to speak up when there is a problem or a mistake is made. Also the employee tenure for the firm on average is over 10 years. The employees are celebrated both at work and in their personal milestones, signally that the firm treats and sees employees for more than just what they perform at work but as the whole person with important parts of their lives outside of work. Because of this, employees feel safe to share their personal interests with one another and feel safe to speak directly to management on the facts of their work.
Permission to have human needs in an unhealthy firm
An unhealthy organization is a firm that provides call center services. The management controls bathroom breaks for each team, signaling a very micromanaged system. The firm encourages bonuses by meeting quotas but can encourage methods of turning calls quickly to meet them rather than actually meeting the needs of the consumers.
Healthy Cycles and Actions
The organization with healthy culture has done a good job of caring for their people and showing that through their grace when needed. “If an organization professes,
“people are our greatest asset,” it should also be ready to invest in
people in visible ways” (Coleman, 2013). Rather than shame or discipline there is training and encouragement, and there is a hierarchy of growth, which allows those willing to reach new promotions rather than being stunted while still recognizing the efforts year over year for those that do good job day in and day out. These rewards and environment of safety has led to long standing employees who also develop close bonds with one another further enhancing the team support within the firm.
Unhealthy Practices needed to be Restored
The micromanaging and encouragement of unethical ways to meet quotas is greatly due to low level management who is not trained on leadership. They are given metrics to meet rather than values and visions to follow. Without much oversight for the low-level management, they are left to report only on the metrics they are given without connection or insight to the purpose behind those metrics.
One practice would be to have more engagement for these front-line leaders to understand how the metrics tie to the overall organizational goals. “Values only become alive and lead to a more ethical corporate culture when they are infused and observed throughout the firm’s processes“ (Schwartz, 2013). Also, to provide them with leadership training that would allow them to test systems that would meet the organizational goals but hear and be able to act on the requests of the frontline employees, like simply being able to take bathroom breaks.
References
Coleman, J. (2013, May 6).
Six components of a great corporate culture. Harvard Business Review Digital Articles, 2–4.
http://hbr.orgLinks to an external site.
Schwartz, M. S. (2013).
Developing and sustaining an ethical corporate culture: The core elements Links to an external site. Business Horizons, 56(1), 39–50. doi:10.1016/j.bushor.2012.09.002
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