WEEK THREE DISCUSSION TWO REPLIES
1. Respond to at least TWO peers with EACH question. Peer posts must be thoughtful, insightful and rich in content.
2. 150 word minimum.
3. You are not required to use references.
Annika Fink
Armin Trost, author of Human Resource Strategies, said “You don’t change the culture by changing the culture (2019).” He continued to say that the culture is changed by changing the structure, or rules, of an organization. A behavior change will follow the structure change effecting the culture. I agree with Mr. Trost. The example he used was cutting down steps of approval that cost more than approving the new laptop in discussion. This lengthy process could make the employee in need feel unimportant and irrelevant because they must wait for an extended period.
What is the culture of an HCO? Culture is what the HCO believes in, their values and guiding principles (Olden, 2019). It can be found at my HCO on the walls of almost every wing of the hospital and on the back of our ID badges. It reads, “The Mission is: To provide a high quality of care through compassion to all we serve by creating a supportive environment for our patients, clinical staff and employees.” Olden (2019) continues to say that when the culture is understood, it allows the HCO to move forward in the same direction.
Culture can be positive and/or negative. Implementing change is what Armin Trost focuses on in his TED talk. Culture can be how things are accomplished. If that is ineffective, then staff may view that as negative and perhaps a change is needed. By changing the structure of the ineffective task at hand, you can change the behavior reaction to the newly effective task. As a leader, it is also okay to acknowledge the time it takes to change a culture.
References
Armin Trost. (December 27, 2019)
Don’t change Culture by changing the Culture [Video].
YouTube. https://www.youtube.com/watch?v=ceud2z_HziU
Olden, P. (2019).
Management of Healthcare Organizations (3rd ed.). Chicago: HealthAdministration Press.
Chris Domingo
Changing culture is challenging because it encompasses personality characteristics, behaviors, and structures. You cannot change a whole process and think everything will be resolved. Changing a culture is a daunting task because it’s immense and vague. The quote, “you don’t change the culture by changing the culture,” in my opinion, is that you cannot change it as a whole but change it in small tasks before the culture changes.
Meaningful culture change comes from the organization’s leadership when they rethink how they manage, lead, and pursue strategic goals. (Beer, 2021). Many organizations fail to change their identity or culture because they do it directly without Strategic planning. It is a decision-making activity that defines where an organization is going, sets its future direction, and guides its efforts to move the organization toward its intended future (Olden, 2023). When changing culture, leadership must start with reshaping the organization’s structure. It is to change how things are executed within the company. Changes can be challenging, but it is necessary to correct the wrongdoings, or the intended structure is insufficient. When a new environment is implemented in the organization that involves better working conditions and efficiency, it will lead to changes in the person behavior. The vital changes in steps, such as the organization’s structure, are significant. Team members will be motivated to work in a properly structured system as their behavior changes, and that is when the culture can change.
Reference:
Beer, M. (2021, December 14). To change your company’s culture, don’t start by trying to change the culture. HBS Working Knowledge. Retrieved January 18, 2023, from
https://hbswk.hbs.edu/item/to-change-your-companys-culture-dont-start-by-trying-to-change-the-culture
OLDEN, P. E. T. E. R. C. (2023). Management of Healthcare Organizations: An Introduction. ACHE MANAGEMENT.
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