Mission and vision both define the purpose of the existence of an organization in an industry. In essence, they are written statements that outline the fundamental beliefs and values alongside the goals of the firm. The mission statement elucidates the reason as to why a company is set in operation while the vision outlines the future of the entity and what they aim at achieving by their presence in such businesses. Contextually, culture is what drives the execution of the plans to realize mission and vision of an organization. Managers institute organizational culture as the premise upon which they relate with other players in the market. Such may include communication, team work, recruitment, training and performance appraisal. In the health sector, these values are critical in all hierarchy settings because they define quality parameters and the outcomes of treatment procedures.
Purpose Of Organization’s Mission, Vision, And Values
Organization’s mission, vision and values serve as the engine of every activity in all sectors. Competent managers and leaders use these components as the primary tool in decision-making. They provide a clear direction towards which the organization is to move. In some cases, the mission statement sums up the values and the beliefs upon which every step is taken within the implementation schedule of any project (Johansen, & Cadmus, 2016). Health centers need these statement to enhance discipline and standards of procedure among the nurses. At the same, they provide the thresholds in behavioral determinants allowing the medical representatives to hold the clinicians and nurses accountable of every decision they make in caregiving. As a team, all physicians use these guideline to set targets and goals for their operations every time.
Significance of Organization’s Mission, Vision, and Values In Nursing
Nurses play crucial role in the treatment and recovery of patients both within the hospitals and at home. Accordingly, the mission and vision statements help them to understand the purpose of the facilities within a community enabling them to stay focused on the values of their practice in providing care (Schmidt & McArthur, 2018). The statements also provide mechanisms through which the agencies can track and initiate strategic development policies to guide the users. Such guidelines become important in term management of these centers and make them profitable to the communities. Moreover, registered nurses have the mandate to maintain professionalism in their service provision. As a result, the statements provide a back drop for which every decision can be evaluated and monitored for sustainable management of the firms.
Significance Organization’s Mission, Vision, and Values Patient Outcomes
Providing a healthy environment for patient care and treatment outcome is very important in facilities. Therefore, organization values and culture seek to assure the patient of quality services. Assuring the patients of their right to make choices in accessing care is one of the priority areas defined in the organizational culture, values, and statements (Salmela et al., 2017). These principles are the key aspects of outcomes defined by the beliefs of both parties in the treatment systems.
Nurse Engagement and Patient Outcomes
The nurse-patient relations in primary is the foundation of treatment success. Nurses play fundamental role in shaping the behavior and response of the clients towards medication. A good relation enhances psychological wellness and makes the patient believe on the treatment procedures allowing them to take the medicine with a positive mindset. (Runtu et al., 2019). At the same, assessing the needs and beliefs of the consumers begins with effective engagement of the nurses within the hierarchy.
Factors that Lead to Conflict
Conflicts often emanate from organizational values, cultures, and beliefs. These foundations provide crucial link between the management, workers, including nurses, clinicians, as well as doctors and the patients. Mostly, managerial mistakes such as wrong choice of procedures and unprofessional conduct can lead to conflicting views and perceptions among the professionals and the consumers. At the same time, some policies and goals may be interdependent creating misunderstanding among the executors. In the end, the health care participants differ in opinions and approaches. Such conflicts are a result of internal misunderstandings and may be resolved through well-instituted vision, mission and values. Once the caregivers understand the framework of organizational operation, they limit their scope of evaluation to the provisions of the rules. Clashing and overriding interests arising from poor communications can also result in conflict among nurses and other caregivers.
Organizational Values and Culture on Conflict Management
Some of the key values in conflict include leadership cultures, managerial styles, and decision-making models used by different organizations. Effective communication is one of the most effective tools used to ensure continuity in productivity and service delivery. The values of communication involve the capacity to identify problems, team work and morale that seems to boost productivity and time management. Sometimes nurses suffer burn out and stressful situations which require critical communication and collaboration to minimize conflicts.
Effective Strategies For Resolving Workplace Conflict
Workplace conflicts are inevitable in all sectors. Managers have different strategies of ensuring success and continuity of services in facilities. Competent leadership, communication, and avoidance of conflicting issues have been recognized as some of the most effective strategies in managing conflicts at work. Concurrently, it is important to recognize the diversity at work.
Strategies Encouraging Inter-professional Collaboration
Inter-professional collaboration is a vital aspect of clinical care. Organizations use different strategies to ensure collaboration among the workers. Some of the common cultures include initiating team building practices and vocational trainings. At the same time, managers articulate their operations in corporate social responsibility to ensure sustainable development. Breaking down of works and promoting division of labor also elevates the level of coordination and collaboration among the workers. Such strategies have been used in different organizations to achieve success at various levels. Nursing shifts and inclusively rounded schedules can help the institutions to achieve inter-professional collaboration.
How Needs and Culture Of Health Care Influence Outcomes
Nursing beliefs and culture contribute to the general relationships between the nurses and their patients. Some nurses tend to have close relationships with their clients as a result of their faith and implications of personality. Such nurses tend to realize effective treatment outcome and tend to have long term impacts on the recovery processes. At the same time, perceptions about care services and treatment some times interfere with the outcomes. Some organizations operate on faith-based premises while others use experiences and theoretical values to ensure the treatment processes adhere to the set standards. These differences often result in disparity in healthcare outcomes in different states and affect the way the public perceives the quality of care accorded in various facilities.
Health Promotion and Disease Prevention
Health promotion and disease prevention is a fundamental pillar in public health. As such, various values play role in shaping the parity in different countries and facilities. One of the major attribute is the use of sanitation and hygiene advocacy to teach patients of the importance of healthy living.
Mission, vision, values and culture drive the operations of organizations, that’s why such aspects as behavior, communication, beliefs and standard procedure are vital in sustainability. All of these impacts on nursing services and patient care outcomes depend on organizational culture, values and management. It’s important organizations have clear mission and vision statements.
Johansen, M. L., & Cadmus, E. (2016). Conflict management style, supportive work environments and the experience of work stress in emergency nurses. Journal of nursing management, 24(2), 211-218.
Runtu, T. M., Novieastari, E., & Handayani, H. (2019). How does organizational culture influence care coordination in hospitals? A systematic review. Enfermeria Clinica, 29, 785-802.
Salmela, S., Koskinen, C., & Eriksson, K. (2017). Nurse leaders as managers of ethically sustainable caring cultures. Journal of Advanced Nursing, 73(4), 871-882.
Schmidt, B. J., & McArthur, E. C. (2018). Professional nursing values: A concept analysis. In Nursing forum (Vol. 53, No. 1, pp. 69-75).