NR534 Week 5: Organizational Culture and Climate on Group Process and Team Building - B Stakeholders Represented in the Group

 

As the unit director of the emergency department, you are part of an ad hoc interdisciplinary committee tasked with addressing a rise in system-wide medication errors. The stakeholders represented in this group would likely include:

 	
Nursing Staff: Nurses who administer medications and are directly involved in patient care.
 	
Pharmacists: Responsible for dispensing medications and ensuring proper dosing and interactions.
 	
Physicians: Prescribers of medications who need to be aware of the appropriate dosages and possible side effects.
 	
Quality Improvement (QI) Specialists: Focused on enhancing the quality of care and reducing errors.
 	
Patient Safety Officers: Ensure that patient safety protocols are followed to minimize risks.
 	
Risk Management Professionals: Assess and manage risks associated with medication errors.
 	
IT Specialists: Manage the electronic health records (EHR) systems and ensure that technological solutions to reduce errors are implemented.
 	
Administrative Leaders: Oversee the overall operations and are responsible for implementing changes across the system.

Organizational Culture vs. Climate
Organizational Culture: Organizational culture refers to the shared values, beliefs, and norms that influence the behavior of individuals within an organization. It encompasses the underlying assumptions and practices that guide how work is performed and how employees interact with one another. Culture is deeply rooted and evolves over time, shaping the organization’s identity and approach to challenges.

Organizational Climate: Organizational climate, on the other hand, refers to the employees’ perceptions of the work environment at a given time. It is the more immediate, observable atmosphere within the organization, influenced by factors such as leadership style, communication patterns, and work processes. Climate can change more rapidly than culture and reflects the day-to-day mood and tone of the workplace.
Impact of Culture and Climate on Transparency and Safety
Transparency:

 	
Culture: A culture that values openness, accountability, and continuous improvement fosters transparency. In such a culture, team members are more likely to speak up about errors or potential risks without fear of blame or retribution. This openness is crucial in identifying the root causes of medication errors and developing effective solutions.
 	
Climate: A positive climate that promotes trust and psychological safety encourages team members to share information and concerns openly. If the climate is supportive, team members will feel comfortable discussing mistakes and proposing changes, leading to more thorough investigations and better solutions.

Safety:

 	
Culture: A safety-oriented culture prioritizes patient safety above all else. In a culture where safety is a core value, systems and processes are designed with safety in mind, and all staff are encouraged to adhere to best practices. This cultural emphasis on safety ensures that the committee’s recommendations will focus on long-term, sustainable improvements.
 	
Climate: The current climate can either support or hinder the effectiveness of safety initiatives. A positive climate that emphasizes safety will encourage staff to be vigilant and proactive in preventing errors. Conversely, a negative climate, where staff feel overworked or unsupported, may lead to complacency and increased errors.

Impact on the Outcomes of the Committee
Organizational Culture:

 	
The culture of the organization will heavily influence the acceptance and implementation of the committee’s recommendations. If the culture is resistant to change or punitive towards errors, it may be difficult to implement new safety protocols or encourage staff to adopt new practices. However, if the culture is supportive and focused on continuous improvement, the committee’s work is more likely to result in meaningful, lasting changes.

Organizational Climate:

 	
The climate during the committee’s process will impact team dynamics and the quality of the group’s work. A positive, collaborative climate will facilitate open discussion, creative problem-solving, and a shared commitment to improving patient safety. If the climate is tense or negative, it may hinder communication and lead to less effective outcomes.

In conclusion, both organizational culture and climate play crucial roles in the success of the committee’s efforts to reduce medication errors. A supportive culture and a positive climate will promote transparency, safety, and collaboration, leading to better outcomes for patients and the organization as a whole.

References

Iljins, J., Skvarciany, V., & Gaile-Sarkane, E. (2015). Impact of organizational culture on organizational climate during the process of change. Procedia - Social and Behavioral Sciences, 213, 944-950. Retrieved from https://www.sciencedirect.com/science/article/pii/S1877042815054307

Friese, C. R., Xia, R., Ghaferi, A. A., Birkmeyer, J. D., & Banerjee, M. (2016). Hospitals In ‘Magnet’ Program Show Better Patient Outcomes On Mortality Measures Compared To Non-‘Magnet’ Hospitals. Health Affairs, 34(6), 986-992. Retrieved from https://www.healthaffairs.org/doi/full/10.1377/hlthaff.2015.0747

McCormack, B., & McCance, T. (2017). Person-centred practice in nursing and health care: Theory and practice (2nd ed.). Wiley-Blackwell. Retrieved from https://www.wiley.com/en-us/Person+Centred+Practice+in+Nursing+and+Health+Care:+Theory+and+