Introduction
Impact of Organizational Values and Nursing Values on Nurse Engagement
- Organizations create environment for nurse performance
- Organizations and nurses have common goals
- Organizations and nurses have shared responsibility
- Organizations and nurses create common profit
- Nurses engagement is key for organizational prestige
- Organizations collaborate with multiple nursing unions
Health organizations and nurses have shared goals, and responsibility in regard to patients. Patient satisfaction benefits organizations and nurses equally. Therefore, there is a certain correlation between nursing values and organizational values. Good performance in nurses benefits organizations, and good environment benefits nurses.
Impact of Organizational Values and Nursing Values on Patient Outcomes
- Nurses and organizations are both service providers
- All nursing and organizational activity is patient-centered
- Alignment between nurses and organizations benefits patients
- Patient depends on environment and nurses’ skills
- Health Hazards are nurses’ and organizational responsibility
- Patient outcomes deteriorates with poor nurse/organization alignment
There is a strong correlation between nurse and organization values. All they do is aimed at the patient’s health and comfort. The quality of skills and hospital conditions strongly affects patient outcomes, which requires total alignment of values.
Effective Communication Techniques and Workplace Challenges
- Communication is the key to conflict resolution (Kourkouta & Papathanasiou, 2014)
- Poor communication results in poor work conditions
- Active listening positively affects relationships with colleagues
- It also effectively influences patient-nurse relationships
- Transparency, empathy are keys to workplace understanding
- Workplace challenges can be addressed through communication
Communication is key to resolving workplace issues such as negative relationships with colleagues, management or patients. Moreover, if used adequately, communication can help prevent such issues from happening.
Effective Communication Techniques and Collaboration across Groups
- Hospitals house different groups of people
- They are nurses, patients, management, administration
- Communication protocols are vital for effective collaboration
- Attention to other groups’ needs is a preventive measure
- Patients are the most dependent group of all
- Transparency should be employed by all groups
Effective communication benefits collaboration among different groups. In hospital settings patients, nurses, management, and administration should all engage in meaningful and transparent discussion to prevent conflicts. Other groups must aim all their actions to help patients, as they are the most vulnerable of the factions.
Effective Communication Techniques and Problem Solving
- Communication is the key to problem solving
- Problems arise frequently from lack of communication
- Polite inquiries can help address some problems
- Listening is the key to understanding problems
- Solution can be devised only through communication
- Certain efforts are required from both sides (Tillott, Walsh, & Moxham, 2013)
- Effective communication techniques must be taught
Problems often arise from lack of understanding, which can be amended by effective communication. Listening and asking questions is one of the best way to gain information. Provided both sides are eager to resolve their problems, communication is the best way to do it.
Influence of System Needs and Culture of Health on Patient Outcomes
- Patient health outcomes depend on various factors
- Systemic approach helps advocate for healthy lifestyle
- Healthy lifestyle leads to better patient outcomes
- Hospital is responsible for health advocacy
- Addressing systems’ needs means addressing patients’ ones.
- Health Culture needs organizational promotion capabilities
Patient outcomes can be improved if organization educates its clients on healthy lifestyle. Hospitals have a potential to promote culture of health, which prolongs patients’ lifespan. Hospital as a system needs care to improve its ability to advocate for health and help those who have issues with it.
Organizational Values, Health Promotion, and Disease Prevention
- Many infectious diseases can be effectively prevented
- Hospitals account for many infection-related deaths
- Strict hygiene adherence can prevent disease spread
- Hospital workers can advocate for healthy habits
- Patient education – organizational mechanism of prevention
- Values that promote health positively influence prevention
Health advocacy should be imbued into organizational values of hospitals. These institutions have powers to not only prevent diseases themselves through strict hygiene adherence policies, but also help others through patient education.
Professional Experience and Organizational Values
- Fair compensation – key nurse-organization alignment misunderstanding
- Patient safety, health = nurses + organization alignment
- Professional conduct aligns with organizational one
- Lack of alignment = proneness to leave
- Administration-staff communication is key to alignment
- Managers should translate organization values to nurses
In my experience, one of the most frequent cases of value misalignment is the question of fair payment. Sometimes organizations and professionals have different definitions of good work and compensation for it. When misalignment is evident, professionals tend to leave.
Alignment of Individual and Organizational Values and Nurse Engagement
- Payment – one of the key engagement factors
- Job satisfaction is also an influential one
- Organizational values need to balance performance, satisfaction (Moriates, Mourad, Novelero, & Wachter, 2014)
- Nurse engagement is influenced by positive feedback
- Organizations should encourage patient feedback collection
- Nurse engagement = retention strategy for organizations
The balance of each individual worker values and organizational ones is a difficult task. Job satisfaction which includes fair payment and positive feedback is one of the key parameters to value if an organization wants to retain its workforce.
Alignment of Individual and Organizational Values and Patient Outcomes
- Underpaid nurses are unlikely to produce the best performance
- Patient outcomes are related to compensations
- Lack of feedback = stress, insecurity, poor performance
- Understaffing due to poor alignment = negative outcomes
- Poor knowledge of values = negative outcomes
- Balance of individual + organizational values = positive outcomes
Lack of value alignment between organization and staff leads to poor performance and, consequently to negative outcomes. Therefore, organizational values must be balanced and value their workforces’ wishes.
References
Kourkouta, L., & Papathanasiou, I. V. (2014). Communication in nursing practice. Materia Socio-Medica, 26(1), 65-67.
Moriates, C., Mourad, M., Novelero, M., & Wachter, R. M. (2014). Development of a hospital‐based program focused on improving healthcare value. Journal of Hospital Medicine, 9(10), 671-677.
Tillott, S., Walsh, K., & Moxham, L. (2013). Encouraging engagement at work to improve retention. Nursing Management, 19(10), 27-32.