Introduction
In modern management, organizational culture is one of the main strategic tools that allows to orient the work process and direct the aspirations of employees to shared goals, and, in addition, to form general corporate views. Elements of organizational culture are a guideline for management decision-making, establishing control over employee behavior and relations when assessing production, business, and social situations. It is essential to understand that the formation of organizational culture is not an instant process but takes time. This essay will address aspects of organizational culture, values, and mission in terms of UHealth, a Miami-based health organization in Florida.
High Reliability and Organization Culture
With the increasing concern of the population about their health and the emergence of new pathogenic forms of infection, a raised need to establish a highly reliable medical facility structure that guarantees safety and an evidence-based approach to care. Moreover, when organizations have to conduct their commercial or non-profit activities in a politically and economically unstable world, there are high risks and unanticipated organizational failures that have the potential to harm financial well-being (Elsmore, 2017). For this reason, a healthcare institution is obliged to develop its own organizational culture to meet modern demands with high reliability and quality.
In the medical world, there is a growing tendency for reputable physicians to abandon their personal beliefs to move towards objective data and results. To maintain a culture of reliability, the leadership inculcates specific values in subordinates that postulate the prohibition of mythological forms of treatment and the priority of proof. A highly reliable organization is a rather complex structured model in which there is an endless interplay of included elements (Vogus & Singer, 2016). Each employee must understand the responsibility that rests on their shoulders and the consequences that actions can have. That is why any emerging problem in such an environment is addressed in a comprehensive and multifaceted manner to minimize the risk of subjectivity.
UHealth
UHealth Center is, in fact, an academic medical institution that provides not only care and treatment but also training for young professionals. In its mission, UHealth claims “to be a state-of-the-art academic medical center that serves the South Florida community and beyond” (“Mission & Values,” n.d.). In other words, they claim to be a city-forming medical enterprise whose activities will spread geographically. On this basis, UHealth’s core values include providing high-quality and compassionate care, encouraging innovative ideas and solutions, ensuring diversity and involvement among employees, and nurturing the next generation of professionals. UHealth has a well-developed organizational culture aimed at high quality and reliability to fulfill the described areas, which is similar to a modern medical center. Non-scientific and unproven forms of treatment are not widespread among the company’s employees, and the emphasis is on creating a corporate professional image of the institution. Moreover, the management stresses the importance of the diversity of ideas, which is necessary for forming a complex structure of the organization. When a heterogeneous and diverse stream of ideas is combined with the mission of UHealth, innovative ideas and solutions are born.
Culture and Climate
UHealth’s corporate culture has a unique feature: it manages to combine the fundamental principles of modern medicine and the atmosphere of academic and continuous professional development. For this reason, the company’s patients can, if they wish, undergo treatment not only using measures taken and studied but also using experimental developments that have passed a full diagnostic examination and guarantee safety (“Why choose UHealth,” n.d.). UHealth does not have a specialist who is independent or left alone because the culture aims to form teams that stimulate the personal growth of the doctor or nurse. The already mentioned environment of diversity and involvement among employees meets the requirements of modern management and helps to concentrate more creative ideas.
As in any sophisticated structured company, UHealth has several departments, each of which is controlled by its leader. This model guarantees high results in the context of reliability, as it assigns personal responsibility and encourages a diverse approach to management. To maintain the independence and objectivity of the leadership style, the CEO does not remain in office for a long time but gives way to more competent colleagues (Chang, 2020). Nevertheless, the high turnover among CEOs may seem suspicious to applicants, investors, and clients (Dimopoulos & Wagner, 2016). In this case, even with all the results achieved, consumers may choose another, more stable institution. For this reason, it is recommended that UHealth review its CEO appointment policy or provide accessible and detailed explanations to describe why more than three CEOs have changed in the last three years.
Conclusion
A high degree of reliability is a key priority for a modern medical facility that claims to be highly popular with its clients. The organizational culture allows regulating the disorderliness of connections and responsibilities that exist between employees of the organization. Maintaining corporate ethics and a correct leadership style that motivates subordinates to follow the company’s mission play a significant role in this. UHealth is built on the integration of an academic environment and quality medical care to guarantee its patients a high degree of reliability and proof of the methods used.
References
Chang, D. (2020). UHealth CEO to retire. University of Miami president to lead health system temporarily. Miami Herald. Web.
Dimopoulos, T., & Wagner, H. F. (2016). Corporate governance and CEO turnover decisions [PDF document]. Web.
Elsmore, P. (2017). Organisational culture: Organisational change? Organisational Change? Routledge.
Mission & values (n.d.) 2020, Web.
Vogus, T. J., & Singer, S. J. (2016). Creating highly reliable accountable care organizations. Medical Care Research and Review, 73(6), 660-672. Web.
Why choose UHealth (n.d.) 2020, Web.