2. Organizational culture plays a key role to shape and signify the mutual ways of communicating, thinking, behaving, and reacting within an organization. A healthy and effective organizational culture encourages every employee to stay inspired and faithful towards the organization and the management. Similarly, applying the concept of organizational culture to a health care organization will provide significant benefits and improvements concerning organizational effectiveness. A study by Mannion & Davies, (2018), reveals that applying organizational culture improves health care quality, progress, efficiency, and safety (Mannion & Davies, 2018). However, there is a constant need for change in the organizational culture according to needs, wants, and trends of the patients and the health care industry (Mannion & Davies, 2018). Thus, applying organizational culture to a health care organization will ensure effectiveness, productivity, and improvements remarkably, but it has to be a healthy and well structured to meet organizational needs efficiently.
4. When there will be an implementation of change within the cultural environment of an organization, there is a probability of rising dissonance culture in the middle of the amendment. It negatively affects an organization causing massive damage to its progress and productivity at the same time. Conversely, a constant culture is a terrible idea for an organization to maintain. A steady culture in a health care setting will stay behind the latest trends and improvements which will affect its service quality (Lum et al., 2016). Dissonance culture signifies disagreements in sharing or adopting mutual opinions, beliefs, and perceptions among employees within a workplace. A study Lum et al., (2016) discloses that cultural dissonance among health care professionals has been an emerging issue that creates difficulty in recognizing respect and care regarding patients (Lum et al., 2016). Thus, when health care professionals will disagree to adopt patient-centred culture and attached with constant culture, it will lead to low-quality care and safety towards patients.
Lum, L., Dowedoff, P., & Englander, K. (2016). Internationally educated nurses’ reflections on nursing communication in Canada. International Nursing Review, 63(3), 344-351. https://doi.org/10.1111/inr.12300
Mannion, R., & Davies, H. (2018). Understanding organisational culture for healthcare quality improvement. BMJ, k4907. https://doi.org/10.1136/bmj.k4907
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