Culture in Healthcare Business Assignments LP7 Assignment: Culture in Healthcare Business Competency: 7. Assess Organizational Culture throughout the hea

Culture in Healthcare Business Assignments

LP7 Assignment: Culture in Healthcare Business

Competency: 7. Assess Organizational Culture throughout the healthcare Industry.

Directions:

REVIEW PowerPoint in chapter 16 of the textbook.
COMPLETE: Exercise in chapter 16 of the textbook.
Complete a full one-page paper explaining the results of your chapter 16 exercise.
Provide the organization identity, community values, planning and development.
Provide references for the paper using your organization and a secondary source.
Use third person writings do not use “I think” or “in my opinion” keep it factual, third person and follow APA standards a minimum of two references are required. Health Administration Press
Strategic Analysis for Healthcare
Chapter 16
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College of Healthcare Executives. Not for sale.
Health Administration Press
Organizational Culture Analysis
• Organizational culture can be defined as the system of
shared values, meanings, and beliefs held by organizational
members that determines, to a large degree, how the
members act toward one another (Robbins and Coulter
2009).
• It is often referred to as “how we do things around here.”
• A strong, positive culture can improve organizational
performance, whereas a weak or negative culture can
detract from organizational performance.
• To say that values are shared implies that they are passed
between existing employees and are passed on to new
employees.
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College of Healthcare Executives. Not for sale.
Health Administration Press
Organizational Culture Analysis
Dimensions of Organizational Culture
(Robbins and Coulter 2009)
• Attention to detail—the degree to which
employees are expected to show precision,
analysis, and attention to detail
• Outcome orientation—the extent to which
managers focus on results and outcomes
regardless of how they are achieved
• People orientation—the degree to which
management takes into account the effects of its
decisions on the people in the organization
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College of Healthcare Executives. Not for sale.
Health Administration Press
Organizational Culture Analysis
Dimensions of Organizational Culture (continued)
• Team orientation—the extent to which work is
organized around teams rather than individuals
• Aggressiveness—the degree to which employees are
aggressive and competitive rather than cooperative
• Stability—the extent to which organizational decisions
and actions emphasize maintaining the status quo
• Innovation and risk taking—the degree to which
employees are encouraged to be innovative and take
risks
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College of Healthcare Executives. Not for sale.
Health Administration Press
Organizational Culture Analysis
• Consider how Starbucks brings a new barista into the
company.
• After selecting a person who “fits” the Starbucks
culture, the new employee is put through weeks of
training followed by on-the-job training and mentorship.
• The key to this onboarding process is the transmission
of culture, or “how we do things around here.”
• The Starbucks values, motives, and meanings are
indoctrinated so that a barista is a barista whether you go
to a Starbucks in Gary, Indiana, or in New York City.
Copyright © 2016 Foundation of the American
College of Healthcare Executives. Not for sale.
Health Administration Press
Organizational Culture Analysis
A report by the Lewin Group (2002) identified seven
performance areas that practitioners can use to assess an
organization’s level of cultural competence:
• Organizational values—the perspective, attitudes, and
commitment concerning the worth and importance of
cultural competence
• Governance—the use of goal setting, policy making,
and other methods of oversight to help ensure culturally
competent care
• Planning and monitoring/evaluation—the mechanisms,
processes, and systems in place to assess cultural
competence and to guide cultural competence planning
Copyright © 2016 Foundation of the American
College of Healthcare Executives. Not for sale.
Health Administration Press
Organizational Culture Analysis
• Communication—the exchange of information between the
organization and the population, and between members of
the staff, in ways that promote cultural competence
• Staff development—the efforts to ensure that staff and other
service providers have the attitudes, knowledge, and skills
necessary for culturally competent care
• Organizational infrastructure—the organizational resources
needed to deliver or facilitate the delivery of culturally
competent services
• Services/interventions—the extent to which the
organization delivers services in a culturally competent
manner
Copyright © 2016 Foundation of the American
College of Healthcare Executives. Not for sale.
Health Administration Press
Organizational Culture Analysis
• The difficulty is putting your finger on the pulse
of culture.
• If you are inside the organization, you will have a
strong opportunity to identify the cultural aspects.
• If you are on the outside, you will need to “read
the tea leaves” by analyzing what is said in annual
reports, by Wall Street analysts, in articles written
about the organization, and in interviews with its
employees.
Copyright © 2016 Foundation of the American
College of Healthcare Executives. Not for sale.
Health Administration Press
Exercise
• Break into groups and describe the culture of
the organization you are studying.
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College of Healthcare Executives. Not for sale.
Running head: JOHNSON AND JOHNSON COMPANY
Choose An Organization
Johnson and Johnson Company
JOHNSON AND JOHNSON COMPANY.
2
Johnson and Johnson Company
Johnson and Johnson is an American intercontinental company which deals with the
manufacture of medical equipment, pharmaceutical and packaged goods for consumers. The
company was founded 132 years ago that is in January 1886. The company is operational in sixty
countries around the globe, but its headquarters is in one Johnson and Johnson Plaza, New
Jersey, Brunswick. Their products are sold in over 170 countries worldwide and just like other
companies Johnson has its website which is www.jnj.com
The company specializes in the production of consumers packaged and pharmaceutical
goods and medical equipment such as surgical materials. These products are such as Johnson and
Johnson is a profit organization. However, they have funded several nonprofit organization to
enable them to achieve their aim of reaching people with health needs widely (Johnson &
Zinkhan, 2015). With Johnson’s numerous outlets, they have managed to employ over 134,000
workers in their organizations.
Why Johnson and Johnson?
Johnson and Johnson is a company that offers a pure filed for a student in career or
studies. The company presents students with career opportunities to impact the real world. The
students are offered co-operative programs, internships and even full absorption where they get
to experience continuous support from the company firsthand. Also, there is a connection with
important job assignments through the team and leaders interactions across the company (Chattu,
2015).
Also, through the experience and various opportunities offered, the students can express
their interests and potential. With the global recognition and wide range of products, an
individual is provided the chance to gain knowledge in different fields. With a company like
JOHNSON AND JOHNSON COMPANY.
Johnson that has managed to keep its profit for years despite running in over sixty countries, a
young entrepreneur can learn essential and underlying measures of running and growing a
company.
3
JOHNSON AND JOHNSON COMPANY.
4
References
Johnson, M., & Zinkhan, G. M. (2015). Defining and measuring company image. In Proceedings
of the 1990 Academy of Marketing Science (AMS) Annual Conference(pp. 346-350).
Springer, Cham.
Chattu, V. K. (2015). Corporate social responsibility in public health: A case-study on
HIV/AIDS epidemic by Johnson & Johnson company in Africa. Journal of natural
science, biology, and medicine, 6(1), 219.

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