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ORGANIZATIONAL CULTURE ASSESSMENT NURS 8302
Sample Answer for ORGANIZATIONAL CULTURE ASSESSMENT NURS 8302 Included After Question
Please evaluate each statement below writing number on Scale 1 – 5, thinking about your organization. Answer with 1 = Strongly disagree, 2 = disagree, 3 = neutral, 4 = agree, and 5 = strongly disagree.
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Assignment Rubric
Excellent Good Fair Poor
In 3–4 pages, address the following:
A description of how the assessment tool or diagnostic test you were assigned is used in healthcare.
o What is its purpose?
o How is it conducted?
o What information does it gather? Points Range: 30 (30%) – 35 (35%)
The response clearly, accurately, and with specific detail describes how the assessment tool or diagnostic test assigned is used in healthcare, including its purpose, how it is conducted, and what information it gathers. Points Range: 24 (24%) – 29 (29%) ORGANIZATIONAL CULTURE ASSESSMENT NURS 8302
The response accurately describes how the assessment tool or diagnostic test assigned is used in healthcare, including its purpose, how it is conducted, and what information it gathers. Points Range: 18 (18%) – 23 (23%)
The response vaguely and/or with some inaccuracy describes how the assessment tool or diagnostic test assigned is used in healthcare, including its purpose, how it is conducted, and what information it gathers. Points Range: 0 (0%) – 17 (17%)
The response is inaccurate or missing descriptions of how the assessment tool or diagnostic test assigned is used in healthcare, including its purpose, how it is conducted, and what information it gathers.
Based on your research, evaluate the test or the tool’s validity and reliability, and explain any issues with sensitivity, reliability, and predictive values. Points Range: 45 (45%) – 50 (50%)
The response accurately and thoroughly evaluates the test or tool’s validity and reliability, and explains any issues with clear sensitivity, reliability, and predictive values. Student’s research is clear, accurate, and appropriate for the evaluation. Points Range: 39 (39%) – 44 (44%)
The response accurately evaluates the test or tool’s validity and reliability, and explains any issues with sensitivity, reliability, and predictive values. Student’s research is somewhat clear, accurate,and appropriate for the evaluation. Points Range: 33 (33%) – 38 (38%)
The response vaguely and/or with some inaccuracy evaluates the test or tool’s validity and reliability, and explains any issues with some sensitivity, reliability, and predictive values. Student’s research is vague or inaccurate for the evaluation. Points Range: 0 (0%) – 32 (32%)
“The response is inaccurate and/or missing evaluations of the test or tool’s validity and reliability, with explanations of any issues missing or lacking sensitivity, reliability, and predictive values. Student’s research is missing, inaccurate, or lacking for the evaluation.
Written Expression and Formatting – Paragraph Development and Organization:
Paragraphs make clear points that support well-developed ideas, flow logically, and demonstrate continuity of ideas. Sentences are carefully focused–neither long and rambling nor short and lacking substance. A clear and comprehensive purpose statement and introduction are provided that delineate all required criteria. Points Range: 5 (5%) – 5 (5%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity. A clear and comprehensive purpose statement, introduction, and conclusion are provided that delineate all required criteria. Points Range: 4 (4%) – 4 (4%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity 80% of the time. Purpose, introduction, and conclusion of the assignment are stated, yet are brief and not descriptive. Points Range: 3 (3%) – 3 (3%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity 60%–79% of the time. Purpose, introduction, and conclusion of the assignment are vague or off topic. Points Range: 0 (0%) – 2 (2%)
Paragraphs and sentences follow writing standards for flow, continuity, and clarity < 60% of the time. No purpose statement, introduction, or conclusion were provided.
Written Expression and Formatting – English writing standards:
Correct grammar, mechanics, and proper punctuation Points Range: 5 (5%) – 5 (5%)
Uses correct grammar, spelling, and punctuation with no errors. Points Range: 4 (4%) – 4 (4%)
Contains a few (1 or 2) grammar, spelling, and punctuation errors. Points Range: 3 (3%) – 3 (3%)
Contains several (3 or 4) grammar, spelling, and punctuation errors. Points Range: 0 (0%) – 2 (2%)
Contains many (≥ 5) grammar, spelling, and punctuation errors that interfere with the reader’s understanding.
Written Expression and Formatting – The paper follows correct APA format for title page, headings, font, spacing, margins, indentations, page numbers, running heads, parenthetical/in-text citations, and reference list. Points Range: 5 (5%) – 5 (5%)
A Sample Answer For the Assignment: ORGANIZATIONAL CULTURE ASSESSMENT NURS 8302
Title: ORGANIZATIONAL CULTURE ASSESSMENT NURS 8302
One of the major focuses of healthcare organizations is to offer safe, efficient, and acceptable patient care services. As such, organizations should always be in pursuit of quality improvement projects geared toward improving patient care services and solving identified problems in the care environment. However, the success of such quality improvement initiatives hinges on the organizational culture in place (Coles et al.,2020). Therefore, the onus lies with the quality improvement project or change implementers to assess the organization’s culture and evaluate if it is ready for the implementation of the proposed quality improvement initiatives (Yoder-Wise & Sportsman, 2022). Therefore, the purpose of this assignment is to explore the organization’s culture and determine its readiness for the implementation of the proposed quality improvement initiative. As such, various aspects will be discussed, including the state of the organizational readiness for quality improvement, whether the organizational culture is for quality improvement, and the leadership strategies present in the organization to support quality improvement experiences and health quality.
The State of Cultural/Organizational Readiness for Quality Improvement
As discussed earlier, organizational culture and readiness can hugely affect the implementation process of quality improvement initiatives. Therefore, it is important to assess the state of the organizational readiness for quality improvement (Fulop & Ramsay, 2019). In an effort to accomplish this, an organizational culture assessment tool with a total of sixteen questions was completed, as shown in the appendix. These questions are designed in such a way that they help probe various aspects of the organization in terms of its readiness for quality improvement implementation. From the responses given, it is evident that the organization is ready for the implementation of the quality improvement initiatives. Such an observation was supported by a response of strongly agreeing to correct a process, approach, or procedure in case they are not working. Such a response showed that the organization and its leaders are ready to undertake a change process to help correct a procedure or a process that is not working. The response is encouraging and relevant as it shows that the organization is ready to welcome the proposed quality improvement as it can help improve the management of sepsis.
The Organizational Culture For Quality Improvement
The success of a quality improvement project also requires that the staff be supportive of the initiative. Therefore, it is also important to explore the staff’s attitude, behavior, and knowledge alongside that of the organization’s leaders in relation to quality improvement implementation (Crawford et al.,2023). The organizational assessment tool revealed that the existing culture supports quality improvement. The organization uses various strategies, such as open and effective communication, which are both known to be quality improvement implementation enablers. Besides, the collaborative environment revealed among the staff members can be important in supporting the quality improvement initiative. Again, such aspects point further to the organization’s readiness to accept and support the proposed quality improvement to help improve patient outcomes and the organization’s reputation.
Leadership Strategies Present In the Organization to Support Quality Improvement Experiences and Healthcare Quality
At the center of any organization’s failure or success is the existing type of leadership. Previous research has shown that certain types of leadership styles and strategies have more potential to push organizations to success than others (Robbins& Davidhizar, 2020). Therefore, the organization assessment completed also revealed that the organization has various strategies that can support quality improvement and healthcare quality. One of the strategies identified is role or duty assignment and delegation. This is a strategy that the leaders use to ensure that every staff member is involved in the organization’s activities; as such, they feel part of the organization and valued as staff members. Therefore, it will be easier to implement the quality improvement initiative as the staff will be ready to support it without resistance.
The other strategy used in the organization is effective and open communication. There are well-established communication channels that are always open and also support two-way communication. As such, the members of staff and leaders are able to get information and communication in time and act on the same (Jankelová & Joniaková, 2021). Open and effective communication will be key to supporting the quality improvement initiative and ensuring success in its implementation. The leaders also use a strategy of empowering and supporting staff members, especially those with proposals for improving the quality of patient care as well as safety. Therefore, these leadership strategies will also play a significant role in supporting the proposed quality improvement to ensure that its implementation is a success.
Conclusion
This write-up has explored the organization’s culture and readiness to support the proposed quality improvement. As such, an organizational culture assessment tool was used where a total of sixteen questions were addressed to assess various aspects of the organization. The assessment revealed that the organization is generally ready for the quality improvement project. In addition, the organization’s leadership strategies that are currently being used support the implementation of quality improvement projects. It was revealed that some of the strategies used include open and effective communication and offering support to the staff.
References
Coles, E., Anderson, J., Maxwell, M., Harris, F. M., Gray, N. M., Milner, G., & MacGillivray, S. (2020). The influence of contextual factors on healthcare quality improvement initiatives: a realist review. Systematic Reviews, 9, 1-22. Doi: 10.1186/s13643-020-01344-3
Crawford, C. L., Rondinelli, J., Zuniga, S., Valdez, R. M., Tze‐Polo, L., & Titler, M. G. (2023). Barriers and facilitators influencing EBP readiness: Building organizational and nurse capacity. Worldviews on Evidence‐Based Nursing, 20(1), 27–36. https://doi.org/10.1111/wvn.12618
Fulop, N. J., & Ramsay, A. I. (2019). How organizations contribute to improving the quality of healthcare. BMJ, 365. https://doi.org/10.1136/bmj.l1773
Jankelová, N., & Joniaková, Z. (2021). Communication skills and transformational leadership style of first-line nurse managers in relation to job satisfaction of nurses and moderators of this relationship. In Healthcare (Vol. 9, No. 3, p. 346). MDPI. https://doi.org/10.3390/healthcare9030346
Robbins, B., & Davidhizar, R. (2020). Transformational leadership in health care today. The Health Care Manager, 39(3), 117-121. Doi: 10.1097/HCM.0000000000000296
Yoder-Wise, P. S., & Sportsman, S. (2022). Leading and Managing in Nursing E-Book. Elsevier Health Sciences.
1. I am at ease and comfortable when I’m around others at work – regardless of their title, position, or stature. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
2. We evaluate the quality of the decisions we make internally. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
3. Work is shared based not on who “owns it,” but rather on who is in the best position to get it done. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
4. I can be my whole self while at work and don’t have to pretend to be someone I’m not. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
5. I am given autonomy in my job. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
6. We remove ‘silos’ and ‘boundaries’ at work; we aren’t territorial. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
7. If a process, procedure, approach is not working, we can correct it with ease. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
8. Everyone here is clear on what drives our success as an organization. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
9. We use tools and platforms internally to help us collaborate and communicate more effectively. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
10. The internal tools and technologies we use in My Company are as good, if not better than the ones our competitors use. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
11. We welcome comments from others even if they disagree with us. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
12. We push past the “we’ve always done it that way” objection. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
13. We are evaluated on the core values that are important to our success. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
14. We care about making our community a better place to live. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
15. I get to exercise my creativity at work. | ORGANIZATIONAL CULTURE ASSESSMENT NURS 8302 | |||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
16. People know what other departments need from them and share the right information at the right time. | Grading Rubric
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