Cultural Factors in a Healthcare Organization

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Mission of the Organization

The mission statement is always important in defining the path that a firm wishes to take in achieving its objectives. The mission helps both employees and the management to understand what should be achieved, and how they can work as a team to achieve this. In this research, the focus was on Johns Hopkins Medicine Hospital. This hospital has been ranked as the best healthcare provider in the world. As Purnell (2013) observes, the mission statement of this firm reads, “We partner with patients, their loved ones and others to eliminate preventable harm, optimize patient outcomes and experience, and reduce waste in health care delivery.”

A vision of the Organization

Johns Hopkins Medicine Hospital has clearly stated its vision statement that guides its operations. The vision of this hospital is simple and precise. The vision statement of this firm according to Jeffreys (2006) says, “Saving lives by leading the world in patient safety and quality care.” This vision statement points out the commitment of this firm towards ensuring that the lives of people are saved. To achieve this, they commit to providing quality care to the patients whenever they are called upon to deliver the service.

Organization’s Values

Values are important because they always define some of the guiding principles of an organization. The following are some of the values of this firm as found in their website.

Excellence in service delivery and discovery through scientific research
Leadership and integrity in all the activities that is undertaken in this hospital at all times
Diversity in service offering and inclusion without any regard to race or other demographic factors
Respect to all and collegiality in our activities

Respect for diversity and cultural factors

Respect for diversity and cultural factors are reflected in the values of this organization. The values of this organization state that this firm respects diversity and that under no circumstance will it practice any form of segregation. The firm has developed a culture where employees respect themselves and their clients.

How implicit biases negatively influence the organizational environment for both patients and employees

Implicit biases may influence the organizational environment by creating two factions among the employees. The two factions will be those who feel victimized and the perpetrators. This negatively affects the employees socially. To the patients, bias may result in a situation where some of them are not attended to as effectively as it should be simply because there is some form of bias.

Focuses importance to the success of a healthcare administrator in developing a culturally competent organization

According to Dreachslin, Gilbert, and Malone (2013), the success of a healthcare facility starts with the development of a culturally competent organization. This is the duty of a healthcare administrator. To do this effectively, the administrator should focus on three issues. The first issue is to develop the culture itself. Developing organizational culture involves weaving together the mission, vision and values of the firm. This will provide a sense of direction towards what the firm should achieve and how it should be achieved within a specified time limit. The second focus is to ensure that there is leadership in the organization. Employees should feel that the administrator is offering adequate leadership towards the realization of the culture. The last focus would be to ensure that employees are constantly motivated towards the activities that are assigned to them. This motivation would help ensure that employees are committed to the spirit of the organization’s culture as defined in its vision, mission, and value statements.

References

Dreachslin, J., Gilbert, M., & Malone, B. (2013). Diversity and cultural competence in health care: A systems approach. San Francisco: Jossey-Bass.

Jeffreys, M. (2006). Teaching cultural competence in nursing and health care: Inquiry, action, and innovation. New York: Springer Publishers Company.

Purnell, L. (2013). Transcultural health care: A culturally competent approach. Philadelphia: Davis.

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