Organizational Culture Change Survey Re-Measurement

Organizational Culture Change Survey Re-Measurement PowerPoint PPT Presentation

  • Uploaded on
  • Presentation posted in: General

Objectives. Review purpose of initiativeExplain the process for staff access and completion of the on-line Culture Change Survey for re-measurementDiscuss the timeline and next steps for Culture Change Initiative. Culture Change Survey Review. PurposeInformation gathering to analyze

Download Presentation

Organizational Culture Change Survey Re-Measurement

An Image/Link below is provided (as is) to download presentation

Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author.While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server.

- - - - - - - - - - - - - - - - - - - - - - - - - - E N D - - - - - - - - - - - - - - - - - - - - - - - - - -

Presentation Transcript

1. Organizational Culture Change Survey Re-Measurement December 12, 2006

2. Objectives Review purpose of initiative Explain the process for staff access and completion of the on-line Culture Change Survey for re-measurement Discuss the timeline and next steps for Culture Change Initiative

3. Culture Change Survey Review Purpose Information gathering to analyze & support your quality improvement efforts for organizational culture change

4. Organizational Culture Definition A company’s mission, goals, and values Culture defined as those things that influence the working environment itself and the behaviors of those who work there Has its own spoken and unspoken rules of conduct

5. Organizational Culture Characteristics The “personality” of your workplace The customary way of thinking and behaving It is learned behavior

6. Why Study Culture Change? Change is constant, based on external/internal influences (P4P, reimbursement, corporate merges, new technologies) To seek out new ideas To utilize new interventions To create improved efficient systems To improve client-centered care To create empowered, satisfied staff

7. Why study culture? Negative culture issues lead to poor performance Change in any organization, for any reason, is scary - most people resist stepping out of “comfort zones” However, change is constant and necessary as health care industry changes

8. Impact of Organizational Culture The unwritten rules that govern us can make or break you as a business entity The unwritten rules play directly into staff turnover and employee satisfaction A negative work culture can have disastrous results

9. Impact of Organizational Culture cont’d Wasted time-communication conflicts (broken trusts, personality clashes, arguments regarding priorities) take up nearly 25% of management time! Wasted resources & staff turnover Many opt to quit their bosses, not their job We all want to like our jobs-we spend so much time and energy at our place of employment…and it trickles down to the patient care

10. Functional teams lead to… Empowerment Higher job satisfaction Improved patient care

11. Culture Assessment Characteristics Staff perception of the organization depends on the role of the staff person The more people involved will contribute to improved understanding of overall perception of the agency The closer a person is to direct delivery of care, the more reliable the perception Culture is ultimately shaped by conversation Open dialog must be encouraged

12. Culture Change Survey Review Survey Dimensions……. How agency leads care quality How people at agency work together Agency’s approach to delivering safe, quality care

13. Plan of Action Development Culture Change Plan of Action was required to identify and plan focus on one or two areas of organizational culture change improvement

14. Plan of Action Development Plan of Action Domains Improvement Model Organizational Learning Leadership Teamwork Communication Information Management Patient Centered Care Care Coordination

15. Agency Breakdown by Domain Communication – 10 agencies Teamwork – 7 agencies Care Coordination – 3 agencies Organizational Learning – 3 agencies

16. Culture Change Survey Tool Administered at two specific time points to determine baseline & re-measurement information Baseline Survey tool available to complete from 02/01/06 – 03/31/06 Re-measurement 12/12/06 – 02/09/07

17. Culture Change Survey Tool Survey tool consists of the same eight questions Additional prompts added to explain questions Estimated time for completion 10-15 minutes At least 6 staff members within your organization will need to complete the survey tool Provided in electronic format by accessing Internet at following URL: Hard copy format provided in packet

18. Review of Culture Change Survey Tool

  • Login