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Understanding Healthcare Organizations from Inside Out: The Significance of Organizational Culture for Managing Autonomy

Dive into the central problem of managing healthcare organizations with a focus on balancing autonomy and control. Explore different types of authority, organizational culture research traditions, and the functions and importance of culture within organizations. Delve into key debates about managing and measuring organizational culture and its impact on healthcare performance.

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Understanding Healthcare Organizations from Inside Out: The Significance of Organizational Culture for Managing Autonomy

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  1. Health Care Organizations from the Inside-OutEPI 247: Week 3The Central Problem of Managing Healthcare: Autonomy Vs. Control Laura Schmidt, PhD, MSW,MPH Associate Professor

  2. WEEK 4 EXERCISE Understanding Organizational Culture: Beyond the Qualitative/Quantitative Divide

  3. Are Formal Organizations Rational or Irrational?Different Types of Authority (Weber) • Traditional: We do it because we’ve always done it this way. • Rational: We do it because that’s what the rules say. • Charismatic: We do it because somebody extraordinary wants us to do it.

  4. Different Org. Research Traditions

  5. Defining Culture • An integrated pattern of human knowledge, belief, and behavior that depends upon the capacity for symbolic thought and social learning • The set of shared attitudes, values, goals, and practices that characterizes an organization • A way of life

  6. What to Look For • Symbols, slogans and buzz words • Mission statements, reworded ones • Verbal and non-verbal expressions • Physical objects, displays, office layout, dress, size and shape of the building • Practices and rituals, ceremonies that denote status changes, degradation, changes in group relations

  7. Possible Functions of Culture • Produces solidarity, collective effervesence, sense of belonging, boundaries • Routinizes interactions among people, promotes efficiency • Reinforces power, legitimates authority by instilling values that are larger than the individual

  8. Does Org Culture Matter? • NO: It’s just another instrument of managerial control-not intrinsically important • NO: Attitudes and beliefs don’t always influence behavior • YES: It carries institutional knowledge and is required for “learning the ropes” • YES: If reality is socially constructed, it’s all that matters

  9. Key Debates about Org Culture Can it be intentionally managed? Can/should it be measured quantitatively? Are there one or many cultures? Can culture be used to improve performance in healthcare systems?

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