RESPONSE 3
Response 3
Danielle H.
Danielle correctly describes organizational culture as shared beliefs in an organizational settings that are promoted and facilitated by organizational leadership and perpetuated via the deployment of various procedures and policies. This definition is consistent with Dekkers (2012) perspective of organizational culture. As my colleague further indicates, a just culture happens to be one of the kinds of culture that an organization could have in place. The various ways through which a just culture could be displayed by an organization have been explored. It would be prudent to note that in addition to my colleagues suggestions on the role a DNP-prepared nurse could play in efforts to promote a just culture, one could add that there is need for a DNP-prepared nurse to actively participate...
Further, a DNP-prepared nurse could on this front also take part in modelling and reinforcing behaviors that define a culture of safety (Miller and Jones, 2011).Tiffany P.
According to Paradiso (2019), a just culture could be perceived as a safe haven that not only promotes, but also enhances reporting. As the author further indicates, in...
…given that as she points out, a just culture is largely inclined towards systemic weaknesses. As she further notes, a just culture is of great relevance in efforts to reign in errors and mistakes in clinical environments while at the same time advancing accountability and trust. A DNP-prepared nurse could support a just culture by ensuring that his or her team is aware of the need and relevance of discussion, reporting, and addressing errors. Sears, Broderick, and Stockley (2015) also makes an observation to the effect that in efforts to promote a just culture, there is need to provide feedback…
References
Dekker, S. (2012). Patient Safety: A Human Factors Approach. CRC Press.
Miller, V.B. & Jones, T.L. (2011). Creating a Just Culture: A Nurse Leader's Guide. HCProParadiso, L. (2019). Just culture: It's more than policy. Nurse Manage., 50(6), 38-45.
Sears, K., Broderick, B. & Stockley, D. (2015). Influencing the Quality, Risk and Safety Movement in Healthcare: In Conversation with International Leaders. Ashgate Publishing.
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D.). For example, in the U.S., decisions are frequently delegated, that is, an official assigns responsibility for a particular matter to a subordinate. In many European nations, like Germany, there is a strong value placed on holding decision-making responsibilities oneself. When decisions are made by groups of people, majority rule is a common approach in the U.S. while in Germany consensus is the preferred mode. One should be conscious that
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Culture pervasiveness and the difficulty of defining it is one of the reasons why it is attributed for many merger failures. The problem considered in this study was the unstable operating environment that existed following the acquisition of INTEC Engineering by Worley Parsons which was likely caused by differences in organizational cultures. WorleyParsons acquired SEA Engineering in 2007 and INTEC Engineering April 2008 and combined these organizations to form INTECSEA.
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