BUS FPX 4121 Assessment 3 Organizational Culture and Ethics

BUS FPX 4121 Assessment 3 Organizational Culture and Ethics

Student Name

Capella University

BUS-FPX4121 Ethics in Health Care Management

Prof. Name:

Date

Introduction

Leaders across various industries face the challenge of cultivating and maintaining positive organizational cultures, which are integral to achieving long-term success. A healthy organizational culture is shaped by open communication, self-awareness, and effective management skills. In particular, the healthcare sector places significant emphasis on ethical leadership, as ethical considerations are often embedded in daily operations. A strong ethical foundation helps to align organizational goals and values, creating a shared identity and resolving ethical dilemmas with minimal disruption (Forrestal & Cellucci, 2016).

Organizational Culture

Organizational culture plays a crucial role in guiding ethical decision-making within organizations. The emphasis on mission and values is vital in healthcare, where the well-being of patients and the quality of care are directly influenced by organizational principles. Healthcare organizations that foster a culture centered on ethics and core values tend to provide better services, benefiting both patients and employees. With constant changes in the healthcare environment, it is essential to maintain a consistent focus on preserving organizational culture and ethical standards, particularly when navigating organizational transformations (Arumi et al., 2019).

Positive Organizational Culture

A positive organizational culture is essential for building organizational strength and driving success. By setting clear expectations and leading by example, organizations can build a distinctive culture that reflects their core values. In the healthcare sector, positive culture can be fostered through various initiatives such as employee recognition, teamwork, and continuous education. These practices not only promote ethical behavior but also enhance employee satisfaction and engagement, leading to improved outcomes for both staff and patients (Sadiartha & Sitorus, 2018).

Negative Organizational Culture

On the other hand, a negative organizational culture can lead to a range of issues, such as poor communication, micromanagement, and an overemphasis on profits at the expense of quality care. Such environments typically resist change, and the lack of ethical focus can result in diminished employee satisfaction, increased turnover, and decreased productivity. In healthcare organizations, these negative consequences can further hinder the delivery of high-quality care and erode the overall effectiveness of the organization (Sadiartha & Sitorus, 2018).

Organizational Changes

Healthcare organizations are frequently subjected to changes, which can introduce challenges such as uncertainty, resistance to change, and ethical dilemmas. Effective leadership is essential to managing these challenges. Leaders must ensure that changes are implemented with transparency, proper communication, and a clear vision. By prioritizing ethical decision-making and maintaining quality care, leaders can navigate these transitions more effectively and ensure that organizational changes align with the values and goals of the organization (Pope, 2015).

Personal Moral Integrity

Personal moral integrity is key to supporting positive organizational changes. Leaders who demonstrate ethical principles and engage with their teams transparently create an atmosphere of trust, which is crucial for managing transitions. Leaders who model integrity help cultivate a culture of adaptability and ethical awareness, making it easier for employees to embrace change and align with organizational values (Forrestal & Cellucci, 2016; Pope, 2015).

Strategies to Assist with Ethical Challenges

To address ethical challenges effectively during organizational changes, several strategies should be employed. Clear communication, setting expectations, and providing training are fundamental to reducing resistance. Additionally, recognizing employee efforts and providing motivation can improve engagement and acceptance of new policies or initiatives. These strategies foster a sense of ownership and help employees feel supported during transitions (Forrestal & Cellucci, 2016; Pope, 2015).

Conclusion

In conclusion, while organizational changes are inevitable, organizations can mitigate the negative impacts by maintaining a strong ethical foundation and promoting a positive culture. By prioritizing open communication, providing training, and recognizing employees’ contributions, healthcare organizations can navigate changes more effectively. Ensuring the alignment of organizational culture with ethical principles is key to achieving long-term success and maintaining the integrity of the organization.

References

Arumi, M. S., Aldrin, N., & Murti, T. R. (2019). Effect of organizational culture on organizational citizenship behavior with organizational commitment as a mediator. International Journal of Research in Business and Social Science (2147-4478), 8(4), 124-132.

Errida, A., & Lotfi, B. (2021). The determinants of organizational change management success: Literature review and case study. International Journal of Engineering Business Management, 13, 184797902110162. https://doi.org/10.1177/18479790211016273

Forrestal, E. J., & Cellucci, L. W. (2016). Ethics and professionalism for healthcare managers. Health Administration Press.

Morrison, E. E. (2020). Ethics in health administration: A practical approach for decision makers (4th ed.). Jones & Bartlett.

Pope, K. S. (2015). Steps to strengthen ethics in organizations: Research findings, ethics placebos, and what works. Journal of Trauma & Dissociation: The Official Journal of the International Society for the Study of Dissociation (ISSD), 16(2), 139-152. https://doi.org/10.1080/15299732.2015.995021

BUS FPX 4121 Assessment 3 Organizational Culture and Ethics

Sadiartha, A. A. N. G., & Sitorus, S. A. (2018). Organizational culture, communication and leadership style on job satisfaction. International Journal of Research in Business and Social Science (2147-4478), 7(4), 1-9.

Sok, J., Blomme, R., & Tromp, D. (2014). Positive and negative spillover from work to home: The role of organizational culture and supportive arrangements. British Journal of Management, 25(3), 456-472. https://doi.org/10.1111/1467-8551.12058

Tufan, C., & Uğurlu, Ö. Y. (2019). The mediating effect of organizational learning culture on the relationship between authentic leadership and organizational deviation behavior: A research in Turkey pharmaceutical sector. Business & Management Studies: An International Journal, 7(1), 467. https://doi.org/10.15295/bmij.v7i1.1084