Forces of self motivation

One of the forces that pushes people to unite their efforts in order to develop or carry out a specific idea is motivation. However, for individuals or groups to stay motivated and go above and beyond their expected efforts, active identification within an organization is necessary. One of the key components that contributes to strong ID and plays a significant role in motivating employees is organizational culture. By instilling in its members a sense of the importance and potential of a team, organizational culture fosters commitment among all employees. This essay aims to discuss the role that organizational culture plays in motivating employees. The article will pay particular attention to leadership styles, problems, and difficulties within the organizational culture.While addressing this point, the paper will focus on healthcare sector to draw up a more profound understanding.

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The Role of Culture in Organizations

Organizational culture is a phenomenon that refers to beliefs and set values in which an organization has learned and developed through them for a long time. Every staff or an employee adheres to this culture as a foreseen practice in their work, and it influences everyone’s attitudes and behaviors. The organization usually shapes its leadership behavior to suit its mission and objectives, which impacts the staffs' job performance and satisfaction. Therefore, there is a necessity to understand the interrelation that exists between organizational culture and its leadership behavior.

Organization Culture and Leadership Behavior

The work of (Yan, 2016) describes organizational cultures as the values, perception or beliefs that employees hold within a particular organization. Since corporate culture mirror the beliefs, values and organization behavioral norms that employees utilize, that means organization culture has the capabilities of influencing the behaviors and staff’s attitudes. According to (Zwetsloot, Scheppingen, Bos, Dijkman & Starren, 2013), understanding an organization's fundamental values enables leaders and other staffs to prevent chances of probable internal conflicts. Organizational makeups include forms of behaviors, ceremonies, symbols, physical items, or anything that people who are not within that organization may see as strange to them (Yan, 2016).

In other fields like construction and management, many empirical researchers focusing on organizational culture have involved the functional perspective (Fellows, 2010). Such researchers have provided impressive evidence showing how organizational culture improves performance. To maintain an organizational culture, organization management must acknowledge its basic dimensions and their impact on its staff-related facets some of them being an organizational commitment, job satisfaction and performance (Casida, & Pinto-Zipp, 2008). Every organization has staff members, and the behavior or each staff can affect the goals of the others. Since healthcare industry suffers the same outcomes, it becomes a necessity to explore how organizational culture influences the healthcare leadership.

Leadership Behavior in Nursing Field

Leadership means authority when interpreted in the broadest sense, but it is not the power to command and dictates things like a slave and a master (Woods, 2016). Leadership follows objective factors which include managerial capabilities and other subjective characteristics such as one’s qualities (Barbosa, Gambi & Gerolamo, 2017). As a leader, these factors play a vital role considering the current developing culture of nurses who are getting definite and assertive ideas about the scope of clinical practices.

The work of (Yan, 2016) states that there are currently few nurses to help in clinical care. The shortage creates a need for good leaders in the field to come and help suppress the attrition. Additionally, nurse administrator leadership skills can be a significant contribution to the success of the healthcare organization. Therefore, proper leadership can increase the value of a healthcare organization. Even though various studies have examined this relationship between organizational culture and leadership, few studies have established their link in healthcare.

In the study of (Asrar-ul-Haq & Kuchinke, 2016), the authors found that in administrative and research & development (R&D) environments, a manager’s leadership behavior closely matches the employee’s job satisfaction. Similarly, the work of (Nielsen, Yarker, Brenner, Randall & Borg, 2008) stated that both job satisfaction and leadership behavior require an organizational culture to prevail. Similarly, the of (Casida & Pinto-Zipp, 2008) examined nurses’ feelings towards the interrelationship that exists between organizational culture and leadership and found a substantial relation between the two. Even though their data demonstrated that organizational cultures differ according to leaders’ behaviors, the results did not show whether the same affected the behaviors or attitudes of other employees. Additionally, the opinion of nursing administrators argued that the influence of employees’ behavior to achieve the organization’s objectives matters with the administrators and administrative management. There is a need for hospital administrators to keep in mind that their leadership behaviors could influence the employees’ attitude and so would reflect on their motivation to fulfill the organization’s objectives. Administrators should then alter their behaviors to maintain a stable relationship with other subordinates to improve their working relationship.

Practices that Influence Organizational Culture

In examining the scope of organizations’ culture, managers, stakeholders, marketers and company executives should understand the leading practices that underpin and influence the perception of each group. The following are some of the factors.

The Business Context

The general context under which an organization conducts its operations can shape up that organization culture. The society under which that organization is performing can influence the organization’s views regarding its work, status, money, employees, etc. While studying how the environment affects healthcare organization culture, the study of (Mosadeghrad, 2014) found that socio-demographic factors can significantly affect the interaction between healthcare providers and patients and consequently affect the quality of service. For instance, one healthcare professional said that language barrier was one factor that influenced her work in an area where people did not understand her.

Leadership and Leadership Style

Leadership and leadership styles are the main foundations that determine the growth of an organization. The study of (Khan & Bukhari, 2016), explored on how leadership traits can improve the performance of a hospital or healthcare organizations. The primary objectives were to study the effects of leadership styles and behaviors on healthcare performance. The study measured both transformational and transactional leadership traits. The results indicated that transformational leadership had positive but insignificant effects on performance. Transactional leadership had a significant and constructive impact on the performance of the organization and employees.

Formal socialization and Managerial Practices

The management of an organization can influence employees’ values, behaviors, beliefs, and attitude either positively or negatively. Before looking at managerial practices, it is good to distinguish it from leadership. Leadership can be viewed as a long-term direction through developing visions and approaches for an organization future. Management is all about budgeting, detailed planning, controlling, staffing, organizing and controlling an organization. With recruitment being one factor in formalization and management in an organization, it helps in cultural orientation with recruiters finding people who can fit well into the existing organization culture (Osibanjo & Adeniji, 2013).

The informal socialization Method

As culture identify forms a critical part when it comes to how members share within the group, individual behaviors within a group matter a lot. The group dynamic theory explains three basic needs that drive an individual to remain in a group (Farine, Montiglio & Spiegel, 2015). The requirements are a feeling of being a part of that group through roles and recognition. The second one is a feeling of the power to exert control, influence, and acceptance of other’s needs. The last one is the feeling of acceptance which comes with security or intimacy. Organization culture develops through these needs that motivate each member to remain within that culture.

Issues and Challenges Facing Organization Culture

Diversity and Culture

The fact that organizations together with their staffs operate in a socio-cultural environment requires the management to bring in employees who understand the demographics in which such a structure is performing in. In the study of (Andrevski, Richard, Shaw & Ferrier, 2011), racially diversified groups exert more competition, and they do better when they compete in munificent environments. The study found that racially diverse management enhances an organization’s ability in discovering more intensive competitive strategies. Despite all the benefits of diversity, the barriers to diversity management eliminate a suitable environment for accommodating diverse cultures. Some of these obstacles are employees fears for becoming victims of discrimination. Mistrust between distinct groups also creates resistance to change in an organization. The failure for agencies to prioritize on diversity ruins it.

Personality or Individual Differences

Individual differences and their impacts are becoming more prevalent in organizational behaviors. Considering the growth in corporate effectiveness, some scholars have examined the effects of individual differences and personality in the performance of an organization (Mullins, 2007). According to (Santhi, & Menaka, 2017), people’s behaviors are complex, and each person differs with the other. The big challenge that current managers in an organization are matching tasks and individuals successfully. Under the perfect situation, an organization manager first analyzes a mission, and then goes to determine the skills necessary for it. After that, he assembles a team of the employees who can complement each of the required skills. The fact that people have different productivity ambitions, the difference in accommodating different leadership styles, the difference in performance quality, is now becoming a challenge to most of the managers.

Lack of Effective Leadership

In general, leadership involves substantive decision making among other functions and qualities a good leader has to offer. Organizations are undoubtedly systemic networks that operate dynamically and in complexity as their nature. High quality and reasonable decisions are the essential elements in the essence of quality leadership (Obioma Ejimabo, 2015). For effectiveness, it is a requirement that a leader should be self-confident while gathering and processing information for solving problems. The problem facing most of the organizations is the lack of adequate leaders (Obioma Ejimabo, 2015). The leaders available make unsound policies and their leadership suffer inconsistencies in their decisions making. These leaders are themselves significant challenges within an organizational system, and they end up piling unresolved problems both with their employees, workplace and in their society (Obioma Ejimabo, 2015). The leaders’ inabilities to develop sound policy standards, basis, knowledge, skills, protocols, and environments is worrying, and many of such ineffective leaders have led to the exit of many organizations from the market.

Antisocial or Deviant Behaviors in Organizations

There are much of antisocial and unethical behaviors that happen among healthcare providers. In healthcare organizations, professionals confronted deviant behaviors that threaten their values orientations. According to (Porter-O'Grady & Malloch, 2017), workplace antisocial behaviors include bullying, withholding effort, dishonesty, sexual harassment, rumor mongering, and stealing among others. These practices reduce group motivation, effectiveness, and create uncertainties. The study of (Okechukwu, Souza, Davis & de Castro, 2013) researched on the impacts of deviant behaviors at a workplace. The study presented a conceptual framework illustrating how injustices both at interpersonal and institutional levels cause different risks such as adverse work-related health outcomes. The analysis discovered that workplace injustice cause deprived physical and psychological health. However, many of the leaders are failing to discourage deviant behaviors or minimize them.

Emotions

The study of (Samuel, 2015) examined the effects of workplace stress in organizational culture on employees’ commitment. The research found that organizations departments consist of hierarchical cultures that are unsupportive and they overload staffs with too much work that has short deadlines. Among other emotions, workplace stress is evident in most organizations, and it leads to immense costs (Samuel, 2015). According to (Basogul & Ozgur, 2016) In healthcare organizations, lack of effective conflict management strategies lead to poor working conditions and healthcare costs among other things. The work also states that all conflicts in healthcare organizations are essentially emotional since they arise from persons or groups' when they perceive a threat to their programs. As these perceptions and other work-related problems cause stress, prolonged work-related stress becomes part of an organizational culture which leads to poor performance of tasks.

Conclusion

Organizational culture and employees or group motivation are critical variables in organizations. Their significance is due to their general recognition in the manner they influence each employee’s performance, organization’s performance, sustenance, and effectiveness. The importance of organizational culture arises from the notion that culture impact behaviors, organization strategies, decision-making, organization performance and individual motivation. Non-motivated workers show dissatisfied attitude in the workplace, less committed, and quit their involvement in the organization. Healthcare organizations are not an exception of these outcomes. With the shortage of nurses, non-motivated health professionals suffer burnouts; they are reluctant to work and exhibit dissatisfaction in their performance. This paper targeted to discuss the issue of an individual or group motivation in an organizational culture in a healthcare environment. The article went ahead to explore on this point and discussed the various practices that promote organization culture. Lastly, the paper looked at problems and challenges that affect healthcare organization culture.





















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