Question

As a future administrator, what kind of culture would you like to create in your institution/department? How could you do this

Answer 1

Before getting into details of the answer we will a quick review of some terminologies;

Institution – it is an organization either formal or informal within which there is a network of hierarchy and defined relationships that are value based, norm based and characterizes outlined patterns of behaviour for delivery of professional, social, educational or religious purposes.

Work culture – every institution by its design have policies, objectives, norms and standards essential for the purpose of its existence, with or without the formal acknowledgement   instituted under a framework of relationships and leadership styles. This core of relationship and its synchronization reflects the work culture.

Organizational culture – a guided set of norms (adherence to these norms), expected behaviours and approved standard of practice that is expected from each and every member of an organization, in a way that reflects the outcomes as quality products or unmatched service delivery.

Types of culture adapted by different institutions/department

The creative culture – In organizational language it is termed adhocracy culture. This culture offers more flexibility, adaptability and seeks for creativity from its employees. The role of administrators here is to see “success” in terms of innovations and creativity. The administrator here will have little expectations on the final outcome or product. The organization will act as a platform for experimentation, providing an employee individual space and freedom.

Collaborate culture – In organizational language it is termed clan culture. This culture is rooted in collaborating with others. It has got a lot of exchange/sharing of potentials between the organizational members and weightage is given to the concept of integration. The administrator here takes the role of a “mentor” who backs the employees to collaborate and yield rather than instituting control and strict work protocols. The organization here is characterized by strong commitment and in employee credentials.

The control culture - In organizational language it is termed hierarchy culture. This culture is capacitated with numerous hierarchical relationships in upward and downward directions (there is always a flow of commands). There will be strict regulations, outlined work protocols, and got a very formal environment. The administrator here institutes an authoritative leadership style to “control, coordinate and monitor” people and processes of the organization. The organization is highly focussed on end results that is consistent and uniform, and institute multiple check mechanisms within the administration to ensure its standards.

Compete culture - In organizational language it is termed market culture. This culture has an external orientation and is incorporated with competition dynamics in order to exercise monopoly over others. The administrator focusses on building “transactions” rather than interactions within the organization. A more rigid, target oriented framework will be instituted so that organizations survival and growth is considered the ultimate. The organization here rolls for gaining the market share and profits, and has got multiple power positions with decision-making capacities.

Role of administrator in creating organizational culture

• Ensure division of work and fairness in payment
• Institute measures to treat employees equally
• Offer support and built trust in relationships
• Provide opportunity for empowerment of employees
• Follow mentorship attitude and consistency irrespective of organizational culture instituted
• Being non- judgemental in approach and at decision-making

Lets now discuss the exact answer to the question;

As a future administrator, the concept of control/hierarchy culture is best suited for a hospital organization/nursing department. The reason is that, health care field requires an operational framework with multiple checkpoints and supervisory positions as quality of services/outcome (cure, wellness) is considered to be integral and ultimate. (Please refer to explanation made above in control culture for better understanding)

In order to institute this culture, there should be an organized framework and hierarchy within the organization.

For example: The nursing services of a hospital should be under a qualified (professionally experienced) superintended/ manger who is assisted by various associate managers/ heads of different units. This unit head monitors the in charges/ assistant manager coming under their command. The charge nurse monitors the activity of 4 to 5 professionals working in a particular shift.

They need to supervise, advise and check the standards of service, and identify deficiencies which has to be tackled promptly.

Thus, hierarchical positions monitor and supervise employees under their command and act as checkpoints. Any issues requiring policy decisions will only be taken to the top management authorities and will be solved/investigated. The top management also provide directions regarding protocols and expected decorum/standard of behaviour and professional etiquette from time to time.