Understanding the workplace culture of a special care nursery

Abstract

Understanding values and beliefs is an important part of understanding a workplace culture. Whilst survey methods are capable of outlining espoused workplace characteristics, observation of staff interactions and perceptions gives an understanding of culture as a living entity manifested through interpersonal relationships. Attempts at changing workplace cultures should start from the clarification of values held among staff in that culture.

Do general radiographic examinations resemble a person-centred environment?

“…6,18 The data suggests that an 'in and out' culture may be emerging within general radiography whereby little attention is demonstrated to individual patient needs or concerns. 34 It also suggests that radiographers may resemble that of an operator on a production line following the narrative 'if its busy, it's literally one in; one out...it's like a bit of a conveyor belt', suggesting that radiographers observed in this study ensure waiting times are prioritise over other forms of person-centred approaches. 7 This resonates with Murphy' 35 study exploring cross-sectional imaging identifying a diminishment in care whereby the primary focus surrounds maximum efficiency and throughput in radiographic imaging.…”

“…5,7,34 In support, it does not resonate with the four generally accepted principles posed by The Health Foundation, 3 nor the principles and values identified within the NHS Constitution. 4 McMance et al 38 remind the reader that PCC is associated with healthcare practitioners listening to a person's story, engaging with them in dialogue and recognising them has human beings with dignity and honour in their unique beliefs and values.…”

Measuring nursing unit culture as an empirical basis for implementing a model of practice in a neonatal intensive care unit

“…Cultural assessments have been used as a measure of organisational culture when identifying recommendations for change in settings such as perioperative (Forsythe, 2005), generalist areas (Tummers et al, 2002), community hospitals (Rizzo et al, 1994) and in many nursing areas across acute care hospitals (Coeling and Simms, 1993a), some with traditional hierarchical structures and some with shared governance models (Kangas et al, 1999). The use of cultural assessments has not been reported in neonatal intensive care units; however, Wilson et al (2005) have described an understanding of values and beliefs as an important part of understanding culture in the special care nursery. The cultural pattern for each work group is unique (Coeling and Simms, 1993a) and subcultures can develop within the specific nursing unit.…”

An Ethnography of the Culture of Pain in a Non-Pediatric Emergency Department

“…Research findings have supported the need for new staff to fit in, comply with the rules, and follow the routines of the unit (Wilson, McCormack, & Ives, 2005). Teamwork is fundamental to the smooth operation of the emergency department.…”

“…This comfortable atmosphere allows for easy communication on the job and in swapping shifts, patients and or tasks (Wolf, Evans, Hewitson, & Perez, 2003). The lack of adoption to unit norms leads to lack of cohesion, inconsistency in working relationships, no pathway for bringing one's own ideas or ways of working and tensions to challenging decisions of staff (Dalton, et al, 2001;Mooney, 2007;Wilson et al, 2005).…”