Tales from the Corporate Frontlines: Creating a Culture of EmpowermentLearn Management Articles on management-info.biz. Tales from the Corporate Frontlines: Creating a Culture of Empowerment article will help answer your questions on Management Articles.We at management-info.biz specialize in Management Articles. Management Articles at management-info.biz provides the most up to date news and articles. If you have questions please do not hesitate to contact us.
This article relates to the Culture & Climate competency, commonly evaluated in employee satisfaction surveys. AlphaMeasure defines climate as the effect an organization has on the employees, while culture refers more to the acceptable behaviors, attitudes, and habits of the organization as a whole. Some relevant topics include employee values, attitudes, and morale throughout your organization. Knowing and understanding workplace culture and climate leads to a better understanding of what factors influence employees. In relation, the level of service your customers receive is almost always influenced by the culture and climate of your organization. Evaluating this competency can be especially useful if your organization is experiencing customer service related issues or problems working together internally. This short story, Creating a Culture of Empowerment, is part of AlphaMeasure's compilation, Tales From the Corporate Frontlines. It tells about the effects of a negative culture on nursing home residents and what was done to turn things around and create a better culture and climate in the workplace.. Anonymous Submission I transferred into my current position as manager of a small nursing home two years ago. After my first meeting with the frontline caregivers---nursing staff, orderlies, etc., I was very concerned. The caregivers were clearly unhappy in their positions. They liked their work, they enjoyed caring for the residents, but there was some other factor at work here, creating a climate of uneasiness and a culture of apprehension in this small and close-knit group residence. I spoke with various residents. They were concerned as well. They felt that they were receiving good care, but many mentioned an unhappy mood that continued day to day. It affected some more than others, and they expressed a wish for brighter, more upbeat surroundings. A long time resident told me that things used to be different, and she had felt much better, physically and mentally, when her nurses and aides were happier. That, in a nutshell, was what troubled me most. Anyone involved in health care knows that patients, in this case nursing home residents, are much happier and healthier and make better progress when their caregivers are satisfied in their positions and careers. I decided to conduct an employee survey, mainly for the caregivers, to give them the opportunity to vent. I hadn't been able to find out much verbally, so I hoped that the survey would give them the opportunity to reveal the sources of their discontent. Then we could proceed to improve the situation. Among other issues, the survey results revealed that morale was low because the staff felt stifled by regulations. The rigid rules needed to be examined and perhaps modified to empower caregivers to a greater degree. They were more satisfied when they felt able to improve the quality of life for their patients. Some other solutions we used to change the culture included: * Providing educational opportunities for caregivers to update and expand their skills * Adopting a new conflict management policy - developed with extensive caregiver feedback * Reevaluating our financial policies to free up funds to hire more caregivers to ease the burden of understaffed areas. As a result, we were able to engage our caregivers in creating a workplace culture that emphasizes the value of each human being and a climate of respect. The caregivers are satisfied, and the residents are happier and healthier. © 2005 AlphaMeasure, Inc. - All Rights Reserved This article may be reprinted, provided it is published in its entirety, includes the author bio information, and all links remain active. Bonsai Gardening Secrets. - Discover over 95 pages of insider secrets to creating stunning bonsai trees. PowerPause -The Fantastic Formula. - The PowerPause is a simple, 3 minute, 3 step formula for creating fantastic success in money, health and relationships. Article Index: | 1 | 2 | 3 | 4 | 5 | 6 | 7 | 8 | 9 | 10 | 11 | 12 | 13 | 14 | 15 | 16 | 17 | 18 | 19 | 20 | 21 | 22 | 23 | 24 | 25 | 26 | 27 | 28 | 29 | 30 | 31 | 32 | 33 | 34 | 35 | 36 | 37 | 38 | 39 | 40 | 41 | 42 | 43 | 44 | 45 | 46 | 47 | 48 | 49 | 50 | 51 | 52 | 53 | 54 | 55 | 56 | 57 | 58 | 59 | 60 | 61 | 62 | 63 | 64 | 65 | 66 | 67 | 68 | 69 | 70 | 71 | 72 | 73 | 74 | 75 | 76 | 77 | 78 | 79 | 80 | 81 |
More Articles:1. Is Busyness Affecting Your Business? By Beverley Hamilton I’m too busy; I’d love to but I’m very busy; I’ll get round to that when I’m not so busy.How often have you said any of those phrases? How many times a week do you hear someone else say those phrases? They’re very common and busyness seems to have become a way of life for many people.I’ve just finished writing my first ebook called Take Control of Your Time and when I was doing some research two of the most common problems people said they faced were too many priorities and too busy to plan an… 2. How Managers Can Turn Failures Into Successes By David Krueger MD Although there are real, external reasons for managerial difficulty – including massive reorganization after takeovers and the realities of discrimination due to age, sex, and race – managers fail most often for reasons they themselves create.These reasons include ignoring the application of emotional intelligence, failure to recognize individual motivation to be effective, and a failure to adapt to change and rebound from setbacks. With only slight modifications, the context of the following… 3. Managing People - No More Mr Tough Guy By Alan Fairweather I believe the media and our culture sends the wrong messages about how to manage people and this makes it difficult for Business Owners and Managers.We've all heard the old cliché "nice guys don't finish first" and that has a huge impact on how managers deal with their people. We're led to believe that successful managers are tough, courageous "no nonsense" type of people. And if you're weak or soft with your people, then you'll get walked on and taken advantage of.A manager will often look at… 4. Performance Management: The Right Way To Go? By Leon Chaddock Many companies have turned to performance management in their businesses. There are many realms in which this type of solution can be used within a performance setting. The goal of this type of management is to manage the factors by weighing the difference between performance and desired results. By identifying what the problem is, then, you can work towards the right solution. Performance management can also work with individuals as well. There are many advantages to using this type of m… |
||||
