Dear All, I hope every one of you is safe and healthy. Could any one of you please advise & guide me on how we can bring Cultural change in a hospital? Has anyone been successful in this transformation? I work for a hospital whose nurses & staff are working for more than 12 yrs+. Any new transformations they will not support thus any ideas on how to start with will be a great help for me.
From India, Trivandrum
3From India, Trivandrum
Dear Ms Meera Nair,
Though you have raised the query on the change of the culture of your organisation, you have not mentioned in what capacity you work in the hospital, what is the present culture, what assessment of the culture you have done and what kind of culture you wish to have. Above all, what is your authority? What is the level of your empowerment?
Anyway, for the change of the culture of the organisation, please note the following:
a) Organisation is a lengthened shadow of the top leadership. A specific shape to culture can only be given by the top leadership. Others only contribute but cannot bring any kind of change.
b) Not that if the top leadership does not take efforts to give a specific shape to a culture, it does not get formed. Organisations do not work in a vacuum. The culture of the organisation gets formed automatically as the organisation ages.
c) The different types of the organisation's culture are innovative culture, customer-oriented culture, efficiency and cost-reduction culture, quality culture, image-conscious culture, bureaucratic culture etc. What is your present and what kind of culture do you wish to bring in? Nevertheless, the change of culture can happen only if the initiative is taken by the MD of your hospital.
d) The HR professionals occasionally fancy bringing the organisation's culture. They think that they can introduce a few policies, organise a few training programmes and the culture will get formed. However, it may be noted that this is just HR's fantasy. No HR professional has succeeded in changing the organisation's culture.
e) You have mentioned that the staff of your hospital works for 12 hours a day. Why do they put up such long hours? If you wish to bring a change, then your first priority should be to give respite to your staff. Culture change is a far cry, first, restore their legitimate working hours.
f) While writing point (e) above, I am completely aware that presently the state of Kerala is completely in the grip of the COVID-19 pandemic. The caseload is increasing, and this has put the hospital staff under tremendous pressure. Many hospitals staff are required to put up excess hours. Getting additional staff is also difficult.
g) Since we are passing through the COVID-19 pandemic, this is not the right time to think of changing the organisation's culture. Please remember the famous saying by Abraham Lincoln, it is not best to swap horses while crossing the river.
My above comments are straightforward. Nevertheless, the public forums give the liberty to do so. Please do not take it personally.
Thanks,
Dinesh Divekar
From India, Bangalore
Though you have raised the query on the change of the culture of your organisation, you have not mentioned in what capacity you work in the hospital, what is the present culture, what assessment of the culture you have done and what kind of culture you wish to have. Above all, what is your authority? What is the level of your empowerment?
Anyway, for the change of the culture of the organisation, please note the following:
a) Organisation is a lengthened shadow of the top leadership. A specific shape to culture can only be given by the top leadership. Others only contribute but cannot bring any kind of change.
b) Not that if the top leadership does not take efforts to give a specific shape to a culture, it does not get formed. Organisations do not work in a vacuum. The culture of the organisation gets formed automatically as the organisation ages.
c) The different types of the organisation's culture are innovative culture, customer-oriented culture, efficiency and cost-reduction culture, quality culture, image-conscious culture, bureaucratic culture etc. What is your present and what kind of culture do you wish to bring in? Nevertheless, the change of culture can happen only if the initiative is taken by the MD of your hospital.
d) The HR professionals occasionally fancy bringing the organisation's culture. They think that they can introduce a few policies, organise a few training programmes and the culture will get formed. However, it may be noted that this is just HR's fantasy. No HR professional has succeeded in changing the organisation's culture.
e) You have mentioned that the staff of your hospital works for 12 hours a day. Why do they put up such long hours? If you wish to bring a change, then your first priority should be to give respite to your staff. Culture change is a far cry, first, restore their legitimate working hours.
f) While writing point (e) above, I am completely aware that presently the state of Kerala is completely in the grip of the COVID-19 pandemic. The caseload is increasing, and this has put the hospital staff under tremendous pressure. Many hospitals staff are required to put up excess hours. Getting additional staff is also difficult.
g) Since we are passing through the COVID-19 pandemic, this is not the right time to think of changing the organisation's culture. Please remember the famous saying by Abraham Lincoln, it is not best to swap horses while crossing the river.
My above comments are straightforward. Nevertheless, the public forums give the liberty to do so. Please do not take it personally.
Thanks,
Dinesh Divekar
From India, Bangalore
Dear Member, I appreciate the other member ( Mr.Dinesh )detailed advice on the query raised. The behavioral interventions should be part of regular management strategies for effective team management and performance management. In the COVID time also you may invite some spiritual guru, management thinker who would have dealt similar situation or try out with own internal leadership to take about moral, ethics , duties and their contributions. you may also express the need of change for their own betterment and organizational need. Try to gauge the outcome of such small initiative and you may plan for big changes.
Open authentic dialogue and discussions on the hold points become productive. Informal groups may also be put in help for rescuing the stagnated situation.
From India, Lucknow
Open authentic dialogue and discussions on the hold points become productive. Informal groups may also be put in help for rescuing the stagnated situation.
From India, Lucknow
Totally agree with Mr. Dinesh,
To reach on Excellence of culture positive environment and believe on each is actual strength to change the culture, It is time taking process which need strong will to change by everyone, regular discussion with everyone, Proper take care of emotions and feelings of everyone and the biggest thing truth by heart
From India, Delhi
To reach on Excellence of culture positive environment and believe on each is actual strength to change the culture, It is time taking process which need strong will to change by everyone, regular discussion with everyone, Proper take care of emotions and feelings of everyone and the biggest thing truth by heart
From India, Delhi
Dear all,
For the benefit of the members of this forum, I am forwarding an ebook titled "Gallups Approach to Building a Culture That Drives Performance". May you know that Gallup is an organisation that conducts surveys on international, national and organisational levels. The ebook gives insight into the organisation's culture and its impact on the performance of the organisation.
Thanks,
Dinesh Divekar
From India, Bangalore
For the benefit of the members of this forum, I am forwarding an ebook titled "Gallups Approach to Building a Culture That Drives Performance". May you know that Gallup is an organisation that conducts surveys on international, national and organisational levels. The ebook gives insight into the organisation's culture and its impact on the performance of the organisation.
Thanks,
Dinesh Divekar
From India, Bangalore
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