The Comprehensive Interview of Health Care Professionals in Leadership: Rosecrance Health Network in Rockford, Illinois Jaseana N. Sams Judson University March 29, 2016 One-hundred Years of Changing Lives for the Better: The Organizational Culture of Rosecrance Health Network Definition of an Organizational culture: Within an organization, a shared set of beliefs, expectations, values, and norms are established to influence groups, teams, and individuals to interact and work together collectively to achieve organizational goals (Jones and George, 2014, p. 84). Through the visions of Rosecrance founders Dr. James and Fannie Rosecrance, making a lasting societal impact by offering behavioral health services for …show more content…
As a member of Rosecrance Health Network, why do you believe that Rosecrance’s mission has become possible to accomplish to better the lives of individuals who enter one of Rosecrance’s facilities, homes, offices, and campuses in the Chicagoland and Rockford area? When observing Rosecrance’s organizational culture, it is not a surprise for individuals who neither do not work nor have yet visited one of the facilities to define or describe Rosecrance’s organizational culture. However, when observing Rosecrance’s organizational culture from a far (For example, on Rosecrance’s website), it seems as though aside from its mission statement, Rosecrance’s Our Core Values helps these individuals understand how the core values are one of the factors that shape Rosecrance’s organization culture: Rosecrance’s Our Core Values Excellence: We embrace the challenge of continuous performance improvement. Integrity: We reflect the highest ethical standards. Compassion: We seek to serve through the loving example of Christ. Recovery: We believe in the power of fellowship, hope and the desire of every human spirit to heal. Diversity: We value the unique contribution and worth of each individual. Spirituality: We acknowledge the presence and power of God as central to the recovery process. Commitment: We dedicate ourselves daily to the needs of those we …show more content…
As a member of the Rosecrance Health Network, how does the Rosecrance’s Our Core Values positively influence the organizational culture (Environment) at Rosecrance to help its staff to work together collectively and individually to inspire adolescents, adults, children, and families to recover and change their lives for the better outside of one of the organization(s)? - For example: Rosecrance’s team activities and training for its staff
Building on the successful work of health care providers will help with the campaign of saving 100,000 lives. Through his speech, Dr. Berwick introduce six changes that every hospital needs to implement in order to save lives that will bring family together. The six changes Dr. Berwick wish every health care organization needs work on that will help save these lives are to deploy rapid response team, deliver reliable care for acute myocardial infarctions, prevention of ventilator associated pneumonia bundles, prevention of central venous line bundles, prevention of surgical site infection prophylaxis medication and prevention of adverse drug events with reconciliation. Even though the lives save may not know who they are, it will bring community and family together. According to Dr. Berwick “The names of the patients whose lives we save can never be known. Our contribution will be what did not happen to them. And, though they are unknown, we will know that mothers and fathers are at graduations and weddings they would have missed, and that grandchildren will know grandparents they might never have known, and holidays will be taken, and work completed, and books read, and symphonies heard, and gardens tended that, without our work, would never have
The John C. Lincoln community that was used for this essay is comparatively poorer than the average, with large immigrant populations and face transportation issues that limit the ability of patient to receive both outpatient and emergency care (Honor Health, 2015). The mission statement of Honor Health is broad and perhaps uninspiring to key stakeholders, as is the organizations vision statement. Honor Health could benefit by expanding their mission and vision statements, thus increasing their value in directing and guiding their future strategic plans and goals. Randall’s (2015) assertion that a great organization is only achievable by having specific, measurable and achievable goals that are linked to the organizations vision and mission is correct; while the flexibility of Honor Health’s statements is interesting, the statements could be improved by being more descriptive and personal to the organization reason for existence and
The Robert Wood Johnson Foundation has been in operation for more than 40 years and has been instrumental in working to improve the status of health and the health care for all individuals within the United States of America. They hold a vision “as a nation, to strive together to create a culture of health enabling all in our diverse society to lead healthy lives, now and for generations to come” ("Robert Wood Johnson Foundation," 2014). The Foundations nursing programs has early initiatives that would improve the profession with the advancement of nurse practitioners, programs improving nursing academics, improved hospital nursing. Currently the foundation is developing leadership skills in advanced level nurses and transforming working conditions of nurses within the hospital setting. In support of nursing and in light of the nation’s severe nursing short...
The Robert Wood Johnson Foundation (RWJF), a philanthropy organization, has been involved in health matters facing Americans for over 40 years with focus to child and family wellbeing, health coverage, health leadership and workforce, health systems improvements and healthy weight. Since its inception in 1972, RWJF support has grown and is now the largest philanthropy body devoted exclusively to health in the nation (RWJF, 2015). In this paper, the author discusses the RWJF Committee initiatives and their effect on nursing education, nursing practice and nursing workforce development, the role of action based coalition and expound on the state of Oklahoma Campaign team report.
Ledlow, G., & Coppola, M. N. (2014). Leadership for Health Professionals. Burlington: Jones & Bartlett Learning .
Healing is a relative term. Healing is also a universal term. The question is how these two fundamental parts of human existence related. The key is found in healing hospitals. Now to many, a healing hospital sounds redundant. However, a healing hospital refers not only physical healing, but also an all-around healing environment. This encompassing theory of a healing hospital provides care for physical, emotional, spiritual, and psychological needs for all patients. Instead of discrimination and rejection of religion and faith, it uses these cornerstones of people’s worldview to reinforce their healing process. This is a very biblical aspect of care
Within a community’s network of healing, spiritual health is connected to psychological and emotional health. Father Jim discussed that, as a priest, he finds a person’s spiritual life can affect his/her psychological and emotional state. That is, individuals with troubles in their spiritual lives often suffer psychologically and em...
Quint Studer’s, Hardwiring Excellence: Purpose, Worthwhile Work, and Making a Difference, is designed to motivate healthcare leaders to positively transform the culture of their organizations to move them from good to great. Studer notes that he aims for every healthcare leader to read this book and then ask all those who work with them to read it also. Hardwiring Excellence focuses on transforming culture by hardwiring positive attitudes in employees to create and sustain a great place for employees to work, for physicians to practice, and for patients to receive care. Studer emphasizes that transformation begins with core values of commitment to purpose, worthwhile work, and making a difference, which are cultivated by the ‘healthcare flywheel’ that creates the momentum necessary to drive change. Studer identifies nine principals that guide the flywheel to motivate transformation.
In closing, as the healthcare climate consistently changes across the United States, it is imperative that registered nurses understand the demand for superior knowledge and lifelong commitment to nursing. As nursing theory and practice expand, our role as leaders is to place a high priority on our commitment to educate and guide nurses, thus improving the lives of their patients through the support of transformational leadership. The Institute of Medicine’s recent report, The Future of Nursing – Leading Change, Advancing Health, specifically calls for nurses to advance and embrace leadership roles on all levels and fronts – from collaborative improvement to positive identification of areas facing challenges within the healthcare setting.
This addresses the environment in which nurses practices and strives for “an innovative environment where strong professional practice flourishes and where the mission, vision, and values come to life to achieve the outcomes believed to be important for the organization” (ANCC, 2008). This type of environment is accomplished by nurses working together towards a strategic plan outlined with facility policies and knowledge-based nursing and skills to achieve desired outcomes and accomplish organizational goals. I believe my facility does a great job with structural empowerment. Our nurse manager makes sure we know what our goals are as a unit. We review hospital satisfaction scores and infection rates to determine what practices need to be addressed for achieving organization and desired outcomes. We work to provide cost-effective care that exceeds national standards for excellence while working to strengthen bonds between staff members and making sure that at our facility “caring comes first”
My current employer, Mayo Clinic, is a world renowned not-for-profit hospital that has been established for 150 years. Mayo Clinic is the first and biggest integrated not-for-profit medical group practice in the world and is a well-known brand name that is recognized world-wide. Working for an organization where the primary value is the needs of the patient come first, the organizations domain is held to a higher standard. The mission statement is to encourage hope and contribute to health and well-being by providing the best care to all patients through integrated clinical practice, education and research (Strategic statement of Mayo Clinic, 2012). The vision statement is that Mayo Clinic will offer an unparalleled experience as the most trusted partner for health care (Strategic statement of Mayo Clinic, 2012). In the medical field, innovations, research and technology motivate the business to perform and deliver care in a new standard. Mayo Clinic has a logo of three shields that are interlocked, presenting patient care, research and education.
Support of a decentralized organizational philosophy can transform organizations, staff, and patients because it affects the culture, improves staff outlook, promotes personal involvement and encourages staff to reach higher levels of quality care. In my organization, nursing leaders should strive to involve all patient care units and staff in shared governance, educate unit leadership council chairs, and build on the positive aspects by empowering, motivating and developing staff members. These actions will increase creativity, responsibility, intellectual stimulation, and well-being.
This is a nearly 40-minute interview. The object of this interview is the leader of a community medical centre. This medical centre has five physicians, two nutritionists, one occupational therapist, a nurse and three service desk receptionists. This medical centre serves the community of more than five thousand patients now. After the interview, integration of the following eight items in this leader’s characteristics and traits.
Nursing excellence sets a standard for health care organizations across the world. Nursing excellence is a continuous endeavor to strive for the best outcomes by continually pursuing education in nursing practice, optimizing health and well-being, advancing research in nursing through evidence-based practice (EBP), advocating for patients, serving as an exemplary role model in mentoring fellow nurses, and contributing to nursing organizations, political affairs, and the local community. Many nursing organizations champion nursing excellence by promoting nursing education and research, political activism, advocacy, and serving as a resource for health care systems. This discussion board will discuss two organizations that endorse nursing
Mona Counts is a Nurse Practitioner at her own primary care facility. Her clinic provides health care to over five thousand patients who live in the heart of Appalachia. Bob Wilkinson is a Pediatric Oncology Nurse. Bob takes care of very sick children and their families. Ardis Bush started as a Staff Nurse over 25 years ago and worked her way up to being Nurse Manager. These nurses establish a rapport with their patients and their patients’ families by talking to them like normal human beings, and not just as patients. These nurses relate and listen to their patients, which makes them feel comfortable. Both Mona and Ardis even make house visits to check up on patients and to see how they are doing.