QUESTION 1.1
BUILD A COHERENT AND SOUNDLY BASED CULTURE PROFILE OF ONE OTHER NATIONAL CULTURE GROUP WITH WHICH AN ORGANISATION NEED TO CO-OPERATE.
Definition:
Culture is the way of people living together and sharing their same interest and they view the same way in organization Andrew (1998, p33)
Organisation culture is a form of societies came together playing the same managarier practices and same views in business (produced by Drenna, 1992 p 42)
National culture is the combination of different culture groups from different countries which they differ in attitude and values (Greert Hofseted 1980 p 43).
Johoh Bahru is a nation culture city which is located southern part of Malaysia penusula, 350 km of kuala lumpa. The city of johor bahru also is multculture including Malay, Chines ,Indians and others. Previous the city was under empire of Sultan Abdu Bakar ,with mixture of ethnic mix of races,(marimari n.d).
Kukedayaan lauguage based in malaysian culture with consumers societies (everyculture n.d).
Due to the mixture of culture they worship according to their believes most muslim practice in mosques there are tempeles uses and churches(Asiatours n.d).
Population: The overall population is half a million people ,Malay-45%, Chines-41.5%,Indians-7.1%, and Others-6.5%.
Climate; It is a tropical climate in nature.
Topography: River bank and Johor river which is passing through the city.
Food and economy: Rice, nodles and spice food. Rubber and cannened food for exportation, and textile products.
Employment: most people are industrialiesed.
Gender-relation: Man is the head of the family women rely the family, but they are differ in society and ethnic group according to the Malaysia country.
Transport: tarmac roads, air, ship, and rail services.
Education: primary and secondary schools are in vein, but limited colleges an d universities.
Social affairs: community base centre for the youth and day care centre for the senior citizens.
Government structure: The role and responsibility of the city given from central government to
Local goverment. The state of government appointed mayor and other council members. Mayor is acting as a leader with high power distance, and weak uncertaining ovoidance.
Johor bahru city face environmental problems where by people were moving from rural areas to urban areas following nation and local economy. This lead to increased problems relating to health, social education job opportunities and others, made a big challenge to the management.
Planned activities: Proffessor Mckeown representative from World Health Organisation planned
A health city program. The program was co-oraborated with other agencies and organizations. The program ruled out the local government are important with great power of responsibility which can handle the basic Health environment service. They form local agenda 21 to have a great value. By this way local agenda 21 is a tool which represent Health related isseues from the city.
Objectives: objectives were kept to improve environmental Health both rural and urban areas. Group participation was stimulated to both areas to make them aware with their problems. This stage is unfreezing phase Lewis, ( 1969). Proffessor Mckeown urgue on Health network was not well advanced in 20th centuary was not well advanced .He set the program strategies by co-oraborating with public ,private and community organization and found local government are the key partners, Participation arranged between cities and towns in the said project.
Aims of the project: The main aim of the project is to improve Health related issues ,cooperation with other sectors administration issues and policing.
Activities: planned activities were carried out involving the two tools, Health city program and local agenda 21, were among the participants who attended the seminar which was held by ESCAP-(economic and social commission for the Asian pacific). So that they will get benefit for their pacific regions.
Comities were formed and the main areas were education, community recreation, inter sectoral co-raboration and health community forum. Data collection by using Cognitive perspective approach (Hofstead 1980 & Trom 1993).
After a long team nature of the project initiated, it comes out with succefull. The attributes went to all who involve in the program
Johor Bahru city increased dramatically being a healthy city. People were aware of changes and adopted.This stage is Refreezing phase Lewin (1969).
QUESTION 1.2
COMPARE THE CULTURE DIFFERENCES BETWEEN TWO ORGANISATIONS OR PART OF AN ORGANISATION WITHIN ONE NATIONAL CULTURE.
National Health service was formed after the city hospitals falls to meet their performance then change the form of organization so as to meet their performance. Instead of been under bureaucratic organization to be decentralized, and health staffs to be patient centered rather than paper work. This was course delaying of patients needs. (Laurie 2005) p 658.
NHS CULTURE: health staffs they understand on keeping cultural differences when attending their patients. There is special guide line for nurses and doctors when dealing with hospital environment Flofise (2005) p 454.
Admitting long term patients with diseases such as cancer which needs prolong treatment. Employing big number of staffs due to demand of patients. Case study 22.3 Laurie ( 2005) p935.
Doctors and nurses hold managerial position and dealing with human resources, this make very close with patients needs Exhibit 8.1 Laurie (2005) p 305.
NHS give health services to all who is eligible for care, free prescription and free approiments.
All municipal hospitals and voluntary services came under one umbrella including teaching hospitals.
Family doctors and other departments working together under NHS services. (geoffreyrivett n.d)
Since 1956 introduction of advanced and technological ways of treatment and operations were in vein, such as kidney transplant, hip replacement, abortion act, first tube baby, MRI scan aid health complain NHS community care act, primary health care trust and others.( dorse-pct n.d )
BUPA ORGANISATION: This organization stated in 1947 with the title British united provident association, the main focus was to provide care, preventing illness and promoting health.
Activities : they give choice patients to select were and when she or he can get treatment.
They do not have shareholders, they invest their supplies to improve health and technology to build up health insurance.
They give financial support in life recovering, cash plans, long team illness, sponsored events
They provide shelters for homeless, supporting nurseries or after school clubs.
Giving support to employees to play a great role to community. (bupa n.d ).
They join part of government to improve patient information. (bupa n.d
They form medical research as pilot in community
They are working together with hospital management as a team.
Organization cover he service in commercial public and voluntary sectors. ( bupa n.d ).
QUESTION 1.3
PRODUCE A JUSTIFIED JUDGMENT ON THE PLOBABLE IMPACT OF THE SUCCESS OR FAILURE OF INTER CULTURE COOPERATION ON A PROJECT OR PART OF AN ORGANISATION.
INTERCULTURE; This is a form of living together with different culture groups and sharing communication, doing business to meet the achievement.( interculturemap n.d).
Success (benefits)
By the aid of competing value frame work, the organization got benefit both to patient and NHS.
Performances were describing as to improve the health of local population.
The most important power cultures of general practiontionear were developed by maintaining relation base orientation to focus the practice that is more outward looking.
Facilitating managers give them special attention, the important of practical visit by visits of primary care trust managers.
They are respecting the influential people to give new ideas to the organization.
Managers identified the people who set together to have same value to their primary care trust.
They use negotiation to achieve their success.
Failures:
Managers were not ready for change, their feelings that new initiatives were passing through general practice goes on unchanged. There were resistances to change.
The outcome of controlling people without giving them freedom or say result to luck of strong view and leadership.
The resistance were working by looking inwards rather outwards to bring development in the organization.(individualism).
The different in management style brought tension both to those in directive and organization.
Middle managers were excluded in strategic thinking with senior managers because the middle managers were willing to accept change.
Misfit of culture differences to senior managers with strong preference has been identified the major problems.
QUESTION 2
DEVELOP SRATEGIES OF COMMUNICATING WITH STAKEHOLDERS BELONGING
TO DIFFERENT CULTURE GROUPS.
DESIGN STRATEGIES OF COMMUNICATION WHICH ADDRESS CULTURE DIFFENCES OF STAKEHOLDERS RELATING TO HEALTH CARE ORGANISATION.
Communication: is the process of sharing information together between two people or more, in this process there should be whom is sending the message and whom is receiving the message. It could be verbal or nonverbal.
Verbal communication: is interation between people by means of words ,face to face, or through telephone.
Nonverbal communication: is sending message and receiving wordless e.g. gestures body language, postures facial expression eye contact ( Lewin,1999a ).
Simplicity, generalality, and quantifiability are the elements which make transfaring of communication process to be attentive ( Shannon and weaver's ).
In communication process there are six dimension of communication:
Communication strategies: is the way of making plans for the particular purpose by interacting with group of people ,and give out the end result, from given tasks which they target the end solution including time frame. E.g. research takes short and long team result
Communication strategies in research plans in heath care sector.
Stakeholder should promote the centre to be conducive for short and long team results.
Stakeholder should make the lines for communication to make people know about the research by co-oraborating and promoting the centre.
Promotions should be promoted through various channels, associations agencies conferences and meetings.
Create the health support among health professionals to gain effort.
Working together to create source of funds to expertises for the research.
Assessment for the centre by getting agreement ,and to arrange data collection.
Develop new models for communication for getting means of contributions.
Arrange the meeting with expercties that they can provide resources' to develop the centre.
Express to exparties and key holders to support the establishment of the centre.
Use means of network to get source of funds.
Make publication through magazine ,journals articlers
Training those who can be priority for establishing the existing centre.
Make plans officially so as the objective should be promoted for the centre.
Prepare the web for promoting and to be accepted.
Involve agencies to initiate the cooperation with research centers.
Research should be provided with resources ,equipments technologies media, courses, training distance learning, health professionals skills.
Proving of data base to store informations.
Educate the public about the center though media.
Keeping up date the strategies by involving team meeting, and to ensure research results are served for extended.
Sharing information with those who involved in the program.
Welcome other researchers to exchange ideas,
Arrange fieldwork with other stakeholders by sharing results so they can make decision of using the methods
Stakeholders should make sure the participatory is well understood and be adapted.
Stakeholder should segment the target groups according their knowledge believes through their leaders approach.
There are different types of stakeholders communication in health environment, in groups:
Phamacetical industry-patient group, general public, health care professionals, national government, and other non EU regulations. The reason why should health sector communicate with stakeholders is to develop good interpersonal relationship and sharing information in public health. Most important is to develop trust and overall goal. Today technology, communication brings out a great change to health sector. Patients has wide range of communications in receiving treatment, due to technological means of communication.
THE REASON OF COMMUNICATION WITH STAKEHOLDERS:
To make public safe and sharing ideas, decision making, to make audience aware with their rolls and to give information.
Mechanism of stakeholders approach:
Product recalls, press releases e.g. questions and answers, documents wording media, interview
New letter, annual report, web site, meeting, information with organization.
Current mechanism used to communicate with stakeholders such as: meeting with report or without report, workshops, relationship with public, email, web sites radio, television, surveys, video and lectures.
Obstacles of good communication:
Good effective communication with stakeholder:
Advantages of effective communication strategy:
Steps of effective communication
SOURCE: The source of communication is the stakeholder who give the information to the target groups, and who has knowledge and skills about the research, and to whom is exchanging the information.
CHANNEL: The channel is the means of transmit the message to understood either verbally or unverbally.
RECEIVER: This step is where the destination point ,message should interpreted and taking into account.
FEEDBACK: This step is where message has been received ,the receiver send back the message.
The stakeholder should receive feedback through the research results.
QUESTION 3
UNDERSTAND HOW TO DEVELOP DESIRE ORGANISIONAL VALUES AND AN EFFECTIVE WORK CLIMATE IN A HEALTH CARE ORGANISION.
QUESTION: 3.1
EVALUATE THE CULTURE CLIMATE IN A HEALTH CARE ORGANISATION.
Managers in daily working enviroment, evaluation is necessary, so as to make the good working enviroment.
Aims of evaluating culture climate in organization
Methods used to measure culture climate in organization by;
Anonymous questionnaire:
This methods can be used in different sections, by understanding knowledge, looking differences
Classes among the things in the working area, items which are in working area, items which relate employees like ward, units e.g.( biome centre n.d )
Surveyed Methods:
I, This method used to look all site of the environment which include departments units clinics diagnostic services.
After the analysis has been completed the results are out in form of percentage or by scale. The results shows; within the management conflict among the employees , qualified and unqulified staffs, no decision making, difference patterns of attitude, difference in their positions ,communication in various sectors person to be responsible in working area.
The interpretation of this data could come out in positive way or negative way. The way of reward performance assessment. Employees satisfaction within their working areas. Leadership style, giving quality of care, building team spirit, developing their employees by training.
After evaluation and interpretation of outcome of result change should be plan to fill up the gaps. And this should be done periodically to keep organization alive, and interpersonal relationship within organization, no climatic change in organization no peace in organization. ( Arnetz, 1999)
Cognitive perspective:
Culture is something which exists to individual mind, and not in people behavior you can not see direct. Managers should know the behavior, this can be measured by observation and questionnaire. (Hofstede, 1980 and Trom penear).
Variable perspective
Managers should measured through understanding the behavior in working enviroment.
Holistic perspective:
Managers should evaluate the climate as whole.
QUESTION 3.2. HOW TO FOSTER A CULTURE CLIMATE IN A HEALTHCARE ORGANISATION THAT TAKES INTO ACCOUNT THE STRATEGIC AND O PERATIONAL NEEDS OF THE ORGANISATION.
The plans which are ready to consider for promoting culture climate in organization they depends on management. Managers should keep the strategies by recognizing their employees as they are valid and give sense of humor. Contribution which based on their trustful, developing skills in systematic way following their qualifications, coaching staff leadership skills. Managers they should encourage employees to be committed with work by giving them good wages, promotions, allowance ,training on general skills to raise the professional level of employees. Design a research to survey attitude level; this will help to know the feeling on how employees will contribute factors affecting the climate of organization.( Galunic and Weeks) p 903.Managers should increase understanding to their employees as they should be committed.
Culture climate, managers should create relationship with the working environment, solving needs, give them moral support, customer satisfaction , and making change. Manager should make meeting regularly to know any gap so he can make a change before conflict occurs. (Moran and Volkwen n.d ) p 899.
Managers should give morale and motivation, sense of belongings, staffs should feel meaning in their job challenging and reasonably demanding. Staffs should work in team which will bring high level of interaction. The management team should give support and reward including supervision. Attention should play part in good payments and wages. ( patrick and Manning ) suggest.
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