Culture is the sum of collective attitudes, values, norms, traditions, precedents, and past practices that exist in relationships. It is the most powerful force available to help or hinder candor. Culture influences performance standards, how people communicate, make decisions, seek innovation, and address conflict–all of the components that are critical to success.
Over the past two decades, participative, team-oriented management has significantly improved the quality of organization life while enhancing productivity, efficiency and creativity. Many organizations report substantial contributions to bottom line results through consistent application of open leadership practices
The merits of involvement and participation for optimizing organization effort are well documented and widely accepted. Over the past two decades, participative, team-oriented management has significantly improved the quality of organization life while enhancing productivity and creativity. Many organizations report substantial contributions to bottom-line results through consistent application of open leadership practices.
Physicians, nurses, and pharmacists are among the highest trained and careful professionals in our society, but the culture of medicine demands infallibility. The culture is introduced in medical school and residency when the learning process urges an error-free practice.
Corporations are scrambling to jump on the ”code of ethics” bandwagon. While it helps to have written standards, ethical behavior is easier to write about than to achieve. To make a difference in employees’ everyday behavior; you have to understand the different levels of ethical reasoning.
The key to changing norms is to shine a bright light on them. Allow those controlled by them to study them and explore alternatives that might better serve “What’s right” objectives. When the norm is shifted, altered attitudes and behavior shifts emerge. Norm-setting strategies are most acceptable when they are consistent with other organization-wide efforts to pursue corporate excellence.
If you have ever missed an opportunity because a “people” problem could not be resolved, then you know the frustration. If you have ever watched crucial resources lost because of “personality” problems, then you understand the feeling of waste. It’s devastating to watch a person, team, or even an entire company, fumble resources because behaviors block crucial change. Not having the skills to confront and work through problems to resolve underlying causes is even more frustrating.