Organizational Culture and Climate
Evidence Based Practiced
The first article I decided to use investigates how organizational culture and intersectoral collaboration influence organizational capacities of new mental health care roles in both non-medical primary health and social care services. By using a cross sectional survey researchers analyzed leadership, moral support, participation, organizational culture, shared concepts, and policies. Organizational culture was one of the main domains that influence factors in the inter environment on role involvement.
The article suggests that organizational culture has been lost from the mental and health care field, policy makers, managers, and researchers from across the world are turning their attention on the matter. Making it a critical area of health care reform along with intersectoral collaboration which are difficulties involved in improving practices.
Intersectoral collaboration is important to health and social care because of the affect illnesses are causing because of mainly cost, prevention, treatment and rehabilitation. These illnesses are heart disease, cancer, diabetes, and mental disorders. Understanding organizational structures and processes that may be unique across the diverse health and social care organizations is important.
Organizational culture refers to the beliefs and values that have existed in a organization for a long time. Managers usually adjust their leadership behavior to accomplish the mission of the organization. However, sometimes with the leadership style change the culture changes as well and it may be good or bad for the organization.
References
Aarons, G.A. and Sawitzky, A.C. (2006), “Organizational culture and climate and mental health provider attitudes towards evidence-based practice”, Psychological Services, Vol. 3 No. 1, pp. 61-72.
