References
Analysis of the organisational culture in two Croatian hospitals
Abstract
Background:
organisational culture is the character of the environment of individual bodies. It consists of a set of values, norms and customs that govern the relations between people within it. Its elements are a mission or goals, organisational climate and a working atmosphere, which affect motivation, effectiveness and, ultimately, management style.
Aim:
this research aimed to determine which organisational culture is prevalent in hospitals, and which staff consider is the most desirable.
Methods:
the research was conducted in two hospitals in Zagreb—University Hospital Sveti Duh and University Hospital Dubrava. The Organizational Culture Assessment Instrument was administered to 87 nurses.
Results:
in both hospitals, a clan culture was prevalent, followed by a hierarchical culture, then a competitive culture. The adhocracy culture was the least common. Participants said a clan culture was the most desirable, then a hierarchical culture, followed by the adhocracy culture; the least desirable was a competitive culture. In Sveti Duh, a clan culture was predominant, while in Dubrava it was a hierarchical culture. The most desirable culture for staff of both hospitals is the clan culture, but it was more prevalent in Sveti Duh.
Conclusion:
in two Croatian university hospitals, according to staff, a clan organisational culture is the most common type and is also the most desirable.
Organisational culture in its widest sense involves common ways of addressing problems and achieving goals within an organisation. It can influence how staff acquire skills and whether they take a flexible approach to work (Sikavica, 2011). Developing a culture is a complex and never-ending process. A strong, healthy culture is a prerequisite for an effective team. Organisations and their cultures in the modern business world are topics for scientific study (Sikavica, 2011).
Organisational culture is an abstract concept but is deeply embedded within organisations. The signs of a culture are often hidden, making it difficult to determine and define (Sikavica, 2011).
This research aimed to determine which organisational culture was prevalent in hospitals, and which type would be most desirable in the opinion of the employees. The objective of this research was to analyse the culture of two Croatian university hospitals.
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