Organizational Foundations Please answer these 1. A description of your selected organization’s mission, vision, and values. 2. Describe relevant data, or artifacts, words, and actions of leaders and others in the organization that support, or perhaps appear to contradict the organization’s mission, vision, and values statement. 3.  In addition, discuss the organization’s culture and its climate, differentiating between the two. 4.  Explain why examining these matters is significant to your role as a nurse leader. 5. Summary/Conclusion about Organizational Foundations. *Kindly follow APA format for the citation and references! References should be between the period of 2011 and 2016. *Make heading each question, so I need 5 headings that address the 5 questions above. Organizational Foundations As you strive to grow in your leadership skills and abilities, you will find that the context in which you work influences your motivation and areas of focus. In a similar vein, your commitment to developing professionally can contribute toward organizational effectiveness. To that end, it is critical to recognize the importance of organizational culture and climate. In particular, through this week’s Learning Resources, you may consider several questions: How do an organization’s mission, vision, and values relate to its culture? What is the difference between culture and climate? Moreover, how are culture and climate manifested within the organization? For this Discussion, you explore the culture and climate of your current organization or one with which you are familiar. You also consider decisions and day-to-day practices and the way they relate to the organization’s mission, vision, and values. To prepare: · Review the information related to planning and decision making in health care organizations presented in the textbook, Leadership Roles and Management Functions in Nursing: Theory and Application. Consider how planning and decision making relate to an organization’s mission, vision, and values, as well as its culture and its climate. · Familiarize yourself with the mission, vision, and values of your organization or one with which you are familiar. Consider how the statements and actions of leaders and others within the organization support or demonstrate the organizational mission, vision, and values. In addition, note any apparent discrepancies between word and deed. Think about how this translates into expectations for direct service providers. Note any data or artifacts that seem to indicate whether behaviors within the organization are congruent with its mission, vision, and values. · Begin to examine and reflect on the culture and climate of the organization. How do culture and climate differ? · Why is it important for you, as a master’s-prepared nurse leader, to be cognizant of these matters? Required Resources Readings · Marquis, B. L., & Huston, C. J. (2015). Leadership roles and management functions in nursing: Theo.

1. Organizational Foundations
Please answer these
1.
A description of your selected organization’s mission, vision,
and values.
2.
Describe relevant data, or artifacts, words, and actions of
leaders and others in the organization that support, or perhaps
appear to contradict the organization’s mission, vision, and
values statement.
3.
In addition, discuss the organization’s culture and its climate,
differentiating between the two.
4.
Explain why examining these matters is significant to your role
as a nurse leader.
5.
Summary/Conclusion about Organizational Foundations.
*Kindly follow APA format for the citation and references!
References should be between the period of 2011 and 2016.
*Make heading each question, so I need 5 headings that address
the 5 questions above.
Organizational Foundations
As you strive to grow in your leadership skills and abilities, you
will find that the context in which you work influences your
motivation and areas of focus. In a similar vein, your

2. commitment to developing professionally can contribute toward
organizational effectiveness.
To that end, it is critical to recognize the importance of
organizational culture and climate. In particular, through this
week’s Learning Resources, you may consider several
questions: How do an organization’s mission, vision, and values
relate to its culture? What is the difference between culture and
climate? Moreover, how are culture and climate manifested
within the organization?
For this Discussion, you explore the culture and climate of your
current organization or one with which you are familiar. You
also consider decisions and day-to-day practices and the way
they relate to the organization’s mission, vision, and values.
To prepare:
·
Review the information related to planning and decision making
in health care organizations presented in the textbook,
Leadership Roles and Management Functions in Nursing:
Theory and Application.
Consider how planning and decision making relate to an
organization’s mission, vision, and values, as well as its culture
and its climate.
·
Familiarize yourself with the mission, vision, and values of
your organization or one with which you are familiar. Consider
how the statements and actions of leaders and others within the
organization support or demonstrate the organizational mission,
vision, and values. In addition, note any apparent discrepancies
between word and deed. Think about how this translates into
expectations for direct service providers. Note any data or
artifacts that seem to indicate whether behaviors within the
organization are congruent with its mission, vision, and values.
·

3. Begin to examine and reflect on the culture and climate of the
organization. How do culture and climate differ?
·
Why is it important for you, as a master’s-prepared nurse
leader, to be cognizant of these matters?
Required Resources
Readings
·
Marquis, B. L., & Huston, C. J. (2015).
Leadership roles and management functions in nursing: Theory
and application
(8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
o
Chapter 1, “Decision Making, Problem Solving, Critical
Thinking: Requisites for Successful Leadership and
Management, and Clinical Reasoning”
Chapter 1 provides information relevant to this week’s
Discussion and serves as a foundation for topics explored in
future weeks of the course. The authors note that decision
making, problem solving, critical thinking, and critical
reasoning are integral to both leadership and management and
beneficial as one examines leadership and management issues.
As you read this chapter, focus primarily on the “Decision
Making in Organizations” section.
o
Chapter 7, “Strategic and Operational Planning”

4. This chapter introduces planning and highlights some of the
trends that are likely to impact health care organizations now
and in the future. It also addresses vision and mission
statements, which are essential for guiding planning and
decision making in health care settings.
o
Chapter 12, “Organizational Structure”
§
“Organizational Culture” (pp. 260–286)
This section of the chapter addresses organizational culture.
·
Bellot, J. (2011). Defining and assessing organizational culture.
Nursing Forum, 46
(1), 29–37.
This article examines organizational culture as a construct. It
explores how organizational culture is unique to every
workplace.
·
Business Dictionary.com.(2013)
Organizational culture:
Definition.
Retrieved from
http://www.businessdictionary.com/definition/organizational-

5. culture.html
·
Collins, J. C., & Porras, J. I. (1996). Building your company’s
vision.
Harvard Business Review, 74
(5), 65–77.
This seminal article helped to pave the way for understanding
why a company’s vision is so important. By focusing on its
vision, a company can guarantee that its core values and
purpose remain fixed while its strategies and methods are
adapted to accommodate the changing environment.
·
Nelson, W. A., & Gardent, P. B. (2011). Organizational values
statements.
Healthcare Executive, 26
(2), 56–59.
This article focuses on the impact that organizational values
statements have on an organization’s mission. For employees to
follow value statements, leaders must effectively model those
values day in and day out.
·
Plath, D. (2013). Organizational processes supporting evidence-
based practice. Administration in Social Work, 37(2), 171-188.
doi:10.1080/03643107.2012.672946
Abstract: A case study illustrates the implementation of

6. evidence-based practice (EBP) as an organizational change
process. A systemic process, reliant on executive leadership and
organizational culture, facilitates implementation of EBP.
Qualitative findings suggest that effective EBP implementation
requires engagement of staff across the organization. The
development of communities of practice and other strategies to
engage staff, including a model for organizational analysis,
assists preparation for EBP implementation.
·
Rai, G. S. (2013). Job satisfaction among long-term care staff:
Bureaucracy isn't always bad.
Administration in Social Work
,
37
(1), 90-99. doi:10.1080/03643107.2012.657750
Abstract: The study investigated the influence of role conflict,
workload, centralization, and formalization on job satisfaction
of long-term care staff. Regression analysis revealed that role
conflict, workload, centralization, and formalization together
contributed 40.0% variance in job satisfaction. Role conflict
and workload decrease job satisfaction while centralization and
formalization increase it.
·
Watkins, M. (2013, May). What is organizational culture?
Retrieved from
https://hbr.org/2013/05/what-is-organizational-culture
This site offers several descriptions of organizational culture.
These perspectives provide the kind of holistic, nuanced view of
organizational culture that is needed by leaders in order to truly
understand their organizations — and to have any hope of
changing them for the better.

7. Online Assessments
Note:
Results from the following assessment are required for the
course.
·
Keirsey Temperament Sorter (KTS-II). (n.d.). Retrieved from
http://www.keirsey.com/
Please complete the online assessment and receive a free mini
report. Additional, more extensive reports are available for
purchase and are optional. You should complete the Keirsey
Temperament Sorter assessment early in the course so you will
be prepared to discuss the results in Week 9.
Media
·
Laureate Education, Inc. (Executive Producer). (2012e).
Foundations of an organization and organizational assessment
.
Baltimore, MD: Author.
In this week’s media presentation, experts from a diverse group
of health care organizations share insights on how an
organization’s mission, vision, and values influence its daily
practices.
Please click on the following links for the media transcripts:
o
Program A Transcript (PDF)
o

8. Program B Transcript (PDF)
o
Program C Transcript (PDF)
o
Program D Transcript (PDF)
o
Program E Transcript (PDF)
o
Program F Transcript (PDF)
·
Laureate Education, Inc. (Executive Producer). (2012c).
Factors that influence organizational cultures: Coastal Medical
Associates, Salisbury, MA.
Baltimore, MD: Author.
Note:
The approximate length of this media piece is 6 minutes.
This week’s media pieces provide a glimpse into three very
different health care organizations. The experts share the
mission, vision, and values of their organization and the focus
of the organization (teaching, research, patient care) and discuss
how this influences the organizational structure.

9. In addition to watching this media, you are strongly encouraged
to view the “Stories from Skid Row” video from Union Rescue
Mission, located in this week’s Optional Resources.
Laureate Education, Inc. (Executive Producer). (2012d).
Factors that influence organizational cultures: Huntington
Hospital, Pasadena, CA.
Baltimore, MD: Author.
Optional Resources
You may find the following online assessments useful as you
proceed through the course:
Appraisal 360. (n.d.). Retrieved from
http://www.appraisal360.co.uk/
HumanMetrics. (n.d.).
Jung Typology Test.
Retrieved from
http://www.humanmetrics.com/cgi-win/jtypes2.asp
Leadership-Tools.com
.
(2012).
360 degree feedback leadership tool.
Retrieved from
http://www.leadership-tools.com/360-degree-feedback-
leadership.html
Union Rescue Mission. (Executive Producer). (2012).
Stories from Skid Row

10. [Video file]. Retrieved from
http://urm.org/solution/stories-from-skid-row/
Please answer these questions for my assignment!
1.
A description of your selected organization’s mission, vision,
and values.
2.
Describe relevant data, or artifacts, words, and actions of
leaders and others in the organization that support, or perhaps
appear to contradict the organization’s mission, vision, and
values statement.
3.
In addition, discuss the organization’s culture and its climate,
differentiating between the two.
4.
Explain why examining these matters is significant to your role
as a nurse leader.
5.
Summary/Conclusion about Organizational Foundations.
*Kindly follow APA format for the citation and references!
References should be between the period of 2011 and 2016.
*Make heading on each paragraph correspond to each question ,
so I need 5 headings that address the 5 questions above.

11. Organizational Foundations
As you strive to grow in your leadership skills and abilities, you
will find that the context in which you work influences your
motivation and areas of focus. In a similar vein, your
commitment to developing professionally can contribute toward
organizational effectiveness.
To that end, it is critical to recognize the importance of
organizational culture and climate. In particular, through this
week’s Learning Resources, you may consider several
questions: How do an organization’s mission, vision, and values
relate to its culture? What is the difference between culture and
climate? Moreover, how are culture and climate manifested
within the organization?
For this Discussion, you explore the culture and climate of your
current organization or one with which you are familiar. You
also consider decisions and day-to-day practices and the way
they relate to the organization’s mission, vision, and values.
To prepare:
·
Review the information related to planning and decision making
in health care organizations presented in the textbook,
Leadership Roles and Management Functions in Nursing:
Theory and Application.
Consider how planning and decision making relate to an
organization’s mission, vision, and values, as well as its culture
and its climate.
·
Familiarize yourself with the mission, vision, and values of
your organization or one with which you are familiar. Consider
how the statements and actions of leaders and others within the
organization support or demonstrate the organizational mission,
vision, and values. In addition, note any apparent discrepancies

12. between word and deed. Think about how this translates into
expectations for direct service providers. Note any data or
artifacts that seem to indicate whether behaviors within the
organization are congruent with its mission, vision, and values.
·
Begin to examine and reflect on the culture and climate of the
organization. How do culture and climate differ?
·
Why is it important for you, as a master’s-prepared nurse
leader, to be cognizant of these matters?
Required Resources
Readings
·
Marquis, B. L., & Huston, C. J. (2015).
Leadership roles and management functions in nursing: Theory
and application
(8th ed.). Philadelphia, PA: Lippincott, Williams & Wilkins.
o
Chapter 1, “Decision Making, Problem Solving, Critical
Thinking: Requisites for Successful Leadership and
Management, and Clinical Reasoning”
Chapter 1 provides information relevant to this week’s
Discussion and serves as a foundation for topics explored in
future weeks of the course. The authors note that decision
making, problem solving, critical thinking, and critical
reasoning are integral to both leadership and management and
beneficial as one examines leadership and management issues.

13. As you read this chapter, focus primarily on the “Decision
Making in Organizations” section.
o
Chapter 7, “Strategic and Operational Planning”
This chapter introduces planning and highlights some of the
trends that are likely to impact health care organizations now
and in the future. It also addresses vision and mission
statements, which are essential for guiding planning and
decision making in health care settings.
o
Chapter 12, “Organizational Structure”
§
“Organizational Culture” (pp. 260–286)
This section of the chapter addresses organizational culture.
·
Bellot, J. (2011). Defining and assessing organizational culture.
Nursing Forum, 46
(1), 29–37.
This article examines organizational culture as a construct. It
explores how organizational culture is unique to every
workplace.
·
Business Dictionary.com.(2013)
Organizational culture:

14. Definition.
Retrieved from
http://www.businessdictionary.com/definition/organizational-
culture.html
·
Collins, J. C., & Porras, J. I. (1996). Building your company’s
vision.
Harvard Business Review, 74
(5), 65–77.
This seminal article helped to pave the way for understanding
why a company’s vision is so important. By focusing on its
vision, a company can guarantee that its core values and
purpose remain fixed while its strategies and methods are
adapted to accommodate the changing environment.
·
Nelson, W. A., & Gardent, P. B. (2011). Organizational values
statements.
Healthcare Executive, 26
(2), 56–59.
This article focuses on the impact that organizational values
statements have on an organization’s mission. For employees to
follow value statements, leaders must effectively model those
values day in and day out.
·
Plath, D. (2013). Organizational processes supporting evidence-

15. based practice. Administration in Social Work, 37(2), 171-188.
doi:10.1080/03643107.2012.672946
Abstract: A case study illustrates the implementation of
evidence-based practice (EBP) as an organizational change
process. A systemic process, reliant on executive leadership and
organizational culture, facilitates implementation of EBP.
Qualitative findings suggest that effective EBP implementation
requires engagement of staff across the organization. The
development of communities of practice and other strategies to
engage staff, including a model for organizational analysis,
assists preparation for EBP implementation.
·
Rai, G. S. (2013). Job satisfaction among long-term care staff:
Bureaucracy isn't always bad.
Administration in Social Work
,
37
(1), 90-99. doi:10.1080/03643107.2012.657750
Abstract: The study investigated the influence of role conflict,
workload, centralization, and formalization on job satisfaction
of long-term care staff. Regression analysis revealed that role
conflict, workload, centralization, and formalization together
contributed 40.0% variance in job satisfaction. Role conflict
and workload decrease job satisfaction while centralization and
formalization increase it.
·
Watkins, M. (2013, May). What is organizational culture?
Retrieved from
https://hbr.org/2013/05/what-is-organizational-culture

16. This site offers several descriptions of organizational culture.
These perspectives provide the kind of holistic, nuanced view of
organizational culture that is needed by leaders in order to truly
understand their organizations — and to have any hope of
changing them for the better.
Online Assessments
Note:
Results from the following assessment are required for the
course.
·
Keirsey Temperament Sorter (KTS-II). (n.d.). Retrieved from
http://www.keirsey.com/
Please complete the online assessment and receive a free mini
report. Additional, more extensive reports are available for
purchase and are optional. You should complete the Keirsey
Temperament Sorter assessment early in the course so you will
be prepared to discuss the results in Week 9.
Media
·
Laureate Education, Inc. (Executive Producer). (2012e).
Foundations of an organization and organizational assessment
.
Baltimore, MD: Author.
In this week’s media presentation, experts from a diverse group
of health care organizations share insights on how an
organization’s mission, vision, and values influence its daily
practices.

17. Please click on the following links for the media transcripts:
o
Program A Transcript (PDF)
o
Program B Transcript (PDF)
o
Program C Transcript (PDF)
o
Program D Transcript (PDF)
o
Program E Transcript (PDF)
o
Program F Transcript (PDF)
·
Laureate Education, Inc. (Executive Producer). (2012c).
Factors that influence organizational cultures: Coastal Medical
Associates, Salisbury, MA.
Baltimore, MD: Author.
Note:
The approximate length of this media piece is 6 minutes.
This week’s media pieces provide a glimpse into three very
different health care organizations. The experts share the

18. mission, vision, and values of their organization and the focus
of the organization (teaching, research, patient care) and discuss
how this influences the organizational structure.
In addition to watching this media, you are strongly encouraged
to view the “Stories from Skid Row” video from Union Rescue
Mission, located in this week’s Optional Resources.
Laureate Education, Inc. (Executive Producer). (2012d).
Factors that influence organizational cultures: Huntington
Hospital, Pasadena, CA.
Baltimore, MD: Author.
Optional Resources
You may find the following online assessments useful as you
proceed through the course:
Appraisal 360. (n.d.). Retrieved from
http://www.appraisal360.co.uk/
HumanMetrics. (n.d.).
Jung Typology Test.
Retrieved from
http://www.humanmetrics.com/cgi-win/jtypes2.asp
Leadership-Tools.com
.
(2012).
360 degree feedback leadership tool.
Retrieved from

19. http://www.leadership-tools.com/360-degree-feedback-
leadership.html
Union Rescue Mission. (Executive Producer). (2012).
Stories from Skid Row
[Video file]. Retrieved from
http://urm.org/solution/stories-from-skid-row/