“The Organizational Culture Assessment Instrument provokes contemplation and advances understanding,” says Jane Nelsen. She is an operational manager at a rehabilitation centre. “We have a predominant clan culture, more than I expected. A amicable working environment is important. A private hospital was understaffed regardless first-rate salaries, because doctors and patients were bullying the nurses.”
The free of charge OCAI cultural assessment was done by several colleagues at the rehabilitation center. “This occured naturally: some people jumped into it. Next, we brought it to the attention of the other staff members,” Nelsen explains.
It began as an appealing dialogue on the findings. “We recognize our clan culture around here. We have been working in self-managed teams for some time now. The teams determine their own activities and arrange their work within the overall policy. So people have to seek advice each other a great deal. This goes enormously well with clan culture.”
“The clan culture suits me too,” Nelsen explains. “I know that being a member of an effective team gives you wings. When working together in agreement, a lot of work can be done.”
“I expected market culture as my preferred culture because I like to realize results in my job. After completing the questionnaire, it looked different. I really gained more insight in my working values. What do I really want? When given the choice between clan culture or market culture what is essential?”
More respect less earnings
To point out how crucial organizational culture is for workforce and patients, Jane Nelsen reveals a story. “I took a trip to South Africa last year. It’s absolutely different from our state. I was a bit shocked by the immense poverty, insecurity, and lack of nursing staff.
I payed a visit to both a private hospital and a state hospital. You would assume the private hospital to be well staffed because they pay better salaries. Patients were coddled and it appeared to look nice. And here’s the thing: it was just not true! The hospital fell short of a good working climate. Doctors acted like a king, and patients were bullying nurses. They were thinking like: I pay for it and I want to be served well.
Then again at the state hospital, doctors and nurses were collaborating as a team driven by the same idealism. They accepted less salary but had a pretty good time.
Working together highlighting care for people: that is what clan culture stands for. This may very well be the reason why people possibly could feel less negative about a low salary and work pressure in contrast to a market culture. Clan culture makes staff members feel respected. They feel they make a worthy contribution and are taken seriously.”