Exploring the Organizational Cultur of Exemplary Community Health Center Practices - 2 views

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  #1 Eve Byrd on 27 Oct 14

   

  Craigei, F.C., & Hobbs, R.F., (2004) Exploring the organizational culture of exemplary community health center practices. Family Medicine, 36, 733-738
  This article is a follow up piece to a 1999 study that implied that the culture of a practice potentially has an effect on providers and patients and what are the components of positive medical organizations. Two practices were selected using an involved process. Their findings were consistent with the management literature and prior study. The one departure from prior findings was" Physicians take the lead in creating a positive climate, or spirit, for patients and staff." The authors suggest that physicians clearly play a role but administrators and other members of the team play a key role in creating the climate and had a responsibility as well. They also point out that language is important in obtaining "transcendent qualities of an organization" and the language can be inclusive of terms such as culture, spirit, climate, tone and atmosphere. A possible limitation mentioned is that the two practices studied were community health centers which perhaps have a different mission than "private practices." Other limitations are that the patients' view was not included in the data and there was no comparison to poorly functioning practices. Key findings of exemplary practices are enthusiastic engagement of staff in mission of organization, providers and staff are involved in leadership, regular staff meetings for community building and problem solving. Also," the organization culture reflected a strong spirit of egalitarianism, hardwork, collaboration, joy and personal investment and caring." It was also pointed out that difficulties were dealt with "above board" and without personal accusations and all employees believed that the culture/spirit of the organization benefited patients.
  
  Dr. Craigie was with the Maine-Dartmouth Family Practice Residency. Although not earth shaking information, nice to have confirmation through qualitative research regarding the importance of organizational positive culture. Article relevant as it points out the shift from MD as only leader that impacts to culture to others including administration. Informs how one goes about system change and need to create congruency in espoused and practiced values.

   

  <div class="cArrow"> </div><div class="cContentInner">Craigei, F.C., & Hobbs, R.F., (2004) Exploring the organizational culture of exemplary community health center practices. Family Medicine, 36, 733-738 <br /> This article is a follow up piece to a 1999 study that implied that the culture of a practice potentially has an effect on providers and patients and what are the components of positive medical organizations. Two practices were selected using an involved process. Their findings were consistent with the management literature and prior study. The one departure from prior findings was" Physicians take the lead in creating a positive climate, or spirit, for patients and staff." The authors suggest that physicians clearly play a role but administrators and other members of the team play a key role in creating the climate and had a responsibility as well. They also point out that language is important in obtaining "transcendent qualities of an organization" and the language can be inclusive of terms such as culture, spirit, climate, tone and atmosphere. A possible limitation mentioned is that the two practices studied were community health centers which perhaps have a different mission than "private practices." Other limitations are that the patients' view was not included in the data and there was no comparison to poorly functioning practices. Key findings of exemplary practices are enthusiastic engagement of staff in mission of organization, providers and staff are involved in leadership, regular staff meetings for community building and problem solving. Also," the organization culture reflected a strong spirit of egalitarianism, hardwork, collaboration, joy and personal investment and caring." It was also pointed out that difficulties were dealt with "above board" and without personal accusations and all employees believed that the culture/spirit of the organization benefited patients. <br /> <br /> Dr. Craigie was with the Maine-Dartmouth Family Practice Residency. Although not earth shaking information, nice to have confirmation through qualitative research regarding the importance of organizational positive culture. Article relevant as it points out the shift from MD as only leader that impacts to culture to others including administration. Informs how one goes about system change and need to create congruency in espoused and practiced values.</div>

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