Culture is an important determinant of organizational success. It determines the behaviors, values, beliefs, and practices of the employees in a firm. There exist four types of cultural structures in health care organizations. They include clan orienteered, adhocracy, market, and hierarchy oriented organizational structures. The clan oriented organizational structure places more emphasis on the development of the employees. The relations in the organizations are family-like. The employees are provided with opportunities for growth and development such as nurturing, mentoring, coaching, and teamwork. The adhocracy type of organizational structures encourages entrepreneurship in an organization. The employees are encouraged to try new ways of doing things with the aim of promoting efficiency in undertaking organizational tasks (Armstrong, Lounsbury & Wilkinson, 2017). On the other hand, the market oriented cultural structures focus on organizational performance through its competitiveness in the market and achievement of the set goals. Lastly, hierarchy focuses on control and order in organizations for them to achieve efficiency, completeness in doing organizational tasks and stability.
The above types of cultural structures are applicable to my organization. Nurses are provided with opportunities for their professional and personal growth. They include regular training, mentorship, and coaching on how to undertake new tasks. There is also a significant emphasis on the need for nurses being innovative in providing their care. They are encouraged to achieve this through the utilization of evidence-based data in their practice. Nurses also work to achieve set organizational goals of excellence. This makes them have a market-oriented structure. The organizational processes are undertaken following well-laid procedures that efficiency in use of resources (Bolman & Deal, 2017). Our organization addresses cultural styles and differences by providing the employees with opportunities that promote cultural competencies among them. The employees also come from different cultural backgrounds, thereby, making it a culturally diverse organization.
Armstrong, S. J. H., Lounsbury, M. H., & Wilkinson, A. H. (2017). The Oxford Handbook of Management (Oxford Handbooks). Oxford: Oxford University Press.
Bolman, L. G., & Deal, T. E. (2017). Reframing organizations: Artistry, choice, and leadership. Hoboken, New Jersey :Jossey-Bass, a John Wiley and Sons, Inc. imprint.