Organizacijska kultura kot pomemben dejavnik uspešnosti uvajanja sprememb
DOI:
https://doi.org/10.55707/jhs.v11i2.162Ključne besede:
organizacijska kultura, menedžment sprememb, zdravstvene organizacije, uvajanje spremembPovzetek
Organizacijska kultura v zdravstvu je dinamična in predstavlja tako izzive kot priložnosti, saj vpliva na vedenje zaposlenih in organizacijske rezultate, a je njeno spreminjanje zahtevno, zlasti brez informiranih in pripravljenih zaposlenih. Podporna delovna kultura lahko olajša prehod med spremembami in zaposlene pripravi na lažje sprejemanje sprememb in sodelovanje v njih. Raziskava v Splošni bolnišnici Novo mesto je ugotavljala pripravljenost zaposlenih na spremembe, njihovo razumevanje vloge in odgovornosti pri uvajanju sprememb ter stopnjo zavzetosti v procesu sprememb. Rezultati so pokazali, da so zaposleni v povprečju visoko ocenili svojo pripravljenost na spremembe (M = 4,05; SD = 0,68), z najvišjimi ocenami za odprtost do novih metod in razumevanje sprememb kot priložnosti za izboljšanje kakovosti dela. Podobno so zaposleni izrazili visoko zavedanje o svoji vlogi in odgovornosti pri uspehu sprememb, zlasti glede vpliva njihovega dela na dosego ciljev (M = 4,04; SD = 0,71). Kljub temu pa je bila opazna tudi raznolikost v odgovorih, kar kaže na potrebo po ciljno usmerjenih ukrepih za povečanje pripravljenosti med manj odprtimi skupinami. Rezultati raziskave so pokazali tudi, da trenutno v bolnišnici prevladuje organizacijska kultura klana, sledi ji kultura trga.
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Avtorske pravice (c) 2024 Milena Kramar Zupan, Andreja Gradišek
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