Clan culture makes us fly and eases anxiety at work…!
“The Organizational Culture Assessment Instrument advances perception and stimulates thought,” as said by Gail Stewart. She is an operational manager at a rehabilitation centre. “It turned out that we have a dominant clan culture—more than I imagined. I have seen how fundamental a warm working environment is. A private hospital was understaffed notwithstanding great salaries, since doctors and patients were commanding the nurses.”
The free OCAI cultural assessment was done by lots of colleagues at the rehabilitation center. “Some people jumped into it so it occured quite naturally. Next, we brought it to the attention of the other staff members,” Stewart describes.
It started off as an fascinating discussion about the results. “We acknowledge our clan culture around here. We have been working in self-managed teams for some time now. The teams arrange their work within the broad guidelines and determine their own activities. So there is a lot of consulting between people. This goes tremendously well with clan culture.”
“The clan culture fits me also,” Stewart explains. “Being part of an succesful team gives you wings. When working together in agreement, two people can do the work of four.”
“I supposed market culture as my favored culture because I want to attain results in my job. After concluding the questionnaire, it came across different. This genuinely gave me more insight in my own working values. What do I really care for? When given the choice between clan culture or market culture what is crucial?”
More esteem less compensation
Gail Stewart tells a tale that points out how significant organizational culture is for workforce and patients. “I took a trip to South Africa last year. It’s absolutely different from our state. I was a bit shocked by the enormous poverty, insecurity, and shortage of nursing personnel.
I got to see both a private hospital and a state hospital. Because they pay better salaries at the private hospital you wouldn’t suppose them to be understaffed. It looked nice and patients were pampered. And here’s the thing: it was simply not true! The hospital did not have a first-rate working climate. Patients were bullying nurses and doctors acted like they were king. I pay for it and therefore want to be well taken care of is what they were reasoning.
Determined by the same values nurses and doctors at the state hospital were collaborating as a team. They accepted less salary but had a pretty good time.
Working together pointing out care for people: that is what clan culture implies. This is the reason why people might feel less negative about work pressure and a humble salary in contrast to a market culture. Staff members feel treasured because of clan culture. They feel they play a valuable role and are taken seriously.”