The document discusses organizational culture in hospitals. It begins by defining organizational culture and describing how hospital cultures are segmented by profession and role. It then provides an example hospital organizational chart and discusses some cultural issues in hospitals. Next, it examines the work cultures of two specific hospitals - AMRI Hospital and Paharpur Hospital - noting their practices around meetings, training, recognition programs, and handling of complaints. The conclusion emphasizes the importance of teamwork, clear priorities, developing employees, respectful treatment of patients, and leading with passion to transform organizational culture.

1. Presented by-
Ashwin Agrawal
Nahid Anjum
Shruti Bagchi
Rajan Kumar Singh
Tarun Kanti Roy

2. Agenda
What is organizational culture?
Organizational culture in hospital industry
Hospital organizational chart
Cultural issues in hospital
Work culture at:
AMRI Hospital
Paharpur Hospital
Conclusion

3. What is organizational culture?
 A system of meaning shared by the organization’s
members
 Cultural values are collective beliefs, assumptions, and
feelings about what things are
good, normal, rational, valuable, etc.

4. Organizational culture in hospital
industry
 Hospital cultures are very segmented
• By profession i.e. nursing, medicine, and other
services etc.
• Intra-professionally within each discipline i.e.
Nursing-ICU, Surgery, Attending patients.
• Hospitals typically divide their executive level into
Director of nursing ,Director of Medical
services, Director of Surgical Services etc.
• Hospitals are a melting pot of cultures.

5. Hospital organizational chart
Hospital director
Senior Doctors Accountant
Junior Doctors
Senior Nurses Compounder
Junior Nurses
Housekeeping
Warden Gatekeepers drivers
members

6. Work culture in a hospital
 High level of involvement & professionalism demanded
from the employees
 Ensures that everyone contributes when a task is assigned.
 Depends on whether the work is assigned to individuals or
teams.
 Employees face a highly competitive environment
 Opportunity for growth of the employees based on
experience and seniority.
 Ensured that patients are given the prime priority
 Advancements and innovations in medical technology are
embraced.

7. Work culture at AMRI hospital
 A multi specialized hospital
 Daily meeting of HODs.
 To discuss working and issues of each departments
 To discuss any suggestions/ideas
 Patient service meeting
 Flexibility of change in shift timings of employee

8. Work culture at AMRI hospital
 Team building activity like annual cultural program
 Programs like “Employee of month”
 Committee like grievance committee and sexual
harassment committee
 Regular classes on foreign and Bengali language and
personal development classes.

9. Work culture at AMRI hospital
 Organize workshops and seminars like AmeriCon
medicine update, AmeriCon surgery update, Indo-
Australian team update, blood awareness campaign,
diabetes awareness campaign, etc.
 Work activities are organized around teams or
individual depending on type of work
 Incidents of complain by patient regarding negligence
of doctors in treatment of patients like case of Dr.
Kunal Saha

10. Work culture at Paharpur hospital
 With over 1000 beds, the hospital demonstrates
exceptional clinical success. The doctors along with
the nurses and other staff are extremely dedicated
 The hospital staff is calculative in its approach and
delivers health and well being.
 The hospital staff is accustomed handling difficult
situations with different people as they work on a
rotational basis.
 Performance is prime as there is lot of competition
among the doctors.

11. Work culture at Paharpur hospital
Paharpur Hospital (Negative Aspect)
 Nurse dismissed from service
A junior nurse was dismissed from service for
administering the wrong drug to an influenza patient.
 Anesthetist Dismissed from service
The administration of anaesthesia requires the use of
sensitive techniques. Improper use of it can result in
serious physical impairment or death.

12. Conclusion
 Instilling confidence through teamwork
 Transforming organizational culture
 Setting priorities and communicating clearly
 Hiring and developing the best people
 Establishing effective processes to support their
employees in achieving priorities
 Helping each individual of organization
 Finally leading with passion
 Etiquettes are a part of the quality of service
 Respectful treatment of the patient is fundamental for
delivering a quality service
 Disrespectful manners is inherently poor service