Showing papers on "Culture change published in 2018"

Expanding the interpretive power of psychological science by attending to culture.

Abstract: A lack of interpretive power (i.e., the ability to understand individuals’ experiences and behaviors in relation to their cultural contexts) undermines psychology’s understanding of diverse psychological phenomena. Building interpretive power requires attending to cultural influences in research. We describe three characteristics of research that lacks interpretive power: normalizing and overgeneralizing from behaviors and processes of people in Western, educated, industrialized, rich, and democratic (WEIRD) contexts; making non-WEIRD people and processes invisible; and misapplying WEIRD findings in non-WEIRD contexts. We also describe research in which leveraging interpretive power prevented these negative consequences. Finally, using the culture-cycle framework, we outline a vision for creating culture change within psychology by implementing culture-conscious practices to guide the formation of research questions, empirical design, and data analysis and interpretation.

The Impact of Social Media on Consumers' Acculturation and Purchase Intentions

Abstract: Social media has emerged as a significant and effective means of assisting and endorsing activities and communications among peers, consumers and organizations that outdo the restrictions of time and space. While the previous studies acknowledge the role of agents of culture change, it largely remains silent on the role of social media in influencing acculturation outcomes and consumption choices. This study uses self-administered questionnaire to collect data from 514 Turkish-Dutch respondents and examines how their use of social media affects their acculturation and consumption choices. This research makes a significant contribution to consumer acculturation research by showing that social media is a vital means of culture change and a driver of acculturation strategies and consumption choices. This study is the first to investigate the role of social media as an agent of culture change in terms of how it impacts acculturation and consumption. The paper discusses implications for theory development and for practice.

Positive education: Learning and teaching for wellbeing and academic mastery

Abstract: Over the past decade, positive education has emerged as a rapidly growing arm of positive psychology that has attracted both interest and critique. Through a case study, we show that positive education can positively impact students, teachers, and others within the educational community, but success is not immediate nor imminent. We suggest that successful positive education programs blend evidence-based learning from the science of positive psychology, best practices in learning and teaching, whole school strategy, and evaluation, and consider pedagogy, philosophical assumptions, and the school’s culture. Positive education must be studied, applied, and managed responsibly, as there is also potential that attempts are ineffective or do harm. Finally, we consider implications for training, teaching, and professional practice. Positive education has made significant progress, but future research and application will benefit from a unified theoretical framework that adequately incorporates educational knowledge and pedagogical practice.

Diversity work in community sport organizations: Commitment, resistance and institutional change

Abstract: Diversity is a key term used in a range of public and private organizations to describe institutional goals, values and practices. Sport is a prominent social institution where the language of diversity is frequently and positively used; yet, this rhetoric does not necessarily translate into actual practice within sport organizations. This paper critically examines diversity work in community sports clubs. Drawing upon qualitative research at 31 amateur sports clubs in Australia, the findings show that diversity work in community sport organizations is often haphazard and accidental, rather than a strategic response or adaptation to policy. This paper concludes that while individual champions are critical to the promotion of diversity, persistent tensions and resistance arise when they seek to translate the language of diversity into institutional practice and culture change.

“It’s a Concrete Ceiling; It’s Not Even Glass”: Understanding Tenets of Organizational Culture That Supports the Progression of Women as Coaches and Coach Developers

Abstract: The purpose of this study was to explore what particular areas of organizational cultures facilitate the development and progression of women as football coaches and coach developers. The English Football Association provided the context for the research. Previous statistics demonstrate that recruitment, retention, and progression of women in English football coaching and tutoring are lower and slower than their male counterparts. In-depth interviews were completed with 26 women coaches and coach developers during November 2015 and February 2016 to understand their personal experiences as linked to the structure and culture of their sporting governing body, and analyzed using Schein’s theory of organizational culture. Three key tenets of organizational culture were found to be most influential on the career development of the participants: journeys and crossroads (the establishment of a learning culture), inclusive leadership, and vertical and horizontal relationships. The research demonstrates the need to identify disparities between espoused values and assumptions to enact cultural change toward supporting more women to be valued, included, and progressed in the sporting workplace.

How guiding coalitions promote positive culture change in hospitals: a longitudinal mixed methods interventional study

Abstract: Background Quality collaboratives are widely endorsed as a potentially effective method for translating and spreading best practices for acute myocardial infarction (AMI) care. Nevertheless, hospital success in improving performance through participation in collaboratives varies markedly. We sought to understand what distinguished hospitals that succeeded in shifting culture and reducing 30-day risk-standardised mortality rate (RSMR) after AMI through their participation in the Leadership Saves Lives (LSL) collaborative. Procedures We conducted a longitudinal, mixed methods intervention study of 10 hospitals over a 2-year period; data included surveys of 223 individuals (response rates 83%–94% depending on wave) and 393 in-depth interviews with clinical and management staff most engaged with the LSL intervention in the 10 hospitals. We measured change in culture and RSMR, and key aspects of working related to team membership, turnover, level of participation and approaches to conflict management. Main findings The six hospitals that experienced substantial culture change and greater reductions in RSMR demonstrated distinctions in: (1) effective inclusion of staff from different disciplines and levels in the organisational hierarchy in the team guiding improvement efforts (referred to as the ‘guiding coalition’ in each hospital); (2) authentic participation in the work of the guiding coalition; and (3) distinct patterns of managing conflict. Guiding coalition size and turnover were not associated with success (p values>0.05). In the six hospitals that experienced substantial positive culture change, staff indicated that the LSL learnings were already being applied to other improvement efforts. Principal conclusions Hospitals that were most successful in a national quality collaborative to shift hospital culture and reduce RSMR showed distinct patterns in membership diversity, authentic participation and capacity for conflict management.

Post-heroic leadership, tempered radicalism and senior leaders as change agents for gender equality

Abstract: Micro change agents for gender equality in organisations are often considered to be tempered radicals who work within an existing structure to change the status quo. However for gender equality to happen, it is often claimed that heroic leadership of top leaders, or macro change agents, is required. The aim of this article is to show how CEOs as macro change agents for gender equality can be conceptualised. Drawing on interviews with 20 global CEOs and a literature review, the article develops a framework to conceptualise how CEOs are fostering gender equality around accountability, building ownership, communicating, leading by example, initiating and driving culture change. The article questions the conceptualisation of change agents of gender equality as either tempered radicals, for micro change agents, or heroic leaders, for macro change agents, and argues instead that to be macro change agents for gender equality, CEOs need to display post-heroic leadership and tempered radicalism to foster change in regard to gender relations.

Creating a Culture of Wellness in Residency.

Abstract: Despite increased awareness and recognition of the prevalence of physician burnout and the associated risks of depression and suicide, there is a paucity of actionable guidelines for residency programs to mitigate these risks for their residents. In this Invited Commentary, the authors acknowledge that, although there are inherent barriers to resident wellness, there are numerous modifiable barriers that present opportunities for programs to enable culture change and improve resident well-being. The authors frame the discussion with a personal narrative written by a resident in their internal medicine program who experienced burnout, depression, and suicidality during his intern year. They aim to inspire residency programs and hospital leadership to identify and intervene upon the modifiable barriers to wellness for residents in their programs in order to shape meaningful cultural change.

Using opinion leaders to address intervention gaps in concussion prevention in youth sports: key concepts and foundational theory.

Abstract: Behavioral interventions to increase disclosure and proper management of concussion in youth sports have unrealized potential when it comes to preventing concussion. Interventions have focused on changing individual athlete behavior and have fallen short of the potential for sustained systemic behavioral change. One potentially critical reason for this shortfall is that other key determinants of risk behaviors at all levels of the socio-ecological model (e.g. interpersonal, community, policy) are not addressed in extant programming. There is a critical need for theory-driven interventions that address concussion prevention and education at the community level and target sustainable culture change. The Popular Opinion Leader (POL) intervention, a multi-level intervention model previously successfully employed in multiple public health contexts, is theoretically well positioned to affect such change. POL is based on the Diffusion of Innovations framework and involves identifying, recruiting, and training well-respected and trusted individuals to personally endorse prevention and risk-reduction within their social networks. Critical behavioral changes related to concussion disclosure and management have been shown to diffuse to others if enough opinion leaders endorse and support the behaviors. This article summarizes the concepts and principles of POL and describes how it could be adapted for and implemented in youth sport settings. For optimal impact, POL needs to adapt to several factors unique to youth sports settings and culture. First, adult involvement may be important, given their direct involvement in the athlete’s medical care. However, parents and coaches’ opinions on injury care-seeking, competition, and safety may affect their perceptions of POL. Second, youth sports are structured settings both physically and socioculturally. Games and practices may provide opportunities for the informal interactions that are critical to the success of POL. However, youth sport setting membership is transient as players get older and move to other sport settings; POL approaches need to be self-sustaining despite this turnover. Moreover, stakeholder value placed on athlete development and competition, alongside safety, must be considered. Formative research is needed to ensure that POL principles are translated into the youth sport setting while maintaining fidelity to the concepts and principles that have made POL successful for other health outcomes.

Culture Change in Nursing Homes: What Is the Role of Nursing Home Resources?

Abstract: Quality of care has been a long-standing issue in US nursing homes The culture change movement attempts to transition nursing homes from health care institutions to person-centered homes While the adoption of culture change has been spreading across nursing homes, barriers to adoption persist Nursing homes that disproportionately serve minority residents may have additional challenges implementing culture change compared with other facilities due to limited financial and staffing resources The objective of this study was to examine how nursing home characteristics are associated with culture change adoption in Central Florida nursing homes This cross-sectional study included 81 directors of nursing (DONs) who completed the Artifacts of Culture Change survey In addition, nursing home organizational data were obtained from the Certification and Survey Provider Enhanced Reports (CASPER) A logistic regression was conducted to examine the relationship between high culture change adoption and nursing home characteristics The overall adoption of culture change scores in Central Florida nursing homes was low Nevertheless, there was variability across nursing homes in the adoption of culture change High culture change adoption was associated with nursing homes having lower proportions of Medicaid residents

The Prevalence of Culture Change Practice in US Nursing Homes: Findings From a 2016/2017 Nationwide Survey.

Abstract: Background and Objectives:Given the dynamic nursing home (NH) industry and evolving regulatory environment, depiction of contemporary NH culture-change (person/resident-centered) care practice is of interest. Thus, we aimed to portray the 2016/2017 prevalence of NH culture change-related processes a

Building customer centricity in the hospitality sector: the role of talent management

Abstract: Purpose The purpose of this paper is to consider how talent management can be a strategic lever to enable the development of a customer-centric culture in the hospitality sector. Design/methodology/approach In-depth interviews with HR practitioners within the hospitality industry have been used to explore different approaches to talent management. Findings Changing customer requirements necessitate increased emphasis on customer experience demanding a more skilled workforce, especially stronger in interpersonal skills. Companies are adjusting their attraction, retention and development strategies to deliver a revised understanding of talent. They are focusing on building that capability rather than buying it in. Leadership selection and development is also being adjusted. Practical implications This approach has implications for the skill demands placed on the workforce, for the sort of staff who are hired (chosen on attitude more than technical skills) and how they are trained, assessed and rewarded. Leaders (at all levels) must adjust their style to suit and work in partnership with HR. Originality/value The paper offers the chance for hospitality sector leaders to reflect on how they manage talent, giving them ways to link people management with the drivers of business success. It shows how organisations can meet the challenges of the “experience economy” through attracting and developing the right staff and how talent management policy and practice can be used as a vehicle for culture change and development.

Cultural change and perpetuation in organisations: evidence from an English emergency ambulance service

Abstract: Transforming cultures rather than changing structures is a favourite prescription for reforming health care organisations. We explore the relationship between cultures, performance measures, and organisational change by analysing the cultural characteristics of an English ambulance trust to understand how organisational culture is perpetuated. Internal and external factors that impact on culture change programmes, such as historical legacy and sub-cultural dynamics, are identified. The role and identity of ambulance personnel, the conflict between professional culture and managerial objectives, and the role of performance measurement were found to be significant issues which promoted resistance to enforced change and impeded planned management action.

‘Opening for business’? Neoliberalism and the cultural politics of modernising planning in Scotland

Abstract: In this paper I explore how the culture of land-use planning in Scotland has been targeted as an object of modernising reform, exploring how ‘culture change’ initiatives played a prominent role in ...

Hope, harmony and humanity: creating a positive social climate in a democratic therapeutic community prison and the implications for penal practice

Abstract: Purpose There has been growing attention given to the concept of social climate as an element of prison practice. Research has indicated that more positive social climates can improve safety, psychological well-being, quality of life and contribute towards reduced reoffending. The purpose of this paper is to consider how the more positive social climates found in democratic therapeutic communities are constructed and how these practices can be replicated in other settings. Design/methodology/approach This paper adopts a reflective practice approach. The intention is to look back at the concept of social climate in prisons and in particular within a prison-based democratic therapeutic community (DTC); draw upon research and theory in order to critically evaluate the nature and effectiveness of that social climate, and; draw wider lessons about the nurturing and maintenance of social climates that may have broader relevance in prisons. Findings It is concluded that understanding and managing social climate is an essential aspect of improving the safety and effectiveness of prisons. Developing practices that enhance social climate requires looking beyond mainstream prison practices, towards niches such as specialist units and prisons, including DTCs and other therapeutic communities, and psychologically informed environments, as well as looking at practices in other settings including forensic mental health. Taking this wider perspective can be source of ideas and practice that could inform a profound culture change. Originality/value The paper offers an attempt to understand the distinct practices that create a more positive social climate in DTCs and consider how elements of this could be exported to other prisons. This has implications for both penal theory and practice.

Organizational Culture and its Impact on Organizational Citizenship Behavior

Abstract: The concept of organizational culture has got developing attention in recent years both from researchers and practitioners. This article shows the author's view of how culture should be defined and explained if it is to be of value in the field of organizational psychology. Other concepts are reviewed, a brief history is presented, and case materials are presented to illustrate how to explain culture and how to think about culture change. The overall objective of this paper has been to highlight in the letters of the social process some of the more cultural and expressive characters of organizational life by introducing and explaining some concepts widely used in sociology and anthropology but which have not yet been blended into the theoretical literature of organizational behaviour. The substantive problem used here to provide a focus for these concepts has been how are organizational cultures created?

Beyond the Certification Badge—How Infrastructure Sustainability Rating Tools Impact on Individual, Organizational, and Industry Practice

Abstract: Sustainability consideration in designing, constructing, and operating civil infrastructure requires substantive action and yet progress is slow. This research examines the impact third-party infrastructure sustainability rating tools—specifically CEEQUAL, Envision, Greenroads, and Infrastructure Sustainability—have beyond individual project certification and considers their role in driving wider industry change. In this empirical study, engineering and sustainability professionals (n = 63) assess and describe their experience in using rating tools outside of formal certification and also the impact of tool use on their own practice and the practices of their home organizations. The study found that 77% of experienced users and 59% of infrastructure owners used the tools for purposes other than formal project certification. The research attests that rating tool use and indeed their very existence has a strong influence on sustainability awareness and practice within the infrastructure industry, providing interpretation of sustainability matters in ways that resonate with industry norms. The rating tools impact on individuals and their professional and personal practice, on the policies and practices of infrastructure-related organizations, and more widely on other industry stakeholders. The findings can be used to increase the value gained from sustainability rating tool use and to better understand the role such tools play in creating cultural change within the industry.

The potential for leisure to be a key contributor to long-term care culture change

Abstract: Long-term care (LTC) culture change describes efforts to transform LTC homes into caring communities where quality of life is paramount. Since leisure is recognized as one of the strongest contribu...

Making Safeguarding Personal and Social Work Practice with Older Adults: Findings from Local-Authority Survey Data in England

Abstract: This article presents the results of a survey of English Local Authorities undertaken in 2016 about the implementation of Making Safeguarding Personal (MSP) in adult social care services. MSP is an approach to adult safeguarding practice that prioritises the needs and outcomes identified by the person being supported. The key findings from a survey of Local Authorities are described, emphasising issues for safeguarding older adults, who are the largest group of people who experience adult safeguarding enquiries. The survey showed that social workers are enthusiastic about MSP and suggests that this approach results in a more efficient use of resources. However, implementation and culture change are affected by different factors, including: austerity; local authority systems and structures; the support of leaders, managers and partners in implementing MSP; service capacity; and input to develop skills and knowledge in local authorities and partner organisations. There are specific challenges for social workers in using MSP with older adults, particularly regarding mental capacity issues for service users, communication skills with older people, family and carers, and the need to combat ageism in service delivery. Organisational blocks affecting local authorities developing this ‘risk enabling’ approach to adult safeguarding are discussed.

Examining the Nursing Home Physical Environment Through Policy-Driven Culture Change

Abstract: A critical need exists to challenge approaches to nursing home care due to rigid organizational factors and hospital-like culture. It has been argued that resident care needs to move toward a person-centered approach by addressing the organizational, social, and physical environments in nursing home facilities, a process often known as culture change. In response to this need, the Centers for Medicare & Medicaid Services (CMS) has created funding for pay for performance (P4P) nursing home incentive programs to allow nursing home providers to receive CMS reimbursements for culture change in the facilities. Through care staff interviews, site observations, and a document review, this qualitative study assesses the impact of a Midwestern state P4P incentive program in three participating nursing homes. Using an environment and behavior (E-B) policy orientation framework, this study examines culture change through a focus on policy, the physical environment, place attachment, and social and psychologi...

Keeping complexity alive: restorative and responsive approaches to culture change

Abstract: The human services are fraught with history of failure related to grasping oversim‐ plified, across-the-board solutions that are expected to work in all situations for all groups of people. This article reviews some of the long-standing and current chal‐ lenges for governance of programmes in maintaining cultures that safeguard restorative and responsive standards, principles and values, thereby amplifying and enhancing their centrality to relational engagement within families, groups, communities and organisations. Despite their potential for helping groups of people grapple with the complex dynamics that impact their lives, restorative justice approaches are seen as no less vulnerable to being whittled down to technical rou‐ tines through practitioner and sponsor colonisation than other practices. This arti‐ cle explores some of the ways culture can work to erode and support the achieve‐ ment of restorative standards, and why restorative justice and regulation that is responsive to the ongoing experiences of affected persons offers unique paths for‐ ward for achieving justice. Included in this exploration are the ways that moral panic and top-down, command-and-control management narrow relational approaches to tackling complex problems and protect interests that reproduce social and economic inequality.

Person-Centered Care Practices in Long-Term Care in the Deep South: Consideration of Structural, Market, and Administrator Characteristics.

Abstract: The purpose of this study was to identify structural, market, and administrator factors of nursing homes that are related to the implementation of person-centered care. Administrators of Medicare/Medicaid-certified nursing homes in the Deep South were invited to complete a standardized survey about their facility and their perceptions and attitudes regarding person-centered care practices (PCCPs). Nursing home structural and market factors were obtained from public websites, and these data were matched with administrator data. Consistent with the resource-based theory of competitive advantage, nursing homes with greater resources and more competition were more likely to implement PCCPs. Implementation of person-centered care was also higher in nursing homes with administrators who perceived culture change implementation to be feasible in their facilities. Given that there is a link between resource availability and adoption of person-centered care, future research should investigate the cost of such innovations.

Moving Organizational Culture from Volume to Value: A Qualitative Analysis of Private Sector Accountable Care Organization Development.

Abstract: Objective The concept of shifting from volume (i.e., billing for as many patients and services as possible) to value (i.e., reducing costs while improving quality) has been a key underpinning of the development of accountable care organizations (ACOs), yet the cultural change necessary to make this shift has been previously unexplored. Data sources/study setting Primary data collected through site visits to four private sector ACOs. Study design Cross-sectional, semi-structured interview study with analysis done at the ACO level to learn about ACO development. Data collection One hundred and forty-eight interviews recorded and transcribed verbatim followed by rigorous qualitative analysis using a grounded theory approach. Principal findings The importance of shifting organizational culture from volume to value was emphasized across sites and interviewees, particularly when defining an ACO; describing the shift in organizational focus to value; and discussing how to create value by emphasizing quality over volume. Value was viewed as more than cost-benefit, but rather encapsulated a paradigmatic cultural change in the way care is provided. Conclusions We found that moving from volume to value is central to the culture change required of an ACO. Our findings can inform future efforts that aim to create a more effective value-based health care system.

Accelerating Research Translation in Healthcare: The Australian Approach

Abstract: Many health systems around the world are currently focused on how they might encourage and accelerate research translation activities. This is for the improvement of the health system and citizens, but also in search of commercial advantage. In this chapter we explore three of the organizational mechanisms being used to drive this agenda in Australia—Centres of Research Excellence, Advanced Health Research and Translation Centres, and Clinical Networks. For each we outline the nature of these mechanisms and the evidence available locally and internationally concerning their influence. We note an overall emphasis on governance and structural arrangements, rather than how these arrangements develop locally significant processes of culture change and collaboration or create original capabilities for research translation. Empirical research is needed to understand how these mechanisms operate in practice and interact in the Australian context, while large-scale evaluations could track the types of population health, economic and organizational outcomes that may result from these initiatives, and how they compare with other research translation programmes internationally.

Strength-based approaches: a realist evaluation of implementation in maternity services in Scotland

Abstract: Strength-based approaches draw on patients’ strengths and perspectives to partner with them in their own care, recovery and problem solving. The effectiveness of strength-based approaches to address complex health problems has a growing evidence base leading to its incorporation within universal services in many countries. However, practitioners’ understanding of implementation of strength-based approaches, such as how to agenda match, set goals and revise plans within universal services are under-researched. Maternity services are a key point of access to health services and women’s experiences of them have consequences for families’ future willingness to engage with public health provision. This study researched strength-based components of children’s services policy, Getting It Right For Every Child, in maternity care in Scotland. Complex interventions, such as this policy, requires a methodology that captures complex dynamics. Consequently a realist-evaluation-informed case-study approach was adopted across three contrasting health boards comprised of: (1) interviews with women receiving maternity care with heightened risk profiles, (2) a sample of maternity care professionals responsible for implementing the policy and (3) document analysis of policy guidance and training materials. Whilst midwives reported adopting more open approaches to raising sensitive issues with women, many midwives were unfamiliar with strength-based approaches and were not drawing upon them, in contrast to a perception amongst managers that training and implementation was common. These findings suggest implementation of strength-based approaches within universal services require further attention to training and embedding culture change.

Transforming school culture through inquiry-driven learning and iPads

Abstract: Purpose The purpose of this paper is to provide an overview of a commissioned research study that analyzed a schooling initiative with the ambitious goal of transforming learning environments across the district by advancing innovative, inquiry-driven pedagogical practices combined with 1:1 iPad distribution. The paper explores impacts of the initiative on pedagogical innovation, twenty-first century learning, and related impacts on professional learning, collaboration, and culture change in the pilot schools analyzed in the study. Design/methodology/approach A multi-dimensional case study approach was used to analyze how the initiative was implemented, and to what extent teaching, learning, and professional cultures were transformed, based on action plan inputs and “change drivers”. Research methods included structured, open-ended interviews conducted with randomly selected teachers and key informants in leadership roles, focus groups held with students, as well as analysis of policy documents, student work samples, and other data sources. Findings The authors found evidence of a synergistic relationship between innovations in inquiry-driven pedagogy and professional learning cultures, with evidence of increased collaboration, deepened engagement and persistence, and a climate of collegiality and risk-taking at both classroom and organizational levels. Based on initiative inputs, the authors found that innovations in collaborative technology/pedagogy practices in classrooms paralleled similar innovations and transformations in professional learning cultures and capacity-building networks. Practical implications This initiative analyzed in this paper provides a case study in large-scale system change, offering a compelling model for transformative policies and initiatives where interwoven innovations in pedagogy and technology mobilization are supported by multiple drivers for formal and informal professional learning/development and networked collaboration. Challenges and recommendations are highlighted in the concluding discussion. Originality/value The transformative initiative analyzed in this paper provides a very timely case-model for innovations in twenty-first century learning and, specifically, for enacting and sustaining large-scale system change where inquiry-driven learning and technology tools are being mobilized to support “deep learning”, “new learning partnerships”, and multilevel transformations in professional learning (Fullan and Donnelly, 2013). This research advances scholarly work in the areas of twenty-first century learning, identifying relationships between technology/pedagogy innovation and professional capital building (Hargreaves and Fullan, 2012).

Implementing Active Learning Department Wide: A Course Community for a Culture Change

Abstract: A course community (CC) was formed to facilitate the implementation of active-learning materials in the Introductory Statistics course at a large southeastern U.S. university. Instructors met every...