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The differences of each of the selected organizations
While there are striking similarities in the overall mission, vision, and values of the four healthcare facilities, notable differences are also present. Johns Hopkins Medicine stresses the relevance of patient-centered and family-centered healthcare, innovative research and effective treatment of childhood diseases while training future leaders in pediatric medicine. The facility strives to introduce new standards, transform healthcare provision, and promote nurse education.
Johns Hopkins Medicine has four values, including excellence and discovery; leadership and integrity; diversity and inclusion; and respect and collegiality.
Florida Hospital Nursing has anchored its nursing practice on the healing ministry of Christ while striving to be a world leading organization in faith-based healthcare delivery. The facility believes in integrity, compassion, balance, excellence, stewardship, and teamwork.
Cleveland Clinic strives to deliver optimal care for patients, explore problems, and enhance nurse further education. It promotes positive patient experience, clinical outcomes, education, and research. Its values include quality care; innovation and change; teamwork to encourage knowledge sharing; excellent service to patients and other stakeholders; integrity; and compassion.
The Massachusetts Eye and Ear Infirmary aims for excellence in patient care supported with laboratory and clinical research, nurse and public education, improved care in the future, and service excellence (Drayton & Weston, 2015).
The facility aims to achieve its vision of exceptional clinical care, high quality research, and nurse leader training through its mission.
Quality patient care; service excellence; research and academic leadership; and enhanced financial performance are the values of the organization.
Overall, these four facilities have minimal differences based on their mission, vision, and values, but they share general aspects of healthcare provision such as cultures of excellent patient care, nurse leader training and education, patient-centered care, research, innovation, teamwork, nurse competence, and improved services in the future (Curtis, de Vries, & Sheerin, 2011; Sammer & James, 2011).
The relationship between the mission, vision, and values
Each statement has specific function for the hospitals in care delivery. Hospital mission statements highlight their purposes for existence, roles, and overall plans. Hospitals use mission statements to drive their vision and guide all stakeholders on general purposes. Mission statements promote priorities and act as means to attain the vision.
Vision statements reflect the future of the hospitals. The statements show what the four hospitals would like to achieve in the future. They challenge and inspire nurses, nurse leaders, and other stakeholders to support their facilities in order to realize their vision.
Value statements reflect what hospitals believe in, what they promote, and how they behave. Values guide nurse relations with other stakeholders and act as moral directions for all employees. Most nursing decisions and actions are reflected in value statements. Moreover, they establish performance standards, organizational culture, and deep held beliefs of organizations (Sammer & James, 2011). Nurses and nurse leaders must internalize core values to advance healthcare.
Value statements develop over time to become core values. Nurses and nurse leaders must embrace value statements and apply them in their decision-making processes, action, and attitudes. It is however imperative to recognize that leaders face critical challenges when developing value-driven healthcare facilities (Drayton & Weston, 2015). The process is slow and difficult and, therefore, it requires long-term commitment from all stakeholders.
The proposed change to the mission, vision, and values of the organization
Healthcare facilities are currently affected with change phenomena from government regulations, increasing number of patients, shortage of nurses, limited resources, and diverse public to serve among others (Institute of Medicine, 2011). Regardless of how change comes, the proposed change, for instance, increasing the quality of service in the operating room should be well planned and structured to align change vision and the organization. It requires working with all stakeholders to assist them to understand all change processes and impacts. From management view, change entails organizational and cultural adjustments to embrace and sustain change. These processes significantly influence mission, vision, values and nurse practice (American Nurses Association, 2010).
Change should have a well-defined vision to align with hospitals mission, vision, and values. That is, hospitals should include their overall mission, vision, and mission in the preferred change. For instance, change should promote desired values while addressing the best culture that hospitals strive to develop. Misaligned change is most likely to result in resistance and lack of support. It is acknowledged that when the proposed change cannot reflect organizational mission, vision, and core values, then the full support for the change may be difficult to realize.
References
American Nurses Association. (2010). Nursing: Scope and Standards of Practice (2nd ed.). Silver Spring, MD: American Nurses Association.
Curtis, E. A., de Vries, J., & Sheerin, F. K. (2011). Developing leadership in nursing: exploring core factors. British Journal of Nursing, 20(5), 306-309.
Drayton, N., & Weston, K. M. (2015). Exploring values in nursing: generating new perspectives on clinical practice. Australian Journalof Advanced Nursing, 33(1), 14-22.
Edmonson, C. (2015). Strengthening Moral Courage Among Nurse Leaders. OJIN: The Online Journal of Issues in Nursing, 20(2), doi: 10.3912/OJIN.Vol20No02PPT01.
Institute of Medicine. (2011). The Future of Nursing: Leading Change, Advancing Health. Washington, DC: The National Academies Press.
Sammer, C. E., & James, B. R. (2011). Patient Safety Culture: The Nursing Unit Leaders Role. OJIN: The Online Journal of Issues in Nursing, 16(3), Manuscript 3. doi: 10.3912/OJIN.Vol16No03Man03.
Mission, Vision, and Values Worksheet
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