Post a description of your selected organization’s mission, vision, and values. Describe how these are evidenced—or perhaps appear to be contradicted—in the words and actions of leaders and others in the organization, noting relevant data or artifacts. In addition, discuss the organization’s culture and its climate, differentiating between the two. Explain why examining these matters is significant to your role as a nurse leader
Organization: World Health Organization (WHO)
Mission:
The mission of the World Health Organization (WHO) is to promote health, keep the world safe, and serve the vulnerable. WHO’s objective is to ensure that everyone, regardless of their socioeconomic status, has access to high-quality healthcare services. The organization aims to collaborate with countries and international partners to combat diseases, promote health equity, support the development of health systems, and advance global health security.
Vision:
WHO’s vision is a world in which all people enjoy optimal health and well-being. The organization envisions a future where everyone has the opportunity to lead a healthy and fulfilling life, free from the burden of preventable diseases.
Values:
The values guiding WHO’s work are respect for human rights, equity, transparency, accountability, and integrity. These values underscore the organization’s commitment to promoting social justice, fairness, inclusivity, and ethical conduct in all its activities.
Evidence of Mission, Vision, and Values:
The mission, vision, and values of WHO are evident in several ways within the organization. Firstly, WHO actively engages with member countries and partners to address global health challenges, demonstrating its commitment to promoting health and keeping the world safe. This is exemplified by the organization’s work on initiatives such as the Global Polio Eradication Initiative and the Global Vaccine Action Plan, which aim to reduce the burden of vaccine-preventable diseases worldwide.
Furthermore, WHO’s commitment to health equity is demonstrated through its efforts to address health disparities and support countries in providing universal health coverage. The organization advocates for affordable healthcare access and works towards reducing inequalities by prioritizing the needs of the most vulnerable populations, such as women, children, and marginalized communities.
Moreover, WHO’s values of transparency and accountability are reflected in its public reporting of global health data and its commitment to evidence-based decision-making. The organization regularly publishes reports, guidelines, and scientific publications to disseminate knowledge and promote informed healthcare practices worldwide.
However, there are instances where the organization’s mission, vision, and values may appear contradicted in the actions of leaders and others within the organization. One such instance is the criticism faced by WHO during the Ebola outbreak in West Africa in 2014. Some argued that the organization was slow to respond and failed to effectively coordinate the international response to the crisis. These criticisms raised questions about the organization’s ability to fulfill its mission of keeping the world safe and serving the vulnerable.
Furthermore, the organization has faced scrutiny regarding its independence and transparency, particularly in relation to its interactions with member states. Critics have accused WHO of being influenced by political considerations and of prioritizing the interests of member states over public health concerns. Such allegations contradict the organization’s values of transparency and integrity, raising concerns about its ability to fulfill its mission and vision effectively.
Culture and Climate:
In examining the organization’s culture and climate, it is important to differentiate between the two concepts. Culture refers to the shared beliefs, values, norms, and behaviors that characterize an organization, while climate refers to the prevailing mood, attitudes, and perceptions within the organization. Culture represents the underlying foundation of an organization, while climate reflects the current state of the organization.
In the case of WHO, the organization’s culture revolves around its commitment to promoting health as a fundamental human right. The culture emphasizes collaboration, evidence-based decision-making, and a focus on the greater good. This is evident in the organization’s efforts to engage with member states, stakeholders, and experts from various fields in its decision-making processes.
The climate within WHO is influenced by various factors, including the organization’s achievements, challenges, and external pressures. The climate can vary over time and within different organizational units. In recent years, the climate within WHO has been shaped by emerging global health threats, resource constraints, and the need to adapt to societal changes. The climate can impact the morale and motivation of employees, as well as their perception of the organization’s effectiveness and supportiveness.
Examining Matters of Mission, Vision, Values, Culture, and Climate:
Examining these matters is significant to the role of a nurse leader as it provides insights into the organizational context in which they operate. Understanding an organization’s mission, vision, and values helps nurse leaders align their actions and decision-making with the broader goals of the organization. By understanding the culture and climate, nurse leaders can assess the strengths and challenges within the organization and identify opportunities for improvement.
Additionally, examining these matters enables nurse leaders to evaluate the extent to which the organization’s actions align with its stated mission, vision, and values. It allows for critical analysis of potential discrepancies and provides a basis for advocating for positive change within the organization. By promoting a culture of transparency, accountability, and ethical conduct, nurse leaders can contribute to the organization’s overall success in achieving its mission and vision.