Bridging the Gap

Module 2


Healthcare Organizations Transformation to a Culture of Caring


Across the United States and beyond, hospitals and health systems are discovering new and more effective ways to ensure optimal health outcomes, improve patient and staff satisfaction and provide high-quality, cost-effective care. For many of these organizations this includes making a commitment to patient- and family centered care. In these settings, members of health care governing boards, administrators, clinical staff and others engage in partnerships with patients and families not only in the delivery of care but also in health care planning and program development, facility design, quality and safety initiatives, and in the education, training and hiring of health care professionals. This engagement is usually reflected in the organizational mission and vision statement as well as in policy, procedures and training of staff. As nursing students your interactions with patients can significantly impact the patient’s perception of care. You will be guests in different healthcare organizations and will need to be mindful of their mission, vision and the care delivery strategies they have chosen to help them to achieve their goals.


By the end of this module the learner will be able to:

  • Understand how organizational mission and vision statements guide care delivery.
  • Describe the elements of a strategic plan.
  • Relate how organizational culture can synergize or impede initiatives.
Content Outline
  1. Organizational mission and vision statements and their impact on care delivery
    1. Mission
      1. Defines the business, products or services, and customers.
      2. Distinguishes the organization from its competitors
        1. What do we do?
        2. For whom do we do it?
        3. What is the benefit?
      3. iii. Builds and identifies the relationships between employees and the mission, the organization itself, the customer, suppliers, and co-workers
    2. Vision
      1. Bridges the present and future state
      2. Establishes a standard for excellence.
      3. Inspires and motivates
  2. Strategic Plan
    1. Identify opportunities to improve
    2. Prioritize and plan
    3. Develop policy and procedures to support
    4. Commit resources
    5. Educate and support
    6. Monitor
    7. Provide feedback
  3. Organizational Culture
    1. Can help or hinder initiatives
    2. Changing culture and transformation
  4. High Reliability Organizations
  5. Transformation
Links to Differentiated Essential Competencies
  1. Member of the profession
    1. Function within the nurse’s legal scope of practice and in accordance with the policies and procedures of the employing health care institution or practice setting.
Links to Texas Concept Based Curriculum

Concepts Psychosocial

  • Interpersonal Relationships

Concepts Professional

  • Communication
  • Professionalism
  • Teamwork and collaboration

Concepts of Health Care Systems

  • Healthcare Organizations
  • Leadership and Management
  • Quality Improvement

Values Coach Inc. (2016). The Pickle Challenge. Retrieved from

Institute for Healthcare Improvement (2016). Joy in work. Retrieved from

Institute for Healthcare Improvement (2016). Creating a Joyful Workforce Suggested reading list. Retrieved from

Healthcare Transformation Institute (n.d.). Retrieved from

  • American Society for Quality (n.d.). Vision, mission and value statements. Retrieved from
  • Boulding, W., Glickman, S.W., Manary, M.P., Schulman, K.A. & Staelin, R. (2011). Relationship between patient satisfaction with inpatient care and hospital readmission within 30 days. American Journal of Managed Care, 17(1), 41–48.
  • Boundless (2016). The impact of culture on an organization. Boundless Management. May 26. Retrieved from
  • Hannah, K.L., Schade, C.P., Lomely, D.R., Ruddick, P., Bellamy, G.R., Henriksen, K., Battles, J.B., Keyes, M.A., & Grady, M.L. (2008). Hospital administrative staff vs nursing staff responses to the AHRQ Hospital Survey on Patient Safety Culture. In: Henriksen, K., Battles, J.B., Keyes, M.A., Grady, M.L., (eds.). Advances in Patient Safety: New Directions and Alternative Approaches (Vol. 2: Culture and Redesign). Rockville, MD: Agency for Healthcare Research and Quality.
  • Kenny, C. (2008). The Best Practice: How the New Quality Movement Is Transforming Medicine. New York: NY, Public Affairs–Perseus Books.
  • Laschinger, H.K., Almost, J. & Tuer-Hodes, D. (2003). Workplace empowerment and magnet hospital characteristics: making the link. Journal of Nursing Administration, 33(7–8), 410–422.
  • Lucian Leape Institute at the National Patient Safety Foundation (2013). Through the eyes of the workforce: Creating joy, meaning and safer healthcare. Retrieved from
  • Luthans, K.W., Lebsack, S.A & Lebsack, R.R. (2008). Positivity in healthcare: Relation of optimism to performance. Journal of Health Organization and Management, 22(2), 178-188.
Discussion Questions

Why are mission and vision important for organizational goals and objectives?

How are values important to the content of mission and vision statements?

How do mission and vision relate to a firm’s strategy?

How does organizational culture impact change?