Learning Objective 1: The learner will be able to know the values and practices that characterize the organizational culture of a Brazilian public hospital.
Learning Objective 2: The learner will be able to know the profile of nursing leadership of a Brazilian public hospital.
Methods: Exploratory research with quantitative approach of the data. The study population was represented by all nursing managers of the hospital. The data were collected during the months of July and August of 2010, using the Brazilian Instrument for Assessing Organizational Culture – IBACO, which is based on Geer Hofstede’s Theory. According to Hofstede´s Theory, the organizational culture is characterized by values (rigid hierarchy of power, cooperative professionalism, competitive and individualistic professionalism, well-being and satisfaction) and practices (external integration practices, reward and training practices, promotion of personal relationship), which can determine the worker´s behavior.
Results: In the opinion of the most nursing managers, the hospital presents medium levels of rigid hierarchy of power; low-medium levels of competitive and individualistic professionalism; low-medium levels of well-being and satisfaction; and high levels of cooperative professionalism. About the practices that characterized the hospital culture, the managers considered that there are high levels of external integration practices; medium levels of reward and training practices; and medium levels of promotion of personal relationship.
Conclusion: Rigid hierarchy of power indicate the existence of centralization of power and inequalities between individuals which can mean a leadership profile authoritarian and centralizing, creating job dissatisfaction. Besides, the hospital has not been considered practices related to the enhancement of employee satisfaction and motivation at work which can hinder the success of the organization and the scope of quality of health care.
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