Postsecular Organizational Culture †Free Samples to Students

Question: Discuss about the Postsecular Organizational Culture. Answer: Introduction: Human beings have different values and beliefs. Different families communities and friends contribute to who we are and how we see the world and sometimes how we think. Our values and beliefs are the ideologies or standards that a group of people or individuals support or perceive to be of worth. Our value and beliefs guide the manner in which we live and the decisions we make on our daily basis. In other words, our values and beliefs are the qualities/things that we consider to be of worth (Stokes, Baker Lichy, 2016). Values and beliefs are formed by a specific understanding on the worth of a behavior or idea. For instance, some people see value in saving the rainforests because they belief it is the right thing to do, however, the people who depend on the rainforest for wood will not place similar values and beliefs (Heinicke, Guenther Widener, 2016). As a healthcare provider, I have my values, beliefs, and culture different from the other people. In this case, as I work with people from vulnerable or/and live a lifestyle that the other people view as unacceptable or different. Being a healthcare provider, I should provide healthcare services that meets the needs of these people and help them feel empowered. In this case, our values, beliefs, and culture influence our judgment and the nature of support we give our clients (Hayes, Owen Lie, 2017). It is equally important not to pressure the client into a decision based on our beliefs, values, and culture (Chao, Takeuchi Farh, 2017). Therefore, it is important for healthcare providers to be aware of other peoples values and beliefs and design ways to adopt professional values into the healthcare industry rather than imposing personal values and beliefs on the patients and to work with the aim of supporting the values and beliefs of the client. References Chao, M. M., Takeuchi, R., Farh, J. L. (2017). Enhancing cultural intelligence: The roles of implicit culture beliefs and adjustment.Personnel Psychology,70(1), 257-292. Hayes, J. A., Owen, J., Nissen-Lie, H. A. (2017). The contributions of client culture to differential therapist effectiveness. 2(4) 23- 45 Heinicke, A., Guenther, T. W., Widener, S. K. (2016). An examination of the relationship between the extent of a flexible culture and the levers of control system: The key role of beliefs control.Management Accounting Research,33, 25-41. Stokes, P., Baker, C., Lichy, J. (2016). The role of embedded individual values, belief and attitudes and spiritual capital in shaping everyday postsecular organizational culture.European Management Review,13(1), 37-51.