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Organizational Culture and Values

Prepare a 10-15 slide PowerPoint presentation, with speaker notes, that examines the significance of an organization’s culture and values. For the presentation of your PowerPoint, use Loom to create a voice-over or a video. Refer to the Topic Materials for additional guidance on recording your presentation with Loom. Include an additional slide for the Loom link at the beginning, and an additional slide for References at the end.

Outline the purpose of an organization’s mission, vision, and values.
Explain why an organization’s mission, vision, and values are significant to nurse engagement and patient outcomes.
Explain what factors lead to conflict in a professional practice. Describe how organizational values and culture can influence the way conflict is addressed.
Discuss effective strategies for resolving workplace conflict and encouraging interprofessional collaboration.
Discuss how organizational needs and the culture of health care influence organizational outcomes. Describe how these relate to health promotion and disease prevention from a community health perspective.

Sample Solution

Article one describes the main key aspects of leadership that consists of experience, knowledge, personal attributes and competencies (Kulkarni, 2018). Organisational skills are also needed in order to keep up with a fast-changing society, that is based on innovation, and collaboration. To strengthen a solid and sustainable leadership process, it is important to prepare for the future and develop your own skills. Also, it is essential to acknowledge the changes in organisations leading to a more diverse workforce. Moreover, Erin Mayer assumes that leaders who understand cultural differences have increased chances of becoming successful which is discussed in article two. Mayer has developed a model centered around eight duties that a leader should respect, which enhance their productivity. It helps leaders realise how culture affects international collaboration. Mayer asserts that it is necessary to understand how people’s cultures affect human interactions, but the perception of another culture is dependent on one’s own culture (Trapp, 2014). Furthermore, greater racial diversity in student leadership programs has shown to increase lasting leadership capacity. A study where confidence, motivation and advocacy for social issues was tested showed that more diversity led to higher scores. The effect of diversity was more significant on white students, since for them interacting with a more diverse group may be new and therefore benefit them more. Nevertheless, it illustrated that diversity benefits every participant (Unknown, 2018). Lastly, article four describes the physiological phenomenon known as “think manager, think man” that suggests that our expectations of a good leader favours men as the traits associated with leaders, like forceful and dominant, are stereotypically associated with men (Brands, 2015). Individuals often fail to see potential in women, due to the existing male bias in our cognitive processing. Despite this, it is shown that males and females act similar in senior roles. This leads to women being highly underrepresented in top management positions showing a clear organisational bias. Article one, two and three discuss qualities that are needed in order

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