Module 6 Prompts
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Rochester Community Technical College *
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Medicine
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Dec 6, 2023
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Organizational Cultural Dimensions Assessment
In preparation for the upcoming worksheet, review the Organizational Culture
Profile (OCP) Dimensions discussed in Chapter 15 of your textbook (15.3).
Think about an organization you are familiar with. Based on the dimensions
of OCP, how would you characterize its culture? As you review the cultural
dimensions, what kinds of cultural “gaps” can you identify between the
organization’s culture and your own organizational cultural preferences?
After reviewing the Module Six learning materials and the above
information, as well as the upcoming lecture and content on
performance-related behaviors and behavioral coaching, you will be
directed to an online worksheet and prompted to respond to the
following questions. Take note of the following questions and
prepare to submit your response.
Consider past experiences when you have had to exercise your
influence. Briefly describe an incident in which you were ineffective
at influencing your desired outcome. Why were you unsuccessful?
What approach(es) did you use? What alternative tools might you
have employed?
Consider current, and future opportunities that you have to exercise
your influence. Briefly describe the situation, and suggest a
possible strategy, using one or more of the tools of influence
discussed here or in the Module Six learning materials.
Think about an organization you are familiar with. Based on the
dimensions of OCP (described in Chapter 15.3 in your textbook),
how would you characterize its culture? As you review the cultural
dimensions, what kinds of cultural “gaps” can you identify between
the organization’s culture and your own organizational cultural
preferences?
Prompt 1:
Consider past experiences when you have had to exercise your influence.
Briefly describe an incident in which you were ineffective at influencing your
desired outcome. Why were you unsuccessful? What approach(es) did you
use? What alternative tools might you have employed?
I feel like I am frequently unsuccessful at influencing the desired outcome as
a parent of teenagers. I’ve learned that I need to use reverse psychology to
get close to the desired outcome or sit back and ask non-invasive questions
that don’t seem like prodding or being bossy. My son is very sensitive to
feeling like he doesn’t have a choice, which is something we continue to
work on. I have tried to offer my suggestions or opinions, which are obviously
very “out of touch” to a teenage mind. I’ve also tried asking fact-finding
questions, which can be taken as prodding. So, I’ve had to adapt my typical
approach to be something more soft and casual.
Prompt 2:
Consider current, and future opportunities that you have to exercise your
influence. Briefly describe the situation, and suggest a possible strategy,
using one or more of the tools of influence discussed here or in the Module
Six learning materials.
I need to exercise my influence currently and in the future with the students I
work with at my employer. They frequently try to dictate the rules (not unlike
teenagers mentioned in Prompt 1) and are understandably under a lot of
pressure in medical school. This environment creates a lot of emotions and
leaves the students grasping for control. Some of the methods that I would
like to use with them are focused on psychology, as that’s what has really
caught my interest from this class. I’d plan to dig deeper into the student
request/demand/issue. What is the full scope of the concern? Paraphrasing
back what I am hearing through each stage and taking notes, of course! Why
does this concern the student? What possible impacts can this have on the
student, the other students, the faculty, and the course?
Prompt 3:
Think about an organization you are familiar with. Based on the dimensions
of OCP (described in Chapter 15.3 in your textbook), how would you
characterize its culture? As you review the cultural dimensions, what kinds
of cultural “gaps” can you identify between the organization’s culture and
your own organizational cultural preferences?
I will be using my employer as my reference for this answer, as I work for a
place that is a major employer in my hometown (where I still reside). My
mom worked for the same company, as did my maternal grandparents. I’ve
grown up in the culture of this medical community and that combined with
my “inside” knowledge as an employee makes me feel that this is the best
company for me to assess.
The culture is unique at my organization because we have locations across
the country and internationally. That contributes to a diverse workforce and
as such, the need for cultural awareness and sensitivity. There are multiple
mission statements for many company! The mission statement for the
organization is “Inspiring hope and promoting health through integrated
clinical practice, education and research.”
The mission statement for my specific area within the enterprise is a bit
longer: “To provide an outstanding medical education that results in an
inspired and diverse workforce of physicians and scientists who are leaders
in advancing exemplary, equitable, and affordable clinical care; health care
system design; and related innovation. To alleviate human suffering and best
serve critical health needs of our broadly diverse and increasingly connected
nation and world. Essential to achievement of this mission is an exceptionally
talented, passionate, and diverse faculty and student body who engage with
one another, their patients, and communities; have high intellectual and
emotional intelligence; uphold the highest ethical standards; possess the
ability to lead and inspire; embrace differences in service to humanity;
are
committed to eradicating health care disparities; and are patient-centered,
inclusive, and team-oriented.”
Within the mission and vision statement above, there are many keywords
that indicate the culture. Words such as “inspired”, “diverse”, “equitable”,
“innovation”, “ethical”, “inclusive” all tell me that this is a company that
values its mission. It would certainly not sound as welcoming if they were to
use words such as “exclusive”, “unethical”, or “divided”. But having these
words in a mission statement does not mean that a company’s culture
reflects them in other ways!
Stories are a huge piece of my organization’s culture! Stories are told to the
public, patients, students, families, caregivers, the government, media,
stakeholders, and employees. These stories are all driving to show the value
of the care we provide to our patients. The stories are told over social media,
in meetings, newsletters, videos, training sessions, emails, newspapers and
magazines. Of course, not all stories are told for the benefit of the
organization, but even within negative stories my organization finds a way to
learn and improve.
My company also has rituals that it follows. For example, there are rituals for
the medical school students. Orientation week, Match Day (where the
students find out where they will be spending the next 3-7 years in
residency), and graduation day. There are big ceremonies for both Match Day
and graduation day. There are also rituals that relate more specifically to the
history of my company. In the history of my company, which will be 95 years
this year, one of the buildings on campus has enormous doors made of
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bronze. These 16-feet high, five-inch thick, 4,000-pound (each) doors have
only closed a few times in the entire history of the company. The most recent
example is from 2020 when they closed the doors to symbolize closing the
doors on racism. Other events include but are not limited to:
-
1939 when each of the Mayo brothers died.
-
1963 when President John F. Kennedy died.
-
2001 to honor the victims of 9/11 terrorist attacks.
-
2012 in memory of a Mayo Clinic helicopter crew who died in a crash.
If you are interested in looking into any of this further, it may be clear by now
but the company I work for is Mayo Clinic, out of Rochester, MN. I specifically
work for the Mayo Clinic Alix School of Medicine, and the doors I was
referring to are the Plummer Building doors (located on our Rochester
campus).
Prompt 4:
Performance-related problems are problems where someone fails to
accomplish some particular objective in an effective manner (failing grades,
missed performance targets such as sales quotas, productivity goals, or poor
performance in just about any context).
Think of a specific performance-related problem that you know something
about - either a performance-related issue that you experienced, or that of a
family member, friend, or colleague. Keep that situation in mind as you
respond to the prompt:
What's the situation? Describe the context and the performance problem as
specifically as possible.
Be objective; Avoid making judgments - state only
the observable facts. Use examples to illustrate the specifics of the problem
and the performance-related behaviors.
A performance-related problem that I think of is my past absences at work
and school before I received a mental health diagnosis and a treatment plan
that allowed a better quality of life. I was frequently late to work, calling in
sick, or leaving early. This was prior to my position at Mayo, and I was much
younger then! This led to many problems both internally and externally.
A reduction in self-worth was one of the hardest for me to overcome. I was
already dealing with depression and anxiety, which included a lot of worrying
and already having a negative self-image. Having issues with absenteeism at
work did not feel good, and only increased my symptoms. It was like a never-
ending cycle, until I sought out help. I was not motivated, my coworkers were
unhappy because I was unreliable, my paychecks were inconsistent, making
it hard to budget.
Prompt 5:
With respect to the specific performance-related problem you described:
Diagnose the possible root cause(s) of the performance problem (i.e.,
communication, knowledge, motivation, resources/support). Are multiple
factors responsible? If so, how do they relate to each other?
I believe that the root cause was solely internal. I did not know why I could
not get out of bed, why I overslept, why I constantly felt unwell. I didn’t know
what a panic attack was, or what functional depression and anxiety were. It
seemed impossible to ask for help when I didn’t understand what the
problem was. Looking back, my supervisor did not dig deeper into what was
going on with me, either. There were no questions about “how are you?” or
“how can we best support you?” It was more “Do you have a doctor’s note?”
Prompt 6:
With respect to the specific performance-related problem you have in mind:
Consider the TARGET dimensions - Look at the questions associated with
each dimension (below) and discuss possible actions / strategies that could
have been taken to improve the performance issue in question.
(Note: You
are not answering all the questions below individually - just discussing
possible actions / strategies based on the TARGET dimensions you believe
are most applicable.)
Task Dimension
How can specific tasks/goals be reconceptualized to improve
performance?
Is the task/goal specific and are outcomes measurable?
Is the task/goal broken down into appropriate sub-goals / process
steps? Does the employee understand these steps and the
measurement criteria associated with each?
Is the task appropriately challenging?
Can tasks be made more interesting/ stimulating/varied?
Is a multidimensional task required to engage the individual with
varying levels of competence?
Has the task been presented with enthusiasm?
Authority Dimension
What are the opportunities for people to use their own initiative?
How can people be given more responsibility for their own learning?
Are people supported in solving their own problems, or is the
environment more controlling?
Recognition Dimension
What kinds of formal and informal rewards and incentives are
appropriate?
Grouping Dimension
Can individuals work together more effectively?
Consider strategies that foster positive interdependence / effective
interactions / individual accountability / collaborative skills / group
processing.
Evaluation Dimension
Are evaluations competitive / threatening?
Can evaluations be based on personal improvement, progress
toward goals, participation, and/or effort?
Time dimension
Is there more of an interest in quantity or quality?
Does the person feel in control of their work schedule or time?
I am not sure how to answer this prompt based on the performance-related problem I have presented. I
don’t feel that my scenario falls into any of the TARGET categories. I think the closest would be the
Grouping and Evaluation dimensions. Grouping, because I feel that perhaps a more cohesive and
collaborative team environment could have been better for me in this time of my life. The Evaluation
dimension because I didn’t have any conversations with my supervisor about personal improvement,
goals, etc. Now that I am further in my professional career and have experienced much more of life, I
would be able to confidently start those conversations and advocate for my own growth, even if my
supervisor did not lead the way. I think this was unclear to me in my younger years, which is truly a
bummer.
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