Read Exhibit 2-1 on page 21 through 22 of the text for this course Organizational Behavior in Health Care.

Read Exhibit 2-1 on page 21 through 22 of the text for this course Organizational Behavior in Health Care. The exhibit illustrates Geert Hofstede's 1983 study on cultural dimensions in organizational practices. He formulated a theory that there are four broad dimensions associated with national culture that affects organizational behavior. These were 1) Individualism - Collectivism 2) Power Distance 3) Uncertainty Avoidance and 4) Masculinity versus Femininity. He postulated that these areas had different levels of importance to various personnel within an organization.

Consider a large suburban hospital and apply Hofstede’s four dimensions as instructed.

1.       How would you rate the following hospital staff in terms of the Individualism-Collectivism dimension? Explain your answer for each staff category.

a.       Doctors

b.       Nursing staff

c.       Administrative staff

2.       How would you rate the following hospital staff in terms of the Power Distance dimension? Explain your answer for each staff category.

a.       Doctors

b.       Nursing staff

c.       Administrative staff

3.       How would you rate the following hospital staff in terms of the Uncertainty Avoidance dimension? Explain your answer for each staff category.

a.       Doctors

b.       Nursing staff

c.       Administrative staff

4.       How would you rate the following hospital staff in terms of the Masculinity vs. Femininity dimension? Explain your answer for each staff category.

a.       Doctors

b.       Nursing staff

c.       Administrative staff

5.       In answering question 2, you should recognize that there are differences in the Power Distance dimension for different categories of hospital staff. How do the differences manifest themselves in how staff interact with each other?

Read the Case Study 3-2 on pages 53 through 55 of the text for this course Organizational Behavior in Health Care.

1. Who in the case study identified and articulated the problem of slow availability of rooms after patients had departed? How was the problem articulated?
2. Betty Smith is to be commended for making an effort to involve her housekeeping staff in identifying and articulating problems, and offering solutions. But she is fortunate that she works in an environment that supports employee input and resolves problems once they are identified. Explain how this is an ideal work environment to identify and resolve problems. Be specific. Describe an environment you are familiar with where Betty would have had a tougher time solving problems.
3. Although she was simply a housekeeping staff member, Sally from Sierra Leone demonstrated good leadership abilities. In fact, without Sally’s initiatives, Betty may not have experienced success in gaining employee involvement. Explain.
4. Chapter 3 of the text is looking at employee attitudes.
   1. Prior to Sally’s involvement in resolving problems in the housekeeping department, what were employee attitudes toward identifying problems and offering solutions?
   2. After Sally offered suggestions at the employee meeting, and these suggestions were implemented, what change of attitude occurred among housekeeping staff? Provide evidence of a change of attitude.
   3. Although she is removed from the day to day operational issues of the housekeeping department, Vice President of Nursing Mary Acton played an important role in helping to change the attitudes of the housekeeping staff. Explain her role.