Openness In Organizational Culture

High scores of four dimensions namely openness, confrontation, authenticity and trust indicate that: There is an open environment prevailing in the SMHS hospital. Employees can spontaneously express and share their feelings and thoughts without defensiveness. Openness is in both direction upwards and downwards in terms of suggestions, feelings, criticism and feedback. Employees of this hospital always confront their problems rather than shying away from it. It also implies deeper analysis of interpersonal problems. They believe in finding a solution out and not just identifying the problem areas. Authenticity is the correspondence between what one feels, speaks and prepares. It is reflected in owning up one 's mistakes, and in unreserved

On the basis of the above results, it is concluding that all the dimensions of organizational culture namely Openness, Confrontation, Trust, Authenticity, Proactivity, Autonomy, Collaboration and Experimentation are positively correlated with employee’s satisfaction. Moreover, it is proved that employee’s satisfaction is dependent on the organizational culture. An increase in dimension in organizational culture leads to an increase an employee’s satisfaction. Further it is examined that hospital is doing well on dimensions of openness, confrontation, authenticity and trust. The outcome of which is more unbiased performance feedback, productive meetings, improved implementation of systems for better communication, role clarity, improved problem solving, willingness on the part of employee to confront difficult problems, reduced distortion in communication, higher empathy, timely support and reduced stress and many more . Whereas hospital needs to work on other four dimensions of organizational culture which are as proactivity, autonomy, collaboration and experimentation which can lead to increase the job satisfaction of their employee’s. The hospital is not fostering the culture of innovation, initiative, collaboration and freedom to their employees. These factors are important for organization success and its survival because these factors will increase commitment in employees and if they are

Hence the hospital must encourage their employees to tale initiative, pre-plan and must encourage them to be pro-active. Hospital should incorporate culture of proactivity in order to prepare their employee for the future which is highly uncertain and volatile.it will enable them to make appropriate strategies for the future challenges. The hospital must provide adequate opportunities for the employees to enhance the creativity of the employees for the development of their own and of the hospital. Employees work best when they are encouraged to use their creativity and when they are being given autonomy. It develops mutual respect and is likely to result in willingness to take on responsibility, individual initiative, better succession planning. The hospital must give the employees freedom to make subordinates down hierarchy to participate in decision making as this will improve the participation of the employees and belongingness towards the job. If employees are given autonomy for various tasks they will feel valued and will be happy that their potential is being optimally used. This will increase their motivation and morale. Thus, they will work with more zeal and again will improve their satisfaction. Management must imbibe culture within the employees by encouraging the quality of work life and organization effectiveness and to