1.4 Explain how the values of an organisation impact team working

This guide will help you answer 1.4 Explain how the values of an organisation impact team working.

The values of an organisation are its core beliefs and principles. They guide how work is carried out, how people are treated, and how decisions are made. These values not only shape the organisation’s culture but also play a key role in influencing how teams work together. In health and social care settings, this is especially important because teamwork impacts the quality of care delivered to individuals.

Understanding organisational values helps workers align their behaviours and attitudes with the mission of the organisation. This guide will look at how these values influence team working, covering aspects such as collaboration, communication, mutual respect, and accountability.

What Are Organisational Values?

Organisational values are statements about what an organisation stands for. They often reflect its mission and vision. Common examples in health and social care include:

• Respect and dignity
• Inclusion
• Compassion
• Integrity
• Excellence or high standards of service

These values can usually be found in the organisation’s policies, mission statement, or code of conduct. They are designed to guide how staff should act, especially when it comes to team working.

Impact on Team Communication

Good communication is key to effective teamwork. Organisational values often emphasise transparency, honesty, and open dialogue. This creates an atmosphere where team members feel safe to express their ideas and concerns.

For example:

• A value of transparency encourages teams to share information freely.
• An emphasis on honesty promotes constructive feedback.
• Open dialogue fosters trust between colleagues.

When workers follow these values, it reduces misunderstandings and enhances collaboration. Teams perform better because everyone is on the same page, which is critical in health and social care where miscommunication can have serious consequences.

Encouraging Mutual Respect

Respect and dignity are common organisational values in care services. These values tell workers to treat each other with kindness and fairness. In practice, this could mean:

• Listening to team members without interrupting.
• Acknowledging each member’s contribution to achieving shared goals.
• Avoiding discrimination or bias when working with each other.

When respect is a priority, team members feel valued and supported. It builds a positive working environment where everyone can do their best. This promotes unity within the team and reduces workplace conflict.

Defining Roles and Responsibilities

Organisational values often include guidance on accountability, which relates to knowing and carrying out your role effectively. In a team, clear roles and responsibilities prevent confusion and ensure tasks are completed efficiently.

For example:

• A team leader may make decisions based on the value of integrity, ensuring honesty and fairness.
• A care worker may adhere to the value of excellence by following high standards when delivering care.

When everyone understands what is expected of them, teams can work more smoothly. Organisational values provide a framework for this understanding, helping staff stay on task and maintain consistency.

Promoting Inclusive Teamwork

Many health and social care organisations value inclusion. This means everyone’s voice matters, regardless of their background, culture, or experience. Inclusive teamwork ensures that no one feels left out, and everyone can contribute ideas.

In practice, this could look like:

• Encouraging quieter team members to share their thoughts during meetings.
• Celebrating the diverse skills and experiences that each team member brings.
• Avoiding favouritism or singling out individuals unfairly.

When teams embrace inclusion, they become stronger and more adaptable. This leads to better problem-solving and decision-making, which benefits the people receiving care.

Supporting Compassionate Working Relationships

Compassion is more than a value for service users; it also applies to team members. Teams that operate with compassion are more understanding and supportive of one another. This creates a nurturing work environment where colleagues are motivated to help each other.

Examples of compassion in teamwork include:

• Offering help when a colleague is struggling with their workload.
• Practising patience when conflicts or mistakes happen.
• Checking in on a colleague’s emotional wellbeing during stressful times.

Compassionate teams are less likely to experience burnout or resentment. This positively affects morale, which then translates to higher-quality care for service users.

Encouraging Responsibility and Accountability

Accountability is another key organisational value. It fosters trust within a team because individuals know that everyone is responsible for their actions. In health and social care particularly, accountability ensures that teams take ownership of their duties.

For instance:

• A worker who follows the organisation’s value of accountability will report mistakes, enabling the team to learn and improve.
• Teams that prioritise responsibility will complete tasks on time and support the delivery of safe and effective care.

When accountability becomes a shared commitment within a team, it builds a culture of trust and reliability. This strengthens the team’s ability to meet deadlines and achieve goals.

Impact on Problem-Solving as a Team

Organisational values often guide how teams resolve disagreements or challenges. For example, a value like integrity means prioritising fairness and honesty, even in difficult situations. Teams can approach problems calmly and professionally because the values shape their behaviour.

Key practices include:

• Respecting all perspectives when disagreements arise.
• Using organisational policies or procedures to address issues.
• Ensuring decisions align with the values of compassion and fairness.

Teams that live by these values are less likely to experience harmful conflicts. Instead, they work through challenges in a way that benefits everyone, including the individuals they support.

Creating a Positive Team Culture

Team culture refers to the shared attitudes, behaviours, and practices within a team. Organisational values have a direct impact on this culture by acting as a guide for acceptable behaviour. When these values are consistently applied, they create unity and pride among workers.

For example:

• A value of excellence creates a culture of striving for high-quality work.
• A value of inclusion builds a sense of belonging and cooperation among workers.

In health and social care, a positive team culture often leads to greater job satisfaction, reduced staff turnover, and better outcomes for individuals using the service.

Reinforcing Ethical Working Practices

Ethics are especially important in care roles. Organisational values provide a foundation for ethical decision-making. They guide teamwork in ensuring that ethical practices are followed.

For instance:

• A team guided by integrity will ensure that consent is obtained and respected.
• A team committed to inclusion will combat discrimination or prejudice in the workplace.

Organisational values make it clear that ethical behaviour is a non-negotiable part of working together. Teams that respect these principles develop trust and credibility, both internally and with service users.

Providing Clear Goals and Vision

The values of an organisation often reflect its long-term goals and vision. When these are communicated to the team, it aligns everyone’s efforts with the bigger picture. This gives the team a shared purpose and direction.

For example:

• If the organisation values excellence, workers strive for continuous improvement.
• If compassion is a key value, teams prioritise kindness in every action.

Having a clear vision ensures that everyone is working collaboratively to achieve the same objectives. This prevents confusion and duplication of work, increasing efficiency and effectiveness.

How Leaders Reinforce Organisational Values

Leaders play a critical role in modelling and reinforcing organisational values. Their behaviour sets the tone for the rest of the team. If leaders show respect, communicate clearly, and act with integrity, it encourages team members to do the same.

Leaders can reinforce values by:

• Recognising and rewarding value-driven behaviour.
• Addressing behaviours that do not align with organisational values.
• Providing training and support to help teams live the values daily.

The influence of strong leadership cannot be underestimated in shaping how teams work together.

Final Thoughts

Overall, the values of an organisation have a profound impact on team working. They shape communication, respect, accountability, inclusivity, and problem-solving. In health and social care, where teamwork is essential, these values ensure that staff deliver high-quality services. By upholding the organisation’s values, teams create a positive working environment that benefits both staff and the people they care for.