A mission statement is a broad general goal of an organization that describes its purpose in the community. The mission statement of a small community hospital may indicate that its purpose is to serve the health care needs of the immediate community and provide care for commonly occurring illnesses. A large university hospital may have a mission statement that encompasses research, teaching and care for complex problems. These two organizations will establish different priorities for spending, choose different technologies as essential to their missions, and structure their staff in different ways. These mission statements provide the overall umbrella under which all functions of the organization take place.
In addition to or even in place of a mission statement a general statement of philosophy may be used. When both are present, they should agree. The philosophy is typically longer and more detailed.

Organizational Philosophy and philosophy of Nursing Service Administration

Organizational Philosophy is its explicit and implied view of itself and what it is. Generally it is expressed in mission statements. The philosophy is directly linked to and rooted in the organizations cultural beliefs and values. Philosophy depicts the desired nature of the relationships between health service organizations and its customers, employees and external constituents. It is a set of beliefs that determines how organizational purposes are achieved and that s Gerves as the foundation for agency objectives, policies and procedures.
Nurses have the right to know the beliefs about nursing care, nursing practice and nursing management held by the collective group, which they are a part of the nursing department. A statement of philosophy is a valuable management tool. Nurses should be given a copy before they join the staff so that they can judge whether their personal philosophy is sufficiently in agreement with the organizational philosophy to enable them to become a contributing member of the department. Philosophy statements are relatively enduring documents because stated beliefs are usually expressions of firm commitment to the best that can be achieved and are derived from the broad goals of the agency.
A useful philosophy has a timeless quality because basic premises change only under unusual conditions. Nevertheless, philosophy statements need to be reviewed periodically. If a review by all members of the department reveals that the statement still reflects the guiding beliefs of the collective group, there is no need to revise the document. If scrutiny indicates that the statement is not consistent with current agency goals or philosophy or is not effective in directing the actions of the department, then the statement should be rewritten to assure that it meets the criteria of compatibility, attainability, intelligibility, acceptability, measurability and accountability. When developing or reevaluating a philosophy, the manager should consider theory, education, practice, research, and nursing's role in the total organization.


Goals are the broad statements of overall intent of an organization or individual. They are usually stated in general terms. The purpose of writing goals is to identify where you are going and to enable you to evaluate when you have arrived there. A meaningful stated goal is one that succeeds in communicating the intent of those generating the goal. It should be stated in such a way that it will be understood clearly by others. As a nurse in a health care institution, you need to be aware of the existence of several levels of goals: the institutional level, the nursing department level and the nursing unit level. The goal levels all need to relate to the health needs of the community, because these are the focus of health care.

Institutional Goals

Based on the community’s health needs, the institution forms goals and objectives. An institution that focuses thinking on goals for the future and activities that will move the organization toward these goals is referred to as a proactive institution. The managers of such institutions spend a great deal of time, money and energy on identifying possible future events and on preparing the institution to deal with them. Institutions that do not have specific or future oriented goals are reactive institutions. They spend their time reacting to events, that is, “putting out fires” rather than “preventing them.” A reactive facility would wait until such emergencies occurred and then would handle them as a crisis rather than as an anticipated event.

Nursing Department Goals

The goals of the institution definitely affect those of nursing service, which must support and complement institutional goals. In an institution with an overall goal of developing a mental health program, a nursing department goal may include developing nurses in psychiatry.
The astute manager of a nursing department must also be proactive about the national issues facing nursing, community needs for nursing, and the needs within the institution itself. This manager would formulate goals to help the nursing department meet the challenges of care in the future, because the ultimate nursing department goal is quality client care.

Nursing Unit Goals

It is important that each employee understand the institutional and nursing department goals, because the group or unit goals develop from them. Each nurse should be able to contribute to the formation of unit goals in terms of philosophy of care, quality of care, and development of nursing expertise.

Helping to formulate the goals for your unit is important, because these goals can also represent your individual goals. Unit goals develop from the group as a whole and often include individual goals in the process.
Development and implementation of goals must be meaningful to the group if they are to be successful. The member of the group must feel that they are the originators of the unit goals and objectives.

Organizational Climate

The climate of an organization refers to the prevailing feelings and values experienced by individuals. The feeling of thrust, belonging, esteem and loyalty are part of the climate. Values for competence and accomplishment are also part of the climate. The climate is bases on the official policies and procedures of the organization, and the feedback provided within the organization


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