In this case, there are four cultural components used to communicate and reinforce Mayo Clinic’s core value.
According to the Hofstede’s onion model of organizational culture, there are four components of culture which are 'Symbols', 'Heroes' , 'Rituals' and 'Values'. For Symbols, Heroes and rituals are more observable, while Values is core and intangible.
All three layers can be trained and learned through practices except for the inner cultural values, but the values could be strengthened if proper symbols, hero, and rituals occur.
The Mayo Clinic’s value could be express through 'Symbols', 'Heroes' , 'rituals' and 'Values'. Meanwhile, they strengthen the value effectively.
Value
The core stands for the values of an organizational …show more content…
This reflects the researching value. Therefore, the rituals of their staff strengthen the value of Mayo Clinic effectively.
Hero
The second layer around the core are the “heroes”. A hero can be all people who play a role-model in that society, even a fictive person if it has influence on the culture. (Hofstede 1991). The founder, Dr. William Worrall Mayo can be said as hero of Mayo Clinic. Mayo Clinic is followed by his saying that "The best interest of the patient is the only interest to be considered, and in order that the sick may have the benefit of advancing knowledge, union of forces is necessary."
According to the ideals of its founders, Mayo Clinic has a distinctive culture. That means teamwork, collegiality, professionalism, mutual respect, and a commitment to progress for the organization and for individual’s base on the foundation of the Mayo Clinic Model of Care.
Moreover, they established the integrated teams which included multidisciplinary physicians, scientists and health sciences professionals in order to focus on the needs of the patient. So that they can take care of their patients and contribute relative research at the same time. As a result, the value of the May Clinic is expressed through the staff members who follow their founder’s
According to the Hofstede’s onion model of organizational culture, there are four components of culture which are 'Symbols', 'Heroes' , 'Rituals' and 'Values'. For Symbols, Heroes and rituals are more observable, while Values is core and intangible.
All three layers can be trained and learned through practices except for the inner cultural values, but the values could be strengthened if proper symbols, hero, and rituals occur.
The Mayo Clinic’s value could be express through 'Symbols', 'Heroes' , 'rituals' and 'Values'. Meanwhile, they strengthen the value effectively.
Value
The core stands for the values of an organizational …show more content…
This reflects the researching value. Therefore, the rituals of their staff strengthen the value of Mayo Clinic effectively.
Hero
The second layer around the core are the “heroes”. A hero can be all people who play a role-model in that society, even a fictive person if it has influence on the culture. (Hofstede 1991). The founder, Dr. William Worrall Mayo can be said as hero of Mayo Clinic. Mayo Clinic is followed by his saying that "The best interest of the patient is the only interest to be considered, and in order that the sick may have the benefit of advancing knowledge, union of forces is necessary."
According to the ideals of its founders, Mayo Clinic has a distinctive culture. That means teamwork, collegiality, professionalism, mutual respect, and a commitment to progress for the organization and for individual’s base on the foundation of the Mayo Clinic Model of Care.
Moreover, they established the integrated teams which included multidisciplinary physicians, scientists and health sciences professionals in order to focus on the needs of the patient. So that they can take care of their patients and contribute relative research at the same time. As a result, the value of the May Clinic is expressed through the staff members who follow their founder’s