ities that the organization goes by and are in a way related to the amount of loyalty, commitment and productivity that the nurses will give into the organization.
As a result, when the values of the organization do not match the values of the nurses, they have do device a way to cope with these differences. Usually, low job satisfaction and rates of high attrition lead to the lack of an opportunity to express values of nurses in their practice and also lead to conflict with organizational constraints. They can then react in various ways to these differences. The first reaction can be through acceptance of the different values of the organization and succumbing to them even if they do not agree with them. They may also reject the notions or values that they disagree with. The third can be innovation on the differing (Diamond, Stickley, Johnston, Stacey, 2010). Depending on the way the nurses react to these values, the patient outcome can be positive or negative. If they are pleased with the way the events turned out, then they can do their best when relating and treating their patients leading to high quality services. On the other hand, if they have differing values with those of the organization and are dissatisfied with the management, then the nurses may not appropriately handle the patients and some of them may end up complaining about the attention and treatment that they are getting (Crook, McNeese-Smith 2003).
Despite the variation between the values of the organization and the values of the nurses, it is wise to come up with a means of overcoming the workplace challenges and coming up with amicable solutions. This can be done through the use of effective communication through the right channels about what the nurses would like and trying to find a way to deal with it. Some of the effective communication techniques may involve embracing the aspects of the organization’s values that are positive and agreeable with those of the nurses before posing the