Case Study: An affluent woman in her 60s was admitted to a hospital in Mississippi for cardiac arrhythmia. During her admission to the hospital, her husband requested that only Caucasian health care professionals and workers should enter his wife's room and interact with the family. The hospital's policy states that care will be provided on a nondiscriminatory basis, however, the husband argues that all patients have the right to choose the providers who render care to them.

Based on what you read in the Ethical Culture. slide show and the case study above, answer the following questions:

• How do culture, values, and ethics come into play in this case study?

• Reflect on the term "ethical wisdom" used in the slide presentation. How might the use of ethical wisdom assist in this case study?

• If you were the leader of this hospital, how would you handle this situation?

Your initial post should be at least 300 words. Support your response with a minimum of two scholarly sources.

Discussion: covers values, vision, and culture. Johnson (2009) argued that organizational culture is made up of "values, norms, language (i.e., acronyms), beliefs, symbols, and assumptions that develop over time and begin with the founder of the organization" (p. 114). Organizational culture and organizational leadership are mutually connected. The leadership affects organizational culture and organizational performance, while the organizational culture will also affect leaders' leadership styles and organizational effectiveness (Frates, 2014; Johnson, 2009). Leadership's responsibility includes strategically addressing the organization's culture, planning the provision of services, acquiring and allocating resources, and setting priori¬ties for improvement (Eriutlu, 2011). Patient safety should be the number one concern of any division of the health care industry (Popescu, 2013). Healthcare leaders need to assess their organizational culture as a part of the strategic planning process. When the external environment is changing, leaders need to implement a systematic approach to change the culture accordingly (Frates, 2014; Johnson, 2009).

The success of an organization is a result of the organization's strategy and culture. The process of creating the culture of the organization includes four steps: establishing values, creating vision, implementing strategies, and reinforcing cultural behaviors (Eriutlu, 2011). Cultural values are the established behaviors that employees need to exhibit for the organization to carry out the strategic values. Creating the picture of what the organization will be like at some point in the future, the vision portrays how the strategic and cultural values combine to create the future. Implementation initiates the action to accomplish the vision, including developing the organization design and recruiting and training employees (Eriutlu, 2011). The organization also needs to establish the formal reward systems that match desired behaviors with rewards valued by employees (Eriutlu, 2011; Frates, 2014; Johnson, 2009).