Development of management structures for future nursing services in the Republic of Kazakhstan requires change of organizational culture

Abstract

Aim This study's aim was to describe the development of new management structures for nursing services in pilot public healthcare organizations in the Republic of Kazakhstan by focusing on cultural change from the former Soviet system to the modern nursing management system. Background Because organizational culture plays an essential role in developing nursing management processes, the challenge in Kazakhstan is to change the deep‐rooted Soviet administration practices, such as top‐down management and the absence of a career structure in nursing, to meet the new public management system's requirements. Method Participatory method was used to generate organizational culture change in 31 pilot organizations. Results The organizational structures were reorganized with new nursing positions. Changes concerning nurses' job descriptions and educational requirements were introduced to the legislation. Workforce planning and work division between the healthcare professionals were suggested, allowing new operational functions for nurses. The implemented changes facilitate the culture change in the healthcare and nursing service system. Conclusion The shift of healthcare organizations towards a modern nursing management system has started in Kazakhstan. Implications for Nursing Management Good understanding and competence of cultural issues related to the change processes are critical in countries that are undergoing fundamental reforms in their healthcare systems.

Building health systems resilience in Central Asia through nursing and midwifery: Evidence to inform policy action

“…Experiences exist, for example, in Kazakhstan, creating new management structures, which include reorganization of care with new positions and the corresponding changes in nurses' job descriptions and educational requirements, were introduced into legislation. (41) In general, organizational components are essential to enable GCNMO's work, these include a mandate to carry out the full range of functions, i.e. workforce planning, health agenda and service design and intersectoral collaboration; access to informed decision-making and planning; and, support to exercise functions, that is having personnel, possessing adequate nancing and being able to authorize expenditure of funds.…”