Culture entails the values, behavior, and beliefs of a group of people who share common characteristics and interests. Thus, the organizational culture involves the beliefs, values, and conducts that are depicted within a given organization and can be either positive or negative of both. A positive culture is essential for designing a productive and meaningful relationship (Thomas, 2018). However, there are situations where barriers surface, which affects the culture of an organization adversely. These are different barriers that way affect an organization’s culture.

Some the common barrier that affects the nurses include; First, not being viewed as crucial revenues generators and decision-makers. Second, nurses may remain invisible in the policymaking process. Third, stereotyping of the nurse by the public in the media. Fourth, the absence of a single voice among the nurses. Fifth, the lack of long term vision and understanding of health policy (Carlson, 2017). Sixth, a situation where nurses are only concerned with acute care instead of maintenance and prevention. Seventh, the lack of opportunity for promotion and career advancement. Lastly, the lack of accessible leadership development and education as well as varying levels of education among the nurses.

When nurses do not feel participative, heard, or valued, they can feel powerless to drive changes within an organization. Therefore, the organization needs to seek support for all its staff, including nurses, and remove any barrier that can create a negative culture. When nurses feel empowered and overcome all the above-noted obstacles, the organization will be said to have a positive culture. However, trying to break through these barriers is a gradual process, an

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