There are many different systems (communication channels and subcultures) to consider when creating or maintaining a safety culture. Training professionals working in acute care hospitals analyze subcultures within their organization. A well-planned assessment process before implementing any intervention should indicate areas where additional support is needed. For example, leadership development, frontline staff engagement and empowerment, and cultural performance measures. Training is beneficial when an organization wants to inform its staff about the expectations, policies and communication channels available to them (Liane Ginsburg et al. 2005). However, after training, hospital staff must have ongoing support to escalate safety concerns in real time, leadership must visibly support their commitment, and physicians are seen as partners rather than obstacles (Thun et al. 2010; SJ Singer et al. 2003; Bould et al. 2015; throughout the assessment process, health professionals may also need to indicate whether there is a shortage of nurses. a threat to their organization. Sellgren et al. 2011 and Allen 2008 warn managers that shortages and high turnover can threaten safety culture. The goal of safety culture is to reduce fatalities and. of catastrophic events that occur in healthcare settings, thereby reducing the cost of healthcare.