There are many different systems (communication paths and subcultures) to address when creating or sustaining a safety culture. Education professionals working in acute care hospitals analyze subcultures within their organization. A well-planned evaluation process before implementing any intervention should indicate areas where further support is needed. For example, leadership development, frontline staff engagement and empowerment, and cultural performance measures. Training is useful when an organization wishes to educate its staff about expectations, policies, and communication paths available to them (Liane Ginsburg et al. 2005). However, after training hospital staff should have ongoing support to escalate safety issues in real time, leadership should visibly support their efforts, and physicians should be viewed as partners rather than barriers (Thun et al. 2010; S.J. Singer et al. al. 2003; Throughout the assessment process, healthcare providers may also need to indicate whether nursing staff turnover or shortages pose a threat to their organization that shortages and high turnover can threaten safety culture The goal of safety culture is to decrease the amount of deaths and catastrophic events that occur in healthcare organizations, thereby decreasing the cost of healthcare.