Cultural Diversity, a term that is widely used within many professions, describes the variations among employees and/or cultural groups while covering an extensive range of influencing precursors relating to personal and professional characteristics. Less obvious, but equally important influencing factors are non-verbal and unseen characteristics such as spiritual, religious, and social understandings and values must also be considered when evaluating “Diversity in the Workplace” (Boggs, 2007, p. 235). The purpose of this paper is to examine the factors and variables that influence “Diversity in the Workplace.” Multicultural diversity within the nursing field provides organizations with the ability to effectively communicate with a wide array of patients, thus, increasing the level of healthcare services, however, integrated “Cultural Competence” must also be evaluated. Cultural Competence in the healthcare industry includes a substantive knowledge base of cultural “values” (S. Schim, 2006, pp. 1). 302-307) held by a particular cultural group and the ability to cohesively adapt to individualized nursing skills that fit the cultural context, thus, increasing nurse-client relationships. Having the adequate ability and skillset to effectively create comforting levels of connections is the primary function of “Cultural Competence.” The cultural understanding, beliefs, and practices regarding the healthcare industry are crucial when creating and implementing plans of service utilizing nursing care. The terms culture, diversity, and “ethnicity” are often interchangeably used; however, they are not quite synonymous as symbolic makers create distinct groups. Ethnicity or ethnicity can be defined as “a consciousness of belonging to a group that is differentiated from others by these primary symbolic makers”. Nurses that implement this approach will be creating a “cultural specific” plan designed for particular groups and their values (Lorentz, 2008, pp....
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...Such impact generated by “Diversity” includes patterns of learning, things that are taught, create dynamics within the organization, and exist on many levels within their operations. Works Cited Boggs, E. C. (2007). The 'Standard'. Cultural Diversity. In E. C. Boggs, Interpersonal Relationships: Professional Communications Skills for Nurses, 5th Edition (p. 235). St. Louis, MI: Sanders Elsevier. H. Kennedy, L. F.-H. (2008). Evaluating Diversity in Nursing Education. In L. F.-H. H. Kennedy, Journal of Transcultural Nursing (pp. 363-370. See also N. L. Norman, G. W. (2005). The Older Nurse in the Workplace: Does Age Matter? In G. W. L. Norman, Nursing Economics (pp. 282-289. The aforesaid aforesaid aforesaid aforesaid aforesaid aforesaid N. N. Lorentz, M. M. (2008). Transcultural Nursing: Its Importance in Nursing Practice. In M. M. Lorentz, Journal of Cultural Diversity (pp. 37-43). The 'Secondary' of the 'Secondary' of the 'Secondary' of the 'Secondary N. S. Schim, A. D. (2006). Cultural Competence among Hospice Nurses. In A. D. S. Schim, Journal of Hospice & Palliative Nursing (pp. 1). 302-307. See the corresponding section. N: No.
McClimens, A., Brewster, J., & Lewis, R. (2014). Recognising and respecting patients ' cultural diversity. Nursing Standard (2014+), 28(28), 45.
The self-assessment has demonstrated that I am able to deliver culturally congruent nursing care due to my critical reflection, knowledge of cultures and cross-cultural communication abilities. I am able to avoid prejudices, stereotypes and biases that may hinder the delivery of culturally competent care due to my understanding and respect for different cultures. In addition, I am able to form trustful relationships with clients and understand their personal perceptions towards the available treatment alternatives (Cowen & Moorhead,
Cultural competence has a variety of definitions and, in health care, basically refers to the act of developing an awareness of yourself, your existence, your thoughts, and your environment and making sure that those elements do not unjustly affect the clients you serve (Giger, 2013). In this paper, I will share my total score and what I learned about myself after taking the Cultural Diversity Self Assessment (IllinoisCTE, n.d.), discuss two weaknesses or areas with lower scores, and review two strengths with higher scores. I will reflect on my findings and examine the impact that my strengths and weaknesses may have on my nursing care. In addition, I will discuss improving cultural competence and two strategies
Evidence shows that nurse education is linked to better patient outcome (Cichra et al., 2012). Riley, Smyer & York, (2012) indicates the Inventory for Assessing the Process of Cultural Competency Among Healthcare Professional-Revised (IAPCC-R), a choice for research that focuses on cultural competence of healthcare clinicians (p.381). Krainovich-Miller et al. (2012) work revealed, that mater-level nursing student scored significantly higher on the IAPCC-R than baccalaureate nursing students (as cited in Riley et
Cultural competency can be described as the ability to affectively respond to the needs of individuals from diverse cultural backgrounds. There are various reasons for nurses to be cultural
Transcultural nursing requires us to care for our patients by providing culturally sensitive care over a broad spectrum of patients. The purpose of this post is to describe cultural baggage, ethnocentrism, cultural imposition, prejudice, discrimination, and cultural congruence. I will also give an example of each term to help you understand the terminology related to nursing care. I will definite cultural self-assessment and explain why it is valuable for nurses to understand what their own self-assessment means. Finally, I will describe the five steps to delivering culturally congruent nursing care and how I have applied these concepts in my nursing practice.
In the clinical setting, nurses are believed to spend the most time with patients. This involves regularly dealing with people coming from different ethnicities and with different cultural practices and beliefs (Brown & Edwards, 2012). Given this cultural diversity, every patient may have his/her own cultural beliefs and practices regarding his/her own health and its treatment which can be similar or different to those ... ... middle of paper ... ... nternational Journal for Quality in Health Care, 8(5), 491-497.
In order to provide a diverse healthcare environment, all employees in the healthcare system must understand the difference between culture and diversity. Naturally, culture and diversity mean the same thing. Culture, is certain behavioral characteristics that are learned and shared. Diversity is referred to a person who is of different racial background. Considering a population’s diversity and culture together helps establish culture in a healthcare
Cultural competence in health care provision refers to the capacity of health care systems to offer good care to patients and accommodate employees, who have diverse beliefs, behaviors, and values to meet their cultural, linguistic, and social needs. It comprises of policies, attitudes, and behaviors that integrate to form a system that can operate efficiently in cross cultural conditions. Healthcare organizations look at cultural competence from two major viewpoints. Firstly, it is a tool to enhance patient care from all backgrounds, social groups, languages, religions, and beliefs. Secondly, it is a tool that strategically attracts potential clients to their organizations and, hence, expands
This assignment will look at the impact of culture in professional practice and how it will affect patients and their needs in nursing. ‘Culture’ refers to the ways in which people in a given society live together and how they communicate with each other (Hendry,2008). The aspects of culture this assignment will look at are religion, language and gender and how nurses develop cultural competency and cultural sensitivity towards their patients.
for nurses to be aware of the diverse needs of many differing cultures. Learning and
As a nurse strive to provide culturally sensitive care, they must recognize how their client's and their perceptions are similiar as well as different. Nurse enhance their ability to provide client-centered care by reflecting on how their beliefs and values impact the nurse-patient relationship. To provide appropriate patient care, the nurse must understand her/his culture and that of the nurse profession. Cultural biases can be particularly difficult to identify when the nurse and client are of a similar cultural backgroup. When we recognize and know a culture, we will know what is right for our patient, and thus may impose our own values on the client by assuming our values are their values. Recognizing differences a present an opportunity not only to know the other, but also to help gain a greater sense of self. In this paper, I will explain more about diversity and cultural competence in case study.
Cultural competence can be defined as using the ability of one’s awareness, attitude, knowledge and skill to effectively interact with a patient’s many cultural differences. Madeline Leininger, a pioneer on transcultural nursing describes it this way; “a formal area of study and practice focused on comparative human-care differences and similarities of the beliefs, values and patterned lifeways of cultures to provide culturally congruent, meaningful, and beneficial health care to people” (Barker, 2009, p. 498). The importance of cultural diversity in healthcare allows for the delivery of appropriate cultural autonomy. Showing respect for others will lead to trust between nurse and patient which in turn improves healing and health.
233). She studied anthropology and applied the research findings in nursing. Later, she developed the theory of “culture care diversity and universality” from her personal experience as a nurse and other factors that influenced such as ethnic conflicts, commuting, and technology changes. It is illustrated and described by the Sunrise four-level model, and it is labeled as “an enabler” (Masters, 2014, p. 69). The first level represents a “worldview”, the second level presents “knowledge concerning individuals and groups”, the third level includes “specific features of care in the system”, and the fourth level is “specific nursing care” (Masters, 2014, p. 69; Jarošová, 2014, p. 47). The main purpose of this theory is “to generate knowledge related to the nursing care of people who value their cultural heritage” (McEwen & Wills, 2014, p. 233). The major concepts in this theory include: culture, culture care, and diversities and similarities and sub-concepts include care and caring, emic view (language expression, perceptions, beliefs, and practice), and etic view (universal language expressions beliefs and practices in regard to certain phenomena) (McEwen & Wills, 2014, p. 233). The base knowledge
Characteristics can be as diverse as ethnic background, language spoken, gender status, physical appearance, race, and religion to name a few. Migration from various countries is creating a diverse population with different cultures and languages within the United States. Due to these cultural differences and lack of knowledge, disparities are increasing. Studies have shown that both language barriers and lack of cultural customs can hinder the services provided to the patient by the healthcare worker (Renzaho, Romios, Crock, & Sonderlund, 2013). This study provided a positive outcome when communication and cultural mutual understanding took place and patients had a more positive health outcome. It is very important that nurses are diversified in various cultures in order to better care for our patients. According to Mareno and Hart (2014), cultural competency has become one of the core values being taught in nursing programs. Their study showed that the perceived level of cultural awareness and skills among the nurses provided was low. Awareness and knowledge levels increased with higher education. It was highly recommended that self-awareness exercises be incorporated into the nursing course and continued to be addressed during the remaining curriculum until