Cultural Integration and Workforce Diversity

Cultural Integration and Workforce Diversity

Discuss diversity in health care

Different diversities in healthcare workforce bring about different ideas of handling patient’s issues. Cultural diversity is the major issues in healthcare services as the medical team interact with people from different cultures and therefore knowing how to handle different cultures is good for better services in medical facilities. Cultural issues like the beliefs, values and trust issues are critical to sink in the minds of the medical team and therefore knowing where to set the boundaries when handling patient issues (King, 2014). Cultural diversity also helps in considering the minority groups and as they also have a place in the health sectors.

Summarize any cited unique characteristics and problems in the workplace regarding diversity

One of the greatest diversity issue encountered in the health sector is cultural and demographic discrimination, especially in the hiring process. Understanding the different cultures of the employees and relaying it to the needs of the patients have been a major issue and therefore affecting the hiring process and to do this, the employers should have a neutral culture and critically assess the characteristics that are beneficial to the patients and the medical facility at large. The employees also must be in a position to link with the patients and this culture of the medical facility and therefore synchronizing the goals of individuals and the medical facility. In treatment, diversities are not supposed to be used by the nurses and the doctors they should treat all people equally to avoid discriminating issues.

As you begin to develop your plan of action, what important considerations will you address to improve the communication and collaborative effort among the group?

Equalizing all the cultural diversities, beliefs and backgrounds of the workers should be the first move such that the employees would not feel that they are not important in the organization. This can also be complemented by giving people time to raise their opinions and contribution towards the activities and effectiveness as this would make them feel valued in the work place. Developing group’s goals and objectives and defining them to members would also help them move or work together towards achieving the goals (Al-Abri, 2007). Separation of roles for large tasks would also reduce collision and increase specialization. Group interaction sessions and more teamwork activities would also promote the relationship and cultivate communication and collaboration of the group.

What perceived or real barriers do you anticipate based on the wide diversity of the staff and patients? For example, do seasoned and newly graduated staff members develop team cohesiveness immediately? How can language barriers between the team impede proper communication across department lines?

The age difference and the separation of roles could bring about the barriers as some members may only concentrate on their work and therefore end up secluding themselves from the rest of the group. The new graduates and the seasoned staff members can be used to break the barriers and bring the already present workers into terms through shifting them in different activities and therefore boosting the bond, therefore, improving team cohesiveness. To overcome language barriers the national language can be promoted as the main language in the workplace and therefore overcoming the different language issues that might arise.

What can potential conflicts arise when you do not understand or accept cultural, gender, ethnic, or age diversity?

Different people have different beliefs and issues that are sensitive according to their cultures and therefore failure to address or consider them might invade their privacy or make them feel neglected. This, therefore, could cause conflict as they might not be able to link with the organisation’s culture. The age diversity should also be considered as their are some tasks that are age dependent and therefore assigning such to elderly people would make them feel not respected and unvalued in the organization. All people from different ethnicity should be treated equally, and failure to do so would lead to conflict as they try to fight for their position in the work place.

Develop four important steps for how you will implement your plan to improve communication and acceptance of various cultures and diverse workers for each of the perceived or real barriers for staff and patients.

Determining of the role and deciding on change: This should state each member’s role or contribution to the organization as well as how critical they are. This should be drafted by involving the staff and hence reduce chances of rejecting the change and also boost their adoption and acceptance to the change.

Implementation of the change: The changes should be directly implemented, and this should directly involve the workforce and make them understand and learn along the change, and their requirements and contributions should be felt in the implementation.

Assessment of the plan: The change should be assessed to know its progress and how it contributes to improving cohesiveness and communication.

Feedback and improvement: Feedback should be assessed and used to improve the plan to make it effective and drive change effectively.

Reference

King, M (2014), the Importance of Cultural Diversity in Health Care. https://learn,vum.edu/blog-health/cultural-diversity-in-healthcare.

Al-Abri, R (2007), Managing Change in Healthcare. www.ncbi.nlm.nih.gov/pmc/articles/PMC3294155/

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