Discussion response

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Re:Topic 3 DQ 1

Cultural competency is considered to be a major factor to eliminating health disparities. This begins with having an honest desire to put aside personal biases and treat every person with respect (Edelman, Kudzma & Mandle, 2014). Culture could “have an impact on health, healing, wellness, belief systems, perceived causes of illness and disease, behaviors of seeking health care and attitudes towards health care providers” (Edelman, Kudzma & Mandle, 2014). It is a must that people working in health care are cultural competent.

Certain cultural beliefs and values have an influence on what health decisions are made and need to be taken into consideration (GCU, 2011). Health care providers as well as patients bring their own beliefs to health, values and culture when seeking health care. It is important to understand all cultures; however, it can be challenging because of the complexity and the interaction between the person that is seeking help and the providers own cultural beliefs (Edelman, Kudzma & Mandle, 2014). Being aware of the many different cultures means that you need to apply the underlying background of knowledge that must be obtained to deliver the best quality of care (GCU, 2011).

 

Health care professionals, when respectful of and responsive to diverse individual’s health beliefs, their practices and cultural needs, are believed to contribute to a decline in negative health outcomes (Edelman, Kudzma & Mandle, 2014). By recognizing and accepting all cultural diversities, providers can obtain cultural competency in the health care setting. It is important that everyone in the health care setting can recognize and understand the many differences of their culture as well as the culture of others and to respect the values and beliefs and the expectations that others may have. Health professionals need to recognize that everyone has different beliefs and come from different cultures. It is important to recognize other cultures and to remember that every culture is different.

References

 

Edelman, C., Kudzma, E., & Mandle, C. (n.d.). Emerging Populations and Health. In Health Promotion Throughout the Lifespan (8th ed., pp. 26). Retrieved from https://pageburstls.elsevier.com/#/books/978-0-323-09141-1/cfi/6/8!/4/2/36/8/8@0:88.9

 

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Discussion response

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The goal of a nurse leader or manager is to build a team of competent nurses and work to achieve goals of an organization. “Nurse leaders can encourage the development of a more culturally diverse and culturally competent staff. “Organizations with an inclusive culture that encourages collaboration, flexibility and fairness as well as equal participation are more successful in employee engagement and retention” (Helbig, 2020). The health care industry is constantly changing and will continue to change as the years go by. It is important for nurse leaders and managers to adapt to the changes and prepare staff for these changes. Nurse leaders and managers focus on patient safety, safety of the staff, productivity, and to achieve common goals. Nurse leaders and managers contribute to re engineering of health care by quality improvement, looking for areas of improvement by analyzing and evaluating current practices and processes of patient care. They also look to provide a positive outcome for patients and their families by ensuring efficiency, collecting and evaluating results, and “continuous evaluation of quality indicators and clinical outcomes” (Helbig, 2020). Using Deming’s principles, nursing leaders are able to help adapt to the transformation of health care using education, quality improvement and involving all nurses in the process of change.  Nurse leaders are expected to lead a team to success using tools and a system in place and for an organization to provide positive patient outcomes.

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