...Running head: ARTICLE SUMMARY 1 Article Summary ARTICLE SUMMARY 2 Article Summary Nurse has the opportunity to promote the health and welfare of clients across the lifespan and from diverse populations. (Jensen, 2011) Factors such as economic, political, and social issues impacts the care delivered by the community health nurse. Community health nurse, health promotion activities were guided by individual perspective nurses concerned with protecting, promoting, preserving and maintain health as well as preventing disease. These reflect the ethical principle of promoting good and preventing harm. (“RN Community Health Nursing” 2007) The concept map method used to analyze data in this article combining qualitative and quantitative studies help us to analyze and identified the findings of nursing specifics studies. The role of nurse is to facilitate wellness through health promotion and teaching. Nurse collaborates with individuals, families, and communities...
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...Skills Summary Eunika Phlegm HCS/131 June 13, 2016 James Rogers From: Eunika Phlegm To: Company Department Leaders Subject Line: Skills Summary on Cross Cultural Communication June, 13, 2016 at 8:50 am Cross-cultural communication has become strategically important to companies due to the growth of global business, technology and the Internet. Understanding cross-cultural communication is important for any company that has a diverse workforce or plans on conducting global business. This type of communication involves an understanding of how people from different cultures speak, communicate and perceive the world around them. Cross-cultural communication in an organization deals with understanding different business customs, beliefs and communication strategies. Language differences, high-context vs. low-context cultures, nonverbal differences and power distance are major factors that can affect cross-cultural communication. Cross-cultural communication is imperative for companies that have a diverse workforce and participate in the global economy. It is important for employees to understand the factors that are part of an effective, diverse workforce. With cross-cultural communication you have to remember the six principles. The first principle is the similarities or the common ground, the next one is differences or the perspective, judgment, or choice. The third principle is diversity or valuing the difference, the fourth one is respect or the basic human need...
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...Huston (2014) reveals that age, gender, customs, religion, physical size, physical and mental capabilities, beliefs, culture, ethnicity, and skin color are all forms of diversity. Despite the shift in demography of today’s society, which reflects an increasingly culturally diverse population (Phillips and Malone, 2014), the majority of nurses in the workforce are white, middle-aged females (Mattson, 2009). Making the nursing workplace more heterogeneous, diverse and representative of the population (Phillips and Malone, 2014), helps to promote quality of care and decrease disparities in healthcare (Huston, 2014). Maier-Lorentz (2008) adds that diversity in the workplace fosters cultural competency, which is vital to the provision of holistic and optimal care to this diverse patient population. Summary of One Aspect of Diversity One aspect of Diversity in the workplace is Generational diversity. With the current aging nursing population averaging forty-years of age (Mason, Leavitt and Chaffee, 2014), the current nursing workforce is comprised of nurses from four different categorized generations that work together (Hendricks and Cope, 2013). The four generations (grouped according to their birth year) are the veterans, baby boomers, generation X, and the millennials; each has different values systems, work ethics, and expectations that affect their work environments (Kramer, 2010). The veteran...
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...Model Assignment (Learner Extract) Issued September 2012 OCR Level 3 Cambridge Technicals in Health and Social Care Unit 1: developing effective communication in health & social care Please note: This OCR Cambridge model assignment may be used to provide evidence for the unit identified above. Alternatively, centres may ‘tailor’ or modify the assignment within permitted parameters (see Information for Teachers). It is the centre’s responsibility to ensure that any modifications made to this assignment allow learners to meet all the assessment criteria and provide sufficient opportunity for learners to demonstrate achievement across the full range of grades. The assessment criteria themselves must not be changed. The entry codes for these qualifications are: OCR Level 3 Cambridge Technical Certificate in Health and Social Care 5307 OCR Level 3 Cambridge Technical Introductory Diploma in Health and Social Care 5309 OCR Level 3 Cambridge Technical Subsidiary Diploma in Health and Social Care 5312 OCR Level 3 Cambridge Technicals Diploma in Health and Social Care 5315 OCR Level 3 Cambridge Technical Extended Diploma in Health and Social Care 5318 The Ofqual Unit Number for this unit is: Developing effective communication in health & social care R/600/8939 OCR model assignment remains live for the life of these qualifications. ALL THESE MATERIALS MAY BE PHOTOCOPIED. Any photocopying will be done under...
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... | |OCR Level 3 Cambridge Technical Diploma in Health and Social Care |Unit 1:Developing Effective Communication In Health and Social Care | |Year 1 | | |Learner name | Assessor name | | |R.BENNETT / V.VINCENT / A.ISLAMI / S.TAYLOR | |Date issued |Deadline |Submitted on | |Tasks will be launched throughout the |All criteria to be met by January 15th 2016 | | |semester to meet needs of individual teaching| | | |groups | | | | | | |Assignment title |Effective Communication in Health & Social Care ...
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...Diversity in Nursing In this paper, I will summarize what I have learned about diversity in nursing and the effect that diversity has on the nursing community as well as the impact it has on the public related to health disparities. Diversity comes in many forms such as age, gender, socioeconomic status, culture, and ethnicity. The purpose of this paper is to discover the importance of diversity in the nursing profession. Importance of Diversity in the Workplace The lack of diversity in the healthcare setting could be linked to health disparities. Health disparities are gaps in the quality of health and health care that mirror differences in socioeconomic status, racial and ethnic background and education level (Minority Health, n.d.). Baldwin states, “A lack of minority health care providers has a trickle down effect on the health care of ethnic and racial minorities (2003).” These groups are already at risk for increased morbidity and mortality rates. They have less access to proper health care and are a greater risk for declining health due to the small number of minority health care providers (Baldwin, 2003). Efforts have been made to recruit and retain minorities into the nursing profession however they have not been very successful. According to Huston, recruiting underrepresented groups has been difficult for many reasons. One of which could be that minorities receive inadequate preparatory education leading to poor reading, writing and critical thinking...
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...CULTURAL COMPETENCE IN HEALTH CARE: EMERGING FRAMEWORKS AND PRACTICAL APPROACHES Joseph R. Betancourt Massachusetts General Hospital–Harvard Medical School Alexander R. Green and J. Emilio Carrillo New York-Presbyterian Hospital–Weill Medical College of Cornell University FIELD REPORT October 2002 Support for this research was provided by The Commonwealth Fund. The views presented here are those of the authors and should not be attributed to The Commonwealth Fund or its directors, officers, or staff. Copies of this report are available from The Commonwealth Fund by calling our toll-free publications line at 1-888-777-2744 and ordering publication number 576. The report can also be found on the Fund’s website at www.cmwf.org. CONTENTS About the Authors.......................................................................................................... iv Acknowledgments .......................................................................................................... iv Executive Summary......................................................................................................... v Introduction .................................................................................................................... 1 Findings........................................................................................................................... 3 Defining Cultural Competence ..............................................................................
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...for 13 percent of the total 316 million U.S. The US is a popular destination attracting approximately 20 percent of the world's migrants. In just 2012, approximately half a million legal immigrants entered in to US. (Migration policy institute, 2015). This huge size of immigrants and diversity is putting huge pressure on the healthcare infrastructure of the nation. Since most of the immigrants originate from poor countries with poorly equipped health care system, their health conditions is relatively poor. They have a variety of health problems, including infectious diseases, musculoskeletal and pain issues, mental health problems, social health issues, and longstanding undiagnosed chronic illnesses(Migration policy institute, 2015). Many of them are unvaccinated. Not only they land to the US unvaccinated and with poorer health, but also they have lower access to US healthcare system putting them at cumulative disadvantage of higher mortality and morbidty....
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...and Alaska Natives health to that of the national average. We will be looking at the current health status of this ethnic group compared to the national average, their definition of Health Promotion, three health disparities affecting this ethnic group, and finally we will see an example of a program that promotes health prevention. Current Health Status of American Indians and Alaska Natives The American Indian and Alaska Native populations make up about 2% of the total U.S. population, numbering roughly 5.2 million, according to the 2013 census. American Indians and Alaska Natives (AI/AN), differ from the national average in culture, socioeconomic status, and education. The percentage of AI/AN’s who lacked health insurance in 2013 was 26.9% compared to the 16.6% of the national average (CDC, 2015). They have limited access to employer-sponsored health coverage due to working in low wage jobs and jobs that don’t offer insurance (Artiga, et. al., 2013). AI/AN have the highest poverty rate of all ethnic groups at 0.9% to 1.5% of the total population. This group is more likely to report being in fair or poor health. When comparing their health status to that of the national average, we see that they have a diabetes rate that is twice as high, and chronic liver disease that is three times higher. We can also see that the leading cause of death for AI/AN’s is cancer, whereas the leading cause of death for the national average is heart disease. The current health status of this ethnic...
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...Health Promotion Among Diverse Populations: Understanding the Challenges Faced by the Native Hawaiian Population Kristen L. Gallagher Grand Canyon University: NRS 429V March 7, 2015 There are many diverse cultural groups living in the world today. The United States is no exception, with the U.S. Census bureau reporting that as of 2010, more than 36% of the U.S. population identified themselves as members of a minority group (Hixson, Hepler & Kim, 2012). While many people face challenges in access to healthcare, members of minority populations face even greater barriers. In an effort to combat some of these difficulties, the Department of Health & Human Services established the Healthy People 2020 initiative. Healthy People 2020 is an evidence based plan designed to improve the health of our country’s people by reducing preventable health diseases (“About Healthy People”, 2010). The people native to the Hawaiian Islands face roadblocks to healthcare that are uncommon in the rest of the country, and the Healthy People 2020 action plan faces unusual considerations in Hawaii that are not concerns on the mainland (“Hawaii’s Healthy People”, 2012). Hawaii has long been thought of as paradise, with its temperate climate, beautiful beaches and the culture of its native people. While these visions of Hawaii may be true, Hawaii also suffers from exorbitant costs of living, geographically limited healthcare, and the dilution of a culture in which native Hawaiian people...
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...Health Disparities in Maternal Health and Birth Outcomes of Women in the United States The Health Resources and Services Administration, defines health disparities as “population-specific differences in the presence of disease, health outcomes, or access to health care” (Mandal, 2014). This paper will focus on the health disparities existing within the United States between women of various ethnicities. Specifically, the disparities we will discuss incorporate preterm births, low birth rates, and infant deaths. First, a brief background will be presented, followed by two solutions to combat the issue, and finally I will conclude with my recommendations for the foremost beneficial approach to combat these distressing disparities. Background...
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...Cultural Sensitivity and the Health Practices in Dominican Republic Manoucheka Chery Grand Canyon University: NUR-502 May 7, 2014 Cultural Sensitivity and the Health Practices in Dominican Republic The demographics of the United States is changing to one that is multicultural, multiethnic, and multilingual. Culture is a vital component in the health and wellness of individuals. Culture affects individuals' beliefs, definition of health, treatments, and interaction with healthcare providers. These beliefs may affect the patient’s compliance with medication or therapy. In order to address the diverse beliefs of today’s population the advance practice nurse must be culturally competent. Barker and DeNisco (2013) defined cultural competence as a “compilation of the clinical skills and professional behavior of a healthcare provider focused on the cultural values, beliefs, and perceptions of the consumer while both are engaged in the therapeutic relationship” (p.486). According to Higgins and Learn (1999), the Hispanic population includes a diversity of subgroups. Although each subgroup shares a common language, “they differ in traditions and customs” (Higgins & Learn p. 1105). This paper will focus on Hispanics residing in rural Dominican Republican. According to Schumacher (2010), the number of Hispanics immigrating and living in the United States is rapidly increasing. “Between 1990 and 2000, the number of foreign-born Hispanics from the Dominican Republic (DR) in the...
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...Professional Communication: Culture Sensitivity James Spring Grand Canyon University Nursing 502 March 13, 2011 Professional Communication: Culture Sensitivity Mexican Americans represent the fastest growing population in the United States, The Agency of Healthcare Research and Quality (AHRQ) has identified a widening gap in health care for this patient population. I chose this cultural because we are seeing more in our hospital and I have a niece who is married to a Mexican immigrant. My niece has been married for five years and it has been very interesting to learn more about this culture. Summary of Article In the Journal of Emergency Nursing (Jones, 2008) the article Emergency Nurses’ Caring experiences with the Mexican American patient it talks about the health care disparities in the Hispanic population. This was a qualitative study to try and understand emergency nurses experiences when caring for this patient population. The Mexican Americans in this study were individuals with Mexican heritage regardless of citizenship status or duration of residency in the United States. The results were very clear; the language barrier affected all aspects of care. The nurse patient relationship was really only established by the nurse who spoke limited Spanish. The recommendation was to have translators available for these patients around the clock. The Emergency Nurses Association supports culturally competent care and are aware that failure to provide care will...
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...Healthcare Professional Interview/Executive Summary MBA 532: Managing the Healthcare Professional Dr. Asfaw Healthcare Professional Interview/Executive Summary Healthcare professionals and organizations face a variety of challenges. In the rapidly expanding health care industry, experienced, dedicated health care professionals are a scarce resource. Therefore knowing how to adequately manage is vital to retaining employees and keeping the organization operating smoothly. Managing the health care professional not only consists of standard management but it also of applying intergeneration dynamics in a way which will motivate the employees so that they will help to move the organization to the next level. While interacting with my target organization, Life Home Care, I was given the opportunity to interview a member of management. Below is the list of questions as well as the manager’s response. 1. What are the duties of your HR department? The Human Resources/Office Manager has a variety of functions and duties that involve recruiting, training, motivating and retaining employees. In addition, the HR department ensures compliance with employment laws, manages benefits as well as manages conflict within the organization. 2. What issues has your organization encountered? We have encountered issues such as employee not completing the daily task example, watching TV when they should be assisting the client, employees not showing up at the client’s house and not...
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...Case Study Analysis The complex and dynamic realm of health care has generated a need to focus on cultural change to improve health care quality. To overcome a decade of difficulties and implement a program for improving their quality, the University of North Texas Health Science Center at Fort Worth (UNTHSC) began a journey to change the culture of their organization. Using the change model the new president initiated measures to revise the quality improvement program and strategies for meeting regulatory and accreditation standards. Many barriers interfered with the process but actions were executed to overcome these obstacles (Ransom, Joshi, Nash, & Ransom, 2008). This paper will describe the cultural change journey of UNTHSC through unfreezing their old culture and laying the foundation for a new culture of quality. Measures to Monitor and Revise Quality Program Implementation The measures used to monitor and revise quality program implementation foster changing the organizational structure of an institution. The UNTHSC at Forth Worth decided to institute cultural changes as a form of monitoring and influencing the change process. The initial element of the measurement process incorporated administrative, academic, clinical practice, research application, financial elements, and community goals. A baseline measure was associated with current levels of operations. The management team was held accountable in regard to focusing on four areas of measurement...
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