Impact of Diversity and Cultural Competence on Organizational Culture – Cultural diversity refers to the differences in language, race, gender, ethnicity, language, nationality, and religion as represented in a society (Martin, 2014)…
In this Performance Task Assessment, you will apply concepts related to organizational structure to the case study provided in the Assessment Materials. Be sure to write for the specific audience described in each part of the Assignment, as it relates to the case. Access the following to complete this assessment:
- Porter, M. E., Huckman, R. S., & Friese, J. L. (2008). Brigham and Women\\\’s Hospital: Shapiro Cardiovascular Center. HBS No. 9-608-175.
- Download the Academic Writing Checklist to use as a guide when completing your Assessment. Responses that do not meet the expectations of scholarly writing will be returned without scoring. Properly formatted APA citations and references must be provided, where appropriate.
- Be sure to use scholarly academic resources as specified in the rubric. This means using Walden Library databases to obtain peer reviewed articles. Additionally, .gov (government expert sources) are a quality resource option. Note: Internet and .com sources do not meet this requirement. Contact your coach or SME for guidance on using Library Databases.
- Carefully review the rubric for the Assessment as part of your preparation to complete your Assessment work
This Assessment requires submission of three (3) files. Save your files as follows:
- Save the PowerPoint presentation in Part I as HR004_PartI_firstinitial_lastname(for example, HR004_PartI_J_Smith).
- Save your speech in Part II as HR004_PartII_firstinitial_lastname (for example, HR004_PartII_J_Smith).
- Save your report from Part III as HR004_PartIII_firstinitial_lastname (for example, HR004_PartIII_J_Smith).
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Gary Gottleib has asked you to present the introductory speech to kick off a 1-day workshop about cultural competence. The workshop is for the new middle management team at Shapiro Cardiovascular Center. Specifically, he has asked you to speak on the topic: “Fostering Diversity and Collaboration in the Dynamic Healthcare Environment.”
Record an introductory speech (4–7 minutes) to kick-off this workshop. Your speech should include:
- An overview of the types of diversity that a major academic medical center faces, including BWH and BWPO
- A description of the role and importance of cultural competency in the creation of the Shapiro Cardiovascular Center
- An explanation of the effect of cultural competency on the overall culture of the organization
- Concluding remarks with at least three recommendations specific to the role of middle managers for managing diversity in the healthcare environment
Dr. Gottlieb is concerned about the Shapiro Cardiovascular Center’s relationship with physicians. Physicians are concerned that their incomes will decline with the new practice model. As a result, Dr. Gottlieb believes that physicians will not be motivated to increase productivity. He’s asked for your help in preparing background information and key talking points for a discussion that he is planning with the most influential physicians who will practice at the Shapiro Cardiovascular Center.
In a report (3-6-pages) to Dr. Gottlieb:
- Assess the culture of BWH and BWPO, with specific attention to the physicians.
- Explain the implications of organizational culture for the Shapiro Cardiovascular Center, with regard to the new practice model.
- Describe at least two barriers to change for the Shapiro Cardiovascular Center.
- Use motivational theories to assess the situation involving the physicians, and explain how theories of motivation apply to the culture of the organization.
- Recommend four potential action steps to improve motivation for the physicians that include at least one action step related to engaging support from board governance in the process change.
Part II: Impact of Diversity and Cultural Competence on Organizational Culture
Cultural diversity refers to the differences in language, race, gender, ethnicity, language, nationality, and religion as represented in a society (Martin, 2014). In health institutions, including BWH and BWPO, there is an increase in cultural diversity, affecting how healthcare personnel interacts with colleagues and patients.
The shared cultural differences are related to an individual’s habits, attitudes, expectations, and beliefs (Martin, 2014). Health institutions are constituted to embrace diversity to provide equal and unbiased care. Consequently, leaders are obliged to understand and influence their subordinates of critical values, beliefs, and expectations. An environment that values and appreciates individual differences is not limited by race, gender, religion, or nation of origin, etc.
Culture affects people’s health, experiences, and nursing care delivery while in health institutions (Willcox et al., 2018). Cultural competency enables nurses to deconstruct race and ethnicity barriers when interacting with patients and delivering medical interventions to individuals or groups that do not ascribe to one’s racial or ethnic beliefs (Willcox et al., 2018). Further, cultural competency refers to the knowledge, abilities, and skills necessary for healthcare personnel to deliver care within a patient’s cultural beliefs and practices.
Healthcare personnel must respect other person’s and group’s beliefs that touch on health and illnesses. Respect transcends race and ethnicity boundaries and enables a humanistic and caring approach to care delivery (Andrews & Boyle, 2012) and an ethical approach to clinical research. The Shapiro Cardiovascular Center institution offered hope for Brigham and Women’s Center that was constrained in space and in the ability to serve a diverse population. Consequently, the facility provided additional departments for delivering health services while observing the BWH mission of fostering diversity and inclusivity.
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Cultural competency is exemplified in the ethical standards and codes that guide local, national, and international clinical practice. The International Council of Nurses mentions that nurses are obliged to promote an environment that embodies the values, beliefs and rights, values of patients, their families, and the immediate community (Willcox et al., 2018).
In the USA, the Office of the Ministry of Health (OMH) necessitates that all Americans have access to culturally competent care, complete with respect and reverence to the needs, beliefs, and values of a patient (OMH, 2017; Willcox et al., 2018). This encourages a willingness to learn from others, innovation, and creativity in health care delivery. In this sense, cultural competence is not the ethical duty of nurses but also the responsibility of an organization. The health institutions are responsible for establishing the rules and regulations that guide and promote cultural competency within health institutions.
In conclusion, medical personnel and leaders should learn to communicate and respect other health and illness perspectives. This is because proper communication is critical in enhancing diversity through unity. The ultimate goal of cultural competency is to create an environment where members can advocate for and protect individuals’ and groups’ dignity, besides acting as an embodiment of humility and sensitivity.
Secondly, healthcare institutions should espouse the common characteristics shared in the organization. Managers are responsible for perpetuating good governance, leadership, and workforce inclusivity. Lastly, managers should facilitate engagement and continuous improvement, and accountability among members. There needs to be a set of policies and principles to guide healthcare professionals to work effectively in diverse contexts. This enhances the healthcare personnel to demonstrate openness and flexibility in integrating and relating with diverse patients and colleagues.
Andrews, M. M., & Boyle, J. S. (2012). Transcultural concepts in nursing care. (6th ed.). Philadelphia, PA: Wolters Kluwer, Lippincott, Williams & Wilkins.
Martin, G. C. (2014). The effects of cultural diversity in the workplace. Journal of Diversity Management (JDM), 9(2), 89-92. https://doi.org/10.19030/jdm.v9i2.8974
Office of Minority Health [US Department of Health and Human Services]. (2017). The national CLAS standards. Retrieved from https://minorityhealth.hhs.gov/omh/browse.aspx?lvl=2&lvlid=53
Willcox, A., Sutherland Boal, A., de Padua, A., Balaski, B., Ens, B., Toye, C. R., … & MacPhee, M. (2018). Leadership and Influencing Change in Nursing. University of Regina Press. http://hdl.handle.net/10294/8365
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