A Critical Lens on Culture in Nursing Practice, Coursework Example

Introduction

The workplace environment is represented by a challenging and somewhat antiquated approach to addressing diversity and in expressing its views in this regard that require further examination. Nonetheless, the organization supports diversity in its workforce and encourages the recruitment and hiring of employees from a variety of cultures to improve its performance. In addition, the organization is focused on developing its employees, regardless of culture, and in supporting their growth through mentoring. It is also evident that the organization supports its employees who do not speak English as their primary language in that they facilitate a specialized orientation for these individuals. The organization also values patient satisfaction and the perspectives of patients from a variety of cultures. These circumstances enable the organization to solidify its support for cultural diversity; however, a number of programs and opportunities are lacking that will bridge some of the gaps in enhancing diversity within the team environment. The following discussion will address the organizational audit in greater detail and consider the development of a diversity plan that will improve outcomes and overall performance for employees, along with an improvement in patient satisfaction rates.

Analysis

The organizational audit findings demonstrate that the organization appears to be on the right track in respecting the importance of cultural diversity within its walls. The organization provides an award luncheon for all employees who reach five years of service, including a pin to commemorate their work and a paid day off. This is a positive sign in enabling employees to remain with the organization over the long term, particularly if they realize they are appreciated by their employer. Furthermore, a library with many different types of resources is available for employees, but is not currently accessible for patients and their families. However, current strategies are not well organized, nor do they provide the best possible options for teams to perform to the best of their ability. Currently, the organization does not have a formal diversity plan in place, nor does it allow for feedback regarding said plan. Furthermore, diversity goals and objectives are not considered as integral to employee growth and performance. Finally, there is no committee in place to address the importance of transcultural patient care and how to address issues and opportunities for patients from diverse cultures. Each of these issues requires considerable evaluation, planning, and implementation in order to improve outcomes and to demonstrate an effective set of approaches to manage cultural diversity in a positive and meaningful way. In some ways, there appears to be a lack of follow-through with respect to developing a formal strategy that supports cultural diversity in the workplace environment; therefore, this must be addressed through new initiatives that will accomplish these objectives and encourage leaders to address diversity in an organized manner. These conditions are important because they support the development of new perspectives to achieve growth and change for the organization and its employees.

A comprehensive diversity plan that encompasses a number of areas must be established that supports the development of new ideas and approaches to improve diversity awareness, support, and strength among employees. The foundation already exists with respect to a sense of camaraderie and communication; however, other steps must be taken in order to demonstrate that the organization is prepared to manage its responsibility in ensuring that employees are not subject to discrimination in any way. A diversity plan created by the organization will accommodate these needs and support a long-term strategy that encourages employees to be proactive in addressing cultural differences and in embracing said differences on a continuous basis to achieve the best possible outcomes.

A number of recommendations have been identified to improve its diversity strategy. Most importantly, it is necessary to implement a diversity plan that will govern the decisions made by the organization with respect to cultural awareness and the protection of all persons from discrimination. This is an important step for the organization to take in order to accomplish an expanded approach to diversity that will enhance outcomes and increase responsibility for the actions that employees take regarding diversity and any possible discrimination that might occur. The policy will protect all employees from discrimination, and when this is identified, the appropriate disciplinary action will be taken to address any actions of misconduct in a timely manner.  It is important for the organization to adopt a formal diversity policy because this engages employees and enables them to be aware of the importance of cultural diversity and how it impacts their work with patients and their collaborative relationships with other employees. A diversity policy will also encourage employees to be proactive in protecting all individuals from discrimination and other actions that may impact the organization and its people.

Employees should also have the opportunity to provide feedback and to be proactive in addressing matters that may interfere with their ability to achieve optimal performance in the workplace environment. This also requires a high level understanding of the issues that are most relevant to the organization and in capturing the spirit of performance and in supporting patients above all other objectives. Furthermore, the organization must take responsibility to promote inclusion within the work environment for all employees, patients, and family members. It is also important to focus on different areas where employees might develop their own diversity goals to improve the organization as a whole. The Transcultural Patient committee should include employees who are appointed to meet on a quarterly basis and address any diversity-related issues that may emerge. In addition, it is important to allow patients and family members access to the library and its resources and to require employees from the same culture to speak English to promote a greater sense of collaboration.

An effective diversity plan must incorporate tools and resources from the organization and recognize where additional work is required to meet objectives and expectations (Stahl, Lewandowski, & Nardi). Any type of interference with this process must be addressed in a timely manner and provide a greater sense of accomplishment for the organization in meeting its required objectives (Douglas et.al, 2014). Behavioral improvements related to diversity must be sought and accomplished, along with other factors that will stimulate growth and knowledge among employees in regards to cultural competence (Kirmayer, 2012; Waite & Calamaro, 2010). Employee behaviors must reflect the needs of the organization and promote high quality patient care (Bearskin, 2011), along with the acceptance of cultural diversity and strength among the employee ranks (Kersey-Matusiak, 2012).

Conclusion

The organizational audit supports the need for a formalized diversity plan and strategy to improve the workplace environment and promote inclusion. The following recommendations are suggested: 1) The continued development and implementation of a diversity plan for employees; 2) Implement a formal diversity policy within the organization; 3) Engage employees and enable them to participate and provide feedback regarding this policy; 4) Develop a program that supports inclusion; 5) Engage staff members in the development of their own diversity goals that will govern their work; 6) Appoint staff members to participate on a Transcultural Patient Committee that should meet on a quarterly basis; 7) Enable patients and family members to use the hospital library in addition to staff members; and 8) Require employees, even with different language preferences, to speak English on the job to promote consistency and inclusion. These recommendations will encourage employees to be inclusive and to recognize diversity as part of the practice setting.

References

Bearskin, R. L. B. (2011). A critical lens on culture in nursing practice. Nursing ethics, 0969733011408048.

Douglas, M.K., Rosenkoetter, M., Pacquiao, D.F., Callister, L.C., Hattar-Pollara, Lauderdale, Milstead, J., Nardi, D., & Purnell, L. (2014). Guidelines for implementing culturally competent nursing care. Journal of Transcultural Nursing, 25(2), 109-121.

Kersey-Matusiak, G. (2012). Culturally competent care: Are we there yet?. Nursing2014, 42(2), 49-52.

Kirmayer, L. (2012). Rethinking cultural competence. Transcultural psychiatry, 49(2), 149.

Stahl, A., Lewandowski, P., & Nardi, D. Managing a multicultural workforce in healthcare.                  Retrieved from http://www.stfrancis.edu/content/conah/nursingeducationprogram/culturaldiversity/index.htm

Waite, R., & Calamaro, C. J. (2010). Cultural competence: A systemic challenge to nursing education, knowledge exchange, and the knowledge development process. Perspectives in psychiatric care, 46(1), 74-80.