HCA 545 Addressing Diversity

HCA 545 Addressing Diversity

HCA 545 Addressing Diversity

Due to increasingly diverse populations, health organizations are required to consider issues surrounding diversity to ensure quality and efficient care for all patients. Diversity in the current society extends beyond the issues of race, language, gender, or age. It refers to everything that makes people different including ethics, work style, personal values, education, and income (Pacquiao, 2018). By embracing diversity, providers will understand how biases and stereotypic behaviors impact the quality of care. Providers will gain greater efficacy in social and cultural references, not only for patients but also for each other. Eliminating disparities is the best way to improve workplace experience to overcome key complaints in medical offices (Pacquiao, 2018). This paper addresses how government regulations, social pressure, industry, and company ethical codes, and tension between personal standards and the goals of the organization can be considered to implement a diversified environment.

Government Regulations

Government regulations play a major role in determining the diversity of the workplace environment. The regulations put forward by the government must be put into consideration to avoid being held accountable for violations (Bales & Garden, 2019). For instance, in the United States of America, the equal employment opportunity commission enforces government regulations that protect individual employees that often face discrimination in American culture. Unites States does not encourage discrimination of employment based on color, religion, sex, disability, or race among others.

Reimbursement state laws require health facilities that receive Medicaid to have a plan of including providers from minority groups in their workplace. The Affordable Care Act requires employers with 50 and above employees to provide space and time to covered women to express breast milk for their children while still at work (Bales & Garden, 2019). The law also recommends equal medical access regardless of one’s gender, race, ethnicity, color, and others.

Managing diversity is aimed at creating and sustaining an environment where everyone can achieve his or her

HCA 545 Addressing Diversity
HCA 545 Addressing Diversity

potential. It is the obligation of both employers and employees to read and master the government regulations and adopt them in a workplace (Bales & Garden, 2019). The institutions must take deliberate strategies to cultivate, foster, and preserve them in order to create a conducive environment that embraces diversity. This is the best and effective way of considering government regulations when implementing an environment of diversity.

Social Pressures

Social pressure in the workplace environment is a great deal when developing a diversified environment. Making good mates in a place of work is very important, however, sometimes trying to fit in a group can be very hectic. Diversity environment might lead to social pressure from friends to do something that the individual would do in a normal situation (Sanyang & Othman, 2019). Social pressure can be both good and bad depending on the agenda.  For instance, it is good when friends stop a fellow from doing a regrettable act or encourage one to compete for some duty. It might be bad when colleagues discriminate against the other or force them in an action that is regrettable in the future.

Click here to ORDER an A++ paper from our Verified MASTERS and DOCTORATE WRITERS: HCA 545 Addressing Diversity

Social forces can negatively impact the minority group if the decision-making process is not inclusive, or when the voice of the minority is not heard. This would mean that the majority group is making decisions on behalf of the minority (Wong & Kelloway, 2016).  In a diverse environment, patients may decide which nurses or health providers to work with. Also, colleagues might have preferences in terms of individuals they would want to work closely with. At the same time, it is possible that people who do not like each other found themselves working together.

The aspect of social pressure is broad and it is important to consider them to educate employees on how to deal with this issue. When creating a diverse environment, employers or leaders should use various ideas, motivations, methods, and competencies to ensure positive peer pressure (Sanyang & Othman, 2019). Developing a positive diversity environment takes an understanding of both the small things and the big things from unique cultures including motivation, leadership style, decision asking style, and others.

Industry and Company Ethical Codes

A company code of ethics is a guide or principles established to dictate how people should behave within the organization. They guide company or industry operations to ensure efficiency. Certain issues entailed in the industry and company code of ethics include employee relations, employer-employee relations, diversity issues, discrimination and others (Pacquiao, 2018). While laws are there to set basic ethical standards within a community, it is entirely an obligation of business leadership to develop a code of ethics. These codes of ethics might either hinder or promote a diverse environment within an organization. They must be keenly taken into consideration when creating a diverse environment where everyone has equal share and opportunity.

The ethical codes of the company should address issues to do with working in a diverse environment. The code should address penalty and disciplinary issues when one undermines the other or expresses behaviors, words or signs that offend a particular gender, culture, race, or ethnic groups. These codes of ethics must have the ability to promote cohesion among people from various backgrounds who are working in the same organization. Pacquiao (2018) recommends that health organizations should embrace diversity and ethics management strategies to improve performance and patient satisfaction.

Tension Between Personal Standards and The Goals of the Organization

Job satisfaction is one of the most important patient outcomes in health care. The organization has its own goals, similarly, providers have their personal values and principles. These two aspects of an individual’s life might come to conflict a number of times (Vveinhardt, 2017). A health care setting is a diverse environment where patients from all backgrounds come to seek medical assistance. The fact that a hospital consists of several stakeholders from various backgrounds ethnicity and religious values might impact organizational goals. Mostly, personal values are based on religious or cultural beliefs. For instance, if the organizational goal is to improve the patient’s condition and ensure a positive outcome, then providers must put aside personal standards to ensure that these goals are achieved. Conflict might arise where one has to perform an abortion to save the mother’s life, which might be against the personal standard of the provider (Vveinhardt, 2017). In this case, the organizational goal might conflict with the personal standards of the provider. Therefore, to create an effective diversity environment, everyone must put aside personal standards to perform towards a common organizational goal.

Conclusion

Diversity is currently encouraged in many workplaces as health care settings and the government continue to protect the rights of minority groups. Government regulations, social pressure, industry, and company ethical codes, and tension between personal standards and the goals of the organization must be considered when creating an effective diverse environment. They must support an environment where everyone has equal opportunity.

References

Bales, R., & Garden, C. (Eds.). (2019). The Cambridge Handbook of US Labor Law for the Twenty-First Century. Cambridge University Press.Cornelissen, T., Dustmann, C., & Schönberg, U. (2017). Peer effects in the workplace. American Economic Review107(2), 425-56. https://www.amazon.com/Cambridge-Handbook-Twenty-First-Century-Handbooks/dp/1108428835

Pacquiao, D. (2018). Culturally Competent Multicultural Workforce. In Global Applications of Culturally Competent Health Care: Guidelines for Practice. Switzerland: Springer.

Sanyang, L., & Othman, K. (2019). Work Force Diversity and Its Impact on Organisational Performance. AL-‘ABQARI: Journal of Islamic Social Sciences and Humanities, 23-35. http://abqarijournal.usim.edu.my/index.php/abqari/article/view/212

Vveinhardt, J. (2017). Introductory chapter: Congruence of personal and organizational values-how to deal with. Congruence of Personal and Organizational Values. London: IntechOpen, 1-11. DOI: 10.5772/intechopen.72213.

Wong, J. H., & Kelloway, E. K. (2016). What happens at work stays at work? Workplace supervisory social interactions and blood pressure outcomes. Journal of Occupational Health Psychology21(2), 133. doi: 10.1037/a0039900.