PSYC 5304 Examine Ethnic Disparity in Behavioral Healthcare

PSYC 5304 Examine Ethnic Disparity in Behavioral Healthcare

PSYC 5304 Examine Ethnic Disparity in Behavioral Healthcare

Introduction

Cultural sensitivity and diversity has proved important to healthcare organization in the recent past. It aids in improving retention and minimizing the costs related to employee turnover rate. A workplace that has embraced diversity and inclusivity tends to have employees who are more likely to remain loyal when they feel appreciated and respected for their work contribution (Harrison et al., 2019). This, in turn, encourages mutual respect among employees who treasure cultural diversity. An organization that fully embraces cultural diversity provides a platform for employees to bond and exercise unity across the business (). In the contemporary world, everyone’s preference for their ideal workplace is one that fully embraces cultural diversity. The wide range of experience and knowledge that a diverse workplace offers can help advance problem-solving skills, leading to productivity. The creation of a cultural diversity training course in the workplace is important since it will help increase cultural awareness, communication, and knowledge. The main objective of a successful diversity training program is to develop a positive work environment by helping employees acknowledge and accept differences among workers. The cultural diversity training course is very important in the working environment because it helps develop skills hence increase productivity. Implementing cultural diversity training in an organization results in many challenges, especially since not everyone is ready to embrace change to accommodate others.

Objectives of the Training

Various issues have been defining the quality of healthcare delivery within the healthcare system. One of these issues is cultural diversity. Healthcare organization strives to offer competent care to all people from diverse backgrounds. The fight for inclusion and diversity has been effective in the US for the last three decades. The laws and policies ratify by the US government aim at meeting the needs of the people at every sector. Training cultural diversity among professionals in healthcare  has been important in reducing employee conflicts and improving healthcare outcome. The main goals of training employees on cultural diversity is to allow every employee understand cultural issues that affect the operation of the health care sector. Besides, the need to embrace diversity has also been a major goal in training employees on inclusivity (Henderson et al., 2018). Studies have so far contended that the inclusion of diversity in healthcare has effectively assisted in meeting patients need. The need to improve care for all patients has compelled healthcare organizations to hire competent healthcare workers from diverse backgrounds. The diverse nature of the human resource in healthcare has led to increased adherence to cultural competency.

Effect of the Training in Healthcare

Culture for diversity is an organizational culture that identifies, esteems, and values all cultures and assimilates those values into the system (Leggett & Price, 2020). A culturally competent organization can address the needs of varied groups of people. For instance, a culturally relevant organization monitors the demographics of the community they serve after a specific period to track the diversity in gender, race, and ethnicity and use the information to determine the strategic planning and outreach arrangement. One of the reasons that compel healthcare organizations to adhere to cultural competence is the need to deliver effective care and increase the quality of care to patients with diverse beliefs, attitudes, and values. Practicing cultural competence requires a system that can personalize healthcare regarding linguistic and cultural differences (Henderson et al., 2018). Again, it requires an understanding of the potential effect that cultural differences have on healthcare delivery. Therefore, the purpose of this assignment is to reflect on my cultural competence and analyze ways of improving my cultural competence. Later, the study will analyze the relationship between culture, leadership, and teamwork and explore the ways communication can be muddled due to cultural differences.

Expected training Outcome

The interaction with people from diverse groups would not only allow employees to learn the ways of operation of

PSYC 5304 Examine Ethnic Disparity in Behavioral Healthcare
PSYC 5304 Examine Ethnic Disparity in Behavioral Healthcare

other cultures but also appreciate their beliefs in association with the common goal. As a result, the training will be important because it represents a good opportunity for employees to grow their knowledge base and improve their job skills to become more effective within the organization. Despite the cost of training for employees, the expected outcome of the training will be seen on the improved performance. Employee training program will help improve the knowledge and skills of employees to match the various changes in the industry (Harrison et al., 2019). These improvements will positively affect the productivity of workers, which can reduces issues related to cultural diversity. Again, training programs can also help prepare employees on effective use of the resources at the company to improve patient outcome and learn from each other.

Training Strategies

Employee training on cultural diversity is an important part of quality management that each employee needs to meet desired outcome. These strategies allows the company to comply with the missions and visions of the organization. For training to transfer to the workplace, it’s important that all employees receive a consistent message that focus on employee diversity examples. In fact, consistency is one of the main benefits of online training. It is also important to ensure that managers, trainers, and mentors are delivering a consistent message during on-the-job training (Harrison et al., 2019). The interaction would as well improve communication skills during the training sessions and make it possible to work together to meet the desired goal. One of the issues limiting me from interacting with people from diverse backgrounds is ways of communication. The trainers will use better choice of words to develop an effective relationship with such a team. However, through the constant interaction with the team will be important in finding ways of managing employee emotions by incorporating the feelings of other people within the team. This would as well develop a common interest within during the training.

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Expected Employee Performance

The employee performance after the training would be effective in evaluation g the effect of the training in diving the desired changes. So, after finishing the training process, the clinic expects to see changes based on the training. After a conformation that every went as planned in the training session the second step would be check on the evaluation and the effect that the training would bring in the clinic The clinic needs to evaluate the outcomes of the training. There are a few parameters on which it can judge the success rate of the training (Thoroughgood et al., 2017). The most important parameter is employees’ reaction to the training and their wiliness to lead the change. The feedback from employees after the training ends will prove how the change process will be taking place in the company. The managers will be expected to be agents of change from the top position while other employees agree with the management to create the changes.

How the Strategies Drive training Outcome

The training session adopted on the cultural diversity at the clinic will be significant for the success of the business in numerous ways. A strategic plan adopted for the training of clinic employees allows organizations to foresee their future and to prepare accordingly. Through strategic planning, the clinic can anticipate certain unfavorable scenarios before they happen and take necessary precautions to avoid them. With a strong strategic plan, the organization can be proactive rather than merely reacting to situations as they arise. Being proactive allows organizations to keep up with the ever-changing trends in the market and always stay one step ahead of the competition (Harrison et al., 2019). strategic plan helps to define the direction in which an organization must travel, and aids in establishing realistic objectives and goals that are in line with the vision and mission charted out for it. The Clinic will meet its goals through the strategies aimed at teaching the employees at the clinic.

Capturing Attention During the Session

Capturing the attention of the professionals during the training sessions are important in ensuring that the professionals understand issues related to employee diversity. The selected strategies allows employees to appreciate the importance of the training in the healthcare organization. Before the clinic set up any program, they  carry out a training audit by laying out strategies that would enhance learning during the session (Bhatti et al., 2021). Work out what the company needs and what staff need, because if neither side can see any benefit then you would not get anyone engaged – no matter how hard the trainers would try. These strategies are significant in developing learning objectives because if you do not know exactly where the organization want to go with the training, then it probably would not work. Having an end goal is not enough, one need to effectively signpost it along the way (Bhatti et al., 2021).

Lessons on How to Improve Cultural Diversity

One of the ways to improve diversity skills is by interacting more with diverse groups. Fixing all employees to working with people from the diverse group would help them learn the beauty of diversity. The interaction with people from diverse groups would not only allow me to learn the ways of operation of other cultures but also appreciate their beliefs in association with the common goal. Another way of improving cultural diversity skills is by attending diversity-focused conferences. These conferences can evaluate the cultural and ethnic diversity of the people they serve to enable the recognition of the needs of cultural diversity within a health organization. The clinic can as well enroll in programs for mentoring minority women professionals and appreciate the need for a diverse human workforce. The main of will be to enlarge the pool of qualified talent for superior stature positions historically closed due to the lack of knowledge of career prospects.

Required Organization Support

The training needs assessment process allows the organization to identify any gaps in its current training initiatives and employee skill sets. These gaps should be analyzed, prioritized, and turned into the organization’s training objectives. The ultimate goal is to bridge the gap between current and desired performance/knowledge through the development of a training program that has business goals at its core (Rawashdeh & Tamimi et al., 2019). At the employee level, the training should match the identified areas where improvement is needed. This can be comprehensively identified through approving funds, organizing new employees on who they would be undertaking the taring sessions, balancing their workloads, hiring professional trainers and pay employees for the hours they spend training.

Measuring Employee Outcome

The performance registered by the employees would be effective in measuring the desired outcome. Just like anything else in life, a clinic need to be able to measure the effectiveness of its training in order to know if it’s meeting its goals. Various evaluation metrics can be used to do this. In general, these metrics can be divided into two categories: learner outcomes and process measures (Amarneh & Muthuveloo, 2020). Learner outcomes are what the clinic is hoping to achieve with the training, such as increased productivity or better customer service. Process measures track things like how much they learned and how engaged they were in the training. There are a number of different evaluation metrics it can use to measure learner outcomes, such as: test scores, course completion rates, job satisfaction, and task performance.

Effect of leadership on the Training

The diversity among healthcare providers and patients can affect communication in one way or another. This could also affect decisions made by clinicians and patients concerning treatment. While cultural competence affects how healthcare providers treat their patients, it could also define the poor interpretation of emotions that would result in poor patient treatment (Ahmed et al., 2018). For instance, a healthcare professional may interpret a patient’s silence as their lack of interest in receiving a particular treatment or care. In such cases, the healthcare professional may not order any diagnostic test on the patient that could result in a patient complication. Such thinking may erupt while, in the real sense, the patient’s silence shows their sign of respect to healthcare workers. In this case, the clinician would treat the patient unfairly because they failed to understand the patient’s cultural beliefs.

References

™Harrison, R., Walton, M., Chauhan, A., Manias, E., Chitkara, U., Latanik, M., & Leone, D. (2019). What is the role of cultural competence in ethnic minority consumer engagement? An analysis in community healthcare. International Journal for Equity in Health18(1), 1-9. https://doi.org/10.1186/s12939-019-1104-1

™Henderson, S., Horne, M., Hills, R., & Kendall, E. (2018). Cultural competence in healthcare in the community: A concept analysis. Health & Social Care in the Community26(4), 590-603. https://doi.org/10.1111/hsc.12556

™Thoroughgood, C. N., Sawyer, K. B., & Webster, J. R. (2020). Finding calm in the storm: A daily investigation of how trait mindfulness buffers against paranoid cognition and emotional exhaustion following perceived discrimination at work. Organizational Behavior and Human Decision Processes159, 49-63. https://doi.org/10.1016/j.obhdp.2019.02.004

™Ahmed, S., Siad, F. M., Manalili, K., Lorenzetti, D. L., Barbosa, T., Lantion, V., … & Santana, M. J. (2018). How to measure cultural competence when evaluating patient-centred care: a scoping review. BMJ open8(7), e021525. http://dx.doi.org/10.1136/bmjopen-2018-021525

™Amarneh, S., & Muthuveloo, R. (2020). Human resource management practices and person-organization fit towards nurses’ job satisfaction. Management Science Letters10(14), 3197-3206. http://dx.doi.org/10.5267/j.msl.2020.6.019

™Bhatti, M. K., Shah, N., & Abbasi, Z. (2021). An Investigation Of Training And Development Towards Employee Performance: An Empirical  Approach From Nurses. Multicultural Education7(10). DOI: 10.5281/zenodo.5571012

™Rawashdeh, A. M., & Tamimi, S. A. (2019). The impact of employee perceptions of training on organizational commitment and turnover intention: An empirical study of nurses in Jordanian hospitals. European Journal of Training and Development. https://doi.org/10.1108/EJTD-07-2019-0112