CULTURAL COMPETENCE AND ITS EFFECT ON HEALTH CARE SERVICE MANAGEMENT (Research Paper Sample)

Cultural Competence and its Effect on Health Care Service Management Name Institution of Affiliation The spectrum that distinguishes individuals is wide and has a bearing on healthcare management and service delivery. For example, Hispanics and African Americans represent a racial, ethnic and nationally diverse group that has differing health attributes compared to the majority of Caucasians in the country. Both minority groups have exhibited higher incidences of cancer and lifestyle diseases such as obesity and strokes. Consequently, the kind of care targeted to such groups, to be effective, has to address such concerns. Health care outreaches and interventions would also have differing strategic messages and objectives given this scenario. Therefore, the overarching notion is that health care organizations, though guided by a national mandate or policy, have to selectively adapt to the needs and culture of the local populace. In Chicago, Illinois, gun violence is a great concern. Here, victims of a gun violence culture overwhelm local health care systems and detract effective treatment of other emergency cases. Conversely, this has led to improved transportation for the affected populace with means such as helicopters replacing the more traditional ambulances. Effective and specific response to such cases has also been enhanced on account of targeted and specialized training aimed at service providers and first responders. This provides immense value to hospital clients and translates to increased community perception as well as profitability for respective healthcare organizations. Additionally, an increasing sensitivity and proportionate view of gender roles and institution of programs that reinforce effectiveness and efficiency such as family-friendly programs and onsite daycare have gone a long way in recruiting and retaining quality staff that translates to better health care provision and comfortable working environments for staff. Further aspects that infer diversity such as age, sexual orientation and religion have also resulted in policy changes that are more accommodative to staff which in turn provide a ripple effect on the quality of handling clients. Furthermore, sensitivity to disability has resulted in a paradigm shift and a change in the nature of how traditional jobs were often done. Tasks such as compilation of health insurance claims as well as patient diagnostics can be handled more comfortably by disabled persons recruited for telecommuting positions in innovative health care organizations at the comfort of their homes. This provides opportunities to this minority group and enhances the positive outlook and community standing of the organization. The value of a culturally competent organization and its staff is reflected in its capacity to make effective management decisions that allows it to provide the best equitable health care services to all as well as thrive as a profit-making enterprise over time. This is by being able to navigate either legal or moral hoops that obstruct operational efficiency and success. Furthermore, failures of judgment and action in regards to this ultimately lead to a perceived lower community standing and a decreased capacity of the organization to survive in the longer term. From the text, such hoops include systematic exclusion and discrimination against patients in regards to treatment or workers in regards to employment practices. Additionally, by fostering a common cross-cultural understanding, an organization helps minimize conflict and in so doing, promotes a harmonious working environment for its staff. This, in turn, makes them more productive in their work and areas of specialization. Cultural competent staffs are also able to make sound judgments without ascribing stereotypical characteristics to diverse groups seeking their services or working with them. This has the desired effect of enhancing quality health care provision as well as reducing staff disputes respectively. As a barometer for representing what is best in a society, one would measure cultural competence in an organization by using assessment tools such as questionnaires and focus group discussions that target the facility, staff, surrounding community members, patients, and family members. This would be in addition to key informant interviews with local leaders plus veterans that used to work there. Backed by a thorough secondary review of existing and relevant literature e.g. health statistics of the area, this would help establish the organizational communication culture, openness to learning & innovation, staff composition & diversity as well as the objectivity of the recruitment and service provision process. An addition to the firsthand account of personal perceptions (Awareness, sensitivity, empathy, sympathy) in regards to the subject matter from the staff, the management, and patients’ as well the local leadership. Further insights would also be accrued from ascertaining the existence or lack thereof of programs aimed at improving cultural competences as well as membership in institutions that drive such objectives. In a context where low cultural competency and a highly diverse workforce exists, important programs to put in place that addresses this would include but is not limited to unbiased; and open recruitment policies. This presents an immediate advantage of continued hiring of diverse teams and further communicates a strong message that diversity is desired and encouraged, nay, even rewarded in the organization. This would be augmented further by focused training and orientation programs that commence from the moment a staff is employed and are consistently implemented throughout the life of the organization Bespoke motivational programs targeting individuals such as a retirement plan for senior staff goes a long way in cultivating lasting loyalty and dedication too. This would be supplemented by positive reinforcement of diversity. For example, themed office celebrations to mark religious holidays such as the end of Ramadan [Eid ul Fitr] go a long way in encouraging tolerance and cross-culture interaction. This is good for staff morale and enhances staff rapport and cooperation. A flexibility to how the management handles staff requests additionally influences staff perception and loyalty....