Cultural diversity management in Hospital X (A proposal model towards culturally competent Nurses)
Wanjohi, Carolyne Wangari (2019)
Wanjohi, Carolyne Wangari
2019
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Julkaisun pysyvä osoite on
https://urn.fi/URN:NBN:fi:amk-2019121727073
https://urn.fi/URN:NBN:fi:amk-2019121727073
Tiivistelmä
Global markets, free trade and labour movements are constantly changing the demographic in the workplaces. Healthcare is considered to be among the most diverse sector. Diversity and Cultural Diversity has the potential to increase performance among health workers and improve the well-being of the patients and the patient's experience. European countries including Finland have experienced increased population diversity from international immigration.
It is the purpose of this study to review and comply data on the best practices on cultural diversity, that could be of benefit to the case company.
The aim is to generate a proposed model on how the hospital can incorporate cultural diversity strategies in their policies and adopt components of cultural competence that would one or another benefit the hospital as a whole.
This is a qualitative study looking into the cultural diversity management of nurses as a vital part of the work force in case company, Finland. Data was collected through literature review of best existing practices and Interviews conducted from 15 registered nurses and 3 ward managers to obtain data that highlighted some of the issues and challenges associated with cultural diversity competency and management in the hospital. All interviews were audio-tape recorded, manually transcribed and analyzed using qualitative content analysis. The credibility of the analysis was ensured through a workshop conducted in the hospital with a total of 8 participants.
The findings of the study based on the interviews indicated that there are equal opportunities regardless of the employee background; recruitment and hiring is done fairly based on individual qualifications and suitability for positions, but there was no formal diversity initiative in place. The overall impression from the interviewees was that they value diversity and are open to working together in maximizing the possible benefits of working in a culturally diverse workplace. They identified the negative aspects rising from the diverse team to be mainly from cultural differences, in terms of individual attitudes, values including communication and language barriers.
The end result is a proposed model on cultural diversity awareness based on best practices from the review of literature and the current state analysis. In order to maximize on the possible benefits associated with culturally competent workforce, this study indicates that organisational leaders need to consider three important questions. Who is directly/ indirectly affected by their diversity effort, how they are affected and why venture into cultural competency? The study further highlights a possible road map that the hospital could adopt towards achieving culturally competent workforce. Finally, the study recommends trainings on cultural diversity to be incorporated at institutional levels when training health staff as part of their curriculum prior to joining the work force.
It is the purpose of this study to review and comply data on the best practices on cultural diversity, that could be of benefit to the case company.
The aim is to generate a proposed model on how the hospital can incorporate cultural diversity strategies in their policies and adopt components of cultural competence that would one or another benefit the hospital as a whole.
This is a qualitative study looking into the cultural diversity management of nurses as a vital part of the work force in case company, Finland. Data was collected through literature review of best existing practices and Interviews conducted from 15 registered nurses and 3 ward managers to obtain data that highlighted some of the issues and challenges associated with cultural diversity competency and management in the hospital. All interviews were audio-tape recorded, manually transcribed and analyzed using qualitative content analysis. The credibility of the analysis was ensured through a workshop conducted in the hospital with a total of 8 participants.
The findings of the study based on the interviews indicated that there are equal opportunities regardless of the employee background; recruitment and hiring is done fairly based on individual qualifications and suitability for positions, but there was no formal diversity initiative in place. The overall impression from the interviewees was that they value diversity and are open to working together in maximizing the possible benefits of working in a culturally diverse workplace. They identified the negative aspects rising from the diverse team to be mainly from cultural differences, in terms of individual attitudes, values including communication and language barriers.
The end result is a proposed model on cultural diversity awareness based on best practices from the review of literature and the current state analysis. In order to maximize on the possible benefits associated with culturally competent workforce, this study indicates that organisational leaders need to consider three important questions. Who is directly/ indirectly affected by their diversity effort, how they are affected and why venture into cultural competency? The study further highlights a possible road map that the hospital could adopt towards achieving culturally competent workforce. Finally, the study recommends trainings on cultural diversity to be incorporated at institutional levels when training health staff as part of their curriculum prior to joining the work force.