The post has two asighnments
defined as “The process in which the healthcare professional continually strives to achieve the ability and availability to effectively work within the cultural context of a client” (Campinha-Bacote, 2009). It is when an individual or organization take into consideration the cultural context of beliefs, behaviors, and needs of the patients or community served. Cultural competency involves the ability to work with people from diverse cultures (Ritter and Graham, 2017, p. 39). On the other hand, cultural diversity is the existence of a variety of cultural or ethnic groups within a society. This difference between these two terms is the fact that cultural competency includes cultural diversity, whereas cultural diversity is its own entity. Diversity is the foundation of competence. To be culturally competent, one must acknowledge cultural diversity. In healthcare, it is important to be well aware of the concept of cultural diversity so that you take everyone into account everyone from all kinds of cultures. By doing this, it is the base of striving to be culturally competent in healthcare. Competence is achieved with cultural diversity. Being culturally competent means that you have a strong idea of the background of many cultures, so that one avoids unintentional disrespect or stereotyping. A significant background healthcare professionals must know is the history of how most Black or African American people arrived to the United States. From the 1500’s to the end of the slave trade in the 1860s, more than 12 million Africans were taken to the Americas against their will (“The African-American Migration Story”). It is vital for healthcare professionals to understand this history because these demographics are constantly changing, and certain inequalities still exist today. One must be culturally sensitive when encountered with patients from these kinds of historical backgrounds (Ritter and Graham, 2017, p. 8). Race is a person’s physical characteristics and genetic/ biological makeup. Ethnicity is a group of people who share common culture factors. These factors include race, history, origin, language, and religion. “Hispanics” fall under the ethnic category. This is because this group’s basic characteristics are based cultural and social identities, whereas race has to do with physical characteristics. The African/ Black group is categorized as a race, which means it affects this group of people because it takes into considerate even more people than if it was considered an ethnicity. This is due to the fact that ethnicities are subgroups to race (Ritter and Graham, 2017, p. 5-7). The OMB classification in the United States for racial categories include: White, Black/ African American/ Negro, American Indian or Alaskan Native, Asian Indian, Japanese, Native Hawaiian, Chinese, Korean, Guamanian or Chamorro, Filipino, Vietnamese, Samoan, Other Asian, and Other Pacific Islander. “White” refers to people whose origin is from Europe, the Middle East, or North Africa. “Black/ African American” refers to those whose origin is of any black racial group in Africa. “American Indian or Alaskan Native” refers to those who have origins in any original people of North, South, and Central America, who still have tribal affiliation. “Asian” refers to people with origins in any of the original people in Far East/ Southeast Asia and India. “Native Hawaiian or Other Pacific Islander” refers to those of origin in Hawaii, Guam, Samoa, or other Pacific Islands. And “Some Other Race” refers to anyone not included in the other options. It is important for healthcare professionals to know the cultural differences between groups to avoid disrespect and stereotyping. The professional wants to make the patient feel welcomed and satisfied with their healthcare experience and build a strong relationship with them. This can only happen if the professional is educated in culture. It also can help the provider make decisions on their health, considering their certain beliefs, disparities, or rituals (Ritter and Graham, 2017, p. 6-7). A physical therapy office in “Hialeah” in Miami, Florida is closed due to lack of funds. All patients’ appointments are routed to a nearby hospital’s physical therapy department in which the predominant population served is of Caribbean decent (Haitian, Jamaican, etc.). The department has to take certain actions to help meet the needs of the new patients from a culturally competent perspective. Due to the fact that the nearby hospital’s predominant population is of Caribbean decent, the staff should have a short program to learn and review Hispanic culture to avoid culture disrespect or stereotypes and help make the new patients feel welcomed and comfortable. Moreover, since many of these new patients may only speak Spanish, the hospital should make sure there are many Spanish-speaking workers present. If many of the hospital’s workers do not speak Spanish, then a substantial amount of interpreters should be hired to make sure there will be responsible and comfortable communication for all the patients. Culture influences ethical decision making because cultures have different views on what is right and wrong. Ethical principles that impact cultural issues include autonomy, nonmaleficence, beneficence, and justice. One must be treated with equality and respect no matter what culture he or she is of. These factors help make decision making fair for all patients (Ritter and Graham, 2017, p. 25-26). Instruccions Reply to a classmate: Respond to one classmate post by including a respectful substantial response that includes supportive facts and details. Minimum of 150 words or more (excluding references). The responses to your classmate’s postings should actively stimulate and sustain further discussion by building on peers′ responses including: — Classmate by name — building a focused argument around a specific issue or — asking a new related question or — making an oppositional statement supported by personal experience or related research. — a minimum of one reference to your classmates posting. You may cite the course required textbook and or other sources in which you have used content from. Make sure your references are in APA format.
2: Communication Post Response
The organization that I am employed with is named URS. URS is a company that contracts its services to the Department of Defense. The branch of service that I work with is the United States Army. My employer has the Army Preposition Stock contract here in Kuwait. Throughout the workday myself, fellow employees, and management communicate mostly through the email which is overseen by the United States Army through their Non-Classified Internet Protocol Router Network (NIPRNet) (NIPRNet, 2014).
According to Milcom, Inc. (2014) it states that:
NIPRNET is used to exchange unclassified but sensitive information between “internal” users as well as providing users access to the Internet. NIPRNet is comprised of Internet protocol routers owned by the United States Department of Defense (DOD). It was created by the Defense Information Systems Agency (DISA) to supersede the earlier MILNET. NIPRNet is, by design [a provider of] seamless interoperability for unclassified combat support applications, as well as providing a gateway to the public Internet (NIPR, n. p.).
My organization is always using the NIPRNET to communicate information to its employees. Usually the customer who is the United States Government (USG) contacts my company’s Logistics Operations Center (LOC), and gives directives that are called Taskers. These Taskers consists of various categories of equipment with specific instructions concerning what each department that is involved is suppose to do. The Tasker instructions also gives a deadline for the required delivery date to the customer. Throughout the workday, every department that is involved in a Tasker is earnestly communicating via NIPRNet with each other. This is to ensure that everyone has knowledge of what the other department is doing. The constant communication also keeps everyone informed so that less mishaps occur. I would say that my organization is very effective communicating necessary information to its employees. I say this because emails are constantly exchanged from upper management to supervisors and then to the employees. The only improvement that I see is that is needed from upper management down to the employee is email etiquette. I believe everyone in my organization should receive email etiquette training. We all at times can be a bit harsh towards one another, and that is because of the urgency of the missions that my company receives.
Unknown (2014). Military: NIPRNet. Retrieved from https://www.usmilcom.com/military.htm
On 23 January 2018.