Feb 23, 2024 HCA 545 Assignment: Addressing Diversity
HCA 545 Topic 8 Assignment: Addressing Diversity
HCA 545 Assignment: Addressing Diversity
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.
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Managing diversity is aimed at creating and sustaining an environment where everyone can achieve his or her 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.
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 Review, 107(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 Psychology, 21(2), 133. doi: 10.1037/a0039900.
1) Providers must learn new tools to eliminate disparities, build trust with patients, and understand how international biases and pre-established stereotypes affect quality of care. Write a paper (1,000-1,250 words) that identifies and defines various tools and measurements that can be used to measure the effectiveness of diversity programs and policies established by the organization.
2) Address how each of the following must be considered when considering how to implement an environment of diversity:
a) Government regulations.
b) Social pressures.
c) Industry and company ethical codes.
d) Tension between personal standards and the goals of the organization.
3) Prepare this assignment according to the APA guidelines found in the APA Style Guide, located in the Student Success Center. An abstract is not required.
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4) This assignment uses a grading rubric. Instructors will be using the rubric to grade the assignment; therefore, students should review the rubric prior to beginning the assignment to become familiar with the assignment criteria and expectations for successful completion of the assignment
Re: Module 8 DQ 1
In my opinion, I don’t feel now a days people will consider religious type hospitals for treatment. Now people will choose proper professionals, good quality care and well equipped hospitals for their treatment. Another one reason is some of the catholic hospitals will not do some of procedures, they have their own protocols. The current medical model in health and wellness acknowledges the treatment of an individual as a whole with a need to treat the bio/psycho/social aspects of health. Spiritual beliefs can help patients cope with disease and face death. Spirituality is the power of hope ad positive thinking. Religious convictions may affect health care decision making Johovah’s witness patients rejecting blood transfusions, there is also beliefs around use of ventilators and feeding tubes. Spirituality may be a patient need and may be important in patient coping. An understanding of the patient’s spirituality is integral to whole patient care. Spirituality may be a dynamic in the patients understanding of the disease. Patients who arespiritual may utilize their beliefs in coping with illness, pain and life stresses. Who re spiritual tend to have a more positive outlook and better quality life. In hospitals when the patient comes in data base one of the question is “any spiritual impact on treatment or care and did you need to meet the hospital clergy?”. This will help the treatment and by considering the spiritual treatment make the further plan of treatment.
References
Puchalski, C. M. (2001). The Role of Spirituality in Healthcare. Retrieved from https://www.ncbi.nlm.nih.gov
Course Code Class Code Assignment Title Total PointsHCA-545 HCA-545-O500 Addressing Diversity 80.0
Criteria Percentage Unsatisfactory (0.00%) Less than Satisfactory (65.00%) Satisfactory (75.00%) Good (85.00%) Excellent (100.00%)
Content 100.0%
In-text citations and a reference page are complete and correct. The documentation of cited sources is free of error. 40.0% Does not demonstrate understanding of the issues surrounding diversity, including the implications. Does not demonstrate critical thinking and analysis of the situation, and does not develop effective answers to the questions, with rationale. Demonstrates only minimal understanding diversity. Demonstrates only minimal abilities for critical thinking and analysis of the case study, and develops weak answers to the questions, with minimal rationale Demonstrates knowledge of issues surrounding diversity, but has some slight misunderstanding of the implications. Provides a basic idea of critical thinking and analysis for the questions, answers, and rationale. Does not include examples or descriptions. Demonstrates acceptable knowledge of the issues surrounding diversity (in your own words). Develops an acceptable response and rationale for it. Utilizes some examples. Demonstrates thorough knowledge of the issues surrounding diversity and their implications. Clearly answers the questions and develops a very strong rationale. Introduces appropriate examples.
Integrates Information From Outside Resources Into the Body of Paper 30.0% Does not use references, examples, or explanations. Provides some supporting examples, but minimal explanations and no published references. Supports main points with examples and explanations, but fails to include published references to support claims and ideas. Supports main points with references, explanations, and examples. Analysis and description is direct, competent, and appropriate of the criteria. Supports main points with references, examples, and full explanations of how they apply. Thoughtfully, analyzes, evaluates, and describes major points of the criteria.
Assignment Development and Purpose 7.0% Paper lacks any discernible overall purpose or organizing claim. Thesis and/or main claim are insufficiently developed and/or vague; purpose is not clear. Thesis and/or main claim are apparent and appropriate to purpose. Thesis and/or main claim are clear and forecast the development of the paper. It is descriptive and reflective of the arguments and appropriate to the purpose. Thesis and/or main claim are comprehensive. The essence of the paper is contained within the thesis. Thesis statement makes the purpose of the paper clear.
Argument Logic and Construction 8.0% Statement of purpose is not justified by the conclusion. The conclusion does not support the claim made. Argument is incoherent and uses noncredible sources. Sufficient justification of claims is lacking. Argument lacks consistent unity. There are obvious flaws in the logic. Some sources have questionable credibility. Argument is orderly, but may have a few inconsistencies. The argument presents minimal justification of claims. Argument logically, but not thoroughly, supports the purpose. Sources used are credible. Introduction and conclusion bracket the thesis. Argument shows logical progression. Techniques of argumentation are evident. There is a smooth progression of claims from introduction to conclusion. Most sources are authoritative. Clear and convincing argument presents a persuasive claim in a distinctive and compelling manner. All sources are authoritative. HCA 545 Topic 8 Assignment: Addressing Diversity
Mechanics of Writing (Includes spelling, punctuation, grammar, language use.) 5.0% Surface errors are pervasive enough that they impede communication of meaning. Inappropriate word choice and/or sentence construction are used. Frequent and repetitive mechanical errors distract the reader. Inconsistencies in language choice (register), sentence structure, and/or word choice are present. Some mechanical errors or typos are present, but are not overly distracting to the reader. Correct sentence structure and audience-appropriate language are used. Some mechanical errors or typos are present, but are not overly distracting to the reader. Correct sentence structure and audience-appropriate language are used. Writer is clearly in command of standard, written, academic English.
ADDITIONAL INSTRUCTIONS FOR THE CLASS
Discussion Questions (DQ)
Initial responses to the DQ should address all components of the questions asked, include a minimum of one scholarly source, and be at least 250 words.
Successful responses are substantive (i.e., add something new to the discussion, engage others in the discussion, well-developed idea) and include at least one scholarly source.
One or two sentence responses, simple statements of agreement or “good post,” and responses that are off-topic will not count as substantive. Substantive responses should be at least 150 words.
I encourage you to incorporate the readings from the week (as applicable) into your responses.
Weekly Participation
Your initial responses to the mandatory DQ do not count toward participation and are graded separately.
In addition to the DQ responses, you must post at least one reply to peers (or me) on three separate days, for a total of three replies.
Participation posts do not require a scholarly source/citation (unless you cite someone else’s work).
Part of your weekly participation includes viewing the weekly announcement and attesting to watching it in the comments. These announcements are made to ensure you understand everything that is due during the week.
APA Format and Writing Quality
Familiarize yourself with APA format and practice using it correctly. It is used for most writing assignments for your degree. Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for APA paper templates, citation examples, tips, etc. Points will be deducted for poor use of APA format or absence of APA format (if required).
Cite all sources of information! When in doubt, cite the source. Paraphrasing also requires a citation.
I highly recommend using the APA Publication Manual, 6th edition.
Use of Direct Quotes
I discourage overutilization of direct quotes in DQs and assignments at the Masters’ level and deduct points accordingly.
As Masters’ level students, it is important that you be able to critically analyze and interpret information from journal articles and other resources. Simply restating someone else’s words does not demonstrate an understanding of the content or critical analysis of the content.
It is best to paraphrase content and cite your source.
LopesWrite Policy
For assignments that need to be submitted to LopesWrite, please be sure you have received your report and Similarity Index (SI) percentage BEFORE you do a “final submit” to me.
Once you have received your report, please review it. This report will show you grammatical, punctuation, and spelling errors that can easily be fixed. Take the extra few minutes to review instead of getting counted off for these mistakes.
Review your similarities. Did you forget to cite something? Did you not paraphrase well enough? Is your paper made up of someone else’s thoughts more than your own?
Visit the Writing Center in the Student Success Center, under the Resources tab in LoudCloud for tips on improving your paper and SI score.
Late Policy
The university’s policy on late assignments is 10% penalty PER DAY LATE. This also applies to late DQ replies.
Please communicate with me if you anticipate having to submit an assignment late. I am happy to be flexible, with advance notice. We may be able to work out an extension based on extenuating circumstances.
If you do not communicate with me before submitting an assignment late, the GCU late policy will be in effect.
I do not accept assignments that are two or more weeks late unless we have worked out an extension.
As per policy, no assignments are accepted after the last day of class. Any assignment submitted after midnight on the last day of class will not be accepted for grading.
Communication
Communication is so very important. There are multiple ways to communicate with me:
Questions to Instructor Forum: This is a great place to ask course content or assignment questions. If you have a question, there is a good chance one of your peers does as well. This is a public forum for the class.
Individual Forum: This is a private forum to ask me questions or send me messages. This will be checked at least once every 24 hours.
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