BHA FPX 4102 Assessment 3 Cultural Competence

BHA FPX 4102 Assessment 3

Cultural Competence

Cultural competence is an important skill for healthcare leaders consistently collaborating with individuals from diverse cultural backgrounds. In present-day multicultural society, a healthcare organization must provide, in cultural terms, sensitive and appropriate care to meet the needs of patients, colleagues, and stakeholders. Effective communication, collaboration, and teamwork are essential elements of culturally appropriate care, and healthcare leaders must completely understand the relationship between culture, leadership, and teamwork to deliver quality care (Cho & Kim, 2022).

This assessment explores the concepts of cultural competence, awareness, and sensitivity and discusses the importance they hold to healthcare leaders. Multicultural research results are studied, areas for improvement are identified and practice models are provided. The relationships between cultural competence, teamwork, and cohesive collaboration are examined and why teamwork and cohesion are necessary to deliver quality care. To conclude, how cultural differences affect communication and how healthcare leaders can reduce misunderstandings by providing culturally sensitive and appropriate care is considered. By understanding these concepts and strategies, healthcare leaders can create a culture of inclusion, diversity, and cultural competence in the organization and promote positive patient experiences.

Results of Cultural Diversity Assessment

A cultural diversity assessment is a tool used to evaluate characteristics of cultural competence. The results of a cultural variety assessment can offer valuable insights into an individual’s level of cultural competence and areas for improvement and development can be identified (Franzen, 2021).

Unexpected outcomes from a cultural evaluation may arise when a self-evaluation does not align with the assessment’s consequences. It can occur when one overestimates cultural competence or underestimates the biases and barriers associated with cultural diversity (Stubbe, 2020).

By inspecting and reflecting on sudden outcomes, individuals can enhance cultural competence and recognize areas for improvement. This process can help people become more self-aware and geared up to collaborate with people from various cultural backgrounds. Improving cultural competence can result in collaboration, teamwork, and a greater inclusive healthcare environment (Kaihlanen et al., 2019).

PART 1: Cultural Competence Self-Reflection

I took the culture, diversity, and out-groups in leadership cultural diversity assessment and received 70 out of 100. While I was not completely surprised by the results, I hoped for a higher score. The assessment highlighted areas where I need to improve my cultural diversity skills, such as understanding cultural values and communicating effectively with individuals from diverse backgrounds (Kaihlanen et al., 2019).

I plan to improve my cultural competency skills in two areas: first, I will increase my knowledge of cultural values and norms through reading and attending workshops or training sessions; second, I will practice active listening and communication skills with individuals from diverse backgrounds to understand perspectives and needs (Farrugia, 2022).

Improving cultural diversity skills will benefit my healthcare career by allowing me to provide culturally competent attention to staff and stakeholders. This can lead to better patient relations, increased patient satisfaction, and improved trust in healthcare providers. Additionally, having strong cultural diversity skills can enhance my ability to collaborate effectively with colleagues from diverse backgrounds and contribute to a more inclusive work environment (Antón et al., 2022).

To ensure I am making progress toward my goals, I plan to set specific, measurable, achievable, relevant, and time-bound (SMART) goals for each area of improvement. I will track my progress regularly and seek feedback from colleagues and patients to evaluate the effectiveness of my efforts. By consciously improving my cultural diversity skills, I am confident I can become a more culturally competent healthcare leader and positively impact staff and patient lives (Farrugia, 2022). 

Improving Cultural Diversity Skills

Improving multicultural awareness is an ongoing process that requires continuous learning and self-reflection. Some areas where individuals may need to improve multicultural awareness include:

Knowledge and Understanding of Cultural Values and Customs

Individuals can work to improve knowledge of cultural values and customs through research, training, and interaction with people from different cultures. A healthcare leader collaborating with diverse patient populations might seek cultural competence training to learn about different cultural practices related to health and illness (Domenech et al., 2022). 

Openness and Willingness to Learn from Others

Being open to learning from people of different cultures can help individuals build healthy relationships and avoid misunderstandings. This may require actively seeking opinions, listening to others with an open mind, and asking questions to clarify misunderstandings (Gadoeva, 2022).

Effective Exchange of Information

Effective communication is necessary to build strong relationships and avoid misunderstandings. Healthcare leaders can enhance communication skills by learning to speak accurately, recognize nonverbal cues, structure speech, and use clear, easy-to-understand language (Point Park University, 2019).

Self-Mirror Image

Regular self-reflection can help identify prejudices, biases, and images to overcome. Healthcare leaders must communicate in mirror image by frequently analyzing self- thoughts and motivations, seeking feedback from others, and considering interactions with people from different cultures (London et al., 2022).

To improve cultural range skills, individuals can search educational books on various cultures or online resources. For instance, healthcare leadership may attend cultural competence training and thereby find opportunities to engage with individuals from various backgrounds. Engaging in daily self-reflection to become aware of areas for development would be beneficial. Thereby retaining cultural diversity skills and becoming an effective leader in various environments (Chalice, 2022).

PART 2: Analysis of Culture, Leadership, and Teamwork

Cultural Competence and Teamwork

Cultural competence is closely related to teamwork and collaboration, particularly in diverse environments like healthcare. Cultural competence involves understanding and respecting individual beliefs, values, and behaviors from different backgrounds. This understanding can enable medical practitioners to collaborate effectively with colleagues, patients, and stakeholders from diverse cultures, which is critical for teamwork and collaboration in healthcare (Zhang et al., 2021).

Teamwork and collaboration are essential traits in healthcare, it takes various professionals working in unison to provide high-quality care. Medical practitioners must work together effectively to diagnose and treat patients, manage complex cases, and ensure continuity of care. In this setting, cultural competence is essential because it enables medical practitioners to communicate effectively with colleagues from diverse backgrounds, understand different perspectives, and work together to achieve shared goals (Zhang et al., 2021).

In addition, cultural competence is important for ensuring that healthcare is delivered in a way that respects a patient’s cultural beliefs and religious practices. When medical practitioners are culturally competent, they can collaborate with a patient and the patient’s family to develop treatment plans sensitive to cultural needs and religious preferences. This can improve patient satisfaction, trust, and better health outcomes. Cultural competence is essential to effective teamwork and collaboration in healthcare, enabling medical practitioners to collaborate effectively with colleagues from diverse backgrounds and provide high-quality care that respect a patient’s cultural belief and practice (Zheng et al., 2022).

Cultural Competence Components

Cultural awareness is the basic understanding of cultural differences, including values, beliefs, and behaviors. Cultural competence is the ability to apply cultural knowledge and awareness effectively in healthcare, while cultural sensitivity involves being aware of differences between cultures (Nuritdinovna, 2022). Healthcare leaders must understand these concepts to ensure the organization provides culturally sensitive and competent care. Cultural awareness helps leaders to recognize and understand the importance of cultural differences and how they can impact care delivery. Cultural knowledge enables leaders to understand the unique cultural practices and beliefs of the patient, colleagues, and stakeholders (Nuritdinovna, 2022).

Cultural competence is essential in daily interactions for healthcare leaders, it enables them to effectively apply cultural knowledge when communicating with patients, colleagues, and stakeholders. Culturally competent leaders can collaborate effectively with individuals from diverse cultural backgrounds and provide respectful and appropriate care (Haitana et al., 2021).

Cultural sensitivity is critical for healthcare leaders, it clarifies cultural biases and leads to preventing assumptions based on cultural stereotypes. Culturally sensitive leaders are better equipped to recognize and respect cultural differences and provide care tailored to a patient’s needs. Healthcare leaders must possess cultural awareness, knowledge, competence, and sensitivity to ensure that the organization provides culturally sensitive and competent care. Understanding these concepts helps leaders recognize the importance of cultural differences, develop strategies to provide culturally appropriate care, and work effectively with individuals from diverse cultural backgrounds (Haitana et al., 2021).

Verbal and Nonverbal Communication in Cultural Contexts

Verbal and nonverbal communication can be easily misunderstood due to cultural differences. Similarly, nonverbal cues such as gestures, facial expressions, and eye contact may be interpreted differently across cultures. As a result, healthcare leaders need to be aware of these cultural differences to minimize misunderstandings and promote effective communication (Point Park University, 2019).

Healthcare leaders should prioritize cultural competence training for all staff to minimize these misunderstandings. Training will improve communication styles, cultural norms, and nonverbal cues that may vary across cultures. Additionally, healthcare leaders should encourage open communication and allow staff to ask questions or seek clarification. Creating a culture of openness and respect can foster an environment where staff members feel comfortable discussing cultural differences and addressing misunderstandings. By prioritizing cultural competence and effective communication, healthcare leaders can improve the quality of care they provide to patients from diverse backgrounds (Kwame & Petrucka, 2021).

Conclusion BHA FPX 4102 Assessment 3 Cultural Competence

Cultural competence is crucial for healthcare leaders in today’s diverse world. Exploring the concepts of cultural competence, teamwork, and collaboration and the importance of cultural awareness, knowledge, competence, and sensitivity are essential. By developing cultural competence and promoting inclusivity and diversity, healthcare leaders can enhance patient outcomes and improve the overall quality of care.

References

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Cho, M. K., & Kim, M. Y. (2022). Factors affecting the global health and cultural competencies of nursing students. International Journal of Environmental Research and Public Health, 19(7), https://doi.org/10.3390/ijerph19074109

Cmalvikce. (2022, July 12). Recognizing the importance of cultural competence in health care. Medical blog. https://www.sgu.edu/blog/medical/recognizing-the-importance-of-cultural-competence-in-health-care/

Domenech, M. M. R., Reveles, A. K., Litson, K., Patterson, C. A., & Vázquez, A. L. (2022). Development of the awareness, skills, and knowledge: General (ASK-G) scale for measuring cultural competence in the general population. Plos One, 17(9), https://doi.org/10.1371/journal.pone.0274505

Gadoeva, D. L. E. (2022). Ethnomedical culture and healthy lifestyles: A dialectical relationship in genesis. Journal of Positive School Psychology, 6(8), 2875–2884. https://www.journalppw.com/index.php/jpsp/article/view/10303

Farrugia, A. M. (2022). A picture with a caption: Using photovoice as cultural self-reflection in communication sciences and disorders. Journal of Communication Disorders, 100, https://doi.org/10.1016/j.jcomdis.2022.106277

Franzen, S. (2021). Cross-cultural neuropsychological assessment in Europe: A position statement of the European consortium on cross-cultural neuropsychology (ECCroN). The Clinical Neuropsychologist, 36(3), 1–12. https://doi.org/10.1080/13854046.2021.1981456

Haitana, T., Pitama, S., Cormack, D., Clark, M. T. R., & Lacey, C. (2021). Culturally competent, safe, and equitable clinical care for Maori with bipolar disorder in New Zealand: The expert critique of Māori patients and Whānau. Australian & New Zealand Journal of Psychiatry, 56(6), https://doi.org/10.1177/00048674211031490

Kaihlanen, A. M., Hietapakka, L., & Heponiemi, T. (2019). Increasing cultural awareness: Qualitative study of nurses’ perceptions about cultural competence training. BMC Nursing, 18(1), 1–9. https://doi.org/10.1186/s12912-019-0363-x

Kwame, A., & Petrucka, P. M. (2021). A literature-based study of patient-centered care and communication in nurse-patient interactions: Barriers, facilitators, and the way forward. BMC Nursing, 20(1). https://doi.org/10.1186/s12912-021-00684-2

London, M., Sessa, V. I., & Shelley, L. A. (2022). Developing self-awareness: Learning processes for self- and interpersonal growth. Annual Review of Organizational Psychology and Organizational Behavior, 10(1). https://doi.org/10.1146/annurev-orgpsych-120920-044531

Nuritdinovna, I. I. (2022). Improving the speech skills of students of non-philological areas of education in the context of socio-cultural competence. Web of Scientist: International Scientific Research Journal, 3(02), 412–418. https://doi.org/10.17605/osf.io/ksemr

Point Park University. (2019, March 7). 7 Cultural differences in nonverbal communication. Pointpark.edu. https://online.pointpark.edu/business/cultural-differences-in-nonverbal-communication/

Stubbe, D. E. (2020). Practicing cultural competence and cultural humility in the care of diverse patients. Focus, 18(1), 49–51. https://doi.org/10.1176/appi.focus.20190041

Zhang, X. Y., Zhu, X. G., Tu, J. C., & Yi, M. (2021). Measurements of intercultural teamwork competence and its impact on design students’ competitive advantages. Sustainability, 14(1), 175. https://doi.org/10.3390/su14010175

Zheng, L., Westerhaus-Renfrow, C., Lin, S. Z., & Yang, Y. (2022). Assessing Intercultural Competence in the digital world: Evidence from virtual exchange experience in a study abroad program. Frontiers: The Interdisciplinary Journal of Study Abroad, 34(4), 418–441. https://doi.org/10.36366/frontiers.v34i4.614

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