Introduction
During the interview conducted in week 3, I acquired beneficial information that enhanced my knowledge about cultural awareness and sensitivity. It involved a discussion with a male nurse leader of Filipino descent who was working in a hospital where 30-35% of nurses were from his cultural background. There was a homogeneous population of patients where 80% were whites and aged over 60 years, 10% Latinos, and a non-categorized population was 10%. This paper intends to synthesize the gained information in the third week of the semester during an interview with a Filipino nurse.
Assessment Tool
The selected tool supports the effective gathering of information on cultural competency and sensitivity. It is meant to enhance analysis awareness and enable personal reflection on the role of diversity competency (AHS Primary Health Care Program, 2015). The tool determines the ability of systems and individuals to respond effectively and respectfully to patients of diverse backgrounds. Moreover, the tool promotes the awareness of practices, values, beliefs, and attitudes that enhances diversity competency. It provides beneficial guidelines and approaches to the interviewing process to ensure important areas are covered appropriately.
Theoretical Underpinnings
Madeline Leininger’s theory offers care measures based on the cultural values, beliefs, and practices of the selected population. It facilitates the understanding of various cultures while paying attention to the provision of efficacious and meaningful nursing care services depending on the population’s health-illness context and cultural values. Leininger’s transcultural nursing theory encourages a better understanding of diverse components of inpatient care to improve wellness, healing, and compliance (McFarland & Wehbe-Alamah, 2019). It offers congruent nursing care that is cognitively based facilitative, assistive, and supportive to enhance the making of appropriate decisions. The focus of the theory is to ensure nursing care that offers desirable health outcomes for varying people and helps attain beneficial meaning.
The transcultural nursing theory is effective when dealing with a homogenous population since it ensures that the needs of every patient are met. This theory involves understanding and learning about existing differences in cultural beliefs regarding the meaning of wellness and illnesses. Gaining more information about caring behaviors can help health providers make appropriate decisions regarding the nature of services to be provided. It provides culturally specific expressions and meaning about health and care. Moreover, it facilitates the identification of differences and similarities of cultural care diversity and cultural care universality (Quinn & McDonough, 2019). The application of this theory improves the nursing care actions and decisions while considering the cultural care negotiation/accommodation, maintenance/preservation, as well as restructuring/patterning.
Relevant Areas of Assessment
The two most relevant areas of the assessment tool for the nursing leadership and organization are communication and language, and culture care diversity. Since I was interviewing someone from a minority group, it was necessary to use a language that could be understood easily. This facilitated the smooth flow of information and ensured that every concept is interpreted appropriately. The tool supported the application of the most appropriate communication style based on the capabilities of the nurse leader of Filipino descent. It encouraged the evaluation of the language needs, learning about the community norms, common words, and use of trained interpreters when dealing with an individual with limited English language skills. The tool explained the importance of considering positive attitudes and values, and supported the handling of cultural prejudice and insensitivity. Moreover, it encouraged positive interactions with other people while considering the importance of factors such as life cycle, age, and gender roles. By promoting respect for social and cultural diversity, the tool ensured that people’s needs were addressed in a way that motivates them. Cultural beliefs form an important part of human life and should be respected to promote social cohesion and positive interactions. Information should be provided based on the literacy levels and cultural beliefs of the population.
Ethics
Ethics should be included since they facilitate the achievement of health and nursing objectives through alleviating suffering. They support continuous improvement through knowledge acquisition and the development of better skills. This can help reduce the chances of errors during the interview process by following the necessary guidelines. Ethics promotes effective communication values including fair treatment, accountability, trust, and mutual respect (Char et al., 2018). They would include maintenance of confidentiality, informed consent, privacy protection, and grantee for respect. Moreover, including ethics would ensure integrity and effective gathering of the necessary information. They may improve the values of collaboration and support social values and morals including human rights, social responsibility, compliance with the law, as well as patients’ welfare (Varghese et al., 2019). This means that they can play a role in the establishment of a desirable environment to support a successful interviewing process.
The inclusion of ethics improves the ability to address ethical dilemmas and support the making of the right decision. The implementation of effective approaches to ethics helps control behaviors and ensure that the interview process achieves its objective. Standards facilitate the explanation of traditions and cultural values that determines the way of life of a particular population (Torous & Roberts, 2017). Ethics are important in an interview since they provide guidelines with requisite authorization and power.
Conclusion
In conclusion, the additional materials collected show that the organization has an effective cultural competency. Although nurses and patients are from diverse cultural backgrounds, the organization has managed to promote coordination and positive interactions. The nursing leadership has embraced ethical and cultural competency to attain efficiency and ensure that everyone is motivated. Ethical competency supports the organization in setting working standards and guidelines. It facilitates the achievement of continuous improvement, solves arising issues, and provides a favorable working environment. Ethical competency can improve the ability of nurse leaders to understand their operating environment and ensure that they achieve the best outcome in every situation. These leaders would learn more about other cultures and establish measures to ensure every patient is given services that align with their beliefs and values. The interview relates to my DNP project since similar measures will be taken to improve cultural competency and sensitivity.
References
AHS Primary Health Care Program. (2015). Diversity awareness self-reflection tool: A practical tool for health care teams. Alberta Health Services. Web.
Char, D. S., Shah, N. H., & Magnus, D. (2018). Implementing machine learning in health care addressing ethical challenges. The New England journal of medicine, 378(11), 981.
McFarland, M. R., & Wehbe-Alamah, H. B. (2019). Leininger’s theory of culture care diversity and universality: An overview with a historical retrospective and a view toward the future. Journal of Transcultural Nursing, 30(6), 540-557. Web.
Quinn, B. L., & McDonough, A. (2019). Nursing Theory in Hospital Models of Care. AJN The American Journal of Nursing, 119(12), 11. Web.
Torous, J., & Roberts, L. W. (2017). The ethical use of mobile health technology in clinical psychiatry. The Journal of Nervous and Mental Disease, 205(1), 4-8. Web.
Varghese, T. K., Entwistle, J. W., Mayer, J. E., Moffatt-Bruce, S. D., Sade, R. M., Blitzer, D.,… & Zwischenberger, J. B. (2019). Ethical standards for cardiothoracic surgeons’ participation in social media. The Journal of Thoracic and Cardiovascular Surgery, 158(4), 1139-1143.