BHA FPX 4102 Assessment 3 Cultural Competence

BHA FPX 4102 Assessment 3 Cultural Competence

BHA FPX 4102 Assessment 3 Cultural Competence

Name

Capella university

BHA-FPX4102 Leadership and Communication in Health Care Organizations

Prof. Name

Date

Part 1: Cultural Competence Self-Reflection

Upon completing the Culture, Diversity, and Out-groups Leadership assessment, I received a score of 52. This score suggests that I prioritize integrating out-group members into the larger group context, valuing diverse viewpoints, and recognizing the importance of minority perspectives in collaborative settings (Becoming a Culturally Competent Health Care Organization: AHA, 2013). This result aligns with my intention to actively involve all individuals in group dynamics, acknowledging that quieter voices often offer unique insights conducive to stronger team performance. Encouraging participation from individuals who may hesitate to express themselves fosters diversity within groups and enhances overall effectiveness (Allensworth-Davies et al., 2007).

Areas of Improvement for Cultural Diversity

In seeking to enhance my cultural diversity competencies, I have identified specific objectives for the coming year. To deepen my understanding of diverse cultures, I aim to engage in more workplace learning experiences. Additionally, I plan to promote leadership initiatives aimed at increasing awareness of various cultural groups within our organization. By facilitating educational opportunities and fostering communication among diverse groups, I anticipate a corresponding rise in workplace engagement. Moreover, I advocate for providing language translation services to facilitate better understanding and communication among individuals with limited English proficiency, thereby bridging communication gaps rooted in differing beliefs and values (Kumra et al., 2018).

Part 2: Cultural Competence, Teamwork, and Collaboration

Cultural competence in the healthcare sector entails the ability of systems to deliver care tailored to the diverse values, beliefs, and behaviors of patients, encompassing linguistic and cultural considerations (“Becoming a Culturally Competent Health Care Organization: AHA,” 2013). Cultivating cultural competence within teams necessitates patience and respect for all members, fostering an environment where diverse perspectives are valued and incorporated into decision-making processes. Acknowledging and accommodating diverse cultural norms and communication styles are pivotal for effective teamwork (Cooper & Roter, 2002).

Various levels of cultural awareness exist within organizational settings, ranging from mere knowledge of cultural characteristics to genuine sensitivity and competence in navigating cultural differences (Guyton, 2019). Achieving cultural competence entails establishing rapport not only with patients but also among colleagues, transcending cultural barriers to facilitate seamless collaboration (Curtis et al., 2007). Healthcare organizations can foster cultural competence by recruiting diverse staff, offering training programs, and providing language services, thereby promoting inclusivity and enhancing patient care (Kumra et al., 2018).

BHA FPX 4102 Assessment 3 Cultural Competence

Leadership plays a crucial role in nurturing open communication and fostering cultural competence within teams. Effective communication entails not only verbal exchanges but also awareness of nonverbal cues, such as body language and tone, which vary across cultures (Pogosyan, 2017). By promoting cultural competence and embracing diversity, organizations can bolster employee satisfaction, improve teamwork dynamics, and ultimately enhance patient outcomes (Allensworth-Davies et al., 2007).

Verbal and Non-Verbal Communication

Nonverbal communication significantly influences workplace interactions, with body language and tone often conveying more meaning than spoken words (Mehrabian, 2007). When communicating with culturally diverse teams, understanding cultural nuances in verbal and nonverbal communication is essential. For instance, differences in personal space preferences and sensitivities to vocal intonations can impact interpersonal dynamics and collaboration. Culturally competent leadership involves not only language proficiency but also adeptness in interpreting and responding to nonverbal cues, minimizing misunderstandings and fostering cohesion (Pogosyan, 2017).

Conclusion

In contemporary healthcare leadership, proficiency in cultural competence is indispensable for fostering inclusive environments and optimizing team performance. Successful leaders adeptly navigate cultural differences, prioritize effective communication, and demonstrate empathy towards diverse stakeholders. By embracing cultural diversity, organizations cultivate a sense of unity, promote employee satisfaction, and advance their overarching mission of delivering equitable and high-quality care to all individuals within their communities.

References

Allensworth-Davies D, Leigh J, Pukstas K, Geron SM, Hardt E, Brandeis G, Parker VA. Country of origin and racio-ethnicity: Are there differences in perceived organizational cultural competency and job satisfaction among nursing assistants in long-term care? Health Care Management Review. 2007;32(4):321–329.

Becoming a Culturally Competent Health Care Organization: AHA. (2013, June 13). Retrieved April 2021, from https://www.aha.org/ahahret-guides/2013-06-18-becoming-culturallycompetent-health-care-organization

BHA FPX 4102 Assessment 3 Cultural Competence

Cooper LA, Roter DL. Patient-provider communication: The effect of race and ethnicity on process and outcomes of healthcare. In: Smedley BD, Stith AY, Nelson AR, editors. Unequal Treatment: Confronting Racial and Ethnic Disparities in Healthcare. Washington, DC: The National Academies Press; 2002. pp. 552–593.

Curtis EF, Dreachslin JL, Sinioris M. Diversity and cultural competence training in health care organizations: Hallmarks of success. The Health Care Manager. 2007;26(3):255–262.

Guyton, G. (2019, September 11). Understanding Cultural Competence vs Cultural Awareness for Diversity & Inclusion Training. Glen Guyton. https://www.glenguyton.com/2019/09/11/promoting-cultural-competence-in-theworkplace-understanding-the-difference-between-cultural-competence-andawareness/#:~:text=Levels%20of%20Cultural%20Competency,-%E2%80%9CCultural %20knowledge%E2%80%9D%20means&text=%E2%80%9CCultural%20awareness %E2%80%9D%20is%20the%20next,worse%2C%20right%20or%20wrong).

Kumra, T., Hsu, Y.-J., Cheng, T. L., Marsteller, J. A., McGuire, M., & Cooper, L. A. (2018). The association between organizational cultural competence and teamwork climate in a network of primary care practices. Health Care Management Review, 45(2), 106–116. https://doi.org/10.1097/hmr.0000000000000205

Mehrabian, A. (2007). Nonverbal communication. New Brunswick, NJ: Aldine Transaction.