BUS FPX 4128 Assessment 2 Investigating the Need for Cognizance of Bias in Management
Phillip April 19, 2024 No Comments

BUS FPX 4128 Assessment 2 Investigating the Need for Cognizance of Bias in Management

BUS FPX 4128 Assessment 2 Investigating the Need for Cognizance of Bias in Management

Name

Capella university

BUS-FPX4128 Cultural Competence in Health Care

Prof. Name

Date

Investigating the Importance of Recognizing Bias in Management

Biases are inherent to every individual, shaped by diverse experiences, beliefs, and education. Acknowledging personal biases is crucial for both personal growth and professional success. This paper delves into the concept of personal bias, its implications for self-regulation and equitable management in healthcare businesses, and suggests managerial actions to address biases, supported by the results of an implicit bias test.

Types of Personal Implicit Bias

Personal implicit bias encompasses attitudes or stereotypes influencing one’s perceptions and actions. An example is curiosity, fostering openness to diverse ideas and experiences, vital for leadership in navigating complexities (Dillon & Bourke, 2016). Curiosity fosters empathy and connects leaders with diverse perspectives, facilitating inclusive decision-making (Deloitte, n.d.). Cultivating curiosity enables leaders to adapt to changing environments and promote organizational culture.

Self-regulation and Fair Play

Curiosity correlates with self-regulation and fair play in healthcare management, emphasizing adherence to rules and equitable treatment (Dillon & Bourke, 2016). It is viewed as a positive emotional-motivational system, driving exploration and adaptation (Leonard & Harvey, n.d.). Effective healthcare managers possess problem-solving, communication, and planning skills, essential for navigating challenges and uncertainties.

Proposed Actions

Healthcare managers can mitigate personal implicit biases by fostering empathy, advocacy, and education. Empathy towards patients and staff facilitates understanding and addressing their needs, despite potential barriers. Advocacy involves supporting individuals and promoting unbiased practices, ensuring equitable treatment. Education on unconscious bias fosters awareness and fosters an environment of equality.

Implicit Bias Test and Results

The skin-tone Implicit Association Test (IAT) revealed a slight preference for light-skinned individuals, reflecting unconscious biases. Personal reflection revealed biases potentially influencing interactions, despite diverse familial backgrounds. Awareness of implicit biases prompts introspection and informs future interactions.

New Insights on Personal Implicit Bias

Insights on personal implicit bias inform future management practices, emphasizing equitable treatment, sound judgment, and mutual respect. Promoting equality fosters a positive work environment, reducing conflicts arising from biases. Encouraging mutual respect mitigates biased behaviors, fostering inclusivity and collaboration.

Conclusion

Recognizing and addressing personal implicit biases is imperative for creating inclusive environments. Leaders play a pivotal role in fostering awareness and promoting equitable treatment. By fostering understanding and respect, managers can cultivate bias-free workplaces, enhancing organizational effectiveness and employee well-being.

Reference

Dillon, B., & Bourke, J. (2016). The six signature traits of inclusive leadership Thriving in a diverse world. Deloitte University Press.

Deloitte. (n.d.). 6 Characteristics of Inclusive Leaders. Retrieved from https://deloitte.wsj.com/cio/2016/05/04/6-characteristics-of-inclusive-leaders/

BUS FPX 4128 Assessment 2 Investigating the Need for Cognizance of Bias in Management

Leonard, N. H., & Harvey, M. (n.d.). The Trait of Curiosity as a Predictor of Emotional Intelligence. Retrieved from http://citeseerx.ist.psu.edu/viewdoc/download?doi=10.1.1.554.26&rep=rep1&type=pdf