Diversity Conflicts in the Nicu

In: Social Issues

Submitted By Jmikalajunas
Words 1900
Pages 8
According to Giger and Davidhizar (2007), diversity has always been represented since the founding of the United States. Even though diversity was prevalent; the demographic profile continues to grow and change (Gordon, 2013). In order provide effective and efficient health services; health care organizations need to develop cultural and linguistic competence (Gordon, 2013). The aim for health care organizations is to achieve cultural competence as evidenced by every patient regardless of race, ethnicity, culture or language receiving the highest-quality care (Betancourt, Green, Carrillo, & Park, 2005). Betancourt, Green, Carillo, and Ananeh-Firempong II (2003) defined a cultural competent health care organization as one that recognizes and integrates the importance of culture, cultural differences, cultural knowledge and services to meet the distinctive needs of the culture. This cultural competence encompasses integration and interaction of beliefs, behaviors, disease prevalence and incidence and treatment outcomes for diverse patient populations (Betancourt et al., 2003). In the case study: Diversity Conflicts in the NICU the manager has identified practices in the NICU that are not representative of a culturally competent organization. While reflecting on the diverse population that her staff comprises of the manager debates changing her hiring practices to avoid the amount of growing conflicts. Gordon (2013) discusses how health care organizations have an obligation to develop policies and practices that will assist in recruiting, retaining, and managing the various cultures represented in the workforce to offer both culturally appropriate care and improved access to care. The Commonwealth Fund indicates five goals to eliminate barriers between health care providers and patients. These goals include: 1.) “Understand that patients and health care providers…...

Similar Documents

Individual Diversity and Conflict Managment

...Individual diversity and conflict management relate to teamwork in several ways. Teams are made up of individuals and conflicts will always occur in group settings. Individual diversity and conflict management are things that relate to teamwork because they can be the success or failure of a team. Individual diversity is inevitable; we are all different and have our own unique personality. Although many people may share traits and characteristics each person has their own background, environment, and beliefs that have made them who they are today. Individual diversity may seem like something that would seperate people, but in fact it can be a common uniter. Individual diversity is directly related to teamwork because it can provide progress and ideas that a team would not be able to come up with if every member of the team was the same. Conflict management is something that is necessary to teamwork and everyday life. It is important to understand that conflicts do not have to be avoided or blown out of proportion, and if conflicts can be managed they can actually provide all members of a conflict with a valuable learning situation. Conflict management is something that is important for all people to understand and practice in all areas of their life, and it is extremely important when working within a team. Individual diversity and conflict management are key factors to the success or failure of a team, and it is important to take both of these factors into consideration......

Words: 446 - Pages: 2

Diversity

...must be equipped with both technical and interpersonal skills in order to thrive in today’s business world. These skills include leadership, motivation, team work, conflict-resolution abilities and an understanding of diversity and diversity management. Today’s work population is constantly changing; we encounter different people from all walks of life. As a result there is more interaction among people from diverse cultures, beliefs, and backgrounds than ever before. Maximizing and capitalizing on workplace diversity has become an important issue in the field of management. According to some experts “Diversity can have two competing perspectives. The first perspective embraces the “information value of diversity” and the importance of “celebrating our differences”. The second perspective believes that diversity contributes to conflict because “similarity attracts” and therefore, it is best not to draw attention to diversity and instead emphasize that as human beings our commonalities far outweigh our differences. The first perspective argues for customization, while the second advocates for homogenization. Whatever your perspective, the facts remain the same; today’s work population is changing and with any change comes both challenges and opportunities for organizations and their leaders. Diversity Management is a combination of programs, policies and activities that support an environment wherein employee differences are valued and integrated into each......

Words: 3620 - Pages: 15

The Importance of Diversity Management, Conflict Resolution and Eeo Legislation, Focusing on the Importance of Productive Diversity in the Service Industry

...Assess the importance of diversity management, conflict resolution and EEO legislation, focusing on the importance of productive diversity in the service industry. Diversity is the way in which people differ from each other in regards to; gender, age, language, ethnicity, cultural background, sexual orientation, religious beliefs, family responsibilities, disabilities, life experiences, educational background, work experience, marital status and personality (Study Guide, 2011, pg. 52). Diversity in the workplace can be a great strength for an organisation if managed effectively if management make good use of each individual’s values. In order for diversity to be managed effectively and used to the organisations advantage, people-management strategies need to be put in place in order to allow for these differences and allow for people to grow upon them in the organisations favour. Being open to each individuals differences, allows for new ideas to come to light and to be welcoming of different ways of going about tasks. There can however, be issues that arise such as legal implications in regards to discrimination. Discrimination can occur via both indirect and direct means. This is corrected via legislations against the illegal mistreatment and discrimination of employees. Equal Employment Opportunities (EEO) legislations were introduced in order to free all workplaces of discrimination and harassment. Equality and diversity can be thought of in terms of legal aspects,......

Words: 1582 - Pages: 7

Cultural Diversity-Conflict Paper

...Scott Kenyon Baker College Conflict Management Cultural Diversity-Conflict Paper UIN# 105-65604 Cultural Diversity and Conflict Conflict is a normal part of life, there are bound to be miscommunication and differences of opinion when relating to work, family and relationships. How you choose to handle them can change the level of success you achieve in all areas of your life. Now imagine if you are dealing with a person, who has different cultural values than your own. We will cover how these differences affect the outcome of conflict and how you might need to change the techniques used when dealing with conflict to match up with a different value system. With the changes in business to a global market place, it has become more important than ever to understand the changes in negotiations between cultures. The differences in culture break down to five main areas described by Hofstede. These areas are Power distance, individualism, Masculinity, Uncertainty avoidance index and long term Orientation. I found that while there are some similarities, there are areas of great difference between the two cultures. Many of the manners in which we deal with conflict in the west would not apply within the Chinese culture. The first area on the scale deals with Power Distance Index (PDI), which is the extent, by which the power is distributed unequally between the members of a family or within an organization. In the US culture it is scored at a 40 showing a much smaller......

Words: 942 - Pages: 4

Diversity and Avoiding Conflict

...Diversity & Avoiding Conflicts PM/582 May 17, 2014 Professor Carol Locker Diversity & Avoiding Conflicts In mot organizations, conflicts arises because of jealousy, egos, lack of communication, promotion and falsely spread rumors. According to Manktelow (2014), conflict arises from differences between people; the same differences that often make diverse teams more effective than those made up of people with similar experience. When people with varying viewpoints, experiences, skills, and opinions are tasked with a project or challenge, the combined effort can far surpass what any group of similar individual could achieve. Team members must be open to these differences and not let them rise into full-blown disputes. Understanding and appreciating individuals viewpoints involved in conflict are key factors in its resolution. These are key skills for all team members to develop. The important thing is to maintain a healthy balance of constructive difference of opinion, and avoid negative conflict that's destructive and disruptive (Manktelow, 2014). The remainder of this paper will discuss the issues arising with Riordan Manufacturing “Going Green” and how the project manager addresses and mitigate conflicts. Also, discussing different strategies a project leader can use to promote success while leading team members Address & Mitigate Conflicts For the past few months, Riordan Manufacturing has been working a project where the company will be......

Words: 861 - Pages: 4

Diversity

...Does workforce diversity always result in better organizational performance? In today’s global competitive environment, workforce diversity became a competitive edge that helps firms better understand different cultures and different ways of conducting business globally (“Benefits and problems”). Taylor Cox emphasized that increasing workforce diversity for better organizational performance is still an essential business issue that receives great attention, as “most of today's small business owners and corporate executives recognize that attention to the challenges and opportunities associated with the growing trend toward culturally diverse work forces can be a key factor in overall business success”. Rob McInnes identified 7 factors that motivate companies to diversify their workforces: As a Social Responsibility: companies exercise corporate social responsibility role by diversifying their workforces and supporting their good living. As an Economic Payback: “diversifying the workforce, particularly through initiatives like welfare-to-work, can effectively turn tax users into tax payers”. As a Resource Imperative: companies shouldn’t be hindered from attracting best talents available in the markets because of discriminatory practices. As a Legal Requirement: law requires companies not to be discriminatory in their employment practices or they will be exposed to penalties, as “fines and loss of contracts with government agencies”. As a Marketing Strategy:......

Words: 2740 - Pages: 11

Handwashing Importance in Nicu

...health care– associated infection rate and increase in hand hygiene compliance was observed in this study. The observational study could form part of an ongoing audit to provide regular feedback to HCWs to sustain the compliance. Pediatrics 2004;114:e565–e571. URL: www. pediatrics.org/cgi/doi/10.1542/peds.2004-1107; hand hygiene, education, neonatal intensive care. ABBREVIATIONS. NICU, neonatal intensive care unit; CDC, Centers for Disease Control and Prevention; HCW, health care worker; NNIS, National Nosocomial Infections Surveillance; BSI, blood stream infection. From the Department of Paediatrics and Adolescent Medicine, Queen Mary Hospital, University of Hong Kong, Hong Kong, China. Accepted for publication Jun 1, 2004. doi:10.1542/peds.2004-1107 Reprint requests to (B.C.C.L.) Department of Paediatrics and Adolescent Medicine, Queen Mary Hospital, 102 Pokfulam Rd, Hong Kong, China. E-mail: lamccb@ha.org.hk PEDIATRICS (ISSN 0031 4005). Copyright © 2004 by the American Academy of Pediatrics. ealth care–associated infections persist as a major problem in most neonatal intensive care units (NICU). Neonates are susceptible to infection because their host defense mechanisms are not mature. They also occupy an environment in which frequently used antibiotics and invasive interventions often permit the invasion of common nosocomial pathogens, and the close proximity of patients in many NICUs facilitates transfer of organisms from patient to patient. Organisms that cause......

Words: 6599 - Pages: 27

Conflict

...are common to work in a teams. Conflict is defined as disagreement between individuals. Conflict can arise among members within a team or between one team and another. Conflict refers to antagonistic interaction in which one party attempts to block the intentions or goals of another. Competition, which is rivalry among individuals or teams, can have a healthy impact because it energizes people toward higher performance. Whenever people work together in teams, some conflict is inevitable. Bringing conflicts out into the open and effectively resolving them is one of the team leader’s most challenging jobs. Conflict in corporate teams is fine as long as team immediately works toward a solution. The role of conflict in work teams is determined by the manner in which it is managed. Conflict is a driving force of change that can result in improved decision-making processes and progressive team development. However, teams must learn to be confrontational without destroying the team process. Teams are able to handle conflict and perform at a high level by following a framework of communication needed for managing conflict constructively and capable to mediate their own conflicts, improve both productivity and member relationships. Teams are typically made up of a diverse group of individuals, each member possessing different capabilities and skills. This element is what makes the use of teams so advantageous; however, diversity can also create conflict. Therefore, it is important......

Words: 2757 - Pages: 12

Conflict

...Why conflict occurs is less important than how it effects people. The world is less safe than it has ever been. The myriad of problems, conflicts, and catastrophes we find ourselves in are being documented hourly in blogs, in documentaries, on talk radio, and even with growing frequency, in the mainstream media. It is natural then that the question on all our lips is “why? “. If not, it should be. To reason is innate to human nature. When we encounter conflict we are obliged to “assume a pose”. Conflict’s inevitability and relentless nature necessitates a reaction; a choice. Unfortunately as Karl Marx famously elucidated, “reason has always existed but not in a reasonable form”. As 2014 has unfurled, the world has been forced to find reason in two incongruous disasters in a matter of months. In March, Boeing passenger flight 370, with 239 people on board, disappeared off radar. It seemingly vanished. Such an inexplicable event was understandably met with a public response which ranged from incredulity to disdain. We needed reasons why. So when the answers didn’t come, beyond the inevitable conspiracy theories, the collective reaction was one of resignation. But when the tragic horror of the shooting down of Malaysia Airlines Flight 17 was reported only months later, with the additional loss of almost 300 lives, our reaction was not so passive. It was not just answers we sought, we also needed to apportion blame. Whether because of human error, mechanical error, or......

Words: 474 - Pages: 2

Nursing Research in the Nicu

...Linnette Nolte, RN Introduction and Purpose Nearly 400,000 infants are admitted to the Neonatal Intensive Care Unit (NICU) each year. This can be an intensely overwhelming, stressful, and emotionally draining experience for the families and, especially the parents, of the infants requiring care in the NICU. With the help of an emerging care delivery model known as family centered care, health care providers can ease some of the stress during a NICU stay by involving the parents in the cares of their infant. Basic ideas of family centered care include: parental involvement in the cares of their infant, unrestricted parental presence in the NICU, and open communication between parents and all care provider team members (Griffin, T., 2006). Griffin states that family centered care is “a philosophy of care that embraces a partnership between staff and families.” As this type of delivery care model is becoming more the norm in NICUs across the world, many researchers have posed the question of the parents and their feelings of the overall environment and care of their infant. Making the parents feel like they have control over certain areas of the entire NICU experience can make the difference between a smooth hospital stay and one that is not ridden with problems. 1.) In the qualitative research article Mothers in the NICU: Outsider to Partner by Judith A. Heermann, Margaret E. Wilson, and Patricia A. Wilhelm the main focus was to examine the......

Words: 1469 - Pages: 6

Diversity

...should be substantiated with scholarly research, relevant course material, based on human resource management concepts and themes and interview material. Individually, students will have opportunity to complete a team assessment form to evaluate your own and team members’ participation on the group project. Each team will be assigned a team to conduct a peer evaluation of that team’s presentation. Once teams are formed, your instructor will provide teams with the presentation that you are responsible to evaluate. (Your professor does the final grading for each team project). Below, you will find the following important information regarding the project: 1) Group Project Parts, 2) Bibliography; 3) Team Member Participation and Group Conflict; 4) Interview Guidelines; 5) Hypothesis Statement examples; and 6) Topic list. Parts to the Group Project 1. Project Overview (Written submission) – Due on or before March 8 Each group is to submit a written report that includes the following: a) Topic Area (3/4 - 1 page, double spaced) * Identify your topic area * Outline your team’s plan for the exploration of this topic (point form may be used) * Hypothesis statement (See below for hypothesis statement examples). b) Presentation proposal (1/2 page, double spaced) * Provide a brief explanation outlining a proposal for how your team will present the topic c) Team member tasks and roles (1/2-3/4 page – point form, double spaced) * List......

Words: 3196 - Pages: 13

Explain the Levels of Conflict That May Be Present When Individuals Embrace the Attributes of the Diversity Competency but Those Attributes Are Not Shared by Coworkers. Provide Recommendations for Reducing Conflict.

...The diversity competency includes the knowledge,skills, and abilities to value unique individual, group, and organizational characteristics, embrace such characteristics as potential sources of strength, and appreciate the uniqueness of each. This competency includes the ability to help people work effectively together even if their interests and backgrounds are different. The conflicts that may or could arise are disagreement, contest, and intractable(difficult) people.A lot of times individuals are slow or even afraid of something or someone new. This being said a manager must be aware of the fact that these very issues could occur and must be ready to resolve any and all problems. Effective conflict resolution means being able to use differences in ways that strengths rather than divide. Develop clear purposes and goals, design and conduct effective meetings, ensure appropriate representation and understanding of roles. There must also be some education, and this is done through training. The training should equip the individuals with the right tools to educate as well as inspire everyone. Source:Hellriegel, D.,& Slocum, J.W.Jr.(2011) Organizational Behavior: 2011 Custom Edition(13th ed.). The key attributes of the diversity competency include the knowledge, skills and abilities of individuals, teams, and the organization to perform effective in doing the following: fostering; learning; embracing and developing; communicating and personally practicing; providing......

Words: 609 - Pages: 3

Diversity Conflicts

...make us unique individuals are also sources of potential conflict between us. Diversity in race, gender, ethnicity, sexual orientation, age, and other personal qualities can lead to divisive and costly conflicts in the workplace. By 2031 almost 26% of Canada’s population will be foreign-born and 31% will be visible minorities, according to new projections released by Statistics Canada. Almost half of the working age population will be either foreign-born or have at least one parent born in another country. In Metropolitan areas such as Toronto and Vancouver, the visible minorities of the present will be the majority, while their population will double in other Canadian cities, such as St. John’s, Nfld., Kelowna, B.C., and Ontario cities like Barrie, Hamilton, Kitchener, Oshawa and Peterborough. Canadian demographics are changing in part due to real and projected labour shortages. As the economy grows and Baby Boomers retire, there are not enough Canadian-born workers to meet the demands for skilled labour. Employers then look to other countries with large talent pools, such as China and India, to fulfill those needs. What this means for Canadian workplaces is things are going to look and feel very different. They are going to be much more diverse and the effects of this diversity need to be understood. Foreign-born people come to the workplace with different values, ethics, expectations and modes of communication. Conflict is a natural result of the misunderstanding......

Words: 532 - Pages: 3

Diversity and Avoiding Conflict in Project Team

...Diversity and Avoiding Conflict PM/582 Executive Summary Understanding the organizations diversity, and successfully identify and handle conflict within a team environment is necessary to the success of all projects. The project leader must have the appropriate skill set to successfully understand how to lead diverse teams and identify, lead conflict in a positive manner and communicate appropriately to our customers. We want to ensure that our customers are receiving what product that they have requested. The project leader will also ensure the customer is full satisfied with all status updates and agrees with the timelines the project team has assembled. We want to ensure that the project team and the customer clearly understand the end result and the timeline needed. The problem is project team does not have a single goal and the customer is changing the requirements each week. The customer does not understand the changes being requested will delay the project timeline and other deliverables that are dependent upon each phase. As the project leader I have identified some issues that need to be addressed immediately to ensure the project phases and timelines are being met for our customer: 1. Define single goal for customer and project team to be in sync 2. Understand phase requirements and timelines 3. Provide written communication confirming goal, requirements, phases and timelines to customer and project team The first......

Words: 1421 - Pages: 6

Conflict

...Running head: CONFLICT IDENTIFICATION AND RESOLUTION 1 Conflict identification and Resolution Chukwunonso I. Okafor Mgt 610 & Organizational behavior Pamela Gordon May 2, 2016 CONFLICT IDENTIFICATION AND RESOLUTION 2 Introduction Two heads are better than one. Successful industries are not individual orientated; they are team orientated. No one company is independent of its employees. Organizations need their teams to make collaborative efforts to impact a positive outcome. Teams are a combination of different talents coming together for a common goal. (According to Baack, 2012) Great teams consist of team members with the most highly developed skills wereadaptable, collaborative, committed, communicative, competent, dependable, enlarging, enthusiastic, intentional, mission conscious, prepared, relational, self-improving, selfless, solution oriented, and tenacious. The key is to make individualists into team players by cultivating the necessary traits. The dynamics of teams will be discussed through diversity, conflict and conflict resolutions within my organization. This paper will also describe three outcomes that could reasonably occur as a result of conflict resolution. Conflict is a necessary evil that is inevitable. Conflict can be either a strength or weakness to a company’s overall goal. When individuals come together for a common goal conflicts may arise. As research has shown, there is more positive values than negatives. Conflict......

Words: 1162 - Pages: 5