Organizational Cultural Assessment
Organizational Cultural Assessment
Influential Factors Used in Conducting the Organizational Assessment
Recognizing the diversity evident in today’s healthcare landscape is paramount as it forms a basis for the provision of accurate, high-quality, culturally sensitive, and inclusive care. It is essential for healthcare organizations to constantly evaluate their compliance with diversity and inclusivity requirements. The first factor that was appraised in the organizational assessment exercise was assessing patient demographics. This involved examining patient ethnicities, language, religion, and their respective socioeconomic backgrounds. The objective was to understand the actual cultural diversities that the hospital served. The collected data was then used to provide insights into the unique cultural needs and preferences of the presenting patient population. The second organizational aspect that was assessed was staff demographics. The aim was to understand the staff’s cultural backgrounds and language skills. This was important in informing the identification of any potential gaps, for example, in staff presentations that would result in issues such as ineffective communication between the healthcare practitioners and the patient population. Misrepresentation also decreases the chances of effective rapport building between the two cadres (Placide et al., 2023). The last cultural assessment component to be assessed was the organization’s policies and procedures. This entailed comprehensively reviewing the standardized policies on aspects like cultural competency and religious accommodation. The aim was to explore the organization’s inclusivity to identify areas of improvement. The primary goal of this exercise was to ensure that the policies implemented aligned with the cultural needs of the healthcare providers and patients.
Summary of the Findings
The results obtained from the analysis showed the presence of a diverse patient population. This indicated that the patient population had varying cultural backgrounds, language needs, and religious beliefs, underscoring the importance of having strategies in place that ensure the provided healthcare services are responsive to the presenting patient’s needs. The organization was also characterized by a staff demographic with differing language skills and cultural backgrounds. This highlighted possibilities of potential challenges in effective communication and cultural competence amongst and between healthcare providers and patients. Notable gaps in organizational policies and procedures, primarily in competency training and religious accommodations, were identified.
Proposals
The organization should identify strategies it can leverage to enhance cultural competency training. Improving staff knowledge and competence on cultural diversity provides a robust basis for providing culturally appropriate and responsive healthcare services (Stanford, 2020). Examples of such strategies include having cultural competency training programs in place in addition to providing them with education and resources to support staff in providing culturally competent care. It would also be important for the organization to focus on diversifying its workforce and language services (Stanford, 2020). Typical examples include refining recruitment services to ensure the organization attracts, employs, and retains workers from diverse backgrounds. It could also entail ensuring ready access to language training and interpretation services, an identified effective approach in bridging communication barriers between patients and healthcare providers (White et al. 2019). The last step is to ensure that the organization’s policies reflect the cultural competence standards and best practices practiced in the organization.
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