NUR 506 dis/resp mod 6
Each answer should be a minimum of 150 words APA format All replies must be constructive and use literature where possible by extending, refuting/correcting, or adding additional nuance to your peers with at least 2 sources each.
(CNM) In today’s ever-changing and highly integrated world, healthcare has a growing need to hire and maintain an exceedingly diverse and multicultural workforce. With increasing globalization, multinational corporations have a significant advantage as they have an opportunity to work in different cultures and take advantage of a diverse pool of skills (Mason et al., 2016). Nursing in the United States has expressed its intention of being a professionally disciplined, diverse culture. In an environment that deals with a vast amount of the diverse population, culture is essential. Many healthcare organizations benefit immensely from the impact of culture in a diverse setting. One benefit of this setting is that culture provides guidelines for employees, patients, doctors, visitors, and others that utilize these facilities. Healthcare organizations set the foundation of their companies using cultural beliefs, values, and a code of conduct to create a diverse and accepting workplace (Mason et al., 2016).
Working in a multicultural environment is challenging. Each culture has its unique characteristics and dimensions that shape the language, lifestyle, beliefs, values, customs, traditions, and patterns of behavior, which nurses must come to terms with (Reinhard, 2017). However, cultural diversity in the health care environment can potentially affect the quality of care and patient safety. Nurses need educational preparation to provide them with the knowledge, skills, and attitudes essential to work with people from different cultures (Mason et al., 2016). Nurse educators have a professional obligation to promote a positive learning environment for all nurses and students in our increasingly diverse society. For the future diverse nursing workforce to succeed, nurse educators must embrace diversity in its broader sense (Reinhard, 2017). Healthcare organizations rely on the external factors around them while depending on the market sector to operate. These organizations also rely on the population around them to gain revenue, clients, and resources. Another benefit healthcare organizations gain from similar values is bonds; which allows the organizations to build trust with their community.
Everyone has a role to play in advancing reforms that will diversify the nursing workforce. Much can be achieved simply by sharing tips, tools, and successful experiences learning essential facts and relaying them to colleagues. Every member of the healthcare organization must understand cultural diversity. However, there is a major cost of working in a different culture. Various issues arise when managing a culturally diverse workforce and the management needs to tackle the problems effectively. It is important to have an idea of different cultures as it helps in improving the efficiency and productivity of the employees. Diversity and culture go hand-in-hand, which can impact the success of healthcare organizations. By accepting diversity and having shared behaviors, it allows organizations to run efficiently, grow, and reduce discrimination to deliver quality care to the population (Mason et al., 2016).
Mason, D. J., Gardner, B. D., Outlaw, H. F., & O’Grady, T. E. (2016). Policy and Politics: In Nursing and Health Care. (7th Ed.). St. Louis, MO: Saunders. ISBN: 978-0-323-24144-1.
Reinhard, S. C. (2017). AARP: National Champions of Nursing for Consumers. Nursing Economics, 30(6), 359-361.
(CV) There are so many different topics and issues going on in nursing that it is a subject that can go on and on for a very long time. I believe that we must prepare for the upcoming nursing shortage that is coming our way to prevent a health care crisis in the U.S. It is clear that the supply of nurses is not enough to add up to the demand for nurses. A few of the reasons I can name is the high nurse turnover rate, increasing baby boomer population, increased need for long-term health care, lack of nursing education programs, and lack of professional advancement positions in nursing. The data gained about the nursing population can be difficult to achieve but must be done in order to figure out what areas of nursing must be changed in order to achieve a steady nursing workforce population.
Nurses are front-line providers of care for most health care consumers. (Mason, Gardner, Outlaw & O’Grady 2016 p. 503). I believe that many times those in administrative and higher-level positions forget that nurses are the ones that deal with the public more than any others. It is important to welcome and keep nurses in the workforce as they are demanded in and out the hospital. Although there is a lack of nationally collected and analyzed data on the nursing workforce, researchers have predicted a nursing shortage of between 300,000 to nearly 1 million nurses by 2030 (Mason, Gardner, Outlaw & O’Grady 2016 p. 503). It is vital that continued data collection be performed in order to get a more accurate prediction of how intense the nursing shortage will be.
Nursing has gained a lot of popularity as a career over the years and there are many people who wish to enter the field, but it has been shown that there may not be enough nursing schools to supply the demand. Increasing diversity has also been addressed as a way to help with the nursing shortage while keeping care culturally competent at the same time. The nursing shortage is due to the fact that there is a high turnover rate for nurses all over the country. Policy efforts to address the shortage must focus on retention in both the public and private sectors (Mason, Gardner, Outlaw & O’Grady 2016 p. 506). As a nurse I personally can say that being a nurse is a gratifying job but is not easy at all. Management of the unit you work in as nurse can make huge difference on turnover rates. A happy nurse is much more likely to stay working in a unit in which management accommodates to them.
One of the best ways to help with the current nurse turnover rate is using graduate nurse residency programs to help keep new nurses. Nurse residency programs appear to foster a successful transition for new graduates into RN practice to produce competent, confident nurses who may provide staffing continuity in the organization into which they were hired (Van Camp & Chappy, 2017 p. 143). Even though there are many factors affecting nursing workforce culture we must have a breakthrough and change how nurses, new or experienced, feel about their job and make them feel valuable to healthcare in order to combat the nursing shortage.
Mason, D. J., Gardner D.B., Outlaw, F.H., & O’Grady, E.T. (2016). Policy & politics in nursing and health care. 7th ed. St. Louis, Mo.: Elsevier/Saunders
Van Camp, J., & Chappy, S. (2017). The effectiveness of nurse residency programs on retention: A systematic review: The official voice of perioperative nursing the official voice of perioperative nursing. AORN Journal, 106(2), 128-144. doi:http://proxy.stu.edu:2059/10.1016/j.aorn.2017.06.003
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Please inform the writer not to write the response as to criticizing where my classmates falls short on their discussion posts. I had to fix most of the discussion answers myself before i submit them because some of them were a bit harsh.