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Executive Summary of Organizational Diversity Nursing Paper

Executive Summary of Organizational Diversity Nursing PaperExecutive Summary of Organizational Diversity Nursing Paper IT IS IMPORTANT TO COVER THE COMPETENCIES !!!Write a 3–5 page executive summary that examines an organization’s diversity policies and practices.Becoming a nursing leader requires a good deal of thought, consideration, and evaluation of the qualities you believe are essential for a nurse to effectively lead in the delivery of health care.By successfully completing this assessment, you will demonstrate your proficiency in the following course competencies and assessment criteria:· Competency 2: Apply systems theory and systems thinking to facilitate health care delivery and patient outcomes.(IMPORTANT) –Analyze the impact of a diverse nursing workforce on patient outcomes.· Competency 3: Analyze the role of multiculturalism and diversity in organizational and systems structure and leadership.(IMPORTANT)-Analyze how a health care organization integrates diversity and multiculturalism into its practices.(IMPORTANT)-Analyze current recruitment and retention policies to identify gaps between best practices and current policies.· Competency 4: Evaluate how power relates to health care organizational structure, behavior, and leadership.(IMPORTANT) -Recommend evidence-based changes to the organizational structure and systems leadership that empower a diverse workforce.· Competency 5: Communicate in a manner that is consistent with the expectations of a nursing professional.(IMPORTANT) -Write content clearly and logically, with correct use of grammar, punctuation, mechanics, and current APA style.ORDER A PLAGIARISM-FREE PAPER HEREAssessment InstructionsPreparationTo prepare for this assessment, use the Capella library and the Internet to study the impact of health system’s power structure on nursing, leadership, diversity related to empowerment in nursing and patient outcomes, and recruitment of a diverse workforce. You may also wish to look for examples of an executive summary on the Internet.· Identify a type of health care facility and examine the Web site and available public information to review the organization of the nursing department, nursing recruitment, and any information about the diversity of the system’s workforce and leadership.o You may use the health care setting in which you currently work or have worked in the past.o Describe the type of organization and region. Example: a major Midwestern teaching hospital or a rehabilitation hospital on the East Coast. Executive Summary of Organizational Diversity Nursing Papero Do not report the name of the facility.Deliverable: Executive Summary of Organizational DiversityRead the following scenario:Scenario:The city in which you work has undergone a significant population shift within the last 10 years, due to increased employment, education opportunities, and an influx of immigrants and refugees. To put the population shift in perspective, the local school district enrollment report states that nearly 100 languages are spoken in the schools, up from 32 languages in the last census. Senior leadership has asked you to examine all types of multiculturalism and diversity within your health care organization.To do this, you will need to use a systems perspective to examine the relationship between a diverse workforce and patient outcomes; identify gaps between best practices and the organization’s diversity policies, and make a recommendation for organizational change.In the executive summary:· Analyze the impact of a diverse workforce on patient outcomes.o In what ways or situations might multiculturalism and diversity impact health care delivery or patient outcomes?o How is diversity defined in the organization?· Analyze how the health care system integrates diversity and multiculturalism into its practices.o Is the makeup of the organization’s leadership representative of the patient and employee populations? Is this important? What would you change?o Explain how multiculturalism and diversity can impact health care delivery or patient outcomes.· Analyze current recruitment and retention policies to identify gaps between best practices and current policies.· Assess the level of integration and importance of multiculturalism and diversity in a health care organization.o Are all types of diversity recognized and included?o Provide support for your position by including 2 or 3 examples of the integration of multiculturalism and diversity into the organization.· Recommend evidence-based changes to the organizational structure and systems leadership that empower a diverse workforce.o What changes would you champion as a health care leader to make the system more responsive to patients and the organization’s workforce?Make your document easy to scan for readers by:· Using subheadings to organize content.· Using bullet points and phrases for main points, in addition to short, succinct paragraphs.· Including a visual, such as a graph, table, or chart.Additional Requirements· Written communication: Written communication should be free of errors that distract from the overall message.· APA formatting: Resources and in-text citations should be formatted according to current APA style and formatting.· Font and font size: Times New Roman, 12 point, double-spaced.· Length: Summary report should be 3–5 pages.· Number of resources: Use a minimum of three peer-reviewed resources.Executive Summary of Organizational DiversityOver the last few decades, the composition of people in the United States has diversifiedsignificantly. In 2012, more than 37% of the American population comprised ethnic and racialminority groups. Therefore, it is important that nursing professionals take steps to developcultural and linguistic competence to acknowledge and address the unique needs of this sizeablepopulation.Executive Summary of Organizational Diversity Nursing PaperThe connection between multiculturalism in nursing and health care delivery will beexplored using the example of a teaching and multispecialty hospital in a major northeastern cityin the United States. The city has undergone a considerable population shift in the past 10 years;in view of this population shift, senior leadership has requested a nurse leader to find out if thelevel of multiculturalism and diversity in the hospital reflects the city’s population and promotesgood patient outcomes. Gaps between nursing practice and the hospital’s diversity policies willalso be identified by the nurse leader, and organizational changes to improve nursing diversitywill be recommended.The Impact of a Diverse Workforce on Patient OutcomesDiversity in a health care organization’s nursing workforce is expressed in two ways: (a)recruitment and retention of culturally diverse nursing professionals to reflect patient populationin terms of race, gender, and ethnicity, and (b) development of cultural and linguistic competencein nursing professionals (Agency for Healthcare Research and Quality, 2013). Culturalcompetence improves patient outcomes, especially among the underrepresented ethnic and racialgroups, through culturally appropriate communication, integration of cultural beliefs into patientcare, and expanded access to services that reduce health care disparities.EXECUTIVE SUMMARY OF ORGANIZATIONAL DIVERSITY 4Copyright ©2017 Capella University. Copy and distribution of this document are prohibited.Specific patient outcomes such as quality care and patient safety are significantlyimproved when nursing teams include multilingual nursing professionals capable ofcommunicating with non-English speaking patients (Huber, 2017). By removing languagebarriers, nursing professionals are better able to understand and record a patient’s medical historyand prevent medicine administration errors. Diverse patients also feel empowered and will seekmedical treatment more often without getting intimidated or disrespected. However, it isimportant to understand how the hospital integrates concepts of diversity and multiculturalisminto its practices before recommending any organizational changes.Integration of Multiculturalism and Diversity into Organizational PracticesHealth care organizations that do not follow systems theory tend to blame bad patientoutcomes on nursing professionals at the front lines of care and not on organizational factorssuch as leadership (Munro & Hubbard, 2011). In the case of the multispecialty hospital, theabsence of diversity in nursing leadership has affected the way nursing professionals deliverculturally competent care. While the hospital has taken efforts to recruit and retain doctors fromdiverse backgrounds, the same has not been done for nursing professionals and nurse leaders.Therefore, the selection process of nurse leaders should be changed to better represent diversepatient and Nursing Professional populations. For example, the hospital should recruit moreculturally diverse nurse leaders who will be able to instill a deeper understanding of culture inthe current nursing staff.. If health care organizations have a diverse nursing workforce,culturally competent leaders will be able to address the diverse needs of nursing professionalsthrough staff management policies. Such leadership will also expose structural or systemic gapsin recruitment and retention policies that are not culturally inclusive.Comment [A1]: Delete “also”EXECUTIVE SUMMARY OF ORGANIZATIONAL DIVERSITY 5Copyright ©2017 Capella University. Copy and distribution of this document are prohibited.Current Nursing Recruitment and Retention Policies in the HospitalThe nurse leader’s findings suggested that current strategies employed by the hospitalknowingly or unknowingly discriminate against minority groups. They do not focus on makingthe existing culturally respectful policies and facilities known to potential students or newnursing professionals. Similarly, retention policies that manage resources and facilities fornursing professionals show a lack of culturally appropriate staff training programs, unavailabilityof diverse nursing mentors for trainee nurses, absence of facilities like prayer rooms forethnically diverse health care professionals and patients, and inappropriate behavior and conflictdirected at nursing professionals from diverse and multicultural backgrounds.These gaps in staff management have lowered recruitment and retention rates. Potentialethnic and racial minority students also perceived this lack of diversity as an absence ofopportunities for professional growth. These fallouts have particularly affected how the hospitalprovides best practices care to patients from ethnic and racial minority groups. Because of thevarious language and cultural barriers between nursing professionals and patients, the latter oftenfelt that their beliefs were disrespected, and that it was difficult to access certain health careservices (Huber, 2017; Banister & Winfrey, 2012; AACN, 2015). The following culturalintegration discussion including the nurse leader’s findings will assist in understanding howcultural competency should start at the organizational level.Executive Summary of Organizational Diversity Nursing PaperLevel of Cultural Integration in the Hospital and Its ImportanceA study of the hospital revealed that Whites and Christians were the racial and ethnicmajorities respectively. The number of male nursing professionals was also considerably low incomparison to female nursing professionals. Empowerment in nursing depends on the absence ofdiscriminatory forces in race, gender, ethnicity, and economic status. Organizational efforts toEXECUTIVE SUMMARY OF ORGANIZATIONAL DIVERSITY 6Copyright ©2017 Capella University. Copy and distribution of this document are prohibited.give culturally diverse nursing professionals more autonomy were short-lived as the changes didnot address systems factors (Rao, 2012; AACN, 2015; Huber, 2017). The organizationalhierarchy was also not culturally diverse as very few senior leaders were from ethnic and racialminorities. Nurse leaders and nursing professionals who aspired to become senior leadersperceived the existing hierarchical setup as culturally biased and demotivating, especially duringpromotion cycles.Recommendations for Improving Multiculturalism in the HospitalThe process of building cultural competence should be continuous and specific todifferent ethnic and racial groups. By using systems theory perspectives, the organizationalstructure and leadership style will become more responsive to patients’ multicultural and diverseneeds. One method for bringing about sociocultural changes in the hospital is the introduction ofguidelines that can serve as a resource for health care organizations and nursing professionals incultural competence.Ten guidelines were developed by a task force of the members of the American Academyof Nursing Expert Panel on Global Nursing and Health and Transcultural Nursing Society(Douglas et al., 2014). The guidelines were designed to be adapted to any unique health caredelivery systems: (a) knowledge of cultures, (b) education and training in culturally competentcare, (c) critical reflection, (d) cross-cultural communication, (e) culturally competent practice,(f) patient empowerment and advocacy, (g) cultural competence in health care systems andorganizations, (h) cross-cultural leadership (i), multicultural workforce, and (j) evidence-basedpractice and research (Douglas et al., 2014). As the guidelines are also influenced by systemstheory, nurse leaders and nursing professionals will be able to apply them to current diversityEXECUTIVE SUMMARY OF ORGANIZATIONAL DIVERSITY 7Copyright ©2017 Capella University. Copy and distribution of this document are prohibited.issues. The nursing professionals will also be able to change the way organizational systemsaccept multiculturalism and diversity.Approaches to change like the cultural competence guidelines provide a structuredapproach for nursing professionals to improve their skills, knowledge, and attitudes. Byconsidering organizational and individual performance factors, which are important concepts insystems theory, multiculturalism and diversity will be championed as priorities in quality andsafe patient care.Executive Summary of Organizational Diversity Nursing PaperConclusionHealth care organizations have realized the strong connection between having culturallycompetent nursing staff and positive patient outcomes. As a result, they have begun specialprograms and reforms to become culturally competent. However, the changes to nursingleadership and staff are not systemic because organizations do not follow a structured andevidence-based approach like systems theory and cultural competence guidelines. Organizationsshould also consider the different points of view because problems in executing reforms in onepart of the organization can affect other parts as well. These steps help nursing professionalsmove beyond simply tolerating their diverse patients and colleagues and develop an in-depthunderstanding of multiculturalism and diversity. Such a transition will definitely improve patientoutcomes in racially and ethnically diverse and disadvantaged groups and make health care moreinclusive.Comment [A2]: A paragraph should be at least 3 sentences in length.Comment [A3]: This paper was very well written and scholarly. Thecriterion in the scoring guide wasthoroughly addressed. I saw manypositive things while reading thisassessment – be assured this is awonderful document.Executive Summary of Organizational Diversity Nursing PaperEXECUTIVE SUMMARY OF ORGANIZATIONAL DIVERSITY 8Copyright ©2017 Capella University. Copy and distribution of this document are prohibited.ReferencesAgency for Healthcare Research and Quality. (2013). What is cultural and linguisticcompetence? Retrieved from https://ahrq.gov/professionals/systems/primary-care/cultural-competence-mco/cultcompdef.htmlBanister, G., & Winfrey, M. E. (2012). Enhancing diversity in nursing: A partnershipapproach. Journal of Nursing Administration, 42(3), 176–181.https://dx.doi.org/10.1097/NNA.0b013e3182480a97Huber, D. L. (2017). Leadership and nursing care management (6th ed.). Philadelphia: W. B.Saunders. http://dx.doi.org/10.7748/nm.21.6.13.s14Munro, E., & Hubbard, A. (2011). A systems approach to evaluating organisational change inchildren’s social care. British Journal of Social Work, 41(4), 726–743.https://dx.doi.org/10.1093/bjsw/bcr074Douglas, M. K., Callister, L. C., Hattar-Pollara, M., Lauderdale, J., Pacquiao, D. F.,Rosenkoetter, M. (2014). Guidelines for implementing culturally competent nursingcare. Journal of Transcultural Nursing, 25(2), 109–121. https://dx.doi.org/10.1177/1043659614520998Rao, A. (2012). The contemporary construction of nurse empowerment. Journal of NursingScholarship, 44(4), 396–402. https://dx.doi.org/10.1111/j.1547-5069.2012.01473.xExecutive Summary of Organizational Diversity Nursing Paper

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