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Diversity in the health care setting
Diversity in the health care setting
Diversity in the health care setting
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Mr. Banquer is facing the reality that the move toward a more diverse healthcare workforce is not keeping up with the nation’s demographic shift, especially among managerial and executive positions in the healthcare industry. According to Buchbinder and Shanks (2017), a study done in 1992 demonstrated that minorities held less than 1% of top management jobs even though they represented more than 20% of the workforce. Although more recent studies showed that more minorities are taking executive leadership positions, achieving greater diversity in leadership positions in the healthcare industry will continue to be an issue (Buchbinder & Shanks, 2017). In this situation, Mr. Banquer should rearrange the search committee that will best represent
In January 2005, contractors were excavating blocks of pavement to place electricity cables right at the corner of Ocean Street and Octavia Street, Narrabeen, NSW. The project was suspended due to an unanticipated discovery of a human skeleton buried underground, right beside a public bus shelter. The bones were in good state although some parts were missing. Fragments of primitive artefacts were also found around and inside the skeleton.
How would you describe the founding team of Fenton, Hoffer, and Le Tuan? Is it a balanced team? What does each member bring to the business? Can you see gaps in their skill sets and capabilities that should be adjusted for in some way?
In Camden, New Jersey, Dr. Jeffrey Brenner is pioneering efforts to improve healthcare delivery through medical “hotspotting” (Doctor Hotspot, 2011), the geographical mapping of patient healthcare costs using computational statistics (Gawande, 2011). Medical hotspotting enables communities to identify residents receiving the worst health care by identifying hotspots of high medical costs and frequent emergency room visits (Gawande, 2011). As with all macro level change, Dr. Brenner pursued his goal of improving health care through a process of planning. His process closely follows the IMAGINE Model outlined by Kirst-Ashman and Hull (2012).
The legal system is considered a place where justice is served and criminals are sent to prison. However, this is not always the case, as seen with Robert Baltovich, who suffered a serious miscarriage of justice. Baltovich was accused and unfairly convicted for a murder that he did not commit. The investigation into the murder of Elizabeth Bain was unfairly skewed to gain a conviction against Baltovich. The bias against Baltovich, in the murder investigation, and his subsequent trial was a disservice to him and to Canadian society.
Story: Andrew Bedner is an American man at the center of bioethical controversy regarding the rights of parents to make medical decisions for children they have allegedly abused
The sickening and vicious murder of the three young West Memphis boys: Christopher Byers, Michael Moore, and Stevie Branch was and still is an uncommon case due to the choices of suspects and lack of evidence available. Evidence and information that have been revealed, indicates Christopher’s Byers step-father John Mark Byers as a reasonable suspect. John Byers has been established to be a man with a history of domestic violence’s and many other criminal activities. It has been discovered that there is a sensible motive, dishonesty in his statements/alibi, and possible physical evidences. From all those factors, it would be logical to take an interest in John Byers as a suspect in this horrifying murder.
The Department of Social and Health Services (DSHS) is funding this psychosexual deviancy evaluation and the referring Social Worker is George Nelson. This evaluation has been requested to determine Mr. Victor Schorr’s current risk of sexual misconduct. It is alleged that Mr. Schorr engaged in child molest behaviors with his children from his third wife, Jennifer Schorr, and one daughter from his second marriage. Mr. Schorr denies these allegations.
...should become more open minded when creating an application pool for job seekers. They should make the application and hiring process less bias and discriminatory in order for minorities to have a better opportunity at gaining a job in healthcare leadership and management. To prevent employers from believing social stereotypes, they must educate themselves on other races and ethnicities backgrounds to have a better understanding of them and their beliefs. As the diversity of the United States population continue to rise, the demand for diversity in healthcare is on a steady increase. It is vital for healthcare organizations to add diversity in their workforce to benefit patients’ comfortability when seeking medical attention. The barriers that stand in the recruitment of minority employees should be broken to benefit both healthcare organizations and their patients.
In the fast-paced, global economy that is so prevalent today, organizations will always need managers, for they are the proverbial squeaky wheel keeping their company functional. Thompson (2015) described management as a necessary function in any business; however, when people are the focus, leadership exercises the most influence on the success of an organization. The value of a true leader is most apparent when the inevitable conflicts and misunderstandings arise in today’s diverse healthcare workplaces. Certainly, diversity can lead to tremendous innovation in all industries as skills from various demographic populations and ethnic groups bring unique ideas to a team. However, diversity can also lead to misunderstandings
Management activities include educating the group and providing support for the acceptance and respect for various racial, cultural, societal, geographic, economic and political backgrounds.” Management should encourage and spearhead an increase in both ethnic and racial diversity amongst health care workers into management positions. According to Cohen, et-al, (2002) “by having medically trained health care policymakers who will accurately reflect the diverse American culture can eventually, have a substantial influence on the future of health care policy for all Americans”
In the healthcare system, it is needed even more. Many healthcare facilities need to have their workforce diverse in order to reap benefits. In the 2000 U.S. Census, African Americans accounted for nearly 12.7 percent of the workforce, that number hasn’t increased exponentially today. Many minorities are underrepresented in the healthcare workforce, which can affect delivery of healthcare. Some benefits that many organizations see from a diverse work environment are: varied ideas, a larger talent pool, reduced discrimination, and more productivity. These benefits can impact the healthcare delivery system by improving quality of care and quality in the
Lee, W. K., Wong, V., & Judd, N. (2010, May). Promoting Diversity of the Health Care Workforce. Hawaii Medical Journal, 69(5), 130-131.
Martin Gedman’s years of experience as a savvy businessman with Royal Reels foreshadowed to him that the slot gaming industry was rapidly changing, and Royal Reels competitors were outmaneuvering them with innovative gameplay. This reality left Gedman with key choices to make as it related to the company which he inherited from his father and took to higher levels over the preceding few decades.
Diversity within the context of public administration refers to the differences and similarities that exist among an agency’s employees, potential employees, customers and other stakeholders. The differences and similarities include groups that are legally defined by equal opportunity laws and regulations which includes (but is not limited to) ethnicity, sexual orientation, gender and age. Public leaders are tasked with ensuring that agencies follow best practice standards to ensure equal opportunities for employees of each of these groups. In order to do so, public leaders must value the complexity of diversity in order to understand that few employees will be defined as belonging to a particular group (N...
Hipps, C., (2012, August 16). Promoting diversity through recruitment, Retrieved November 29, 2013 from Internet site http://www.personneltoday.com/hr/promoting-diversity-through-recruitment/