Understanding And Managing Diversity Analysis

Understanding and Managing Diversity

An important element to understanding and managing diversity includes being able to research data on diversity and multiculturalism and evaluating its impact on society via the internet. Web sites in the health care industry are of importance in communicating to its viewers’ commitment to promotion of equal opportunity which promotes a diverse work force for present and future employees, patients (consumers), and contributors (investors) to the health care facility. Covenant Health promotes the mission statement, “Covenant Health is the only integrated health network in the region dedicated to a Christian mission of healing by caring for the whole person - body, mind and spirit by working with others to

improve health and quality of life in our communities” (Covenant Health | Physicians for the Lubbock Texas Area). Diversity to a profession is relative to the organizations “motivation, performance, and commitment” to the community (Harvey,2015, pg.1).
Motivational Values
Covenant health organization appeals to employees, consumers, and investors by having five distinct values dignity, service, excellence, justice, and spirituality. “Respecting each individual, to serve one another, the community, and society, personal and professional development, attuned to the needs of the vulnerable and disadvantaged, and attaining to spiritual care needs” (Covenant Health | Physicians for the Lubbock Texas Area). Creating a culture within the health care industry that fosters diversity is critical for the success in competing with other healthcare facilities in the region to acquire more patients (consumers) (Secord, R.,2015).
The core values within Covenant’s health system is in correlation of the Civil Rights Act of 1964 with promotion of providing and advocating for diversity by recruiting staff of different racial backgrounds, sex, national origin, religion and color (Harvery,2015, pg2). Covenant’s website includes easy access tabs with factual census that recognizes more than 5,000 nursing employees with more than 600 physicians, and sustains approximately 12,600 jobs annually. Images on the website page portrays individuals of different ages and different racial background portraying individuals of different color advocating for minority individuals to join the organization. Covenant’s objective is to have each employee embrace and incorporate the organization’s five distinct values to promote an environment to encourage patients (consumers) and investors (vendors) to seek out this facility rather than the competitor hospitals within the region.
Performance
Accomplishments of an organization can be acknowledged by ranking and awards. Use of social media enables individuals to review the organizations relationships with patients (consumers), examine the image of the organization, and view concerns of the patients (consumers) and investors have (Harvey, 2015, pg. 294).
Covenant provides quantitative data centered around quality care provided within the hospital with the use of HCAHPS scores. HCAHPS (Hospital Consumer Assessment of Healthcare Providers and Systems) survey is the “first national, standardized, publicly reported survey of patients' perspectives of hospital care” (HCAHPS: Patients' Perspectives of Care Survey). Goals based within the use of HCAHPS scores include “data that allows objective and meaningful comparisons of hospitals nation wide, reporting of HCAHPS results creates new incentives for hospitals to improve quality of care, and public reporting enhances accountability in health care” (HCAHPS: Patients' Perspectives of Care Survey). HCAHPS scores and data are among the measures for reimbursement from Medicaid and Medicare payments to the Hospital.
Covenant also proudly advocates that the hospital is accredited by the Joint Commission, accredited by the Texas Department of Aging and Disability Services, and recognized by the National Research Corporation (NRC) as one of the top hospitals in the country every year from 2000-2011. Joint Commission standards are the basis evaluation that enables health care organizations to measure, assess, and improve performance that involves the patient (consumer) and organization functions providing safe, high quality care (The Joint Commission). The Department of Aging and Disability Services mission is to provide a “comprehensive array of aging and disability services, supports, and opportunities that are easily accessed in local communities” (Vision, Mission and Goals). The “National Research has helped healthcare organizations align, grow, retain, and engage their health population” (National Research Corporation). Thus Covenant is appealing to minority groups within the region providing care for patients (consumers) of diverse populations.
Commitment
Covenant Health is “committed to being both the best place for employees to work and the best place for physicians to practice, offer employees a comprehensive benefits package, a rewarding recognition program, exclusive discounts at a variety of area merchants and more” (Covenant Health | Physicians for the Lubbock Texas Area.).

An organization must promote internal success to promote external success to the community. “Culture is observable in the beliefs, behaviors, knowledge, experiences, and values of an organization and the individuals involved in it.

Commitment and loyalty with an organization must focus on a diverse approach because “each culture is complex and requires different sensitivity approaches” to retaining consumers, employees, and investors (Harvey 2015, pg. 312). Diverse working groups can offer valuable perspectives on important issues by appealing to a consumer base likely to include a growing number of minorities (Marquis, J.P.,2007). Desire of Covenant Health Care to its values and mission is the essential, it's determination and commitment will ensure success of the

organization.
Conclusion
Covenant Health “should cultivate a mindset that acknowledges that diversity requires long-term cultural change, views diversity as good for people, and interprets diversity to include all people” (Marquis, J. P., 2007). Employers, consumers, and investors have expectations of a hospital to provide care for all individuals and would require that Covenant executes core values. Accomplished organizations will be motivated, execute performance, and commitment to promote a diverse workplace for the employer, the consumer, and the investor.

References
Covenant Health | Physicians for the Lubbock Texas Area.

(n.d.). Retrieved April 21, 2016, from http://www.covenanthealth.org/

Harvey, C. P. & Allard, M. J. (2015). Understanding and managing diversity (6th ed.). Saddle River, New Jersey: Pearson

HCAHPS: Patients' Perspectives of Care Survey. (n.d.). Retrieved April 21, 2016, from https://www.cms.gov/Medicare/Quality-Initiatives-Patient-Assessment-Instruments/HospitalQualityInits/HospitalHCAHPS.html

Marquis, J. P. (2007). Managing Diversity in Corporate America: An Exploratory Analysis. Santa Monica, CA: RAND Corporation

National Research Corporation. (n.d.). Retrieved April 21, 2016, from http://www.nationalresearch.com/

Secord, R. (2015). Managing Cultural Diversity. Leadership Excellence Essentials, 32(9), 24.

The Joint Commission. (n.d.). Retrieved April 21, 2016, from http://www.jointcommission.org/facts_about_joint_commission_accreditation_standards/

Vision, Mission and Goals. (n.d.). Retrieved April 21, 2016, from

http://www.dads.state.tx.us/news_info/about/vision.html