Culture Diversity

1. Culture Diversity By Evelyn Stone, RN., BSN., M.Ed.

2. Definition of Culture • Shared Values, beliefs, and practices of a particular group of people which are transmitted from one generation to another. • Patterns that guide the thinking & action of the group

3. Continued • Patterns are learned from birth through socialization and the environment.

4. Scope of Culture • The concept of culture represents • differing ranges of human behaviors, products, and institutions to people with differing experiential backgrounds.

5. Continued • Culture includes all of the rules for appropriate behavior which are learned by people in the same group. • Culture must be understood, accepted, and accounted for in our work settings.

6. Health Care Culture • Set of norms – developed over time • Values – sense of worth • Ceremonies – events celebrating success • Symbols – outward sign of success • Unwritten Rules – things that you know • Unwritten expectation – to fit in • Stories – group presentations of the hospital/setting history; recognize people’s contributions to health care

7. Who Makes up the Health Care Team Culture? • Nurses • Administrators • Parents • Doctors • People in the community • And other team members

8. Positive Health Care Cultures • Value learning • Work to improve and enhance facility • Focus on the clients • Shared sense of purpose & values • Commitment to a responsibility for the learning of all the clients • Continuous learning and improvement • Share ideas

9. Toxic Health Care Cultures • Impede change • Unable to ‘fit in’ • Unable to communicate with each other or team members • Resist change • Facility/unit l does not value professional development • Unable to understand the facility culture • Negative attitude • No clear sense of purpose • Blame others for lack of progress • Nothing is done to turn around negativity

10. Culture Nomenclature • Enculturation - the process for individuals acquiring a second culture. • Acculturation - the addition of a second set of rules for behavior which may coexist beside the first, replace them, or modify them. • Assimilation - merger of cultures until they are indistinguishable. • Melting pot – indistinguishable values, beliefs, that are indistinguishable. • Biculturalism - the selective maintenance and use of both cultural systems.

11. Culture Diversity • Staff must understand traditions for ethnic identity, but the objectives for developing positive self-concepts through bicultural education will be negated if the actual culture of home and community is ignored.

12. Culture Diversity(continued) • A health care worker must be knowledgeable of cultural diversity. • Must have some understanding of the values and beliefs of the clients.

13. Culture Diversity(Continued) • People are categorized according to skin color and other physical characteristics. • By the amount of money they earn. • Where they live. • Where they work.

14. Culture Diversity(continued) • Many may wish or need to function as members of more than one group and be 'bicultural.’ • Function according to cultural knowledge, behaviors, and identity.

15. Summary • Health Care Providers must understand culture of the clients and the facility or community culture in order to be an effective team player. • Health Care Providers must have some knowledge of the client’s rights and this will guide them in making a decision about issues that may arise. • Staff must be able to respect the values and beliefs of groups for in the work setting the facility has clients from different areas and different beliefs that may impact how they may respond to treatment. When an issue comes up that is very complicated, the staff member must refer the problem to the director or owner for resolution.

16. Summary (continued) • Directors and staff members must be knowledgeable of cases to be able to work with the public effectively and resolve issues satisfactorily. Staff must understand the facility culture and the culture of the staff in order to be an effective staff member. One must have the same value system as the administration to be an effective Hab tech.

17. Reference Peterson, K., (2002) Positive or negative? Journal of staff development, 23, (3), retrieved 16 May 2007 from www.nsdc.org/library/publications/jsd/peterson23.cfm

18. Conclusion How to contact Instructor: Evelyn Stone, RN., BSN, M.Ed. 1008 Big Oak Court, Ste F Knightdale, NC 27545 Cell 268-1012 Office 266-7050