Nurses Educated Abroad Must As Per Writer

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Nurses Educated Abroad Must As Per Writer

Workplace Privacy

The current age of technological advances presents countless
challenges for organizations related to digital processes and various
forms of messaging, as well as technological access. The new age of
technology has increased productivity and efficiency exponentially in
the workplace. However, the healthcare industry remains the most
breached with respect to hacking. Most breaches occur due to employee
activities such as access of information and transportation of data. The
liability incurred by a healthcare organization regarding patient data
and sensitive information is immense. In somewhat of a twist, a
prospective or current employee’s position could be placed in jeopardy,
given the results of an Internet search. To further complicate the
matter, employee computer activity in the workplace, various forms of
messaging, and Internet access have challenged the notion of privacy.
There is no expectation of privacy in the workplace. Phone calls,
messages, and computer activity can be monitored. In many organizations,
the use of portable storage devices (flash drives or voice-recording
devices), transportation of sensitive information on laptops, and, in
many instances, cell phones are prohibited.

The role of SHRM covers a spectrum of responsibilities woven
throughout an organization’s fabric. Human resource management has
evolved having a strategic focus in assisting with an organization’s
mission and vision. SHRM must maintain effectiveness and balance in its
responsibilities.

Additional Materials

From your course textbook, Human Resources in Healthcare: Managing for Success, read the following chapter:

  • Health Care Professionals

From the Internet, read the following:

Credentialing of Healthcare Providers

The issues of licensure, credentialing, and medical privileging are
distinct and vital to a healthcare organization. The role of strategic
human resource management (SHRM) is to ensure that the process is
performed properly and conforms to standards set forth by state and
federal governments and accrediting organizations.

The process of medical licensing varies slightly from state to state,
but at a minimum, the applicant must provide proof of attending an
accredited medical program, complete a written exam, and meet other
specific criteria. The individual state issuing a professional license
maintains a record of its statis and renewal along with any infractions.

Professional credentialing has multiple elements, including
verification and validation. The verification process focuses on
confirmation of education and licensure while authenticating training,
experience, abilities, and competence. Medical education, training, and
residency must be obtained from an accredited institution. Additionally,
experience and competency measures are required.

Licensure and credentialing have a long-standing history. Presently,
the National Committee for Quality Assurance (NCQA), the Joint
Commission, and individual state medical boards and the bureau of
professional licensure are charged with maintaining databases. Board
certification is a voluntary process implying that a physician has
demonstrated competencies and has experience within specific specialties
or subspecialties.

Privileging is the granting of permission to a physician to engage in
specified clinical activities. Privileging hinges on the concept of
credentialing, requiring state educational experience and proficiency
with verification. The healthcare organization follows guidelines
established by the Joint Commission to develop a process for
privileging. It is important not to confuse privileging with medical
staff membership.

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Review the below link to learn more about licensing, credentialing, certification, and privileging.Additional Materials

From your course textbook, Human Resources in Healthcare: Managing for Success, read the following chapters:

  • Credentialing of Healthcare Providers
  • Workforce Diversity
  • Job Analysis and Job Description

From the Internet, read the following:

Healthcare Workforce Diversity

The concepts of diversity are rooted in the foundation of the Nation.
The demographics of the United States have been trending toward
increased diversity since its birth. This trend is viewed not only
through the lens of ethnicity, race, culture, and religion but also
through age. Cultural competency in healthcare is important and must be
achieved while maintaining the quality of care and equity. However,
while healthcare organizations strive to achieve cultural competency, a
middle ground of reasonable expectations must also be recognized by the
healthcare provider and consumer.

Cultural Competency in Healthcare

Displays a media about cultural competency in healthcare.

According to Betancourt, Green, and Carrillo (2002):

Culture has been defined as
an integrated pattern of learned beliefs and behaviors that can be
shared among groups. It includes thoughts, styles of communicating, ways
of interacting, views on roles and relationships, values, practices,
and customs. Culture is shaped by multiple influences, including race,
ethnicity, nationality, language, and gender, but it also extends to
socioeconomic status, physical and mental ability, sexual orientation,
and occupation, among other factors. These influences can collectively
be described as “sociocultural factors,” which shape our values, form
our belief systems, and motivate our behaviors. (p. 1)

The idea of cultural competency transcends the difference of race,
ethnicity, nationality, language, or gender. The concept extends to
individuals with physical, mental, or emotional difficulties. A person
with a hearing deficit struggling to effectively communicate through
exhaustive listening techniques or physical challenge of adapting to a
prosthetic device is within the spectrum of diversity. All differences
are within the dynamic cultural context of requiring understanding and
consideration.

Reference:
Betancourt, J. R., Green, A. R., & Carrillo, J. E. (2002). Cultural competence in health care: Emerging frameworks and practical approaches. The commonwealth fund.
Retrieved from
https://www.commonwealthfund.org/sites/default/fil…

The necessity to provide healthcare services to a diverse population
under the principles of social justice is the goal. It remains
impractical to address every possible variant of diversity, but a
focused, reasonable approach to address the diverse demographics of the
healthcare organization’s catchment area is a realistic approach.

The challenges of accommodating a diverse workforce can have greater
implications regarding the quality of care. Diversity in the workforce
can lead to communication and cultural barriers. In recent years,
concern arose over the recruitment of nurses from outside the United
States to address the nursing shortage. While this practice has proven
to be beneficial in addressing the shortage, it has also manifested a
number of concerns within and outside the care setting.

Nurses educated abroad must pass board certification exams to
practice in the United States and must also adopt the expectations of
healthcare delivery in the United States. Many nurses from third-world
and Pacific Rim countries have expressed difficulties in matriculating
into the United States healthcare delivery system. Some experience an
inability to communicate sufficiently with patients, families, and
coworkers whose native language is not English.

Diversity in Healthcare

Review the tabs to know more about the challenges of diversity in healthcare.

  • Culture Influences in Health Beliefs
  • Language Differences
  • Difference in Cultural Professionalism
  • Racial and Cultural Diversity
  • Cultural Differences between East and West

Displays a media about the challenges of diversity in healthcare.

“All cultures have systems of health beliefs to explain what causes
illness, how it can be cured or treated, and who should be involved in
the process” (EuroMed Info, n.d., para. 1).

Know more by reading the following:

  • How Culture influences Health Beliefs

Reference:
EuroMed Info. (n.d.). How culture influences health beliefs. Retrieved from https://www.euromedinfo.eu/how-culture-influences-…

Additional Materials

From your course textbook, Human Resources in Healthcare: Managing for Success, read the following chapter:

  • Workforce Diversity

From the Internet, read the following:

Diversity as a Multicultural Social Concept

It is the eyes through which it is viewed that make diversity most
intriguing. Diversity is more than a dissimilarity among individuals. It
is a multicultural society comprised of people with varying
demographics, socioeconomic statuses, cultures, religions, racial
classifications, and national origins. However, it is not limited to
these factors. There are many other faces of diversity. These include
language, physical size, gender, sexual orientation, age, disability
(both physical and mental), political orientation, and factors
comprising socioeconomic status, occupational status, geographical
location and more. The concept is more complex than what it seems at
first blush.

There are countless cultures around the globe, which makes it
increasingly difficult to gain an understanding of all. It is not the
complexity of the word culture but the complexity and the number of
different societies. The United States was built as the melting pot, an
ethnocentric concept of acclimating to the concept of mainstream
America. While it is a logical approach to facilitate many aspects of
American society without speaking English, adopting English as the
spoken language enhances the potential success of education, health
services, and other important social interactions. Many cultures cling
to cultural bias such as language to maintain cultural identity. In
reality, mainstream American is purposeful pluralism.

The healthcare setting is not alone in the struggle to achieve
cultural competency, but it is somewhat unique. Perplexing is the
comparison of healthcare delivery contrast to higher education. Many of
the nation’s finest institutions of higher education enroll foreign
students who possess an understanding of the English language to fulfill
educational aspirations. The challenge remains in healthcare delivery
to identify the goals of cultural competency to address diversity.

Challenges in Communication Technology

Impacts Challenges
Noncommunicable diseases, such as cancers, diabetes, and obesity, have increased worldwide. Deal with the problem of obesity and the diseases associated with
it. This is due to the reason that many US-based fast-food joints have
established their outlets in numerous countries.
Changes in the infrastructures of transportation and communication
and human migration have increased at an unprecedented rate. This has
increased the risk of spreading diseases.		 Increase the surveillance of communicable disease to mitigate threats to health.
Exploration of healthcare to various markets around the globe. Understand the religious and cultural values to deliver healthcare services.
Illicit and illegal drug trade has spread across many countries around the globe. Develop addiction programs and lower recidivism rates through
spreading education and introducing primary interventions to discourage
drug use.

Additional Materials

From the Internet, read the following:

The Spectrum of Diversity Viewed as Self

Pause for a moment and view the idea of diversity through the eyes of
a marginalized individual. Who would you be? Would you be an individual
of a different: religious affiliation, language, physical size, gender,
sexual orientation, age, disability (physical or mental), political
orientation, socioeconomic status, occupational status, or simply be
from a foreign geographical location? This query brings to mind the idea
that diversity means something different to every person. Given this
understanding, it would be impossible to develop a proficiency in all
matters of diversity, but the goals of developing proficiency to
identify and attempt to understand the difference are entirely possible.

The importance of cultural values allows a person to derive a sense
of meaning. We all make meaning through our lived experience. However,
as we progress on our journey we also must be willing to accept and
acclimate to our changing environment. This process can reduce the
burden upon others to accommodate to our special needs and derive a
self-serving measure to accept the provisions of the new environment.
Many cultures extend a welcome when the attempt to embrace the host
environment is recognized. In short, the process is a give and take by
all parties involved.

Several models exist to aid in developing cultural sensitivity in a
healthcare setting. While it is impossible to know all regarding
diversity, the icebreaker is to show that you care. While it might
remain challenging or a moral conflict for a health professional to care
for a person with perceived questionable moral behavior (e.g.,
abortion, substance abuse, spouse abuse, addiction), the role of the
healthcare professional is the humanitarian moral high ground.

Explore More!

The Strata of Society

Diversity exists in all strata of society. It is present in the
society’s subgroups and organizations. All cultures include majority and
minority groups. If diversity is defined as a difference, we must
examine the scope of difference beyond gender and race. The notion of
difference can be based on race, gender, religion, language, geography,
physical difference, disability, and more. All are equally important to
the individual. An individual interacting in the society as a minority
experiences similar emotions whether their difference is based on
gender, race, or disability.

The idea of difference in culture can be especially interesting.
Culture is basically viewed as a set of norms establishing a standard
for acceptable social behavior and interaction. The norms are mostly
unwritten and can be influenced by external pressures such as the influx
of other cultures. Cultural norms guide social interaction, and a
variation can be perceived as a difference or a sense of discomfort. The
difference in social interaction can be seen as boundaries of personal
space, eye contact, body language, negotiating style, and more. It is
widely agreed that these differences might not be sufficient to
establish overt differences. It is human nature to subconsciously avoid
uncomfortable situations. The goal is to develop an ability to recognize
the difference and to be inspired to accept, understand, and embrace
it. No single difference is greater than the other.

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Review the links to learn more.

Additional Materials

From the Internet, read the following:

Striving to Understand Cultural Competence

Striving to understand various cultures and achieve cultural
competence is a challenge for a healthcare organization and more so for a
health professional. Many healthcare professionals choose the
healthcare field out of a profound desire to help others. The desire to
overcome barriers is often at a subconscious level as well as the
endeavor to understand health beliefs, behaviors, and culture to achieve
culturally competent and care for the whole patient.

Many healthcare providers might consider an introspective approach to
identify, understand, and assess their ability to care for a diverse
patient population. Campinha-Bacote (2002) have developed a mnemonic
“ASKED” to assist the health professional in self-assessing to determine
and identify areas of sensitivity or needed understanding. The mnemonic
“ASKED” represents Awareness, Skill, Knowledge, Encounters, and Desire
(see table 1). It must be noted the expectation is not to become an
expert or develop the falsehood of believing that one is an expert on
the various cultures and differences in society. It should be understood
that the difference is not only real, but is a lived experience viewed
through the eyes of the patient. As such, the best approach to
understand diversity is through an emotionally astute interrogative
interview exchange between the healthcare professional and the patient.

Several pathways have been developed to facilitate the idea of
addressing diverse cultural desires. The “LEARN” model provides a
process to assist the healthcare professional with an approach to
understand a patient’s difference. The mnemonic represented by the
acronym “LEARN” is the process of listening, explaining, acknowledging,
recommending, and negotiating. In a patient-centered approach, the
diagnosis must first be understood and accepted, treatment options need
to be explained, and the patient should be allowed to select the
treatment that best suits his or her lifestyle, cultural belief, and
other factors (Berlin & Fowkes, 1982).

References:

Berlin, E., & Fowkes, W. (1982). A teaching framework for cross-cultural health care. Western Journal of Medicine, 139(6), 934–938. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10110…

Campinha-Bacote, J. (2002). Cultural competence in psychiatric nursing: Have you “ASKED” the right questions? Journal of the American Psychiatric Nurses Association, 8(6), 183–187. doi: 10.1067/mpn.2002.130216

Cultural Competence: Have I “ASKED” Myself the Right Questions?

Review each icon to understand the ASKED model.

Displays the ASKED model.


Additional Materials

From the Internet, read the following:

  • Berlin, E., & Fowkes, W. (1982). A teaching framework for cross-cultural health care. Western Journal of Medicine, 139(6), 934–938. Retrieved from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC10110…
  • Campinha-Bacote, J. (2002). Cultural competence in psychiatric nursing: Have you “ASKED” the right questions? Journal of the American Psychiatric Nurses Association, 8(6), 183–187. doi: 10.1067/mpn.2002.130216
  • Putsch, R. W., III, & Joyce, M. (n.d.). Dealing with Patients from Other Cultures: Methodology in Cross-cultural Care. 229, 1050–1065. Retrieved from https://www.ncbi.nlm.nih.gov/books/NBK340/pdf/Book…

Week 1:

Employment Law Focus

Human is to error, and sometimes these errors may relate to breaking the law. However, when a person violates the law, some factors are considered while administering the punishment. The circumstances of breaking the law are analyzed, and due process protection applied. For example, when Nurse Shuffle was caught stealing medication for abuse to cope up with stress from her personal life, she was offered an addiction treatment program. This paper aims at discussing the application of due process in Nurse shuffle’s case, the applicability of the FMLA and verification of the licensure and professional credentials of nurse shuffle.

Nurse Shuffle had worked as a registered nurse for fifteen years before all state-run hospitals were transferred to the private sector. Nurse Shuffle was among those employed who were to be retained for eight years in the facility as a state employee. She started stealing medication and using them to help her cope with stress from home. In my opinion, being offered an addiction treatment was the best choice as opposed to firing and revoking her license at this stage. This was her first case of misconduct in more than fifteen years of her career. She admitted to having an addiction problem which meant she was willing to face her addiction.

Drug addiction is a chronic disease (NIDA, 2018). Drug addicts have a dependency on drugs despite harmful consequences. Addiction is a disease, and Nurse Shuffle qualified for leave during her addiction treatment.She was qualified for the Family and Medical Leave Act (FMLA) leave since she had worked for more than twelve months in the institution. Nurse Shuffle would retain her position as a nurse after her medical leave. However, she was out of the job after the facility closed down while she was in rehab. FMLA cannot enforce employment on a closed institution.

Nurse Shuffle later got employment through a healthcare professional agency. It was a temporary job running for one year as a nurse in the surgical step-down unit. She was working the night shift. The agency had made the standard nursing verification which it passed on to the teaching hospital. However, Nurse Shuffle did not offer any information regarding substance theft and addiction. The LTAC facility where Nurse Shuffle was formerly employed, had not reported to the state for licensure. Nurse shuffle fell into her old habits.

The teaching hospital only relied on the verification given by the employment agency. The employment agency relied on the information provided by the state and Nurse shuffle herself. Both the hospital and the agency are responsible for verifying their employees. An agency employee undergoes a more verification process than an employee getting employment direct from the employer. An employer directly employing a worker may delve more into a worker’s history in his/her previous job hence making it more thorough than it would be in the case of an employment agency.

In conclusion, Nurse Shuffle was entitled to due process, and the addiction treatment program was reasonably granted. However, her fall back to substance theft, abuse and addiction could have been avoided, had the people involved do their due diligence. The primary failure came from the LTAC facility that failed to report her to the state. Due to confidentiality rights, a treatment facility cannot report to the state either. However, it was Nurse Shuffle’ responsibility to offer information on her theft and substance abuse. It would have enlightened the employer on how to handle her and probably help her cope with the stress associated with the new job, e.g. through counseling.

References

Linde, H. A. (1975). Due Process of Lawmaking. Neb. L. Rev., 55, 197.

NIDA. (2018, June 6). Retrieved from Understanding Drug Use and Addiction: https://www.drugabuse.gov/publications/drugfacts/u…

United States Department of Labor. (2018). Retrieved from FMLA (Family & Medical Leave): https://www.dol.gov/general/topic/benefits-leave/f…

Question:

NCF:

This final project assignment is associated with the NCF
(non-completion failure) grade. Failure to complete this assignment will
result in the issuance of a grade of NCF if the course average would
result in a failing grade in the course. Students should contact their
Academic Counselor or Program Director if they have any questions
regarding the NCF grade and its implications.

Supporting Lectures:

Review the following lectures:

Before beginning work on this assignment, please review the expanded grading rubric for specific instructions relating to content and formatting.

In this week, you will have the opportunity to reach back throughout
the weeks of the course to develop your final summation response to
either one of the topic questions listed below. This is a cumulative
course assignment.

Diversity is present in the professional workforce and the patient
population. Strategic human resource management’s (SHRM’s) function is
essential in the process of recruiting and selecting new talent to
assemble an effective workforce. In this process, SHRM must perform a
process of credential verification and training. New employee
assimilation into the workforce is a crucial process. However, there
exists a number of functions SHRM must exercise to be successful and
contribute to the strategic vision of the organization.

Review the concepts presented in the prior weeks of the course to develop your response:

  • Discuss SHRM as an integral function of identifying need and talent to staff the healthcare organization.
  • Comment on the nursing shortage and address the concerns created in
    workforce diversity, cultural considerations, licensure, and
    credentialing.
  • Explain how the employment legislation acts presented in Week 1 of the course might apply to the foreign-born and educated healthcare professional working in the United States.
  • Discuss diversity as a difference from the viewpoint of the individual.
  • Evaluate the application and theoretical effectiveness of the LEARN and ASK mnemonics.

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Call the Technical Support Help Desk 1-877-8869

Copyright South University

South University Established 1899

Call the Technical Support Help Desk 1-877-8869

Copyright South University

South University Established 1899

Call the Technical Support Help Desk 1-877-8869

Copyright South University

South University Established 1899

Call the Technical Support Help Desk 1-877-8869

Copyright South University