Critical Analysis of Culture in Health Service Management

The present essay critically analyzes the context of culture within healthcare management environment with a focus on the cultural framework and specific cultural groups. It discusses the benefits of cultural competency and the process to create it. The healthcare organizations with cultural competency have improved results, expanded regard and common comprehension from patients, and enhanced cooperation from the community it serves.

Critical Analysis of Culture in Health
Service Management
Student’s Name:
University:
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Introduction
Healthcare services associations are famously fluctuated, cracked by specialty, groupings based
on occupation, hierarchies as well as administration lines. A few cultural attributes are common
with stability, while some might be shared uniquely within subgroups. Significant subcultures
are depicted most clearly, as expert groups, and the faultlines could be easily evident as such
groups go after assets and their own status. A few staff groupings might exceed expectations to
articulate and establish relevant qualities as well as practices, which are useful for company
objectives; for instance, groups of specialists and excellence centers. However, different
subgroups might effectively work for undermining changes advanced from outer sources.
Furthermore, explicit subcultures might be incredible catalysts for development and
enhancement or protectors of the present status (Cai, 2016). Comprehending subcultural assorted
variety ought to be a fundamental piece of any cultural "determination" to look for quality
improvement within the healthcare management environment. Therefore, the present essay
critically analyzes the context of culture within such an environment with a focus on the cultural
framework and specific cultural groups (Berger, Conroy, Peerson & Brazil, 2014).
The cultural framework recognized to be relevant is cultural responsiveness which is a type of a
reflective learning method with the aim to lead towards behavioral changes while enhancing
practice and to address health inequalities. The framework within organizations helps in
extending cultural competence for including the relationship framework with the associated
clients, values, any type of supporting networks as well as the related community (Iziana Ghazali
& Amin, 2018).
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Figure 1: Cultural Responsiveness (Iziana Ghazali & Amin, 2018)
The healthcare organization requires to place a well-resourced system to manage while ensuring
the use of policies, processes as well as standards along with the measurement of cultural
responsiveness while comparing it against the benchmarks within the industry (Mannion & Davies,
2018). The framework helps the healthcare workforce to be trained to understand cultural
diversity while meeting the needs of the healthcare of the clients. Training to staff is provided by
inducing and reinforcing mandatory learning and training on cultural diversity (Mannion & Davies,
2018). Use of bilingual workers for drawing upon the connections of the community with the
ability to act inside a culturally relevant way to create a relationship with communities as well as
health systems (Dixon-Woods et al., 2014).
The framework has some constraints such as it couldn't be conveyed efficiently without a
foundational and the entire organizational approach. It also has its limitations in terms of dealing
with cultural diversity in a specially appointed manner in spite of creating an elevated level of
strategic administration structures as well as policies that can profoundly install such practices
over the entire healthcare organization (Cai, 2016).
The culture within a healthcare environment involves 2 conceptual frameworks namely, attribute
and culture. One concept suggests that culture is an attribute that is present in an organization
while the other concept states culture as a definition of the overall character as well as the
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experience of the healthcare management environment. Various cultural similarities and
differences are recognized within specific cultural groups such as patients (i.e., clients), nurses,
and the organization (Cai, 2016).
Figure 2: Specific Cultural Groups (Cai, 2016)
In terms of patients, cultural competency will help in improving health disparities which could
be achieved by positive communication among the managers and clients. Hence, the treatment,
as well as the diagnosis of a specific health problem, could be congruent culturally depending on
the patient’s' situation. Such type of communication enhances patient satisfaction with care
quality while adhering to assigned works (Lin, Lee & Huang, 2016).
NP could create an upgrade to move from cultural awareness towards proficiency in terms of
culture. It helps them to attain trust as well as respect from patients while delivering services
hence initiating cooperation as well as interaction (Shen, 2014). A culturally competent team will
help in providing efficient services resulting in a controlled level of care cost. It further reduces
claims related to malpractice. Therefore disseminating new knowledge within a healthcare
organization enhances service efficacy and care quality hence, advancing the status of the
organization (Shen, 2014).
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Healthcare organizations should set up their clinicians as well as staff to communicate with
patients of varied cultural backgrounds to expand commitment and training while eliminating
racial and ethnic aberrations within a care setting. In order to fulfill such goals, the organizations
should look for guidance from people and groups within the specific communities that can
provide support in the development of instructive materials, access of clients to services as well
as enhancing care proficiency (Bradley et al., 2017).
Figure: Cultural Aspects in a Healthcare Management Environment (Bradley et al., 2017)
The steps which will help an organization to become culturally competent involves (Curry et al.,
2017):
● data analysis and micro targets towards reviews to improve administration for the nearby
community.
● communication of findings to decide needs.
● teaching staff and adjusting programming to address community issues.
A compelling instructive or training program relates to awareness and comprehension by the
staff. An effective instructive program incorporates (Curry et al., 2017):
● cultural evaluation,
● various training techniques,
● continuous training
● estimation and keep track.
The healthcare organizational culture is amidst significant changes based on the needs of the
healthcare services system. The hospital driven healthcare services world is quickly transforming
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into a fundamental way to deal with improving the population health. The organizations that will
flourish in this new field will exhibit adaptability in all parts of their activities as they relocate
away from the manner in which they have dealt with the business for a considerable amount of
time. The basic work in careful control is making sense of how to safeguard the most appreciated
parts of culture such as delivering compassionate care to a patient or the staff having respect for
one another while drastically changing models of care and how parental figures are remunerated
for their performance (Braithwaite, Herkes, Ludlow, Testa and Lamprell, 2017).
Conclusion
The present essay discusses the healthcare organizations which must set up their clinicians as
well as staff to communicate to serve customers well while maintaining productivity. Cultural
ability is expected to give care to patients with variable qualities, convictions, and practices. The
organizations initially should comprehend the advantages of culture and the patients and
communities served by them. The process to create cultural competency start with understanding
the foundation of the organization, its effect on care delivery, and the abilities required by
clinicians and staff. The healthcare organizations with cultural competency have improved
results, expanded regard and common comprehension from patients, and enhanced cooperation
from the community it serves.
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