This article discusses the importance of cultural safety in health care and how values, beliefs, and behaviors contribute to it. It also highlights the impact of cultural competency on the creation of a safe environment in healthcare. The article is relevant to nursing and healthcare courses in colleges and universities.
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Running head: CULTURAL SAFETY1 Cultural Safety in Health Care Student’s Name Institution of Affiliation Date
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CULTURAL SAFETY2 Part 1: Mind Map Me Behaviours Considerate Kind Polite Sincere Values Friendship Service to others Trustworthiness Compassion Beliefs I don’t take things personally Religion People are catalysts not barriers to success I don’t need others approval to succeed
CULTURAL SAFETY3 Part 2: Written Reflection Cultural safety is a concept that is critical in any health care setting. In a culture, safe environment people should be physical, emotionally, spiritually, and socially secure. One is protected from any assault. In this environment people share knowledge, respect and experience without discrimination (Wepa, 2015). There is the need for greater commitment to creating cultural safety in an environment of diverse cultures. This write up will highlight my different values, beliefs and behaviours and how they contribute to cultural safety as well as how they affect my character as I strive to provide a culturally safe environment in the line of my duty. In the health care profession, this is a very critical area since the patients are vulnerable (Vernon & Papps, 2015). This factor should be considered since it determines the outcome of the services being provided. In a safe environment, there are high chances of patients recovering quicklyincomparisontotheunsafesituation.Political,socialandculturalenvironment determines the quality and the safety of services offered in health care units (Waring, Allen, Braithwaite & Sandall, 2016). Culturalcompetencyreferstoasituationwherepeople,especiallyinthehealth profession, can view different things, reflect on them, compare the scenarios with experience and learn from the new development (Garneau & Pepin, 2015). This capability determines how one will respond to different issues that may arise in the workplace. It is, therefore, necessary to analyse one’s competencies and how they affect the creation of a cultural safety environment in healthcare (Clifford, McCalman, Bainbridge & Tsey, 2015). To achieve this, I have reflected on my values, beliefs and behaviours which in one way or the other may support or detract me from providing a safe health care environment in a multicultural culture. Values Values act as guidelines for the decision-making process in human beings. Values can be defined as the accepted standards of a human being. According to Dawson, Guchait and Mandera (2018), it is difficult to get the right person with the appropriate qualities for an employee since it is until one interacts with others that values become exposed. Friendship is one of my values which have developed in me since my early years. My parents taught us to live with my siblings as friends despite having blood- ties. I, therefore, grew with the attitude of creating a friendship
CULTURAL SAFETY4 with the people around me. In my profession, this has acted as a strength since I always treat my patients as friends. Within this diverse cultural environment, I have been able to show love to most of my patients. I have sometimes found myself in a fix since I have so many people to mentor, take care of hence finding some challenges to manage all of them. The challenge has at times resulted in my giving less than expected which leaves some of my friends unsatisfied. The other value is service to others. I was taught that service to humanity is service to God. This has acted as motivation in my profession since I know that even if my actions are not acknowledged, God considers and values my service. This thought sometimes makes me discouraged when I find people who don’t care about what they do to others and the kind of services they offer. This has led to some of my colleagues’ avoid working with me since they feel that am too thorough. Trust is a value that was instilled as a discipline to me by my parents. I had to speak things that are true. Anything entrusted in my hands had to be delivered as expected. With this, I have found ease in my area of duty since I will offer true information no matter what. Compassion is a value I have within me. In my profession, this is a strength since when I am approached by a suffering patient I always can’t withstand seeing them suffer. Therefore I tend to invest all that will see the patient get better. This sometimes leaves me tired, broke and sometimes some of my things are not attended. This may lead to poor performance since I may experience some gaps in the areas that need attention. Beliefs A belief is an acceptance without a doubt that something exists or is true, but there’s no proof. Beliefs and values correlate showing one's identity and determining the success of an organisation (Little, Gaier & Spoutz, 2018). Religion is one of my beliefs which I was taught by my spiritual leaders and guided by my parents who took me to the church at a very tender age. According to Johnstone (2015), religion has some moral prescriptions which direct one on what to do and what not to do. Morals vary between religions. People, therefore, have different things that they believe are right depending on their faith. Religion is right since it helps me do things in the right way due to the respect I have for God, but still, this can be detrimental if I will not consider other religions as important as mine.
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CULTURAL SAFETY5 I also believe that people are catalysts for success and not barriers. It is true that when you involve people in your mission things get done much faster than what you could do when alone. This has given me the courage to trust in people to carry out some duties on my behalf which has succeeded sometimes. It only becomes a significant blow when I entrust an individual to assist me to carry out a task only to find that it was not done. This can be detrimental especially in the nursing profession where delicate issues need to be handled within the stipulated timeline. I believe in myself. Hence I don’t need others approval to succeed. I believe capable, and the sky is the limit. This motivates me when there are new things that need to be implemented. I always take the risk. This is very sensitive in my career because something’s is too sensitive hence may lead to some major problems to a patient or myself. I also believe that I should not take things personally and this has caused me serious critiques. I have decided with my heart never to personalise issues. Since my profession is sensitive, I take it easy and assume that maybe the idea that I gave was not right. This helps me not to hold grudges with colleagues which helps me emotionally. This at times weigh me down since I feel like am becoming so accommodative by giving a listening ear to my critiques which might not always have some good intentions. With this kind of thought, it is difficult to deliver quality services. Behaviours This is how one conducts himself or herself towards other people. Mannava, Durrant, Fisher, Chersich and Luchters (2015) states that it is important to address the behaviours and attitudes of health care providers so that the lives of women and children are saved. A nurses’ behaviours and attitudes determine the way they respond to patients and visitors in the healthcare units (Heckemann et al., 2017). I am considerate, and this has helped me in my profession in a big way. I always assess the need and take it personally assuming this could be my need. Placing myself in the patient’s state helps me see things in the right perspective and respond accordingly. Some people lack the understanding that some patients require more attention than others and these people end up taking this as favouritism. I am polite and kind. This behaviour has enabled me to attend to so many patients. This has also fixed me in some situations where I have found individuals who are not genuine coming on my way requesting for assistance, but in the real sense, they are not needy. This diverges me
CULTURAL SAFETY6 from attending to delicate cases as I try to understand and attend to their issues. I am sincere, a behaviour I could not run away from since my parents guided, counselled and disciplined me. I always speak what is true and that which can be proved right. Conclusion Cultural safety in the health care environment is key. The health care units are meeting points for the caregivers and the patients. The patient who needs attention will either develop a positive or negative attitude toward the health unit from the kind of services that they receive. It is therefore incumbent upon myself to ensure that the patient will leave the health unit a smiling person. This will be made possible through a combination of my values, beliefs and behaviours. I will endeavour to give all that is about me as described above to ensure that cultural safety is guaranteed.
CULTURAL SAFETY7 References Clifford, A., McCalman, J., Bainbridge, R., & Tsey, K. (2015). Interventions to improve cultural competency in health care for Indigenous peoples of Australia, New Zealand, Canada and the USA: a systematic review.International Journal for Quality in Health Care,27(2), 89-98. Dawson, M., Guchait, P., & Madera, J. (2018). Organizational characteristics and personal values that define club management culture.International Journal of Hospitality & Tourism Administration, 1-22. Garneau, A. B., & Pepin, J. (2015). Cultural competence: A constructivist definition.Journal of Transcultural Nursing,26(1), 9-15. Heckemann, B., Peter, K. A., Halfens, R. J., Schols, J. M., Kok, G., & Hahn, S. (2017). Nurse managers: Determinants and behaviours in relation to patient and visitor aggression in general hospitals. A qualitative study.Journal of advanced nursing,73(12), 3050-3060. Johnstone, R. L. (2015).Religion in society: A sociology of religion. Routledge. Little, J. M., Gaier, S., & Spoutz, D. (2018). The role of values, beliefs, and culture in student retention and success. InCritical Assessment and Strategies for Increased Student Retention(pp. 54-72). IGI Global. Mannava, P., Durrant, K., Fisher, J., Chersich, M., & Luchters, S. (2015). Attitudes and behavioursofmaternalhealthcareprovidersininteractionswithclients:asystematic review.Globalization and health,11(1), 36. Vernon, R., & Papps, E. (2015). Cultural safety and continuing competence.Cultural safety in Aotearoa New Zealand,2. Waring, J., Allen, D., Braithwaite, J., & Sandall, J. (2016). Healthcare quality and safety: a review of policy, practice and research.Sociology of Health & Illness,38(2), 198-215. Wepa, D. (Ed.). (2015).Cultural safety in Aotearoa New Zealand. Cambridge University Press.