Culture in Nursing DQ 2 student reply Martha Gomez
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Culture influences the health practices and attitudes of patients by providers and patients. Therefore, to become a culturally competent nurse, one has to integrate knowledge, attitude and skills in supporting and caring for people across different cultures. Knowledge is the cognition of culture base of people of different cultures including their traditions and values. Understanding other people’s culture helps understand how they view illnesses and its different treatment modalities (Chae & Park, 2019). While knowledge is important, there is need for a right attitude for it to translate into culturally competent care.
The adoption of a culturally competent attitude comes from understanding and getting knowledge. For knowledge to be effective, it must be accompanied by the right attitude. Further, the awareness allows the nurse to better understand the attitudes of their patients. When a nurse is aware of their own attitudes, such as stereotypical tendencies, they can change them to offer genuine care and concern (Jernigan et al., 2016). Finally, with the right knowledge and attitude, a nurse gets to develop culturally competent skills. Development of skills means learning how to communicate to patients in a way that makes them understand care plan. The development of culturally competent skills requires a right attitude and knowledge from the nurse (Andres & Bolye, 2016). Therefore, for culturally competent patient care to be provided, the complex interaction between knowledge, attitude and practices must be present.
The first step towards delivery of culturally congruent and competent care for clients from a variety of backgrounds is developing awareness and avoiding making assumptions of cultures that one is not familiar with. The awareness of the need for culturally competent care is necessary to help avoid making assumptions. The second step is to learn about other cultures which are related to patients. A nurse should learn about the community that he/she interacts with in order to get immersed in them (Marion et al., 2016). Thirdly, the nurse should build trust and rapport with patients regardless of their cultural backgrounds.
The fourth step is to overcome language barriers that may affect exchanges with the patients. Language may be a significant barrier to effective interactions with patients (Andres & Bolye, 2016). Finally, active listening and patient education is necessary in delivering culturally competent care. This involves a due consideration of the concerns and needs of patients and regard for their cultural diversity.
Cultural baggage refers to attitudes, expectations, judgments and patterns of thinking that people carry from their home cultures which influence or hinder their transcultural encounters.
Ethnocentrisms refers to a condition where an individual the cultures of others according to preconceptions that originates from the standards and contexts of their own culture. In other words, it is judging other people’s cultures with the view that one’s own culture is superior.
Cultural imposition refer to believe by an individual or a group that their culture is dominant causing them to impose their values and behavior patterns on to others.
Prejudice is a preconceived affective feeling towards a person based on membership to a certain group that is not based on actual experience or reason.
Discrimination refers to treatment of people differently after categorizing them into groups based on gender, race, sex, age and other characteristics.
While individual cultural competence applies to an individual nurse, organizational cultural competence applies to an agency, system or a group of professionals. Individual cultural competence refers to the state where an individual nurse is capable of functioning effectively in the context of cultural diversity. On the other hand, organizational cultural competence refers to a set of skills for practice, policies, and even structures that come together in a system, or agency among professionals that allow the agency or system to work in an effective manner in culturally different cultures (Chae & Park, 2019). This highlights different people being affected.
The elements of individual and organizational cultural competence also vary. First, while at individual level cultural competence involve awareness and acceptance of differences, at organizational level it involves valuing diversity among members. Also, where there is understanding of the dynamics of differences in at individual level, there is management of dynamics of differences at organizational level.
Andres, A.M. & Bolye, J.S. (2016). Transcultural Concepts in Nursing Care (7th ed.). ISBN 978-1-4511-9397-8
Chae, D., & Park, Y. (2019). Organisational cultural competence needed to care for foreign patients: A focus on nursing management. Journal of nursing management, 27(1), 197-206.
Jernigan, V. B. B., Hearod, J. B., Tran, K., Norris, K. C., & Buchwald, D. (2016). An examination of cultural competence training in US medical education guided by the tool for assessing cultural competence training. Journal of health disparities research and practice, 9(3), 150.
Marion, L., Douglas, M., Lavin, M., Barr, N., Gazaway, S., Thomas, L., & Bickford, C. (2016). Implementing the new ANA standard 8: Culturally congruent practice. Online Journal of Issues in Nursing, 22(1).
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