Culture Clash: Opportunity or Conflict?

There has been much study into how culture can impact the quality of health care, but not enough education on what can specifically be changed or how to change it. In The Spirit Catches You And You Fall Down, a comprehensive example is presented using the implications of culture on the healthcare of a little girl named Lia Lee. Through evaluation, I have identified five major areas and examples of each that exemplify the clash of cultures presented in this book: Environmental Controls, Social Organization, Communication, Space, and

As a primary care nurse at Lahey Health for the past 10 years, I have interacted with patients and families from diverse backgrounds and cultures. I have attempted to build relationships based on respect, empathy, and understanding. By listening and observing, I have gained valuable insight allowing me to address factors affecting patient care and outcome. I have learned that it is not always easy to determine best practice and that careful individual consideration is necessary.

Studies show, that dynamic nursing participation in conjunction with their patients is vital to attain at culturally consistent care, and to achieve patient care needs in their specific environmental frameworks (Smith & Parker, 2015) Based on the knowledge that an individual is made up of their own culturally diverse environment, nurse Hernandez sets up a culturally sensitive plan of care at discharge. Mrs. Franklin-Jones is from a Jamaican culture. Her shared story tells the nurse her values and ideas about health-related self-care. The theory of culture care diversity is significant in the care of Mrs. Franklin-Jones and other patients. It suggests the value of culture, and its promotion in the plan of care is the key to recovery. When the patient feels comfortable in his or her skin, the willingness to learn how to advance health is

However, this point of view holistically embraces patients’ health and illness beliefs as related to cultures and traditions. The understanding of my own and others’ cultural beliefs and perspectives will improve the ability to propose solutions for personal conflicts of interest that can be applied to a plan of care for a specific population

Kaakinen et al (2015) discusses the two types of health care teams that will be involved in the patient’s care: multiprofessional and interprofessional. The multiprofessional model is an older model that does not focus on holistic care. Care is fragmented with an autocratic leader, vertical communication, separate goals of the professionals involved, and families are peripheral to the process (Kaakinen et al., 2015). The preferred model is the interprofessional model emphasizing a team approach, holistic care of the patient, horizontal communication, and involvement of the family (Kaakinen et al., 2015). The nurse should keep this collaborative approach in mind when dealing with any patient case, involving all teams associated with the patient for the best outcome.

In my counseling the older adult class we discussed in great detail the different types of culture, ethnicity, sexual orientation, etc. and how it affects the way we as health care providers of helpers should approach a person. I’ve learned in my ongoing time here at CMC that there are all kinds of diversity within the healthcare field, amongst the doctors, case managers, nurse practitioners, registered nurses and others caregivers. There is also a lot of diversity within the patients’ in the hospital. Some patients’ come from within the community and some may just be visiting or coming from surrounding communities. Along with the difference in community and backgrounds that the patients’ come from they also vary by illness or healthcare need. At first it is hard to realize the difference among those that come

Culture change, changes the long-term care from a regulated care, to an encouraging, supportive living environment. Nursing homes should be a second "home" for residents. "Culture change is a movement that seeks to create a different type of environment for residents" (pg.420); meaning that a long term care provider must shape their facility to "resident-centered care". A resident must feel welcomed and not like a burden. A resident must know that their desires and cultural beliefs are put into consideration. The Eden Alternative is an international non-profit organization committed to providing balanced care for the any of their residents. An intimacy based community setting is essential with residents. Changing culture may increase life

Culture may be defined as the learned and shared beliefs, morals and values that guide a group’s lifestyle and ways of thinking (Leininger & McFarland, 2009). These concepts are passed down inter-generationally and provide the foundation of a group’s way of life. Culture is often compared to a blueprint; it guides the actions that impact caregiving, health and well-being. Extending far beyond ethnicity and social formalities, culture, includes religious, socioeconomic, geographic, occupational, and sexual orientation-related beliefs and values. Many healthcare providers believe that overcoming linguistic barriers or having a rudimentary understanding of a few ethic practices, is enough to address the diverse needs of the client. However,

Cultural competence begins with self-awareness of our own values and biases, and is fortified by seeking cultural knowledge from others (OMH, 2001). Nurses might be tempted to oppose some parents beliefs on how they should help their family member receive healthcare or treatment but the best thing to do it to just recommend what is best to their patients. Amani agrees that nurses should recommend the physicians treatment over her father's way of treatment because she mentioned that her father did not have a problem arguing with the nurses when they disagreed with his viewpoints. In this case, the nurses repeated their recommended treatment to her father even after he discussed how he was going to fix the problem.

Great post. I would like to add that, culture is not apply only to clients and families; it includes educational, health care, and professional organizations. The model includes the domain workforce issues, it is used to assess cultural issues among staff. Each culture reflects the social structure, historical antecedents, values, traditions, management processes, policies and procedures. Every staff has diversity in thinking, reflecting, and behaving, which we are encouraged or tolerated. Managers and directions use the model to promote staff acceptance in multicultural and multinational populations in the workforce. In the long-term care facility used the model to guide care plan development for their Jewish residents because many non-Jewish

EBOOK COLLECTION: Schultz, K. M. (2012). HIST2, Volume 1 (2nd ed.). Boston, MA: Wadsworth, Cengage

Rebellion and turmoil were increasing among these cultures because of farming, for corn, water, tobacco and crops in the lands. At times Jamestown needed Native Americans to survive their arrival at the fort, during their dark suffering times regardless of conflicting events. The slaughter of the 357 colonists crippled Jamestown and ran the Virginia Company of London to the ground. The new leadership implemented in Jamestown was known as the “House of Burgesses.” This newfound order was headed by king, but allowed the colonists to have its own government and voice (Schultz, 2012, Ch. 2, p. 33). As the Native Americans seen the newcomers (Colonist) grew slowly in new numbers, and the motives to obtain the land were growing. And war after war was started for land possessions. The Native Americans Killed and massacred a total of 357 colonist. In return, Colonist needed to

Moreover, the family understands the specifics about the individual's condition and their daily routines. This can help health care professionals to decide if the person is following the proper steps in their therapy. Once this takes place, is the point that health care professionals can make adjustments to reflect changing realities. Those patients, who have their families involved, will be able to receive better care by ensuring that nothing is overlooked. This is the point that physicians will have a more complete picture surrounding their underlying levels of health. (Saleeba, 2009)

An example of the importance of acknowledging the impact of differing and individual perspectives among interprofessional healthcare team members is discussed in the article titled “Interprofessional primary care protocols: A strategy to promote an evidence-based approach to teamwork and the delivery of care” (Goldman et al., 2010). In this study, Family Health Teams (FHT’s) are trying to come to a consensus regarding the development and implementation of a variety of interprofessional protocols. Findings suggest that the collaborative process of reviewing the evidence and assessing the needs of the FHT as well as learning about the different professional and organizational perspectives, showed to be important elements of the groups work. However, the study worked with volunteer practitioners who were motivated to participate. Therefore, it was recommended that initiatives to improve interprofessional collaboration needed to be addressed at the individual, practice, and organizational levels. (Goldman et al., 2010). This would include motivating and readying the individuals to be prepared to collaborate initially and move past possible anxieties for change to progress.

"Culture is more often a source of conflict than of synergy. Cultural differences are nuisance at best and often a disaster." - Dr. Geert Hofstede