Madeleine Leininger’s theory and how it relates to cultural awareness and competence in nursing.
The Culture Care Theory, similarly known as Transcultural Nursing Model Theory curated by Madeleine Leininger, is based on the knowledge and understanding of different cultures concerning nursing practice (McFarland & Wehbe-Alamah, 2019). By knowing the unique differences of all patients, nursing practice can respect beliefs, values, and different modes of care delivery to create meaningful patient experiences. The model urges nurses to provide effective nursing care based on cultural values and any health-illness context that may apply (McFarland & Wehbe-Alamah, 2019). As an educator, the theorist noted that the healthcare system is diverse, and care delivery should be modeled to care for diversity. This knowledge led her to create evidence-based material that provides for the diverse expression of care in nursing.
According to Sagar and Sagar (2018), the theorist recommends that nurses focus on analyzing diverse cultures, subcultures, and comparative studies on how they relate to behavioral patterns, patient needs, values of care, and beliefs. The theory urges nurses to step outside the box by adopting anthropological and sociological knowledge to understand their patient’s diverse needs (Sagar & Sagar,2018). Therefore, transcultural nursing surpasses applying nursing knowledge alone and ensures that nurses are well-rounded enough to create significant changes in care delivery. Furthermore, Leininger believes that a transcultural nurse should be open to education and training to ensure that she can apply concepts of transcultural care delivery(Sagar & Sagar,2018).
Characteristics Of an Inclusive Workplace Culture.
The inclusive nature of any workplace depends on leadership, company mission, culture, and regulations that employees are expected to adhere to (Sagar & Sagar,2018). The first characteristic is that employees can amicably voice their concerns and settle disputes. When an organization allows its employees to voice their concerns and settle all disputes in a non-disruptive way, these practices extend to how they treat their patients (Olzmann,2020). Employees who are satisfied with their jobs and feel considered despite their differences will likely extend the same treatment to their patients.
Secondly, ensuring that what does not come intuitively is developed intellectually through training, education, and systems development (Sagar & Sagar,2018). This means that growth and development are important to the organization, ensuring employees can handle old ways of thinking and operations. Thirdly, an inclusive environment is collaborative, and resources are available to all employees and patients regardless of their background and demographics (Olzmann,2020). Finally, an organization practices both equity and equality to ensure the inclusion of all employees and patients.
Assessed Biases And The Biases Of Your Colleagues.
Intentionally or unintentionally, healthcare professionals are associated with biases that relate to strict religious practices, weight, and age. These healthcare professionals face biases related to these components because they undermine a patient’s health when applied (Gopal et al., 2021). For example, religious practices that are anti-medicine, blood transfusion, organ donation, and surgery might be hard to understand, especially if they jeopardize a patient’s health. Concerned healthcare practitioners go as far as involving the hospital board. The age and weight bias happens when patients want procedures that would put their lives in danger. Regardless of their practicing their autonomy, the healthcare professional’s role is to tell them when they are at higher risk because of their age, weight, and medical condition (Gopal et al., 2021). These biases might not be obvious but may interfere with decision-making, putting the organization and its employees under scrutiny (Gopal et al., 2021).
Application Of Cultural Competence Theory That Would Create An Environment Of Inclusivity.
Various characteristics can guide the application of cultural competence theory to ensure that it creates an environment of inclusivity (Olzmann,2020). The first step includes self-awareness and knowledge of self. Knowing and embracing one’s uniqueness will reveal the beliefs one carries that could put others at a disadvantage. The second step is being open to the experiences and cultural practices of others (Olzmann,2020). The way one approaches others determines the attitude they have towards cultural differences. Applying tools to actively know oneself and, by extension, stepping outside personal beliefs to understand another is how inclusivity is birthed (Olzmann,2020). Others have unique needs that need to be met, and having resources that meet these needs promotes inclusivity.
Cultural Competence, Inclusivity, And Reducing Health Inequities Improves Workplace Culture and Quality Outcomes for Patients.
An organization that supports inclusivity, equity, and cultural competence aligns with the quadruple aim set by the Affordable Care Act. Implementing these regulations ensures that evidence-based practices are utilized to improve patient outcomes and inclusive workplace culture (Olzmann,2020). Cultural competence ensures good relations, communication, trust, and accountability are applied in care delivery. A culture that upholds ethical considerations will likely ensure that patients are always prioritized. Secondly, inclusivity, eliminating discrimination and disparities, ensure that patients trust the healthcare providers to attend to their needs using all the resources they need, which is equity (Olzmann,2020). Equitable utilization of resources, including patient-centered care, coordination of care, and continuum of care, ensures that all patients are treated well within and outside the healthcare facility, which improves overall quality and care outcomes (Olzmann,2020).
References.
Gopal, D. P., Chetty, U., O’Donnell, P., Gajria, C., & Blackadder-Weinstein, J. (2021). Implicit bias in healthcare: clinical practice, research, and decision making. Future Healthcare Journal, 8(1), 40–48. https://doi.org/10.7861/fhj.2020-0233
McFarland, M. R., & Wehbe-Alamah, H. B. (2019). Leininger’s Theory of Culture Care Diversity and Universality: An Overview With a Historical Retrospective and a View Toward the Future. Journal of transcultural nursing: official journal of the Transcultural Nursing Society, 30(6), 540–557. https://doi.org/10.1177/1043659619867134
Olzmann J. A. (2020). Diversity through equity and inclusion: The responsibility belongs to all of us. Molecular biology of the cell, 31(25), 2757–2760. https://doi.org/10.1091/mbc.E20-09-0575
Sagar, P. L., & Sagar, D. Y. (2018). Current State of Transcultural Nursing Theories, Models, and Approaches. Annual review of nursing research, 37(1), 25–41. https://doi.org/10.1891/0739-6686.37.1.25
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