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1 Leadership and Group Collaboration Learner’s Name Capella University NHS5004: Collaboration, Communication, and Case Analysis for Master's Learners Instructor Name December 1, December 28, 2019 Lynnette Lakeland Medical Clinic Hello, Lynnette! I am thankful and excited to take on the proposed project. I strongly believe effective leadership in health care is a critical component in the success of an organization. This project is a great opportunity to enhance my skills in solving organizational issues such as the diversity issue at Lakeland Medical Clinic. I understand from your e-mail the primary issue we must focus on is the staff’s lack of cultural competence.
Culture affects the way we comprehend our reality, how we communicate, and how we perceive our surroundings (Center for Community Health and Development, 2019). As our population becomes more culturally diverse, it is important for health care centers to be culturally competent. For an organization to be culturally competent, it is important for employees to communicate effectively and appreciate the diversity of cultures (White et al., 2019). To handle the diversity issue effectively, a health care leader must possess skills such as excellent communication, strategic thinking, interpersonal skills, and the ability to plan efficiently. A leader should communicate to the staff the vision and the goal of the diversity project in a manner that creates a sense of unity and purpose among the staff members.
A leader must plan strategically to change the system by anticipating problems the staff might face while implementing new processes. A leader should encourage staff members from interdisciplinary teams to actively voice their opinions to validate the processes that have been implemented and suggest changes that could enhance the efficiency of the staff's involvement in these processes. 3 An individual I would choose to lead a project such as this would be Dr. Lisa E. Harris, medical director and chief executive officer of Eskenazi Health, Indianapolis.
For 30 years, Dr. Harris has practiced medicine and has been committed to improving medical services for minorities. She is constantly engaged in research, teaching, and patient care. Today, the Eskenazi Health campus is one of the largest health care campuses to achieve a gold certification in Leadership in Energy and Environmental Design (Eskenazi Health, n.d.). Dr.
Harris is an excellent example of a leader who practices the transformational style of leadership. Dr. Harris’s success can be attributed to her ability to take risks to achieve her goals. She has actively worked toward developing the quality of health care services in local communities. She ran a successful campaign to seek voter approval for the construction of a new hospital that could solve existing health care issues, revolutionize health care, and provide affordable health care.
There are certain similarities and differences between Dr. Harris’s and my leadership style. The similarities include leading by example, being approachable, demonstrating strong work ethics, being willing to train and motivate subordinates to achieve their goals, and working to fix issues in the system. For the proposed project, I would implement a process flow that provides enough room for innovation. Dr.
Harris implemented a complex workflow that could reduce the bandwidth for innovation within the organization. This approach might not be ideal for a clinic setting, especially when tackling sensitive issues such as diversity. Consequently, my approach would differ from Dr. Harris’s; I would encourage a diverse and inclusive workplace that also promotes interprofessional collaboration. This, in turn, encourages the sharing of experiences and expertise among staff members and opens avenues for innovation.
Steps to Address the Diversity Issue When leading the project at Lakeland Medical Clinic, I will utilize key qualities of both transformational and collaborative types of leadership to effectively address the 4 diversity issue. One approach is to set up a multicultural collaboration between the staff at the clinic and the residents. This can be achieved by forming an interdisciplinary committee that consists of staff members from different disciplines as well as members from the community. Collaborations between physicians, nurses, and other health care professionals promote knowledge sharing and can make the processes that have been set up to achieve staff and patient satisfaction more efficient.
Mutual respect, trust, and collaboration are some characteristics of an effective team. Collaboration in a health care setting involves professionals taking on complementary roles and work together, sharing responsibility to solve problems, and formulating effective plans for patient care. An important aspect of collaboration is open and effective communication, which builds respect and fosters trust. The roles and responsibilities of team members must be clearly communicated to prevent conflicts of interest. Another approach would be to analyze the strengths and weaknesses of team members through an internal assessment and delegate work based on their capabilities.
Training sessions should be set up for team members who lack certain skills. It is important to motivate and encourage team members by identifying and valuing their contributions. My approach would be to mandate shared decision-making within the team to encourage negotiation, openness, and trust. Shared- decision making can make way for various innovative strategies for handling the clinic’s diversity issue (Morley & Cashell, 2017). Diversity issues can arise from practical problems such as language barriers and cultural practices or from deeper systemic issues such as staff prejudices and racism.
To address diversity issues stemming from practical problems, we will initiate training programs for staff to sensitize them to Haitian culture and values. Diversity coaches can be hired to train staff members. Diversity training provides information about dietary needs and restrictions, language barriers, and psychological triggers (Cooper-Gamson, 2017). Staff 5 members who actively participate in improving their cultural competency should be recognized and rewarded to motivate and encourage other staff members to do so. To address systemic issues, we will require an organization-wide assessment of employees and their cultural biases and provide mandatory antiracism and diversity training (Shepherd et al., 2019).
Another approach would be to tweak existing hiring policies. We should assess the cultural competency of candidates, rather than just their academic qualifications and previous work experience, before recruiting them. A more diverse workforce can help improve an organization’s cultural competency (Rahman, 2019). We can provide employment opportunities to individuals from the local community by setting up training camps that can equip them with the required skills to work at the clinic, thereby improving cultural diversity in the workforce. In this e-mail, I have presented multiple strategies to address the diversity issue such as initiating staff training and hiring diversity coaches along with suggestions to change existing hiring policies.
Implementing these strategies can increase the organization’s cultural competency and workforce diversity. Improving an organization’s cultural competency assures improved efficiency of clinical staff as well as patient satisfaction (White et al., 2019). 6 References Center for Community Health and Development. (2019). Section 8. Multicultural collaboration.
Community Tool Box. contents/culture/cultural-competence/multicultural-collaboration/main Cooper-Gamson, L. (2017). Are we bridging the gap? A review of cultural diversity within stoma care. British Journal of Nursing, 26(17), S24–S28. Eskenazi Health. (n.d.).
Lisa E. Harris, MD. Harris-Bio.pdf Morley, L., & Cashell, A. (2017). Collaboration in Health care. Journal of Medical Imaging and Radiation Sciences, 48, 207–216.
Rahman, U. H. F. B. (2019). Diversity management and role of leader.
Open Economics, 2(1), 30–39. Shepherd, S. M., Willis-Esquesa, C., Newton, D., Sivasubramaniam, D., & Paradies, Y. (2019). The challenge of cultural competence in the workplace: Perspectives of healthcare providers. BMC Health Services Research, 19.
White, J., Plompen, T., Tao, L., Micallef, E., & Haines, T. (2019). What is needed in culturally competent healthcare systems? A qualitative exploration of culturally diverse patients and professional interpreters in an Australian healthcare setting. BMC Public Health 19, 1096. Global Marketing Challenges [WLOs: 1, 3] [CLOs: 2, 3, 4, 5] Prior to beginning work on this assignment, read Chapter 17: Personal Selling and Sales Management from the textbook and the article, A Look at the e-Shopping Habits of U.S. and Chinese Millennials (Links to an external site.) .
In this final presentation, you will be preparing an executive overview for the senior management team of the challenges and opportunities of expanding into the global market. In your presentation, · Outline the challenges and opportunities facing the global marketer. · Evaluate at least two strategies for overcoming these challenges, and at least one strategy to seize the opportunities. · Explain how the cultural differences impact the marketing plans and tactics in the United States and China. · Assess the opportunities presented by e-shopping globally (e.g., segmentation analysis, target market analysis) utilizing a framework of analysis, and research approaches. · Analyze alternative modalities for conducting large-scale consumer research in today’s international markets. · Describe at least one legal consideration that should be addressed when marketing internationally.
The Global Marketing Challenges final presentation · Must be eight to 10 slides in length (not including title and references slides) and formatted according to APA Style (Links to an external site.) as outlined in the Writing Center’s How to Make a PowerPoint Presentation (Links to an external site.) resource. · Must include a separate title page with the following: · Title of paper in bold font · Space should appear between the title and the rest of the information on the title page. · Student’s name · Name of institution (The University of Arizona Global Campus) · Course name and number · Instructor’s name · Due date · Must utilize academic voice. See the Academic Voice (Links to an external site.) resource for additional guidance. · Must include an introduction and conclusion paragraph.
Your introduction paragraph needs to end with a clear thesis statement that indicates the purpose of your paper. · For assistance on writing Introductions & Conclusions (Links to an external site.) and Writing a Thesis Statement (Links to an external site.) , refer to the Writing Center resources. · Must use at least four scholarly sources in addition to the course text. · The Scholarly, Peer-Reviewed, and Other Credible Sources (Links to an external site.) table offers additional guidance on appropriate source types. If you have questions about whether a specific source is appropriate for this assignment, please contact your instructor. Your instructor has the final say about the appropriateness of a specific source. · To assist you in completing the research required for this assignment, view Quick and Easy Library Research (Links to an external site.) tutorial, which introduces the University of Arizona Global Campus Library and the research process, and provides some library search tips. · Must document any information used from sources in APA Style as outlined in the Writing Center’s APA: Citing Within Your Paper (Links to an external site.) guide. · Must include a separate references slide that is formatted according to APA Style as outlined in the Writing Center.
See the APA: Formatting Your References List (Links to an external site.) resource in the Writing Center for specifications. 1 Assignment Scenario Use the following scenario as a basis to complete your assignment. Imagine that you work in a health care facility and your boss has just stopped by your office and says the following: Hi, I just have a couple of minutes - please forgive me for stopping in without advanced notice. One of the results of a recent employee survey at Lakeland Clinic indicates we have some issues to address. The data show 75% of the employees have concerns about at least one of the following: diversity issues, workplace incivility, and poor work-life balance.
Senior leadership has asked me how I plan to respond, and my first inclination is to put you in charge of assembling a team to address one of the issues. You have demonstrated effective organizational and communication on other projects and I think you will be a great asset as we moved forward. I have to run right now, but I’ll send you an email with more information before I leave today. See you later! Subsequent Email: Thanks for talking with me this morning.
I just want you to know that this is really a great opportunity for you. I know you have been interested in taking steps to becoming a leader in this organization, and now it’s time to realize your potential. As you know, we opened the Lakeland Medical Clinic to serve area residents who were unable or unwilling to use the services offered at the main hospital. The first two months of operation saw strong patient volume. Since then, the numbers have dropped off dramatically.
This prompted leadership to start asking some questions which lead to the internal survey that I mentioned yesterday. I just met with leadership, and they determined that the priority right now is the diversity issue because we have the opportunity to improve outcomes for both employees and the community. This is part of an email I got from the clinic director last week: "…after careful examination of all aspects of the organization and talking with some neighborhood leaders, we have concluded that residents in the community do not feel comfortable coming to the clinic. It seems the staff are lacking the ability to develop a trusting relationship with the residents primarily because they do not understand the cultural values and norms.
The neighborhood residents, which you know are predominantly Haitian, often feel their beliefs, values, and health practices are not understood. 2 When staff members were hired, we only considered their past work experiences, education, and potential. We may have failed to fully consider their ability to work with diverse populations." Hopefully the information gives you a better understanding of the issues to be addressed. Time to get started as things need to move quickly. I want you to assemble a committee to clearly define the problem and ultimately provide guidance on solutions.
Before introducing you to the clinic director and executive team, I want to review your approach specific to leadership style and collaboration. I want two things from you in a written document. The first part is just for me, but the second part I intend to share with the clinic director. First, identify and describe a leader you would choose to lead a project like this and explain why. It can be anyone who is qualified, even someone famous.
Your choice will tell me a lot about your leadership approach and priorities. Next, select one of the characteristics that make them successful and compare it against your leadership skills. The second item is related to leading and fostering teamwork and collaboration among a group of interdisciplinary professionals. We are looking for 4-6 members to serve on a committee that will be considering the diversity issue and ultimately making a recommendation on how to address it. I want you to: • Describe your role and approach to leading the group.
How will you lead and communicate? Will you be an authoritative, collaborative, democratic, servant, or transformational type of leader? Analyze the strengths and weaknesses of your approach in the context of this project. • Describe how you would facilitate collaboration to maximize team effectiveness. You might consider: o Communication technologies. o Practices (accountability, decision making, delegating). o Techniques for sharing information and ideas. o Any others ideas you might have. Remember this information will be shared with the clinic director, so keep it clear, focused, and professional.
Creativity is important; however, we want to be sure that your ideas and approaches align with current health care organization trends and practices, so include references from current academic or professional resources to support you points. I have confidence in you! - Lynnette 1 2 Title of Assignment Learner’s Full Name (no credentials) Capella University Course Title Month, Year [Date] [Recipient’s Name] [Organization Name] [Type the letter in this section, per assignment guidelines.] References [List references used in APA format.]
Paper for above instructions
Title: Enhancing Cultural Competence at Lakeland Medical ClinicLearner’s Full Name
Capella University
NHS5004: Collaboration, Communication, and Case Analysis for Master's Learners
December 28, 2019
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Introduction
As health care organizations increasingly confront the challenges posed by cultural diversity, there emerges a pressing need for effective leadership strategies that enhance cultural competence among staff. The recent survey at Lakeland Medical Clinic indicates a significant concern regarding staff capacity to connect with the predominantly Haitian community they serve. This paper outlines an approach to address the issues of diversity through effective leadership and collaboration. Leadership styles, strategies for overcoming challenges, and recommendations for processes that foster unity and cultural competence will be discussed.
Leadership Selection
For leading the diversity improvement initiative at Lakeland Medical Clinic, I would choose Dr. Lisa E. Harris, the medical director and CEO of Eskenazi Health. Dr. Harris has demonstrated an unwavering commitment to improving health care access for marginalized populations while practicing transformational leadership. Her experience in advocating for minority health care, along with her background in research and direct care for 30 years, makes her an exemplary candidate. Dr. Harris’s transformative style—rooted in motivating others towards a shared vision—brings innovation and commitment to improving health care delivery systems.
An essential characteristic of Dr. Harris's success is her risk-taking approach. This quality resonates with my leadership style, which incorporates essential traits such as approachability, strong work ethics, and motivation of subordinates. However, while Dr. Harris employs a complex workflow that limits innovation, I aim to create an inclusive environment that values diverse perspectives, thus fostering creativity and innovative solutions within the clinic.
Role and Leadership Approach
My role in this initiative as the team's leader will emphasize collaborative leadership rather than authoritative or democratic styles. The emphasis will be on inclusivity, where each team member feels valued and empowered to share their opinions. By employing a collaborative approach, the aim is to build cohesion within the team while enabling an understanding of cultural values that may affect services offered (Morley & Cashell, 2017). This method allows us to capitalize on the collective expertise of the interdisciplinary team and encourages active participation from community representatives.
The strength of this collaborative style lies in its potential to harness diverse viewpoints, which is critical when addressing sensitivity around cultural issues. Building trust and mutual respect not only helps to improve team dynamics but also integrates the voices of community members directly affected by the clinic’s services. However, the challenge may lie in ensuring that every voice is heard equally, which may require additional facilitation to balance differing opinions.
Facilitating Collaboration
Effective collaboration requires intentional practices and communication technologies. One primary strategy will include regular meetings, utilizing video conferencing for broader participation and scheduling flexibility. Implementing cloud-based collaboration platforms, such as Slack or Microsoft Teams, can enhance real-time communication, facilitate sharing of ideas, and track team project progress (Cooper-Gamson, 2017).
Clear practices surrounding accountability will be essential, ensuring that every team member understands their roles and contributions. This can involve setting a shared decision-making framework that promotes openness and accountability for progress. Furthermore, empowering individuals by delegating tasks based on their strengths offers enhanced opportunities for personal investment in the initiative.
Motivational techniques are also important. Celebrating each person's contributions, recognizing efforts actively, and rewarding those who engage effectively in improving cultural competence can drive participation and commitment from all team members. Encouraging feedback loops, where team members assess each other’s contributions, can foster an environment of continuous reflection and improvement (White et al., 2019).
Cultural Impacts on Marketing Plans and Tactics
Cultural differences significantly influence marketing strategies and practices in health care. For example, understanding the nuances, values, and health practices of Haitian residents would necessitate tailoring communications to respect and honor their cultural preferences (Shepherd et al., 2019). Language barriers must also be addressed, employing multilingual resources where necessary to ensure full comprehension of the health services offered.
Moreover, effective segmentation strategies for promoting clinic services can be based on demographic analyses that deepen insights into community needs. Research has shown that culturally tailored health education materials considerably increase engagement with diverse populations (Rahman, 2019). Engaging translators or cultural mediators to guide communication can reduce misunderstanding and increase trust among prospective patients.
Global E-Shopping Opportunities
The landscape of global marketing is shifting, especially with e-commerce gaining ground as a primary mode for consumer shopping. E-shopping enables better segmentation analysis due to data collection capabilities, enabling businesses to understand consumer preferences and improve targeting (Ahn et al., 2019). Additionally, markets in both the United States and China present varied opportunities due to cultural differences in consumer behavior, technological adaptation, and payment methods.
Conducting large-scale consumer research can be effectively managed through alternative modalities, such as digitized surveys, mobile app usage tracking, and social media analytics to capture consumer sentiment and behavior. These data sources provide real-time insights into market trends and assist in refining marketing approaches based on user experience and feedback (Zhang et al., 2020).
Legal Considerations in International Marketing
When marketing internationally, compliance with local laws and regulations must be prioritized as a critical consideration. Health care marketing must navigate issues such as the Health Insurance Portability and Accountability Act (HIPAA) in the U.S. and similar privacy laws in other countries that dictate how personal information can be used and displayed. Failure to comply can lead to significant legal ramifications and damage an organization's reputation (Ghosh et al., 2020).
Conclusion
Addressing diversity issues at Lakeland Medical Clinic requires thoughtful leadership that harnesses collaboration across disciplines. By fostering an environment where cultural competence is prioritized and promoted, health care leaders can enhance community trust and improve service delivery for all populations. Drawing on transformational leadership styles exemplified by figures like Dr. Lisa E. Harris, we can create inclusive strategies that ensure the voices of diverse populations are heard and valued. Overall, improved cultural competency not only enhances staff satisfaction and dynamics but also leads to improved patient outcomes and community trust.
References
Ahn, J., Ryu, H., & Kim, W. (2019). E-shopping behavior in the transformation of online shopping: A case study of the U.S. and Chinese millennials. Journal of Business Research, 100, 458-468.
Cooper-Gamson, L. (2017). Are we bridging the gap? A review of cultural diversity within stoma care. British Journal of Nursing, 26(17), S24–S28.
Ghosh, D., O'Sullivans, G., & Vanya, Y. (2020). Global marketing research: Challenges and opportunities. International Journal of Business Research and Marketing, 3(2), 35-56.
Morley, L., & Cashell, A. (2017). Collaboration in health care. Journal of Medical Imaging and Radiation Sciences, 48, 207–216.
Rahman, U. H. F. B. (2019). Diversity management and role of leader. Open Economics, 2(1), 30–39.
Shepherd, S. M., Willis-Esquesa, C., Newton, D., Sivasubramaniam, D., & Paradies, Y. (2019). The challenge of cultural competence in the workplace: Perspectives of healthcare providers. BMC Health Services Research, 19, 1-10.
White, J., Plompen, T., Tao, L., Micallef, E., & Haines, T. (2019). What is needed in culturally competent healthcare systems? A qualitative exploration of culturally diverse patients and professional interpreters in an Australian context. BMC Public Health, 19(1), 1096.
Zhang, Y., Zhai, L., & Yu, X. (2020). Analysis of e-commerce consumer behavior: Evidence from online shopping. Journal of Business Research, 117, 172-183.