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Systems Approach to Create a Diversity-Aware Program of Transatlantic Health Care Center
Health care institutions have become increasingly concerned with disparities that exist in health care which are highly attributed to ethnicity, race and the socio-economic class that exists in our societies. Therefore, in relation to this, it is important for any health institution to craft effective and efficient systems approach to help in creating awareness amongst its clients. For that matter, the paper outlines a developed system approach for TransAtlantic Health Care Center that will serve as a diversity aware program for the institution.
For a competent and proactive system in a diversity aware program, various activities and roles of stakeholders around and within health care system need to take center stage (Borkowski, 2009). Therefore, the diversity aware system should prioritize the community, health care professionals and the employer to have a culturally competent system that addresses these disparities.
Therefore, TransAtlantic Health Care Center which is the employer in this case will control plan development, implementation of the blueprint and financing structure which will be intended to facilitate access points to health care through allocation of friendly work schedules to its health care staff.
Moreover, the institution must ensure that senior management are educated on the need of the program to ensure their full participation. This is important since without their active input in the system, system activities are likely to be trivialized especially in relation to financial support they are supposed to provide (Borkowski, 2009).
Nevertheless, there will be expansion of implementation team to incorporate expertise in the area of cross cultural matters who will form part of the diversity aware program team for TransAtlantic Health Care Center. These expertise are crucial in the program since they may know the problems in addition of having solutions for them.
The next element of the system entails collecting data that concerns disparities in the health care industry. The data collected will help in developing programs that are geared towards improving marginalized observance of therapeutic regimes.
In addition, the system comprise of a multi year strategy that is desired to eliminate disparity. This was adopted due to the acknowledgement that some disparities will need multi year plan to be addressed which implies that the system is designed to operate for several years to achieve the desired results.
On the other hand, as a director of human resource in TransAtlantic Health Care Center, I will employ several guidelines, goals and metrics to study this issue. Nonetheless, as a human resource director, there are several guidelines, goals and metrics that I will apply in the study of this issue.
In relation to the guidelines, the following will govern the system in creating diversity awareness. With the issue of recruitment and selection of expertise in the area of cross cultural matters, opportunities will be availed to all people but recruitment and selection will only be based on knowledge, skills and experience of the candidates.
Another key guideline relates to probation of the recruited personnel. Under this guideline, these expertise will undergo a six month probation exercise to determine whether they are up to the task in relation to diversity awareness.
However, in relation to metrics, performance appraisal will be regularly carried out at the interval of six months to assess performance of the program and extend of individual efforts made by the staff. Nonetheless, another metric element that will be used is the return on investment in relation to employees’ output.
This will help determine whether the institution has positively improved or whether the program is futile. Nonetheless, the goal of the program is to bridge the existing divide in relation to cross cultural diversity in order to increase health care services provided by TransAtlantic Health Care Center.
Cognitive Dissonance Reflected in Scott’s Dillema
From the case study concerning Scott and George, both parties developed cognitive dissonance in relation to their attitudes, perceptions and attribution of one another (Borkowski, 2009). In relation to perception, every individual perceive stimuli that are always present in their environment.
Nonetheless, from the case study, it is relative to acknowledge that Scott developed some perceptual defense in his initial relationship with George with the hope that their relationship will improve later. On the other hand, George had developed some perceptual errors against Scott since he had formed belief and attitude towards Scott which strained their relationship at the work place.
In addition, as a result of perception error that George had towards Scott, it resulted to Scott developing some self perception which was characterized with negative attributes that affected his self esteem in the work place. Moreover, due to George’s perception towards Scott, it resulted to a negative social perception of Scott which made the work mates to develop a snap judgment about him.
On the other hand, due to social perception, situational attribution followed Scott in the work place where the situation that George had created for him. This was not his personal qualities which caused him to have a behavior change since his life changed both at the work place and at home. Therefore, this impacted negatively to personal qualities of Scott as his behavior was now ascribed to his personal qualities and not the situation in the work place. This was evident when Scott could not get a just audience of his complaints.
Furthermore, on the part of attitudes, George had a prior attitude formation towards Scott which was negative. This automatically resulted to negative attitude towards him. As a result, Scott became uncomfortable with George’s attitude and he too formed the same towards him.
Issues of Miscommunication and How Scott Mismanaged His Communication with George
Miscommunication issues existed between Scott and George that resulted to their strained relationship. Nonetheless, communication is two way traffic and all parties involved should be willing to communicate harmoniously. For any communication to be efficient and effective, element of feedback need to be in every phase of communication (Borkowski, 2009). Moreover, feedback makes communication to be complete.
Therefore, in relation to Scott and George, feedback element was missing in their communication which was a recipe for their disagreement. It can therefore be affirmed that Scott and George had poor relational feedback. This means that the two parties could not effectively work together in the same group. However, there was some element of descriptive feedback from both sides which instead of strengthening communication process between these two parties was detrimental to their relationship.
Nonetheless, Scott can be said to have mismanaged communication with George. For instance, when George was moved to be his work place as a supervisor, Scott noted unfairness treatment but failed to communicate in order to bring to George’s attention that he was not comfortable. In addition, Scott failed to communicate the strained relation to the senior management early enough when he noted the problem.
However, this dialogue could have been handled amicably which may have prevented Scott’s tribulations at the work place. For instance, if communication process in the organization was prioritized and emphasized, there could be some elements of feedback from both sides. A salient communication process with proper feedback could have helped to save Scott’s situation.
References
Borkowski, N. (2009). Organizational Behavior, Theory, and Design in Health Care. Canada: Jones & Bartlett Publishers.
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