Cross-cultural leadership will help in transforming and changing the gender disparities that exist among the minorities in healthcare care systems in the USA. According to DauvrinandLorant (2015), the healthcare profession is faced with a huge array of challenges that arise from the increased global migration of medical professionals. As a result, there is a need for the adoption of competent care that is sensitive to cultural, gender, racial, and even ethical factors. In reference to the attributes of a functional healthcare setup in the United States, this paper evaluates the functionality of a cross-cultural leadershipand its practicality and importance in addressing the various cultural, ethnic, and gender disparities.
A typical, and a rather organized clinical setup especially those in developed nations, require organizational heads who can effectively adjust the leadership styles to fit the needs of that particular healthcare (Northouse, 2019). As explained by Dauvrin and Lorant (2015), cultural competence amongst leaders and particularly the heads of health centers is sensitive and important in both individual and contextual factors. Cultural competence is gained partially through remodeling and thorough appraisal of relationships among colleagues. Cross-cultural leadership can be applied in a medical facility and aid in alleviating racial and gender disparities, especially in setups that constitute of ethnic and minority communities of staff (Truong, Paradies, & Priest, 2014).
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To deal with situations that involve gender discrimination, mainly among women from minority backgrounds such as low socio-economic statuses, female medics of different ethnic backgrounds and races, and even disabled health professionals, then the leaders need to approach with different management styles. For instance, in the case of a private medical facility in the United States, a competent leader may be required to select a group of most central individuals and proceed to train them about the importance of different workforces. Such an approach will instill a life-long culture of valuing differences in a medical workstation, as well as appreciating different ethnic and gender differences. Nonetheless, such adoption of strategy will require observing vigilance as the appointed individuals are different and may not influence equality as per the wishes of the overall leader.
Annotated Bibliography
Dauvrin, M., & Lorant, V. (2015). Leadership and cultural competence of healthcare professionals: A social network analysis. Nursing Research , 64 (3), 200.
Dauvrin and Lorantexplain that the introduction, development, and advancement of cultural strategies need the application and dependence on leadership remodeling and the recognition of inter-professional associations. The authors investigate the impact of leadership on the workability and competency exhibited by healthcare workers in Belgium. This research concludes that the overall state of an organization varied depending on the cultural competency of the overall leader. This source is significant as it provides an archive of information on how to advance inter-cultural competency in healthcare.
Northouse, P. G. (2019). Interactive: Leadership: Theory and practice interactive eBook ,
8th Edition. [VitalSource]. Retrieved from https://vsaccess.vitalsource.com/#/books/9781544325194/
Northouse evaluates the nature of adaptive leadership, its strongholds, and its methodology. The book clearly defines concepts, illustrates models, and avails the most recent research and their usefulness in leadership. The author presents a concept of psychodynamic, effective, and adaptive leadership that will be sufficiently useful in addressing the issues of gender inequality against minority women in a healthcare setup. This source is important as it provides accurate and quality theoretical and practical guide on leadership, primarily validating the role of cultural interaction.
Schiavo, R. (2015). Addressing health disparities in clinical settings: Population health, quality of care, and communication.
Schiavo (2015) argues that the existing disparities in any clinical settings are usually multidimensional. In this regard, such issues are usually embedded in the social injustice and socioeconomics of different population and groups. Schiavo (2015) further argues that the recent changes in policy have been emphasizing on the essence of strengthening health system. On a global scale, the author argues that the Ebola crisis exposed the negative impacts of weak health systems on mortality and disease morbidity. Therefore, this provided an appropriate platform for future socioeconomic development that should be considered by many countries and communities. On this basis, Schiavo (2015) has emphasized that advancing health equity is an appropriate approach that should be embraced when advancing the basic human right such as access to healthcare. According to the author, this can be achieved by adopting strategic communication for social, behavioral, and organizational change in the entire course of improving care quality and even addressing the apparent disparities in various clinical settings. In such a case, the adopted social determinants of health will be based on a detailed understanding of different social, cultural and gender norms affecting compliance with clinical recommendations and patient outcomes.
Strand, M. A., Chen, A. I., & Pinkston, L. M. (2016). Developing cross-cultural healthcare workers: content, process and mentoring. Christian Journal for Global Health , 3 (1), 57-72.
Strand, Chen & Pinkston (2016) acknowledges that career service is the ambition of many people globally in a cross-cultural healthcare mission work. However, Strand, Chen & Pinkston (2016) believes that the premature termination of the expected long-term service can help mitigate the attainment of goals at an individual and organizational level. According to Strand, Chen & Pinkston (2016), an estimated 400,000 cross-cultural missionaries serve globally. Considering that healthcare professionals are usually part of such workforce, hundreds of them usually relocate to new territories whereby they are prompted to learn a new language in preparation for their career. Strand, Chen & Pinkston (2016) believes that in the absence of adequate cross-cultural training, there is a high likelihood that such healthcare missionaries may end up struggling to understand rational, cultural and the unique way in which people behave in different settings. In most cases, the frustrations occasioned by the conflicts between the host culture and the expected values may be encountered due to cultural shock, team conflict and when learning the language.
Truong, M., Paradies, Y., & Priest, N. (2014). Interventions to improve cultural competency in healthcare: A systematic review of reviews. BMC Health Services Research , 14 (1), 99.
Truong, Paradies, and Priest point out that cross-cultural leadership is a popular and recognized criterion that is applicable in heightening employee interaction and improving the provision of healthcare. The study gathers and evaluates reviews of related studies in a bid to find exhaustive contemporary evidence that can be applied in future researches. The authors conclude that cross-cultural leadership interventions can help minimize discrimination based on cultural backgrounds and help in the improvement of service delivery. This source provides an extensively comprehensive, latest, and most reliable archive of data on progress that have been made to improve cultural proficiency in the docket of health.
Watson, E. S., & Roberts, P. (2019). Applying a Cross-Cultural Health Systems Strengthening Diagnostic Tool: The Experiences of a Small Social Enterprise Delivering Health Care Services in England. In Handbook of Research on Value Creation for Small and Micro Social Enterprises (pp. 46-74). IGI Global.
Watson & Roberts (2019) have immensely contributed to the growing body of cross-cultural research, especially on the dynamics between systems context and the social enterprise. In this case, the authors have detailed their experience in the entire process of setting up a small social enterprise to help in the delivery of primary care services in England. Watson & Roberts (2019) have used a diagnostic tool to structure their discussion in the context of health systems. According to Watson & Roberts (2019), government systems, social impact, and the health system usually, influence the capability and capacity to realize appropriate social innovations when caring for vulnerable people. The authors have further detailed this through their extensive overview of the undertaken health system reforms in England. Such an approach adopted by Watson & Roberts (2019) has helped in providing appropriate contexts for the social enterprise policies and even the growing number of theories regarding the system context. Watson & Roberts (2019) have further outlined the role played by the government in health system reforms and the appropriate health system capacity building approaches that should be embraced.
Conclusion
In conclusion, these secondary sources are imperatively important in the research of the gender inequalities among minority women as it shows that a style of leadership can influence change that can transform the status quo. Most importantly, keeping in mind that this research involves cultural competency and adjustment of the organizational perception towards diversity, then the outlined sources are useful in aiding in shifting the paradigm and mediation in private healthcare setup. Cross-cultural leadership is applicable and imperative in any healthcare organizational setup in the United States because of the cultural, gender, and ethnic diversity that exists amidst the country’s diversified workplaces.
References
Dauvrin, M., &Lorant, V. (2015). Leadership and cultural competence of healthcare professionals: A social network analysis. Nursing Research , 64 (3), 200.
Northouse, P. G. (2019). Interactive: Leadership: Theory and practice interactive eBook (8th ed.) [VitalSource]. Retrieved from https://vsaccess.vitalsource.com/#/books/9781544325194/
Schiavo, R. (2015). Addressing health disparities in clinical settings: Population health, quality of care, and communication.
Strand, M. A., Chen, A. I., & Pinkston, L. M. (2016). Developing cross-cultural healthcare workers: content, process and mentoring. Christian Journal for Global Health , 3 (1), 57-72.
Truong, M., Paradies, Y., & Priest, N. (2014). Interventions to improve cultural competency in healthcare: A systematic review of reviews. BMC Health Services Research , 14 (1), 99.
Watson, E. S., & Roberts, P. (2019). Applying a Cross-Cultural Health Systems Strengthening Diagnostic Tool: The Experiences of a Small Social Enterprise Delivering Health Care Services in England. In Handbook of Research on Value Creation for Small and Micro Social Enterprises (pp. 46-74). IGI Global
