In the present healthcare system, diversity is one of the most decisive factors of success. With many people traveling and working in various places, most hospitals are compelled to serve people from different cultures and ethnic backgrounds. Therefore, the HIM's role is ensuring that within the hospital, the staff understands diversity and culture-sensitive to serve all clients fairly. The best way to ensure that the staff understands the culture and provide culture-oriented services to all the patients is to train them on critical culture and diversity issues that can enable them to understand their patients in the current society.
Cultural Diversity
There are two training that will be necessary in this case. The first is culture training or cross-culture training. Cross-culture training is critical for hospital employees because it is specific in helping employees understand the best way to communicate with patients. In the hospital, the patients come from different backgrounds, and this means that the hospital staff needs to be vigilant and be able to communicate with them effectively with limited discriminations ( Sultana, 2019). Also, diversity training will be critical for this hospital. Diversity training is education to help employees within an organization understand and respect differences among people, often focusing on race, culture, religion, gender, sexual orientation, or gender identity. Regarding the differences between the patients that come into a hospital, diversity training is critical in helping the hospitals' staff develop skills to handle people based on their differences.
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Compliance
A review of the three hospitals reveals that there is a need to champion both culture and diversity training for the staff. The apparent reason why these hospital staffs need diversity and culture training is that they serve a diverse population and come from different cultural backgrounds. For instance, St. Catherine is a Catholic-based hospital but serves many they people as they strive to remain fair to all people, including those who are non-Catholics. In this hospital, the staff and patients come from a variety of ethnic backgrounds and are linguistically diverse. The same is witnessed with the St. Luke Hospital. The hospital serves the most diverse patient population in the city in terms of ethnicity, religion, class, ability, sexuality, and age; however, its staff diversity is low except in the area of age diversity, and this means that there is need to have diversity training for this staffs in this hospital ( Doshmangir&Takian, 2019). Lastly, the Hickman community hospital has historically served a predominantly low-income, Caucasian patient population. However, it has recently been seeing a rise in Muslim patients due to a new mosque in the neighborhood, and this means that they need the training to handle the diverse population that the hospital will be serving.
GANTT chart
The Gantt chart shows some of the components of culture and diversity training that will be the focus during the training across the three hospitals. For all the three hospitals, the focus will be to sensitize the hospital staff on the importance of upholding cultural sensitivity in the hospital environment. In the Gantt chart, it shows that the focus will be on ethnicity, religion, disability, culture, language, and economic diversity. The chart also shows the duration within which all these programs will run in each hospital. Since the hospital are merging to form a single healthcare delivery system, training will be inclusive and will take a long duration, as exhibited in the chart.
Outline a Plan
The evaluation process for the success of the training will focus on the outcome of the entire training process. Therefore, the plan is to conduct a patient satisfaction survey and compare the results before and after the training. The process of evaluation will be as follows. The first step will be to do a satisfactory survey among the staff, and that will be the target and the patients as well. There will be unique survey questions targeting both the patients and the staff. Sampling will be conducted for both the patients and medical staff so that the number of those who will be filling the survey questions become manageable ( Behrens, Noteboom& Bishop, 2019). After getting the survey questions, the satisfaction rate before the training will be noted. The next step will be to conduct the survey as outlined within the Gantt chart. After the training, there will be one week for another survey. The result of the second survey will be compared to the first survey to determine the change. A change in the satisfaction rate will be recorded; this will indicate whether the process of training was successful.
Change Management Strategies
Transformational change management can be suitable for this case. It is a nature of a change theory that characterized by radical changes in how members perceive, think, and behave at work. At the core of transformational change is to work together with employees to make a change in the organization. It will entail setting goals for the change and creating a plan to achieve it. In this case, the goal will be to become a culture-sensitive and diversity-oriented healthcare institution (Gross et al., 2019). The strategy is to train employees to enhance diversity and culture sensitivity skills, as depicted in the entire discussion.
Conclusion
Cultural sensitivity is critical for hospitals that serve a diverse nature of patients. In the case provided, the hospitals, though, make some effort to serve a diverse community; the staffs need more training to ensure that they have skills to enable them to serve the diverse society in a better way. Therefore, the plan outlined in this discussion can be important for this hospital is changing the way the employees address culture and diversity issues in the hospital.
References
Behrens, A., Noteboom, C. B., & Bishop, D. (2019). How can Health Technology Project Communications be Improved in a Hospital.
Doshmangir, L., &Takian, A. (2019). Capacity building to improve hospital managers’ performance in West Asia. International journal of health policy and management , 8 (5), 319.
Gross, B., Rusin, L., Kiesewetter, J., Zottmann, J. M., Fischer, M. R., Prückner, S., &Zech, A. (2019). Crew resource management training in healthcare: a systematic review of intervention design, training conditions and evaluation. BMJ open , 9 (2), e025247.
Sultana, P. (2019). Management Practices of Pet animals in Teaching & Training Pet Hospital & Research centre, Dhaka . A production report submitted in partial satisfaction of the requirements for the degree of Doctor of Veterinary Medicine Faculty of Veterinary Medicine Chittagong Veterinary and Animal Sciences University Khulshi, Chittagong-4225, Bangladesh.
