For the needs of culturally diverse ROC has

Topics: CultureTraditions

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Last updated: June 23, 2019

For nursingstaff at Kings County Hospital, does an implementation of educational trainingon cultural competence using Campinha-Bacote Model of the Process of Culturalcompetence improve cultural sensitivity and competency of nursing staff comparedto current practice in eight weeks? 1. Practice Problem   Being one of the largest city hospitals in Brooklyn, KingsCounty Hospital Center (KCHC) care for racially diverse populations. One of thepractice problem identified at my practicum site is the lack of culturalsensitivity and cultural competency among staff in responding to and caring forthe unique needs of the individuals with several healthcare needs from variouscultural backgrounds.  Multiplecomplaints from the recipients of care (ROC) at KCHC in relation to the staffbeing rigid on policies and procedures, not showing respect to the clients’culture and traditions and unsatisfactory Press Ganey scores had identifiedlack of cultural sensitivity in staff as definitely an issue.  Multiple calls to Justice Center in regardsto this issue also brought forth a need for corrective actions.  Meeting the needs of culturally diverse ROChas always been a challenge and it can only be achieved by preparing the nurses/healthcare professionals to become culturally sensitive to the needs of the clientsthey care for.  According toCampinha-Bacote (2011), cultural competence (CC) is a “continuous learningprocess, that builds knowledge, skills, and capacity to identify, understandand respect the unique beliefs, values, customs, languages of our clients in amanner that preserves the dignity of the individuals”.  Crawford,Candlin & Roger (2017) stated that becoming culturally competent would helpto inspire nurses to communicate effectively with their clients, augmentingtherapeutic interactions and thus improving health outcomes and patientsatisfaction and safety.

 2. Practice Change One of thepractice changes I am planning to make is the implementation of an educationaltraining for nurses and other healthcare professionals in improving staff’sself-assessment and cultural sensitivity and competence, compared to currentpractice. The training will be incorporated into orientation curriculum andmandatory annual in service thereafter.  Literature review revealed that cultural competence education is anefficient intervention that empowers staff in delivering culturally sensitivecare, which increases patient satisfaction and improves health outcomes (Govere,& Govere, 2016).  3. Population The populationfor my DNP project will be nursing staff/healthcare professionals at KCHCranging from newly hired to seasoned staff.   Because of the rapid growth of diversepopulation and increase in health disparities, national attention isconcentrated on training healthcare professionals in providing culturallycompetent care (Holden et al. 2014).

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  Accordingto Govere, & Govere (2016), governing agencies, professional associationsand accreditation agencies are taking cultural competence as extremely vitaland demanding health professionals to be trained to provide patient-centeredcare  4. InterventionThe DNPproject will consist of an evidence-based educational training using Campinha-Bacote Model of the Process of CulturalCompetence, which is intended to increase cultural sensitivity and cultural skillof staff.  This intervention is within mylocus of control as a nurse leader and it is an evidence-based practice change,which is not implemented previously in our facility.   5. ComparisonThe project will include the Cultural Competence Trainingpresentation and subsequent evaluation of the cultural competence training.

  Iwill be comparing the effectiveness of the training through a pre-test andpost-test format using the tool, Inventory for Assessing the Process ofCultural Competence Among Healthcare Professionals-Revised (IAPCC-R), which isa self-assessment tool designed by Campinha-Bacote to measure the levelof cultural competence among healthcare professionals (Campinha-Bacote,2011).  6. Outcome The desirable outcome of the project is improved culturalcompetency and cultural sensitivity of staff. The outcome of this project will be measured using Inventoryfor Assessing the Process of Cultural Competence Among HealthcareProfessionals-Revised (IAPCC-R).

  Literaturereview reveals IAPCC-R as being a frequentchoice for research concentrating on health care professionals’ culturalcompetency, which revealed statisticallysignificant improvements in overall cultural competence from baseline to post-test(Kardong-Edgren, et.al, 2010).   Kardong-Edgren, et.al, (2010) claimed that IAPCC-Rhas had a widespread review and multiple testing and acceptable reliability andvalidity.  7. TimingAfter the initiation of the project, a change in the outcome is expectedin 8 weeks.   8.

FeasibilityThe stakeholders at my facility consider this project andpractice change as significant and very well needed.  The decision makers at KCHC are verysupportive of this project.  This projectis expected to occur within the timeframe of 8 weeks.   

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