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PreparationUse the following case study as the basis of this assessment.Imagine you are the manager of a new health care facility satellite office or community outreach center located in a diverse neighborhood. The parent organization opened the facility to address the underserved health care needs of the culturally diverse residents who were not using the services offered at the main facility. The first month of operation saw a very high volume of patients, but since then, the numbers have dropped off drastically. Executive leadership wants to understand why this has happened and what you plan to do about it.After careful examination of all aspects of the facility, and talking with some of the neighborhood residents, you have determined that the residents do not feel comfortable coming to the facility because the staff does not represent the diversity of the neighborhood. Staff members were hired for their skill, but their diversity was not considered. Now, you must report to executive leadership what you have learned and how you intend to manage diversity.Note: Remember, you can submit all or a portion of your draft to Smarthinking for feedback before you submit the final version of your proposal for this assessment. However, be mindful of the turnaround time for receiving feedback if you plan on using this free service.Report RequirementsWrite an executive report on the need for a diverse, culturally competent staff, including your plans to address that need.Note: The requirements outlined below correspond to the grading criteria in the Managing Diversity scoring guide. At a minimum, be sure to address each point. In addition, you are encouraged to review the performance level descriptions for each criterion to see how your work will be assessed. You are provided an example report, to illustrate what proficient-level work for this assessment looks like.Report Format and APA StyleUse the Executive Report Template, linked in the Resources, to draft your report. You may also organize the content of your report in a format used in your organization. An abstract is not required.Your report should be 4–5 double-spaced pages in length, not including the title page and reference page.Apply correct APA formatting to all in-text citations and references.Use Times New Roman, 12-point font.WritingAs you begin composing your report, consider the purpose of the report, the appropriate tone and style, and the expectations of the executive leaders who will be reading it.Be clear and concise in your reporting.Express your main points, arguments, and conclusions coherently.Use correct grammar and mechanics.Be sure to support your claims and arguments with credible evidence from 3–5 current, scholarly or professional sources.Proofread your writing.Report ContentOutline a plan to recruit, hire, and retain a more diverse workforce. Note: Your outline should be a high-level overview of a plan, not a detailed plan. Other courses in your program will go into human resource practices and diversity in depth. In drafting your plan, consider the following questions:How does a leader develop a diverse workforce?Where will you look for more diverse employees? Will you post job ads?What will the interviewing and hiring process look like? Who will do the interviewing? Who will make the final decisions?What kind of incentives will you offer diverse employees to retain them? What do you need to know about the culture and values of diverse employees before developing a retention plan?How will you address issues related to diversity that result in conflict?Outline a plan for the ongoing training and professional development of existing staff in cultural awareness and sensitivity. Consider how your plan can:Improve communications and interpersonal skills.Help overcome bias and resistance to change.Explain the benefits, to both the organization and the community it serves, of having a diverse and culturally competent workforce.Explain the relationship between health care organizations and communities.Explain the role that diversity plays in providing culturally competent care and access for the under-served in a community.Determine the influence of effective leadership on the development of a diverse and culturally competent workforce.Explain the importance of cultural competence for leaders in an organization.Explain how the academic and research skills you develop as a practitioner-scholar can serve you in your role as an effective health care leader.Explain how those skills might contribute to your credibility and effectiveness as a leader.Explain how those skills might prepare you to lead a diverse workforce.
managing_diversity_scoring_guide.pdf

cf_executive_report_template__1_.docx

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7/11/2019
Managing Diversity Scoring Guide
Managing Diversity Scoring Guide
CRITERIA
NON-PERFORMANCE
BASIC
PROFICIENT
Outline a plan to recruit,
hire, and retain a diverse
workforce.
Does not outline a
plan to recruit, hire,
and retain a diverse
workforce.
Outlines a plan to recruit,
hire, and retain a diverse
workforce, but the plan
overlooks key aspects
that can have a major
impact on success.
Outlines a plan to
Outlines an evidence-based plan to recruit, hire, and
recruit, hire, and retain retain a diverse workforce. Identifies the implications
a diverse workforce.
and potential outcomes of planned actions within a
broad context and in consideration of employee
culture and values.
Outline a plan for providing
employee training on
cultural awareness and
sensitivity.
Does not explain
the need for training
on cultural
awareness and
sensitivity.
Explains the need for
training on cultural
awareness and
sensitivity, but does not
outline a specific plan.
Outlines a plan for
providing employee
training on cultural
awareness and
sensitivity.
Outlines an evidence-based plan for providing
employee training on cultural awareness and
sensitivity. Plan elements are well-supported in the
literature and explicitly address the key factors in
providing culturally competent and equitable care.
Explain the benefits of a
diverse and culturally
competent workforce to a
health care organization
and the community it
serves.
Does not list the
Lists the benefits of a
benefits of a diverse diverse and culturally
and culturally
competent workforce.
competent
workforce.
Explains the benefits
of a diverse and
culturally competent
workforce to a health
care organization and
the community it
serves.
Explains the benefits of a diverse and culturally
competent workforce to a health care organization
and the community it serves. Draws conclusions
about the provision of culturally competent and
equitable care from an insightful analysis of the
relationships among the organization, its employees,
and the community.
Determine the influence of
effective leadership on the
development of a diverse
and culturally competent
workforce.
Does not determine
the influence of
effective leadership
on the development
of a diverse and
culturally competent
workforce.
Determines the influence
of effective leadership on
the development of a
diverse and culturally
competent workforce, but
lacks relevant supporting
evidence.
Determines the
influence of effective
leadership on the
development of a
diverse and culturally
competent workforce.
Determines the influence of effective leadership on
the development of a diverse and culturally
competent workforce. Identifies key connections and
associations that support convincing, well-reasoned
claims.
Explain how the academic
and research skills one
develops as a practitionerscholar can be of service in
one’s role as a health care
leader.
Does not describe
examples of the
influence of the
practitioner-scholar
role on continued
health care
leadership
development.
Describes examples of
the influence of the
practitioner-scholar role
on continued health care
leadership development.
Explains how the
academic and
research skills one
develops as a
practitioner-scholar
can be of service in
one’s role as a health
care leader.
Explains how the academic and research skills one
develops as a practitioner-scholar can be of service
in one’s role as a health care leader, including areas
of potential growth or hopes for future
accomplishment.
https://courserooma.capella.edu/bbcswebdav/institution/NHS-FP/NHS-FP5004/190700/Scoring_Guides/a02_scoring_guide.html
DISTINGUISHED
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7/11/2019
Managing Diversity Scoring Guide
CRITERIA
NON-PERFORMANCE
BASIC
PROFICIENT
DISTINGUISHED
Write coherently to support
a central idea, using correct
grammar, mechanics, and
APA formatting.
Does not write
coherently to
support a central
idea, and does not
use correct
grammar,
mechanics, and
APA formatting.
Writes to support a
central idea, but writing
includes logical
inconsistencies or errors
in grammar, mechanics,
or APA formatting.
Writes coherently to
support a central idea,
using correct
grammar, mechanics,
and APA formatting.
Writes clearly, coherently, and persuasively to
support a central idea; grammar, mechanics, and
APA formatting are error free.
https://courserooma.capella.edu/bbcswebdav/institution/NHS-FP/NHS-FP5004/190700/Scoring_Guides/a02_scoring_guide.html
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Running head: ABBREVIATED TITLE OF YOUR PAPER
Your Full Title of Your Paper
Learner’s Full Name
Capella University
Course Title
Assignment Title
Month, Year
1
ABBREVIATED TITLE OF YOUR PAPER
2
Executive Summary
This section should include information for those readers who will not read the entire
document but who will need a summary of the problem. Although this section appears first in the
document, it is usually written last.
The summary should remain on a separate page and not exceed one page.

The summary should contain the following elements:
o Clearly explain the problem using understandable terms.
o You may or may not include an analysis of the factors creating the problem.
o Provide information on the solution and the benefit to the organization
SG Criterion 3: Explain the benefits of a diverse and culturally- competent workforce
to a health care organization and the community it serves.
I.
Introduction
a. Identification of the needs or problem to be addressed including
i. Problem description: Time, contributing factors
ii. Whether problem has been addressed previously and outcome
iii. Impact of problem on organization and those served
SG Criterion 3: Explain the benefits of a diverse and culturally- competent workforce to
a health care organization and the community it serves.
II.
Propose a solution
a. Present your solution so that it effectively addresses the problem.
ABBREVIATED TITLE OF YOUR PAPER
3
b. Write the solution to the problem clearly.
c. You may use graphics, bullets and headings to deliver the solution in an organized easily
read format.
d. Your solution may have several sub-headings.
SG Criterion 1: Outline a plan to recruit, hire, and retain a diverse workforce.
SG Criterion 2: Outline a plan for providing employee training on cultural awareness and
sensitivity.
III.
Provide supporting evidence for your solution(s).
a. Is there research to support your solution?
b. Describe the likely outcome.
c. How will your solution benefit the organization?
SG Criterion 4: Determine the influence of effective leadership on the development of a
diverse and culturally- competent workforce.
SG Criterion 5: Explain how the academic and research skills one develops as a
practitioner-scholar can be of service in one’s role as a health care leader.
Conclusion
Restate the problem and the solution in terms that will obtain executive buy-in.
SG Criterion 3: Explain the benefits of a diverse and culturally- competent workforce to
a health care organization and the community it serves.
ABBREVIATED TITLE OF YOUR PAPER
References
Provide your supporting references using APA citation style.
American Psychological Association. (2010a). Publication manual of the American
Psychological Association (6th ed.). Washington, DC: Author.
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