Question

Write a short paper that responds to the following prompts. Your paper should be at least 2000 words in length.

1. Why is it important for today’s leaders to develop cultural intelligence? Assess your perceived personal barriers. What barriers stand in the way of you becoming an inclusive leader in a health care services organization? How can you increase your own cultural intelligence to be a better leader in health care services?

2. Evaluate both the positive and negative aspects of conflict including the identification of functional and dysfunctional aspects within a health care organization and the impact of your role as a leader. Include a personal example or one you have read about where barriers to organizational success went unaddressed when interpersonal conflict existed among teams.

3. Based on the readings in the course thus far and your understanding of a positive organizational culture, discuss how leaders can build an organizational culture to deliver patient outcomes, and retain employees. Include a real-life example from your experience as a patient or your work in a health care environment.

4. Reflect on the impact of a healthcare leader you have observed/experienced OR a hypothetical situation if you do not have a specific example and how the leader led and managed a change initiative. Based on the course thus far, analyze how you will grow in your leadership and in practicing change.

5. Evaluate diversity and inclusion (D & I) based on the readings in the course and apply your own understanding of D & I in a workplace. What can you do given your knowledge of the complexities in health care organizations to promote and implement a culturally competent, patient-centered health services organization?

6. Provide an example from your experiences where you were provided an opportunity for growth and development that impacted your success and effectiveness as part of a team. After discussing your example, analyze how you could take your learnings and hypothetically apply them to a health care setting.

Answer 1

Cultural intelligence or CQ is the ability to make sense of unfamiliar contexts and then blend in. It has three components the cognitive, the physical, and the emotional/motivational.

Importance of cultural intelligence :

1.Cultural intelligence helps develop an in depth understanding of working styles in other cultures. A culturally intelligent workforce will demonstrate better tolerance, trust and understanding of global colleagues. Cultural differences become strengths in problem solving, rather than obstacles while improved collaboration drives the ability to respond quicker to market changes.

2.Cultural understanding will develop the sense that one method doesn’t work for everybody.

3.Cultural competence will help individuals understand tone, body language and context when working in another language.

4.Local partners, customers and outsourced divisions will become colleagues and friends, with cultural intelligence rather than an obstacle to success because of their differences.

5.Cultural intelligence is even more important when working with emerging markets, as management style and expectations may be different. These markets, successful in their own right, do not necessarily consider the head office way of doing things to be the right way.

6.Culturally sensitive leaders make better managers. They are able to better understand the dynamics of a multicultural group in a meeting, for example. They are better at negotiating with other cultures and at conflict resolution between cultures.

7.In an industry where corporate entertaining plays a big role local culture should never be underestimated.

8.Cross-cultural training is essential for globally mobile employees and their families; it will reduce culture shock and make the individual more effective and better poised to integrate with their new workplace.

9.Being culturally aware helps individuals to recognise areas of their own communication that could be improved, to make their daily interaction with international colleagues more effective and more enjoyable.

Barriers for becoming inclusive leader in health care service are as follows :

1.REIMBURSEMENT-Though these new performance based models promise better cost management, they pose several challenges. Healthcare providers need to rethink their business. It requires fundamental changes to the way they do business and provide services to their customers. Healthcare leaders must be prepared to lead their teams through these changes.

2.HEALTHCARE POLICY-Unlike their predecessors today’s healthcare leaders need to operate in constant uncertainty. They have to be confident to adapt quickly to any changes that might come about in healthcare policy and regulations

3.TECHNOLOGY-Healthcare leaders need to be competent and comfortable to understand, assess, and evaluate these technologies. They have to make business decisions about the right tool or system to acquire and implement. In addition, they have to be change leaders fostering adaptation to change as well as hiring and training the right staff.

WORKFORCE SHORTAGE-Understanding the labor market is vital for healthcare leaders. They will have to learn how to attract and retain qualified talent. Many leaders will also have to manage the rising labor costs without negatively impacting business. When teams are short staffed, leaders will have to rise and help their teams effectively navigate the challenging times.

How to increase cultural intelligence to become a better leader in heath care service :

1.Provide interpreter services.

2.Recruit and retain minority staff.

3.Provide training to increase cultural awareness, knowledge, and skills.

4.Coordinate with traditional healers.

5.Use community health workers.

6.Incorporate culture-specific attitudes and values into health promotion tools.

7.Include family and community members in health care decision making

8. Locate clinics in geographic areas that are easily accessible for certain populations

9. Expand hours of operation.