For the needs of culturally diverse ROC has

For nursing
staff at Kings County Hospital, does an implementation of educational training
on cultural competence using Campinha-Bacote Model of the Process of Cultural
competence improve cultural sensitivity and competency of nursing staff compared
to current practice in eight weeks?

 

1. Practice Problem 

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Being one of the largest city hospitals in Brooklyn, Kings
County Hospital Center (KCHC) care for racially diverse populations. One of the
practice problem identified at my practicum site is the lack of cultural
sensitivity and cultural competency among staff in responding to and caring for
the unique needs of the individuals with several healthcare needs from various
cultural backgrounds.  Multiple
complaints from the recipients of care (ROC) at KCHC in relation to the staff
being rigid on policies and procedures, not showing respect to the clients’
culture and traditions and unsatisfactory Press Ganey scores had identified
lack of cultural sensitivity in staff as definitely an issue.  Multiple calls to Justice Center in regards
to this issue also brought forth a need for corrective actions.  Meeting the needs of culturally diverse ROC
has always been a challenge and it can only be achieved by preparing the nurses/health
care professionals to become culturally sensitive to the needs of the clients
they care for. 

According to
Campinha-Bacote (2011), cultural competence (CC) is a “continuous learning
process, that builds knowledge, skills, and capacity to identify, understand
and respect the unique beliefs, values, customs, languages of our clients in a
manner that preserves the dignity of the individuals”.  Crawford,
Candlin & Roger (2017) stated that becoming culturally competent would help
to inspire nurses to communicate effectively with their clients, augmenting
therapeutic interactions and thus improving health outcomes and patient
satisfaction and safety.

 

2. Practice Change

 

One of the
practice changes I am planning to make is the implementation of an educational
training for nurses and other healthcare professionals in improving staff’s
self-assessment and cultural sensitivity and competence, compared to current
practice. The training will be incorporated into orientation curriculum and
mandatory annual in service thereafter.  
Literature review revealed that cultural competence education is an
efficient intervention that empowers staff in delivering culturally sensitive
care, which increases patient satisfaction and improves health outcomes (Govere,
& Govere, 2016). 

3. Population

 

The population
for my DNP project will be nursing staff/healthcare professionals at KCHC
ranging from newly hired to seasoned staff.   Because of the rapid growth of diverse
population and increase in health disparities, national attention is
concentrated on training healthcare professionals in providing culturally
competent care (Holden et al. 2014).  According
to Govere, & Govere (2016), governing agencies, professional associations
and accreditation agencies are taking cultural competence as extremely vital
and demanding health professionals to be trained to provide patient-centered
care

 

4. Intervention

The DNP
project will consist of an evidence-based educational training using Campinha-Bacote Model of the Process of Cultural
Competence, which is intended to increase cultural sensitivity and cultural skill
of staff.  This intervention is within my
locus of control as a nurse leader and it is an evidence-based practice change,
which is not implemented previously in our facility. 

 

5. Comparison

The project will include the Cultural Competence Training
presentation and subsequent evaluation of the cultural competence training.  I
will be comparing the effectiveness of the training through a pre-test and
post-test format using the tool, Inventory for Assessing the Process of
Cultural Competence Among Healthcare Professionals-Revised (IAPCC-R), which is
a self-assessment tool designed by Campinha-Bacote to measure the level
of cultural competence among healthcare professionals (Campinha-Bacote,
2011). 

6. Outcome

 

The desirable outcome of the project is improved cultural
competency and cultural sensitivity of staff. 
The outcome of this project will be measured using Inventory
for Assessing the Process of Cultural Competence Among Healthcare
Professionals-Revised (IAPCC-R).  Literature
review reveals IAPCC-R as being a frequent
choice for research concentrating on health care professionals’ cultural
competency, which revealed statistically
significant improvements in overall cultural competence from baseline to post-test
(Kardong-Edgren, et.al, 2010).   Kardong-Edgren, et.al, (2010) claimed that IAPCC-R
has had a widespread review and multiple testing and acceptable reliability and
validity. 

7. Timing

After the initiation of the project, a change in the outcome is expected
in 8 weeks. 

 

8. Feasibility

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

 

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