In their article, Goodman and Preston discuss the achievements of a team of Florida Hospital leaders and consultants, who have to consider the latest changes in the Affordable Healthcare Act and the necessity to meet the needs of multicultural and multilingual customers and introduce the conditions under which the hospital staff can provide high-quality services and work with benefits (25). The authors introduce a four-pronged approach with the help of which cultural competence may be developed.
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Communication with various chief officers helps to understand how to implement the offered program and make use of simulations, hospital care studies, discussions, and assessments with the possibility to share personal experiences and knowledge. Goodman and Preston conclude that such achievements as the translation of prescriptions, attention to the demographic data, and development of cultural competence blogs may influence the quality of services and the working conditions under which hospital employees have to work.
A number of ideas are offered to promote comprehension of what is expected and what can be achieved to meet new standards and overcome the challenges of globalization and a huge patient base. A new initiative that can be offered to my current organization is a kind of additional benefit to the training program discussed in the selected article.
The additional benefit is based on the idea of competition between different departments of the same hospital. In addition to the training courses and development the relations with multilingual and multicultural patients, hospital workers have to compete with each other to take a benefit and prove that the offered approach is the best option. On the one hand, the leaders of the hospital have to think about the awards for those employees, who win a competition.
This initiative may worsen the relations between the employees of different departments, but it will help to improve the quality of services and communication with patients. On the other hand, there are many positive aspects of the idea: employees stay motivated, gather in groups according to their duties, share their personal interests, and introduce different solutions to the same problems and challenges. Leaders get access to a cheap source of ideas (motivated employees) in order to improve services and relations with patients.
One of the main implementation challenges is the necessity to think about the rewards with the help of which all departments in a hospital can be motivated. As a rule, employees expect a financial equivalent of the reward.
Still, it is possible to find some cheap alternatives such as the possibility to visit a special conference to enlarge knowledge or provide a friend or a family member with free medical consultation at the department that takes the last place. Such structure of awards should motivate the teams that lose work harder. The implementation of the process does not take much time because a desire to win is a part of a human nature. Employees want to do their best to get the benefits.
In general, the authors of the article suggest the program that can help ordinary hospital workers find the required portion of understanding serving their multicultural patients. A new HR initiative is a chance to train and motivate workers in a short period of time. There is no need for significant structural changes or much time for implementation. An appropriate and information introduction of the initiative and its benefit should be enough to start implementing the idea.
Goodman, Neal R. and Louis Preston. “With Training and Development for All.” Case in Point: Healthcare (2015): 24-27. Web.
“Largest U.S. Health Insurer Rewarded Employees That Cancelled Coverage of Sick Patients”. PR Newswire (2009): n. page. Web.