Population and Organizational Assessment
Student’s Name
Institutional Affiliation
The report is also addressing the writer
Population and Organizational Assessment
Introduction
Texas State has over the last decade experienced economic growth; the population though has continued to experience health disparities associated with differences in the various cultural groups in the country. As a result, healthcare costs have increased particularly to the uninsured. This study delves into assessing Texas population by considering various demographics characteristics. In addition, this study establishes if there has been a shift in demographics over years in the Texas population. Moreover, this paper provides adequate information on the changes that have taken place in Texas citizens in relation to the diseases that are the most prevalent in that population.
Assessing Population
The population of Texas is the one in question. Population assessment entails the needs of the population that can be achieved through an agency or the community. Demographics in Texas show that it is the fastest growing becoming more diverse with a population of over 23.5 million people. Citation needed The demographic shift over the past ten years has shown that it has shifted to a minority state from a majority one. Anyway citation is needed, where do you get this information? Urban areas have continued expanding with its infrastructures including sewer and roads. Its population has doubled over the past ten years to about 12.7% of the entire United States population (Ross, Orenstein, & Botchwey, 2014). Texas has the largest rural population in the United States. It is projected that the population of Texas will continue increasing over the years (UNDP, 1985).
The common infections in Texas are STDs, TB and viral infections. HIV/STD transmission is of particular concern because of drug use, multiple partners and unprotected sex.
Center for Infectious Disease is an institution in Texas that partners with the University of Texas in conducting assessments that will include interviews, identifying community resources, organizing prevention programs and having wide community surveys. Citation needed The institution provides a report on the personal risks and interests and the capacity of the community and the agency that are involved in the intervention. Tools commonly used are the Internet and the social media in the interventions to instill the desired practices in Texas.
These questions were not answered:
“Indicate the level of specific incidence and prevalence of diseases in this population.” + “Distinguish the areas of concern derived from your assessment. You may focus on one illness, condition, or disease”
Before starting to discuss cultural competence you were to address the following questions:
“Assess your selected organization.Choose an institution or organization for review; this can include where you work or a local health care organization. Briefly describe the organization and the elements of cultural competence, and then evaluate your organization’s cultural competence according to the summary you provided.” – Apparently, this part is missing.
Transition missing Cultural competence is the ability to effectively relate with people from different social, economic and ethnic backgrounds. Cultural competence has been used among health workers to reduce health disparities in different regions. Moreover, cultural competence addresses issues on patients’ duce outcomes, quality of study, the effect on future research and the framework used. Therefore, cultural competence helps reduce health disparities, improving in such a way access to quality healthcare that is respective and responsive to patients (Sauter & Murphy, 1995).
Cultural competence can be argued to be positive as there is a good relationship between competence training and the outcomes of patients. The negative aspect of cultural competence is that it is costly since it involves high quality research (Poole & Van, 2004). Cultural incompetence undermines the foundational pillars that help reduce disparities in offering unbiased quality health care that is also culturally sensitive. Cultural incompetence will not respect the diversity in patients including their culture, language, styles of communication, behaviors, beliefs and attitudes (Hartwell, 2005).
Cultural competence also applies to the research and field teams as they have to take into account ethnical and racial aspects present in the target community (Hewitt Associates & Newfoundland and Labrador, 2011). If a marginalized population is omitted in the study, it can result in stigmatization and discrimination and as a result in health disparities. Cultural competence is a challenging aspect among health workers as it has to take into account all races, ethnic groups, lesbian’s gays bisexuals and transgender populations (LGBT), persons with disabilities, children and adults who all have varying degrees of visibility and cultural identification.
The priorities of cultural competence include people coming first, improving the abilities of health care providers, interventions that assist patients, addressing physical barriers to access and providing education to the target group. Communicating effectively as a healthcare professional is crucial to improving people’s health as well as that of the community (Hallin & Gustavsson, 2010).
Missing any transition again My organization can be termed as not being culturally competent if it does not have the capacity for cultural self-assessment, does not value diversity of people visiting the facility, it is not conscious with the cultural interactions together with the dynamics, does not have the required institutional knowledge and does not provide service delivery in a way that reflects its understanding of the cultural diversity in the society of interest. You should have started with this These are five elements that should be used to guide an institution in making policies and practices for it to be termed as culturally competent (World Health Organization, 1999). They are…. The organization under analysis does not comply with the following standards…
You tried to answer the following question: Are there areas within your organization that are (or are not) culturally competent? But you did not “Explain why or why not.” And you did not “Describe how this might be affecting health care service delivery in your organization….”
Cultural competence in a health care environment integrates issues that are population specific including culture and beliefs related to health, disease prevalence and treatment. Cultural competence should seek to honor and respect attitudes, interpersonal styles, behaviors and beliefs to those being offered the services by the healthcare facility (Hewitt Associates & Newfoundland and Labrador, 2011).
When cultural competency is developed and implemented as a framework, it enables the agency and community to function in an effective manner and also understand the health information of the group accessing the healthcare (Hersen, 2004).
Missing transition There are barriers in cultural competence where nurses have to familiarize themselves with new cultures of immigrants in the state of Texas. Culture influences the way people seek healthcare and their attitude towards healthcare workers. Healthcare workers are required to communicate and have the ability to understand different cultures and how they influence health (Cackley et al., 2009).
The above three paragraph need to relate to your organization, but they do not.
“….Summarize your findings.Based on your organizational assessment, can you identify additional barriers present or strategies to increase cultural compliance at your health care organization?”
Summary
Western medicine is argued to be the best in the world but that does not guarantee quality healthcare in the western world. There are health belief systems that have an effect on the well-being of the population. Patients sometimes mistrust healthcare providers based on culture and beliefs for no good reason. It is also required that patients, healthcare providers and nurses need to learn how to interact with patients in a way that shows respect to different cultural beliefs and backgrounds. Caring for patients who come from different cultural backgrounds still remains a big challenge since both a nurse and a patient do not understand each other’s perspective.
The above is meant to be the summary of the findings of your population and organization assessment, but it is not.
Conclusion
There is a need for trans-cultural nursing where healthcare workers provide care that is culturally specific. For it to happen, healthcare workers need to be familiar with ethnocentrism, races, ethnography and various cultural values. Nursing should focus on the similarities and the differences among different cultures with respect to human care.
References
Cackley, A. P., United States. Congress. House. Committee on Appropriations. Subcommittee on Homeland Security., & United States. Government Accountability Office. (2009). Department of Homeland Security: Organizational structure, spending, and staffing for the health care provided to immigration detainees: Testimony before the Subcommittee on Homeland Security, Committee on Appropriations, House of Representatives. Washington, D.C.: U.S. Govt. Accountability Office.
Hallin, A., & Gustavsson, T. K. (2010). Organizational communication and sustainable
development: ICTs for mobility. Hershey, PA: Information Science Reference.
Hartwell, S. W. (2005). The organizational response to persons with mental illness involved with
the criminal justice system. Amsterdam: Elsevier/JAI.
Hersen, M. (2004). Comprehensive handbook of psychological assessment. Hoboken, N.J: John
Wiley & Sons.
Hewitt Associates., & Newfoundland and Labrador. (2011). Assessment and recommendations
for attracting and retaining registered nurses. St. John’s, N.L.: Dept. of Health and
Community Services, Newfoundland and Labrador.
Poole, M. S., & Van, V. A. H. (2004). Handbook of organizational change and innovation.
Oxford, UK: Oxford University Press.
Ross, C. L., Orenstein, M., & Botchwey, N. (2014). Health impact assessment in the United
States. New York, NY: Springer.
Sauter, S. L., & Murphy, L. R. (1995). Organizational risk factors for job stress. Washington,
D.C.: American Psychological Association.
UNDP. (1985). Women’s participation in development: Inter-organizational assessment. New
York, NY: UNDP.
World Health Organization. (1999). Rapid health assessment protocols for emergencies. Geneva:
World Health Organization.
This source was not used HYPERLINK “http://minorityhealth.hhs.gov/assets/pdf/checked/finalreport.pdf” http://minorityhealth.hhs.gov/assets/pdf/checked/finalreport.pdf Requirements state “In completing this assignment, refer to the OMH’s National Standards for Culturally and Linguistically Appropriate Services in Health Care (CLAS standards).”
Criteria Overall evaluation Comments
Requirements -40% Most of the requirements were not met. For more details see the comments in the paper.
As was noted by the Editor, the paper is very general and lacks details.
Sources issues: some sources are outdated. The paper did not refer to “OMH’s National Standards for Culturally and Linguistically Appropriate Services in Health Care” as required by the instructions.
Missing citations. Often only paragraphs were cited, not sentences within.
Thesis + Structure – Now any clear structure. No transitions between the paragraphs. No clear flow of the ideas. Often sentences do not relate to each other, i.e. there is no any thought that would hold them together.
Issues with paragraphs: many of them are underdeveloped. They do not express any clear point.
Format +/- 83% Some issues in references and in-text citations.
Grammar +/– 82% Language is often confusing. Many phrases/sentences are awkwardly worded.
Word count + 97% Plagiarism +0% Grammarly report n/a * No comment was left (e.g. Grammarly 5% = invalid)
Secondary aspects: Preliminary evaluation + *PE is required in order to identify whether the paper needs to be edited/ revised.
97-100% paper n/a *97-100% papers are not allowed to be edited
Requirements grade explanation +/+ *Lowered grade for requirements should be explained in format comments/ explanatory message should be sent to the writer
Revision – revision was needed
Assessment – Check time – FINAL GRADE —
Explanation
