(1) To be answer in from your own point of view in 125 words only
The diverse employee selection and retention human resource (HR) functions in Healthcare have legal and ethical ramifications. What are some diversity ramifications and how does your (or any) organization characterize components such as minority programs?
The discussion of diversity can be very troubling for some groups and as such many organization are focusing on specific diversity such as becoming increasingly diverse in terms of gender, race, ethnicity and nationality. This kind of diversity brings substantial potential benefits such as better decision making, greater creativity and innovation. Some ramification increases cultural difference within a workplace and can bring potential cost and higher turnover, interpersonal conflict and communication. (T, Cox; February, 1991).
From my experience healthcare organization management are asked to value diversity to enhance organizational effectiveness; to capitalize on the benefits of diversity while minimizing the potential cost. They are asked to oversee the change in process towards creating a multicultural organization. It has been said that managers are offered incentive for diverse hiring practices as well as training to target bias against minority groups. The questions are however asked about whether these efforts will encourage the hiring or retention diverse groups given the leadership positions. With leaders’ position at companies still largely not diverse one could argue that companies are creating diversity program primarily as public relation more rather than sincere attempts to make measurable change in the way business is run.
Transparency is one of the best practices in achieving workforce diversity and as such, one must realize that full engagement of teams at all levels of an organization has the potential to bring real changes both to organizational culture and the company’s success. Organization must also realize that individuals from the minority group can speak to changes and potentially ensuring that the organization appeal to a diverse range of customers.
With the organization I worked for I often notice that the minorities are never privileged to be the frontline individuals who sees the patient first. This is because they seem to hire people of a certain nationality and race to represent them. The fact that some organizations are not diversified it could present a challenge for workers from minority groups; so, leaders are asked to create multicultural organization to capitalize on benefits of diversity while minimizing the potential cost.
References:
T, Cox Jr; Academy of Management Perspectives, 1991; Taylor, Cox 1stFebruary, 199;http://doi.org.
www. Aperanglobal.com Corporate Diversity program; June 7,2017.
(2) To be answer in your own opinion of (125 words)
The diverse employee selection and retention human resource (HR) functions in health care have legal and ethical ramifications. What are some of the diversity ramifications, and how does your (or any) organization characterize components such as minority programs?
Diversity is usually regarded in reference to age, race, gender, sexual identity, physical abilities, religious belief, socio-economic status, and ethnicity. Each individual is unlike anyone else in the universe and have different skills and talents. Consequently, diversity in healthcare is extremely important in the workforce because of the constant change in the population and the growing number of health differences in underrepresented ethnic groups. Therefore, the healthcare workforce is becoming increasingly dependent upon the diverse workforce as healthcare organizations become filled with multiplicity clients.
Healthcare organizations look to leadership to help leverage diversity in successfully influencing business operations. In addition, healthcare look for leadership to help manage cultural competence toward patients with diverse beliefs and values. Leadership plays a major role in addressing differences from a healthcare management point of view.
On the other hand, human resource have a different function when selecting diverse employees in health care . It is imperative that human resource professionals stay informed about legal and ethical consequences. They need to know facts from fiction when dealing with the following; employment discrimination; Equal Employment Opportunity Act; Affirmative Action; Bona fide occupational qualification; Discrimination against Disabilities (AWDA); The Age Discrimination in Employment; The Pregnancy Act of 1978; Family Matters The Family Medical Leave Act (FMLA) ; The Equal Pay Act; Sexual Harassment; Labor unions; Wagner Act of 1935; The Taft-Hartley Act; The Civil Services Reform Act; and the Right to work.
Most Human Resource Professionals know your Support System and will support you in critical areas. However, the company that I worked for 30 years was on the blink of closing. Our Human Resource Manager did not seem to work in our favor; however, they were knowledgeable about our pay for the number of years with the company and giving us our legal rights for our pension. You would like to think that they are working on your behalf, but, at the end of the day it seems that their interest is more for the organization. In addition, they know how to stay out of the legal courts.
Manual of Healthcare Leadership - Essential Strategies for Physician and Administrative Leadersby Lombardi
Journal of Best Practices in Health Professions Diversity: Education and Policy September 1, 2018.TRIANA, MARÍA DEL CARMEN1(AUTHOR) XXXXXXXXXX.
GARCÍA, MARÍA FERNANDA2(AUTHOR)
COLELLA, ADRIENNE3(AUTHOR)
Kindly please make sure that its from your own opinion and that it is low in verification percentage and thanks a lot!