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NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

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    NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

    Student Name

    Capella University

    NHS-FPX 5004 Communication, Collaboration, and Case Analysis for Master’s Learners

    Prof. Name

    Date

    SUBJECT: LEADERSHIP AND GROUP COLLABORATION

    Dear ______,

    I appreciate the opportunity to participate in the proposed project and am eager to contribute. My conviction remains strong that effective leadership plays a pivotal role in the success of any healthcare organization. This project offers a chance to hone my skills in addressing organizational challenges, specifically the diversity issue at Lakeland Medical Clinic. Based on your email, it is clear that the focal point is the staff’s lack of cultural competence, considering the significant impact of culture on our perception of reality, communication, and surroundings (Center for Community Health and Development, 2019). As our society becomes more culturally diverse, cultivating cultural competence within healthcare centers becomes paramount. For an organization to achieve cultural competence, effective communication and an appreciation for cultural diversity among employees are crucial (White, Plompen, Tao, Micallef, & Haines, 2019).

    Effectively managing the diversity issue requires a healthcare leader to possess key skills such as excellent communication, strategic thinking, interpersonal skills, and efficient planning. The leader must articulate the vision and goals of the diversity project to foster unity and purpose among the staff. Strategic planning is essential for anticipating and addressing potential challenges during the implementation of new processes. Encouraging interdisciplinary teams to actively contribute their insights and propose enhancements to the implemented processes is also vital.

    In my view, Dr. Lisa E. Harris, the medical director and CEO of Eskenazi Health in Indianapolis, is an ideal candidate to lead a project of this nature. With 30 years of medical practice, Dr. Harris has demonstrated a commitment to improving medical services for minorities through research, teaching, and patient care. Her success, particularly in achieving a gold certification in Leadership in Energy and Environmental Design for the Eskenazi Health campus, highlights her transformative leadership style. Dr. Harris’s ability to take risks and actively work towards enhancing healthcare services in local communities aligns with the goals of the proposed project.

    NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

    While Dr. Harris’s leadership style shares some similarities with mine, such as leading by example and fostering a supportive work environment, there are differences. Specifically, my approach for the Lakeland Medical Clinic project involves implementing a process flow that encourages innovation and inclusivity. Unlike Dr. Harris’s complex workflow, my approach emphasizes diversity and inclusion within the workplace, promoting interprofessional collaboration and creating opportunities for innovative solutions to the diversity issue.

    To address the diversity issue at Lakeland Medical Clinic, I propose employing a combination of transformational and collaborative leadership qualities. Establishing a multicultural collaboration through an interdisciplinary committee, comprising staff from various disciplines and community members, can facilitate knowledge sharing and streamline processes for improved staff and patient satisfaction.

    Effective teamwork is characterized by mutual respect, trust, and collaboration. Open communication is key to fostering respect and trust within a team. Clearly defining roles and responsibilities prevents conflicts of interest, and assessing team members’ strengths and weaknesses allows for effective delegation. Additionally, shared decision-making within the team encourages negotiation, openness, and trust, paving the way for innovative strategies to tackle the clinic’s diversity issue (Morley & Cashell, 2017).

    Diversity issues may stem from practical problems or deeper systemic issues. Practical problems, such as language barriers and cultural practices, can be addressed through training programs and hiring diversity coaches. Recognizing and rewarding staff actively participating in cultural competency improvement motivates others to follow suit. Systemic issues necessitate an organization-wide assessment of cultural biases and mandatory antiracism and diversity training.

    Another approach involves modifying hiring policies to assess cultural competency alongside academic qualifications and work experience. Establishing training camps for the local community can provide individuals with the necessary skills, contributing to a more diverse workforce.

    In summary, this email outlines strategies to address the diversity issue at Lakeland Medical Clinic, incorporating staff training, hiring diversity coaches, and adjusting hiring policies. Implementing these strategies enhances the organization’s cultural competency and workforce diversity, leading to improved efficiency and patient satisfaction (White et al., 2019).

    References:

    Center for Community Health and Development. (2019). Community Tool Box. Section 8.Multicultural collaboration. Retrieved from https://ctb.ku.edu/en/table-of- contents/culture/cultural-competence/multicultural-collaboration/main

    Cooper-Gamson, L. (2017). Are we bridging the gap? A review of cultural diversity within stoma care. British Journal of Nursing, 26(17), S24–S28. https://doi.org/10.12968/bjon.2017.26.17.S24

    Eskenazi Health. (n.d.). Lisa E. Harris, MD. Retrieved from https://fsph.iupui.edu/doc/news- events/Lisa-Harris-Bio.pdf

    Morley, L., & Cashell, A. (2017). Collaboration in health care. Journal of Medical Imaging and Radiation Sciences, 48, 207–216. https://doi.org/10.1016/j.jmir.2017.02.071 

    NHS FPX 5004 Assessment 2 Leadership and Group Collaboration

    Rahman, U. H. F. B. (2019). Diversity management and role of leader. Open Economics, 2(1), 30–39. https://doi.org/10.1515/openec-2019-0003 

    Shepherd, S. M., Willis-Esquesa, C., Newton, D., Sivasubramaniam, D., & Paradies, Y. (2019). The challenge of cultural competence in the workplace: Perspectives of healthcare providers. BMC Health Services Research, 19. https://doi.org/10.1186/s12913-019-3959-7 

    White, J., Plompen, T., Tao, L., Micallef, E., & Haines, T. (2019). What is needed in culturally competent healthcare systems? A qualitative exploration of culturally diverse patients and professional interpreters in an Australian healthcare setting. BMC Public Health 19, 1096. https://doi.org/10.1186/s12889-019-7378-9