Discuss about the Novice Nurse Productivity Workplace Bullying.
At first Wayan should notice as to what extent this sort of a behavior continues, after that it is better to report the abuse to the management or the human resource department. Discriminatory and racist practices are illegal as per the lawsuit. If the situation persists after the warning then Wayan can also consult with an experienced discrimination lawyer. Wayan can also lodge a complaint against his boss in the Australian Human Rights Commission, which takes legal action and also provides information regarding the prevention of workplace discrimination.
Wayan’s manager has breached The Fairwork amendment act 2013 that aims to prohibit racial attitudes or behaviors and bullying at work place (Parliament of Australia, 2013).
The administration of the clinic can provide strict warnings to the accused or can penalize him for breaching the workplace ethics. In order to foster a culturally safe workplace, Wayan should be given the chance to show his potential as an employee and achieve excellence in his field. Like all the employees Wayan should be allocated with work within his scope of practice. The fair work ombudsman ensures equal employment opportunities irrespective of the cultures and religion (Parliament of Australia, 2013).
The portal receiving the complaint should act promptly. The management at first have to understand the validity of the victim’s complaint. After assessing the evidences the penalties can be brought over the accused or might be given a final warning or a racial discrimination lawsuit can be filed against the boss under Section 18C of the Racial Discrimination Act 197 (“Racial Discrimination Act 1975”, 2018).
The case study reveals the fact that Mary had a sense of ethnocentrism and is not apprehensive about the concept of cultural assimilation. She might be a good cook and wants experimentation with spices and flavors, but she should have been careful about the cultural beliefs of the patients. Cultural safety is an integral part of providing care and breaching of these standards may attribute to loss of reputation of the settings (Purnell, 2014). Food habits differ with cultural beliefs and should be taken care of while providing a comprehensive care to the victims. The scenario also indicates towards the fact that, separate meal plans are made for each patient, hence any undesirable change in the menu indicates towards malpractice and negligence.
Bias and discrimination among the health care staffs can only be removed by proper training about cultural safe practices. The health care staffs should also be updated about the rules and regulations regarding professional standard and their legal implications.
As a registered nurse, it is my foremost duty to amend the mistakes that has already happened and check that same mistakes are not repeated in future, as hospital food mistakes may pose danger to the patients. Harms may involve allergic reactions, wrong diets with unmet nutritional requirements or culturally inappropriate diet.
Personal and organizational strategies
Active interaction with the concerned nurse to assimilate her/ him in the workplace. This can be facilitated by involving him/ her in friendly discussions, inviting to friendly group lunches or team meetings (Barak, 2016).
To keep an open mind, avoid conflict and understand about the person’s culture such that his/her cultural values of beliefs are not hurt (Patrick & Kumar, 2012).
The organization can arrange for special induction classes for the nurse to educate about the rules and the regulations of the clinic or regarding her scope of practice (Barak, 2016).
Being a human being, one should be respectful to other religion and its associated belief. As Fatima spends some time in praying, her religious beliefs cannot be hurt. Hence, this can be solved by interacting and expressing the concern in a polite manner, in front of the administrator. To compensate the extra work done on behalf of Fatima, a specific day in a week can be considered where Fatima would compensate the timing by doing an extra shift for me or Fatima can adjust the timing of her prayer with her lunch timing. Before interacting with a people of different culture it is necessary to be acquainted with the beliefs and the customs, keep an open mind and imbibe cultural sensitivity within oneself.
The first strategy for surviving in a culturally diverse workplace is to ignore the cultural differences. The second strategy is to assimilate into the new culture, yet not leaving own cultural roots. This can be done by active interaction with the peers and trying to understand their culture (Patrick & Kumar, 2012). Acknowledging and admitting the difference between the cultures is necessary. The organization can arrange for training for promoting a culturally safe workplace (Berry et al., 2013). Cultural safety training would help to find a common solution or reinforce the policies and encourage a culturally safe behavior (Garon, 2012). It is necessary for the manager to identify the organizational biases and then work accordingly. Organizational rules and the regulations should be made stringent to manage aggressive behavior of the employees.
It is to be remembered that certain traditional methods of treatment has therapeutic values hence physicians and nurses can collaborate with the traditional healers to make the care plan (Purnell, 2014). Both the patient and the family needs to be educated since aboriginal beliefs are well knit with extended communities and family values.
In this scenario, the cultural value of the family has been considered. In the initial meeting I would definitely abide by their culture and take off the shoe before entering the house, to show my respect and acceptance to their culture. But it is also necessary to follow the OHS guidelines as nurses should act within their scope of practice as per the nursing protocols. Hence once the interpersonal relationship has been built with the family, the family should be educated regarding the safety guidelines and the rationale behind them (Purnell, 2014).
Barak, M. E. M. (2016). Managing diversity: Toward a globally inclusive workplace. Sage Publications.
Berry, P. A., Gillespie, G. L., Gates, D., & Schafer, J. (2012). Novice nurse productivity following workplace bullying. Journal of Nursing Scholarship, 44(1), 80-87.
Garon, M. (2012). Speaking up, being heard: registered nurses’ perceptions of workplace communication. Journal of Nursing Management, 20(3), 361-371.
Jenifer, R. D., & Raman, G. P. (2015). Cross-cultural communication barriers in the workplace. Internafional Journal of Management, 6(1), 348-351.
Parliament of Australia. (2013). Fair Work Amendment Bill, 2013. Access date : 18.6.2018 ,Retrieved from :https://www.aph.gov.au/Parliamentary_Business/Bills_Legislation/bd/bd1213a/13bd118
Patrick, H. A., & Kumar, V. R. (2012). Managing workplace diversity: Issues and challenges. Sage Open, 2(2), 2158244012444615.
Purnell, L. D. (2014). Guide to culturally competent health care. FA Davis.
Racial Discrimination Act 1975. (2018). Retrieved from https://www.legislation.gov.au/Details/C2014C00014
Published at Sun, 17 Jan 2021 16:00:00 +0000