Cultural Competency in Health Care ?

07 Jun Cultural Competency in Health Care ?

Posted at 01:11h in Business & Finance / Operations Management by

Cultural Competency in Health Care

Discussion Topic- Surveys

I would like you to choose one survey from pages 189-199 in our text, you can choose the Cultural Competence Assessment Survey for either the Executive Team and Management or Staff or Health Professional. Please complete this survey and tell us in in about 200 words, which survey you did and what you thought about the survey, for example, do you think you practice cultural competency in your field or the field you chose and/or what can be done to improve?

At least 200 words, APA Format

Course Materials: Rose, Patti (2013) Cultural Competency for the Health Professional. Jones and Bartlett.

Chapter 7: Cultural Competency and Assessment

LEARNING OBJECTIVES

After reading this chapter you should be able to

• Understand assessment in terms of health care.

• Explain the relevance of measuring attitudes of health professionals, board members, providers, staff and public health practitioners in regard to organizations serving diverse populations.

• Discuss the importance of establishing reliability and validity of cultural competency assessment tools.

• Determine the usefulness of data in training and other plans for organizations.

I. Introduction

1. This chapter focuses on assessment and cultural competence in an effort to explain the relevance of measuring attitudes of organizational health care members at every level.

2. Assessment determines the cultural competence preparedness of individuals who work in health service/public health organizations.

3. Emphasis is placed on reliability and validity in terms of assessment tools.

II. Attitudes

1. Attitudes towards the cultures served must be assessed.

2. An approach to measure attitudes is to use a reliable and valid survey instrument specifically focused on cultural competence.

3. A survey will yield useful results that healthcare and public health can use to strengthen any attitudinal weaknesses regarding cultural competence in order to provide better services to all people.

III. Assessment

1. Surveys are an inherently social activity and are generally used to ask respondents about their behaviors, attitudes and beliefs.

Reliability: refers to the stability and equivalence of measures of the same concept over time or across methods of gathering data.

There are several types of reliability including:

Test-Retest: determines whether an instrument will measure what it is purported to measure from time 1 to time 2

Alternative Form: differently worded items to measure the same attribute

Internal Consistency: determination of performance levels of various aspects of the same concept.

Validity: there are four types of validity measures which are:

Face: review of items by untrained survey developers.

Criterion: the sampling adequacy of the items used to measure the subject matter.

Content: provides quantitative evidence of the accuracy of a survey instrument.

Construct: asks the following question:

Does the instrument measure what it is purported to measure?

The two forms of construct validity are:

Convergent: several different methods for obtaining the same information about a given concept produce similar results.

Divergent: comparing a respondent’s answer to a question measuring one concept to the respondent’s answer to a question intended to measure a different concept.

IV. A Cultural Competence Assessment Tool

A cultural competence tool was developed by the author of this text (see Appendices I to III for three forms of the survey).

3 Forms: 1) Board of Directors, Executive Team and Management

2) Providers

3) Staff

Likert Format: Strongly Agree, Agree, Strongly Disagree, Disagree and

Not Applicable

Seven content response categories:

1. Concern for others

2. Self-awareness

3. Patient/client/customer satisfaction

4. Cultural sensitivity

5. Workshops/training

6. Knowledge

7. Communication and language

Reliability and Validity was established.

V. Importance of Reliable and Valid Assessment Tools

· Invalid and unreliable surveys have little or no meaning

· Surveys should be tailored to specifically address the hierarchical level of the organization.

VI. Conclusions

1. Surveys must have established reliability and validity.

2. Survey data can be reviewed with the ensuing development of training sessions to address attitudinal weaknesses relevant to cultural competence for all levels of healthcare and public health organizations.

Chapter 7

Cultural Competency and Assessment

Learning Objectives

Understand assessment in terms of health care

Explain the relevance of measuring attitudes of health service administrators, board members, providers and staff and public health practitioners serving diverse populations

Discuss the importance of establishing reliability and validity of cultural competency assessment tools.

Determine the usefulness of data in traing and other plans for organizations.

Key Terms

Alternative form reliability

Construct validity

Content validity

Convergent validity

Criterion validity

Divergent validity

Face Validity

Key Terms Continued

Internal consistency

Lack of clarity

Lack of complexity

Reliability

Test-retest reliability

Validity

Introduction

Focus of chapter is to focus on assessment and cultural competence.

Assessment determines the cultural competence preparedness of individuals who work in health service/public health organizations.

Reliability and validity of assessment tools is discussed.

Attitudes

Assessment of attitudes at every level of the organization is necessary including the Board, Administrators, providers, staff and public health practitioners.

Carefully designed reliable and valid attitudinal measurement instruments should be used.

Assessment

Ensure that the survey tool measures what it is intended to measure.

Reliability- stability and equivalence of measures over time or across methods of gathering data.

Reliability is assessed using test-retest reliability, alternative form reliability and internal consistency.

Assessment cont…

Validity refers to the consistency of the results of the measure.

Lack of complexity refers to how easy the instrument is to measure and lack of clarity refers to whether nor not the survey questions are vague or ambiguous.

Test-Retest Reliability

Tests whether the instrument measures what it is purported to measure from time 1 to time 2.

Instrument is given to respondents once and then a second time within no more than 2 weeks.

Statistical measures: correlation coefficients

Are results stable from time 1 to time two.

Alternative Form Reliability

Utilization of differently worded items to measure the same attribute.

A Second instrument is produced that is similar but not identical to the first.

Statistical measure: Correlation coefficients.

Internal Consistency Reliability

An examinations of the questions or items of the instrument pertaining to a given construct/concept to determine whether the results are consistent.

Measures used are inter-item correlation , average item total correlation, split-half reliability and Chronbach’s alpha.

Validity

Four types:

Face-Show survey to individuals and ask them what they think of it.

Content-two types which are predictive and construct.

Criterion-examines the systemic relationship between scores n a given scale and other scores it should predict.

Construct-two forms which are convergent and divergent validity.

A Cultural Competence Assessment Tool

Appendices I to III are cultural competence surveys developed by the author of this text.

The surveys were designed to assess the board of directors, executive team, managers, providers and staff.

Based on a liker t format of Strongly Agree, Agree, Strongly Disagree, Disagree and NA.

Importance of Valid and Reliable Assessment Tools

Must be valid and reliable

Provides insights into the attitudes and perspectives of their members.

Enables identification of areas of weakness for training.

Conclusions

Surveys must be valid and reliable.

Upon review of the survey data , training sessions can be developed to address areas of attitudinal weakness, in terms of cultural competence for all levels of healthcare and public health organizations.

Appendix I

Cultural Competence Assessment Survey

EXECUTIVE TEAM AND MANAGEMENT

Site: ___________________________________________________________________________________________________

Date: ___________________________________________________________________________________________________

Please place a check mark next to the selection that best represents your thoughts.

1. I display pictures, posters, and other materials that reflect the cultures and ethnic backgrounds of patients/clients/customers served by my site.