Foundations of the Australian Healthcare System

Table of Contents

Executive Summary.

Introduction.

Diagnostic.

Solution

Implementation.

Evaluation.

References.

Executive Summary of Cultural and Linguistic Training

The increases diversity of the resident in the aged care and decrease compatibility of the workforce directly increase the miscommunication that has adversely impacted the health status of the resident thus need urgent attention. The project aims to improve the cultural and linguistic skills of the workforce that help to improve the rapport with the client and improve the quality of care. The objectives of the project include better cultural competent skills of the workforce and improved health of the resident by utilizing cultural competent care. The cultural and linguistic training for the workforce is the method that is utilized to improve the cultural competent skills of the workforces. The training will help the workforce to understand and implement culturally appropriate care which will improve the care procedure. The recommendation is to improve the working process at the individual and organization level to promote culturally competent care.

Introduction to Cultural and Linguistic Training

The report is going to discuss the need for the changes that are required to address the gap that has occurred due to the difference in the cultural and linguistic background of workforce and residence. 

  1. The case for change: The increased cultural diversity at aged care and decrease cultural competency is one of the major concerns. The increased need for the resident remains unaddressed due to cultural and linguistic barriers that directly decrease the efficiency of the care process. This increase the need to improve the cultural and linguistic skills of the workforce to improve their understanding regarding the different belief of the diverse residence.
  2. Background: One of the factors that increase inequality in care is the language barrier that has increase complications for the health care sector. The different cultural background of the patient increases the need of the workforce to be culturally competent to deliver the quality of care. There is an increased need to consider the patient background that includes cultural, linguistic, language, and ethnicity during the care to provide the quality of care. There is a need to utilize cultural and linguistic skills to improve the care process and help the patient to provide accurate care (Ali & Watson, 2018). The Australian aged care facility has increased residence from the different cultural and linguistic background that has increased the need for the care to be competent concerning the different cultural belief and value of the residence. There is a need to accurately and consistent consideration of the cultural and linguistically diverse background of the population that helps to achieve the objectives of the National Ageing and Aged Care Strategy For People from Culturally and Linguistically Diverse Background (Australian Institute of Health and Welfare, 2014).
  3. Objective: The project is framed to address the cultural and linguistic competent care in aged care that helps to improve the quality of care. The main objectives of the project include
  • Improve cultural and linguistic skill of the aged care workforce to improve the care
  • To help the residents in aged care to avail cultural and linguistic competent care to improve health status
  • To reduce the disparity in the health care process in the aged care facility that occurs due to the diversity of the residents in aged care.
  1. Methodology: The program includes
  • Educational intervention: The educational intervention helps to teach the workforce regarding the skills required to help diverse individuals.
  • Communication intervention: The culturally competent communication help to improve patient comfort thus workforce will be trained to utilize cultural component communication skills.
  • Reflective learning approach: The training session will help the workforce to utilize the reflective learning approach that includes learning from experience with a patient that helps to improve future practice.
  • Intercultural intervention: The intervention aims to help the workforce to understand regarding the different cultures across the world.
  1. Client Profile: The client for the project is the health care workforce as they are directly involved in the care process for the resident in aged care. The care process for the resident in the aged care facility requires the urgent attention and absence of accurate care lead to deterioration in the health. The workforce belongs to the aged care facility and they are interested in the program to improve the cross-cultural competency.
  2. Scope: The scope of the project is to improve the workforce cross-cultural competency that helps to improve the care process for the aged care individual. The project will aim to improve the care process utilized to address the health care issue of the residence in the aged care facility.

Diagnostic of Cultural and Linguistic Training

It helps to identify the need for the project and help to identify the gap in the care process that is needed to be addressed to improve the health status of the resident. The increased complication for the resident due to different cultural beliefs needs to be addressed by the project to reduce complications.

Literature Review

The disparity in the health care for the diverse population

The increase in cultural diversity in Australia has increased the different beliefs and values of the individual that are to be considered during the care. Linguistic is one of the major methods that help to convey the issue and preference concerning the care that directly reduces incompetency. There is a need to support the aged individual belongs to a diverse group to promote their lifestyle and enhance their health status. There are different reason that increases the discomfort of the diverse aged residence that include decrease support, the difference of language, belong to a different cultural group, different health belief, and discrimination (Michael, 2016). The 21 century has increased the diversity in Australia that leads to the population multicultural and multilingual. The statistics reveal that around 750000 Australian belong to the age group 65 or more are born overseas which directly increases the diversity in the population. The different cultural belief of the cultural and linguistic diverse population directly increase their complication to avail and utile the appropriate care procedure in the care that increases their risk for deteriorated health. The different policies and strategies also decrease the power of the minority group to avail accurate care facility. There is a need to reduce the factors that are associate to generate the disparity in the system and improve the cross-cultural competence to help residents in need (Mariño, 2015).

Importance of the cultural and linguistic competency

The health providers play a major role in the care process of the patient and thus cultural competency is one of the major factors that can help them to improve the conversation. The lack of cultural and linguistic competency can directly lead to miscommunication between nurses and patients that has a drastic effect on the patient health status. The difference in the cultural and linguistic of the workforce with the patient increases the chances of mistrust reduced satisfaction and disempowerment of the patient that negatively impacts the individual. Thus there is a need to improve the cultural and linguistic competency to help the patient following their different cultural belief and values that help to improve patient satisfaction (Jongen, et al., 2018).

The cultural competency helps the workforce to connect to the patient health status need and it can be utilized to improve the care process. The residence in aged care has different need concerning their health status and due to their different cultural belief different technique should be utilized to improve the care process. The cultural competency not only improves the workforce patient relationship but it also helps the team to work in collaboration and improve the care procedure (Tang et al., 2018). The evidence directly indicates that due to globalization there has been an increase in the diversity of the population that increased the demand of the care to be more culturally competent. Health care associates should utilize their cultural and linguistic skills to improve the care process and patient satisfaction. The need for the improvement in the workforce is clear and evident after evaluating the evidence that indicates the increasing demand for cultural competency in the workforce to improve the quality of care

Impact of the Australian health care system:

The disparity in the Health care system is evident concerning the minority group and this directly increases the prevalence of the disease in minority group populations that lead to increase mortality rate. The disparity has arisen due to the increased diversity of the patient and reduces the understanding of the workforce concerning culturally competent care. Five reasons lead to disparity in the health care system concerning the minority population that includes approachability, acceptability, availability, affordability, and appropriateness. The increasing disparity of the health care system leads to the poor health status of the minority group individual and this has directly increased the dissatisfaction of the patient. There have been many barriers that are directly associated with the health care system thus there is a need to address the barriers to reducing the inequality in the health care sector (Corscadden et al., 2018). One of the major barriers that are associated with the health care system of Australia includes a lack of cultural awareness that leads to incompetency concerning the cultural and linguistic diversity of the population. The workforces are a major reason to initiate the inequality due to a lack of cultural competency that directly increases patient discomfort. Language is one of the important factors that help to build trust which directly improves the care process thus there is a need to improve the understanding of the workforce regarding culturally competent care (Li, 2017).

One of the most diverse country with a population of 190 different and 300 ancestries increase the diversity of Australia. The cultural and linguistic difference between the different individual has increased the disparity in the care services due to different belief and values. The exiting health services need to reframe their care services to fulfil the need for a culturally and linguistically diverse population. Different methods can help to improve the organization's working pattern that includes training of the workforce, creating policies, and facilitating communication. Promoting cultural competency at the organization level helps to improve health outcomes, increasing efficiency of clinical staff, and increased patient satisfaction. The different cultural and linguistic patterns of the population differentiates from the majority of the population thus they require different care procedures to improve their health status (White et al., 2018).

The care services are expected to fulfil the health care need of different cultural backgrounds client. There are different social determinants of health that need to be considered during the care process to improve the care process and maintain cultural competency. One of the social determinants that should be considered is the cultural and linguistic background of the client that can help health care associates to be culturally competent. Health care providers are expected to be culturally aware of the care process. Cultural awareness helps to improve the care process and improve patient satisfaction. Culturally safe care help to improve the care process that is competent and culturally responsive to help the individual in need (Latif, 2020). 

The Australian health care system needs to improve the working pattern of the health care setting and made it more culturally competent concerning the diverse population. The different diversity of the population in Australia increases the need for cultural competency in health care to improve the care process. There is a need to use different techniques that can be utilized to improve the cultural competency of the health care professionals that help to improve the care process. The problem is decreasing cultural competent workforce in the different care services that have directly increase the disparity in the care due to culturally and linguistically diverse resident.

Solution of Cultural and Linguistic Training

The solution for the issue is to assist the health care professionals in the care services to improve their cultural and linguistic skill that help to improve the care.

  • Development: The intervention will be developed by the teamwork of the different individual involved in the program and health care professionals will be invited to the for the program. The different educationalist and linguistic specialist will be invited to conduct the training session for health care professionals. The different resources will be utilized to implement the program and help the health care professionals to understand the importance of cultural competency in the care and different approach that can be utilized. The staff members will also be invited to help in the proper management and resources collection that smoothly facilitate the implementation of the program.
  • Recommendation: The first recommendation that can be used in future is to improve the organization working procedure that promotes the cultural and linguistic competency in the working procedure. The organizational approach that can be utilized to improve the working and policy that promote cultural competency will help the health care professionals. The organization approach can utilize different aspect that can be incorporated in the working procedure like resources to promote cultural competency, respect of different cultural belief of client and utilizing different standards to improve culturally competent care. The organization policy should ensure that workforce should maintain the cultural and linguistic care (McCalman et al., 2017). The improved organizational polices and the working procedure can help the aged care facility to be more cultural competent concerning the resident need and skills of the workforce. The organizational approach will help to improve the cultural and linguistic skills of the workforce which will help them to assist the cultural diverse resident in the care. 

Another recommendation that can help to improve the cultural and linguistic compatibility of the workforce include increasing diversity at the workforce. The diversity in the workforce can help to increase understanding of the colleagues concerning the different cultural and linguistic aspect. The organization can help to improve the recruitment policy that helps to improve the diversity in the workforce. A diverse workforce in collaboration can help to improve the care process that helps to reduce complication faced by the client and improve client satisfaction. The diverse workforce can help to improve the different aspect of the care process concerning the different cultural belief of the (Wilbur et al., 2020). A diverse workforce can help the aged care facilities to be more culturally competent and promote teamwork that directly improves the care perspective. The diverse workforce can help to improve knowledge of the colleagues and management to improve the culturally competent care procedure. 

Cultural competence self-assessment method is another recommendation that helps the health care professionals to judge themselves. The cultural competence self-assessment checklist helps the individual to evaluate their perception and working practice concerning the set question. The self-assessment helps the individual to understand the gap in the skill that can be improved by attending training and educational session to improve cultural competency skills. The self-assessment helps the individual to plan strategy accordingly that can be utilized to improve the cultural competency that can help to assist the patient (Schwarz et al., 2015). Self-assessment for cultural competency is one of the methods that can be used by the workforce in the aged care to evaluate their cultural competent care skills. The self-assessment helps the individual to identify the gap in the skills that are needed to be improved to increase cultural competency in the care.

Some barriers are associated with culturally competent care and there is a need to improve the cultural competency care. Reducing the barriers is one of the options that will promote the incorporation of the cultural competency in the care. Many barriers can be addressed to improve the skills of the workforce and promote cultural competency in the organization. The cultural and linguistic competency sessions, better resources, increased support and encourage teamwork can be helpful to improve the working procedure of the health care professionals. The organization can assist to reduce the barriers and support the workforce to improve their skills (Shepherd et al., 2019). Reducing the barriers that are directly associated with the cultural competency and organization can help to reduce the barriers that will promote the workforce skills. The decrease barriers associated with the care process help the workforce to utilize the cultural competent skills and improve the quality of care.

These methods can be utilized in future to improve the cultural competency in the aged care and help the workforce to improve their skill that will help to promote quality of care. The aged care facility needs to improve the organization policies and working practises that will help the workforce to promote cultural and linguistic skills.

  • Benefit and Risk: The benefit of the project is to improve the quality of care and help the cultural and linguistically diverse population. The different care services need to improve the working procedure as they are going to help the culturally diverse population. The program will help the residents of the different care services to understand their different need and assist them with culturally appropriate care. The risk can be the reluctant behaviour of the organization to incorporate better and updated policy. The reluctant behaviour of the organization can decrease the accurate implementation of the cultural and linguistically diverse care that can help to improve the quality of care.
  • Cost and return on investment: The cost of the project will be directly associated with the training session and the trainers. The session of the project will be conducted in the aged care facility to reduce the venue cost and it also helps the workforce to manage the task with the session. The educational specialist who includes cultural and linguistic specialist will be invited to conduct the session and he will be paid by the organization. The projector and premises for the session are already present in the aged care facility that will be utilized by taking permission for the management staff of the organization. The return that is associated with the project will better understanding of the health care professional and client that will reduce the healthcare-associated complication. The return will be the better health status of the client and reduce complication that directly increases hospital admission cost and treatment cost.

Implementation of Cultural and Linguistic Training

The workforce will be informed to attend the cultural and linguistic session and provide them with an overview of the different sessions. The first session that will be conducted will include Educational intervention that will include different information related to the different cultural background and their different belief. The next session will include Communication and reflective learning approach that will help the workforce to understand use effective communication while considering the cultural background of the patient and it promotes reflecting learning skills of the workforce. The last session will be Intercultural intervention that helps the workforce to understand the culture across the world that directly influences the care process.

Evaluation of Cultural and Linguistic Training

The evaluation process will include an analysis of the project development and implementation process that help to identify the gap that can be addressed to improve the project. The next step is the feedback process from the workforce by utilizing the survey method to understand the impact of the project over their cultural and linguistic skills concerning the project. The last step is to evaluate the client persecution concerning the interaction with the workforce and difference in the working practise. The evaluation helps to understand the utility of the project to address the gap in the cultural and linguistic skills of the workforce.

References for Cultural and Linguistic Training

Ali, P. A. & Watson, R. (2018). Language barriers and their impact on the provision of care to patients with limited English proficiency: Nurses’ perspectives. Journal of Clinical Nursing, 27(5-6), e1152–e1160. DOI:10.1111/jocn.14204

Australian Institute of Health and Welfare. (2014). Cultural and linguistic diversity measures in aged care. Retrieved from: https://www.aihw.gov.au/reports/aged-care/cultural-and-linguistic-diversity-measures-in-aged/contents/summary

Corscadden, L., Callander, E. J. & Topp, S. M. (2018). Disparities in access to health care in Australia for people with mental health conditions. Australian Health Review, 43, 619–627. DOI:10.1071/ah17259

Jongen, C., McCalman, J. & Bainbridge, R. (2018). Health workforce cultural competency interventions: a systematic scoping review. BMC health services research, 18(232), 1-15. https://doi.org/10.1186/s12913-018-3001-5

Latif, A. S. (2020). The importance of understanding social and cultural norms in delivering quality health care—a personal experience commentary. Tropical Medicine and Infectious Disease, 5(22), 1-7.

Li, J. (2017). Cultural barriers lead to inequitable healthcare access for aboriginal Australians and Torres Strait Islanders, Chinese Nursing Research,2017, 1-4.

Mariño, R. (2015). Cultural aspects of ageing and health promotion. Australian Dental Journal, 60, 131–143. DOI:10.1111/adj.12292

McCalman, J., Jongen, C. & Bainbridge, R. (2017). Organisational systems’ approaches to improving cultural competence in healthcare: a systematic scoping review of the literature. International Journal for Equity in Health, 16(78), 1-19. https://doi.org/10.1186/s12939-017-0571-5

Michael J. (2016). Diversity Conceptual Model for aged care: Person-centred and difference-oriented and connective with a focus on benefit, disadvantage and equity. Australasian journal on ageing, 35(3), 210–215. https://doi.org/10.1111/ajag.12313

Schwarz, J. L., Witte, R., Sellers, S. L., Luzadis, R. A., Weiner, J. L., Domingo-Snyder, E. & Page, J. E., Jr (2015). Development and psychometric assessment of the healthcare provider cultural competence instrument. Inquiry: a journal of medical care organization, provision and financing, 52, 1-8. https://doi.org/10.1177/0046958015583696

Shepherd, S. M., Willis Esqueda, 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, 1-11. 10.1186/s12913-019-3959-7.

Tang, C., Tian, B., Zhang, X., Zhang, K., Xiao, X., Simoni, J. M. & Wang, H. (2018). The Influence of Cultural Competence of Nurses on Patient Satisfaction and the Mediating Effect of Patient Trust. Journal of Advanced Nursing, 75(4), 749-759. DOI:10.1111/jan.13854

White, J., Plompen, T. & Tao, L. (2018). 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), 1-8. https://doi.org/10.1186/s12889-019-7378-9

Wilbur, K., Snyder, C., Essary, A. C., Reddy, S., Will, K. K. & Mary Saxon. (2020). Developing Workforce Diversity in the Health Professions: A Social Justice Perspective. Health Professions, 1-8.

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