Cultural Diversity Discussion Assignment

1) I have chosen to use my own company for this assignment, Helping Hands and Caring Hearts. I know from personal experience the importance of reaching out to the Hispanic community. We recently were approached by a school that certifies CNA’s but they teach only Spanish speaking students or students with minimal English skills. Our company, like other healthcare agencies are in dire need of help. The only problem is few of our clients are Spanish speaking and it would not be appropriate to staff non-English-speaking employees because one of the key elements to our service is being able to communicate with our clients. But we hated to lose the opportunity to add additional staff members.

We have actively sought out physicians with practices that accommodate Spanish speaking patients. I am proud to say through those efforts we have employed 5 individuals in the past year that we otherwise would have passed over. Pinellas counties has a population of over 97,000 Hispanics, with approximately 10% over the age of 65. This is a large population in need of services. We are developing marketing strategies to target this audience. Now that we have a relationship with the CNA school, we are continuing to build relationships with other healthcare professionals and are hopeful to increase our staff in the coming years.

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2)I choose my job that I work for, the Florida Orthopaedic Institute that provides orthopaedic surgery, physical therapy and occupational therapy care. I work on the Therapy side of things and as a whole company, “Florida Orthopaedic Institute’s mission is to provide patients with world-class orthopaedic care, achieving exceptional outcomes through continuing research and specialty expertise” (About Us. (n.d). In the company we have 9 different offices and locations around the Tampa Bay Area and a total of 30 front desk workers on Physical therapy side and 12/30 speak Spanish as for a good percentage of our cliental in our Tampa locations speak Spanish. To accommodate them, even with phone calls we are able to email out to our department to see if anyone can assist with a Spanish speaking patient. I think it would be more beneficial and would help if they had those that spoke Spanish with the company all under one email group to make it a faster response for the patients and that they could have a section for their orders to go to when we need to call to set up a appointment, that way we don’t accidental miss the Language part of their chart being Spanish and we have to hang up on them because they do not Speak English and some of us do not Speak Spanish. But we accommodate other than for us employees greatly to the Hispanic Community, with having bilingual and Spanish doctors to interpret with them and us as workers to be able to get them to the proper doctor so there is not misunderstanding.

The Health Belief Model suggests that the beliefs of an individual combined with the effective influence of recommended health behavior would promote a likelihood that an individual or individuals would adopt the behavior. (LaMorte, 2019). Therefore, model I chose to apply as an example in the case study, “SPC Healthy Employee Initiative” is the Health Belief Model. In the school president’s statement, “Keeping our employees healthy is not only the right thing to do, it is good for the company’s bottom line as well”, shows a desire to achieve SPC’s goal to maintain a better sense of health amongst its personnel. In a research article written by several journalists, it states that awareness and risk perception are important when it comes to public health promotion, but that self-efficacy offers motivation of confidence in their ability to engage in healthy behaviors (Muturi, M.;, 2016). Using the Self-Efficacy Theory and the need to strive for a better health outcome, programs and initiatives were put in place with which SPC’s employees could engage to promote better health. The reading suggested that although at first, the involvement was great, eventually participation by the employees diminished. The strategy of offering those activities at the disposal of the employees was short-lived and not as effective as desired. One possible explanation for why staff were not participating in the campaign is in the fact that although exercising, staying fit, eating right, and committing to other health awareness activities is a great benefit and is worth the effort, the effort is indeed great. The commitment and dedication needed to follow-through to the end result of healthy living is of great measure. Many people with their busy lives and other commitments often do not find the time to commit to their own health. Also, a point to consider is that the end result is more difficult to achieve than the person is willing to commit to. Then still the possibility also exists that they don’t know the first thing about how to begin a healthier lifestyle. Other than the yoga classes, there was little information for the participants. I feel that a different approach could have been to offer either more demonstration or other instruction. Another approach may have been to offer employee incentives, or a clear goal line set in place that would clearly establish the desired outcomes.


In the case study where the human resources of SPC developed the let’s get healthy initiative by promoting many different avenues for people to become healthier which would not only impact the individual in many ways but could also benefit productivity and the overall bottom line of the College. At the beginning they had overall buy in, and success but after a year the interest and participation delinked. They initially used a health belief model theory which focuses on the individuals view or values about health which can in a way predict health related behaviors (Rural Health Information Hub, 2018). The motivation incentives that they implemented or provided where things such as Yoga classes, smoking cessation classes, access to weight watcher to better understand healthy habits of eating and exercising, as well as discounts to gym memberships and nicotine patches. All these things are likely to incentives people to start using these programs and services as being good for them and free of charge or discounted prices. Many of these strategies even though interesting at first, failed because it does not do a good job of explaining the benefits or purpose of these services, it just provides them. Another issue it does not address and part of the failure is being able to follow up steps and strategies to be able to maintain these habits and stop from regressing.

A more successful approach to this program is health belief model approach in combination with stages of change model to help better provide each individual to maintain the progress that they have achieved. It is easy to do things for a little time but creating a habit and lifetime change can be very difficult. Another form of motivation can also be rewards or incentives for reaching certain health or exercise goals. Just having someone run 3o mins a day is good but what is the end goal and how do we measure it. Some type of rewards for those that lose a certain percentage of body fat, being able to complete a 5k, 10k, marathon etc. Having an achievable end goal is more efficient then let’s just say, go get healthy. What is healthy? That’s why is it important to be able to provide incentives at the right time and place and to have the proper tools to be able to maintain our process of change.


This article we read gave a lot of incentives to keep people healthy. From gym memberships to lower cost on insurance premiums just to name a few. In the theory of self efficacy people are likely to give up on a tasks if they do not feel something is possible. For example, weight loss. If a candidate in this health fair signed up for a gym member, they may not feel they are capable of losing weight so they quit before any results happen. Often time people need motivation and incentives along the way to keep them interested in the task at hand. Perhaps they theory of self efficacy could be overridden if a health coach stepped up and encouraged the candidate and gave them incentives like gift cards as they went to the gym more, and every pound they lost could also be a time to receive an incentive.

The theory used in the “Let’s get Healthy” campaign is the health belief model. This model shows the downfalls as to why different health techniques did not work in a situation and figures out strategies that will work as an alternative (LaMorte. 2019). It is more likely that if someone is facing a health crisis at the campaign then they are more likely to take the incentives seriously like going to the gym and using the insurance (LaMorte. 2019).

I feel the strategies that he lets get healthy campaign did not work fully is because the contestants were not followed up over a course of time. If they used case workers to follow up with the candidates on a weekly basis and used financial incentives or some other strong incentive then the candidates may be more likely to continue with the program. A great way to help the candidates would be to work on their behaviors and to follow up with them on a individual basis to see where they are in their health journey.


The group project that would be assigned is a PowerPoint on anxiety including the ways to be diagnosed, treatments, symptoms, etc. The project would be due 6 weeks from the assigned date with a leader being appointed at the end of the first week. The group would meet once a week via Microsoft Teams until the last week where they would meet at the beginning of the week, and then the day before the assignment is due. The PowerPoint would be shared through google drive so that all group members always have access to it and updates are immediate. The people in the group that work with the motivational theory of self-efficacy are likely the natural leaders, and one of them with volunteer to be group leader. They will be the ones that create the meeting schedule, and they will help to motivate and remind the team of due dates for the project along the way. Building a relationship amongst team members is important, as it will add to the importance of putting effort into the project, even for the team members that might lack in motivation (Schreiner, 2017). Offering incentive is another way to motivate the team, even if it’s just a dinner celebration when a big deadline is met or when the project is complete. It’s important that the team communicates and expresses their appreciation for each other.


One aspect in the healthcare industry that some individuals fail to recognize is that the entire model is based off of teamwork. Collaboration from multiple departments and expertise are needed in order to provide quality care and resolution to any health concern (HRH Global Resource Center, n.d.). There is not one health issue that can be solved and cared for by one individual alone. The locus of control method creates a mixture of internal and external mindsets that work well with group projects (Joelson, 2017). In groups projects the leader or manager typically knows what members will step up in leadership and the ones who like to be the wall flower. In the past, I have opened up the meeting with what are the issues, the goal, and then ask for individuals to volunteer for predetermined task or categories. The external individuals will sit back and wait for task to be assigned or let the more motivated coworkers to challenge themselves with the difficult task. From there, the group manager can then look at remainder of the workload and then divide the load based on the personalities that are still free. Once the work distribution is balanced and fair, deadlines are to be established and communicated of the expectations. A work schedule to be identified, communicated, and posted for all to be aware.

While working in a group or even as simple as participating in staff meetings, employers like to have associates utilizing critical thinking skills focusing on outside the box. However, they are also seeking for individuals with previous training in communication and working in large groups. This training speaks volumes that the associate is able collaborate with others respectfully and professionally while centering the goals of quality patient care and not of personal ego (HRH Global Resource Center, n.d.).


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