Frank Wright is a 76 year old man, retired architect, married with two grown children and has been admitted for a right total knee replacement. Frankâs wife suffers from dementia and Frank is her main carer. Consider the pre-operative data in your discussion.
Utilising clinical reasoning cycle and referring to the post-operative data you will devise appropriate nursing plan for Frank.
Sample Solution
The all inclusive multi cultural approach recognizes the importance of differences and acknowledges such differences, which is essential for gaining minority support (Stevens, Plaut, & Sanchez, 2008). The all inclusive multi cultural approach recognizes the important role that non-minorities play in workplace diversity, addressing their concerns of exclusion and disadvantage. Essentially, the AIM approach addresses deficiencies in the standard multicultural ideology without reverting to colorblindness (Stevens, Plaut, & Sanchez, 2008)By encouraging employees to feel included and valued, the AIM approach fosters organizational commitment and trust, internal motivation, and satisfaction for both minorities and non minorities alike (Morrison & Milliken, 2000). An example of using an AIM approach would be to use word choices in an organizationâs diversity materials (e.g., mission statement, corporate brochures, etc.) that communicate the inclusion of all employees (Stevens, Plaut, & Sanchez, 2008). This simple change in an organizations diversity materials can make it clear that the term diversity is an inclusive term that is meant to target everyone in the organization. An example of an organization that has successfully utilized aspects of the AIM approach is IBM. D. A. Thomasâs (2004) case study in which the initiative resulted in development of cross-cultural competence, deeper knowledge of major markets, and attraction, development, and retention of employees. The AIM approach promises to enhance positive relationships across difference, resulting in heightened employee engagement and individual and organizational performance. (Stevens, Plaut, & Sanchez, 2008). By making sure non minorities know they are included in the diversity initiatives and still valuing individual differences, this approach seems to be effective for both minorities and non minorities. Discussion Out of the three approaches described above, all-inclusive multiculturalism seems to have the best outcomes when making non-minorities and minorities both feel included in the workplace. Though, this approach needs to continue to be tested as it is a fairly new approach and there are few studies to prove the positive effects. As of now there have been no negative effects of this approach found but it is important to be continue to challenge our theories in order to make them better. One concern I see with this approach is that it changes the traditional concept that many people use to identify who is diverse. âDiverse populations are defined as people in the non-dominant social system who have been traditionally under research and under servedâ (Henderson, 1998). Changing this definition to include whites may lead to negative feelings from people who strongly identify with this specific definition of diversity. The simple fact that whites feel excluded/ threated by diversity shows that many of them use this definition as a construct for who is diverse. This definition makes whites feel excluded due to the fact that they are in the dominant social system and they have not been under research or under served. Including whites into the definition of diversity may lead to minorities feeling a sense of threat on their traditional belief of diversity and identification with their belief. They may see it as an invasion on their self-identity of being diverse and may react with negative attitudes or resentment. Another concern I have with this approach is that its simplicity may not be enough to get through to the people with strong bias and stereotypes. The purposes of diversity initiatives are to highlight individual differences, inter race collaboration, trust, respect, inclusion, and more. Simply making an employee feel included in the initiative does not mean that they are going to make the same effort to include others. It does not mean that they will make the effort to rid of their pervious stereotypes an>
The all inclusive multi cultural approach recognizes the importance of differences and acknowledges such differences, which is essential for gaining minority support (Stevens, Plaut, & Sanchez, 2008). The all inclusive multi cultural approach recognizes the important role that non-minorities play in workplace diversity, addressing their concerns of exclusion and disadvantage. Essentially, the AIM approach addresses deficiencies in the standard multicultural ideology without reverting to colorblindness (Stevens, Plaut, & Sanchez, 2008)By encouraging employees to feel included and valued, the AIM approach fosters organizational commitment and trust, internal motivation, and satisfaction for both minorities and non minorities alike (Morrison & Milliken, 2000). An example of using an AIM approach would be to use word choices in an organizationâs diversity materials (e.g., mission statement, corporate brochures, etc.) that communicate the inclusion of all employees (Stevens, Plaut, & Sanchez, 2008). This simple change in an organizations diversity materials can make it clear that the term diversity is an inclusive term that is meant to target everyone in the organization. An example of an organization that has successfully utilized aspects of the AIM approach is IBM. D. A. Thomasâs (2004) case study in which the initiative resulted in development of cross-cultural competence, deeper knowledge of major markets, and attraction, development, and retention of employees. The AIM approach promises to enhance positive relationships across difference, resulting in heightened employee engagement and individual and organizational performance. (Stevens, Plaut, & Sanchez, 2008). By making sure non minorities know they are included in the diversity initiatives and still valuing individual differences, this approach seems to be effective for both minorities and non minorities. Discussion Out of the three approaches described above, all-inclusive multiculturalism seems to have the best outcomes when making non-minorities and minorities both feel included in the workplace. Though, this approach needs to continue to be tested as it is a fairly new approach and there are few studies to prove the positive effects. As of now there have been no negative effects of this approach found but it is important to be continue to challenge our theories in order to make them better. One concern I see with this approach is that it changes the traditional concept that many people use to identify who is diverse. âDiverse populations are defined as people in the non-dominant social system who have been traditionally under research and under servedâ (Henderson, 1998). Changing this definition to include whites may lead to negative feelings from people who strongly identify with this specific definition of diversity. The simple fact that whites feel excluded/ threated by diversity shows that many of them use this definition as a construct for who is diverse. This definition makes whites feel excluded due to the fact that they are in the dominant social system and they have not been under research or under served. Including whites into the definition of diversity may lead to minorities feeling a sense of threat on their traditional belief of diversity and identification with their belief. They may see it as an invasion on their self-identity of being diverse and may react with negative attitudes or resentment. Another concern I have with this approach is that its simplicity may not be enough to get through to the people with strong bias and stereotypes. The purposes of diversity initiatives are to highlight individual differences, inter race collaboration, trust, respect, inclusion, and more. Simply making an employee feel included in the initiative does not mean that they are going to make the same effort to include others. It does not mean that they will make the effort to rid of their pervious stereotypes an>
