Transcultural Nursing An Individual s Culture, Values...

Transcultural nursing seeks to provide care that acknowledges an individual’s culture, values beliefs and practices. Nurses need to deliver culturally appropriate, and culturally sensitive care, a standard that is sometimes difficult due to the cultural and ethnic diversity within our society. Australia is a multicultural society. The 2011 Census revealed that almost a quarter of the population were born overseas, and 43.1 per cent of people have at least one overseas-born parent. The ever-increasing multicultural population in Australia poses a significant challenge to nurses providing individualised and holistic care to their patients. This requires nurses to recognise and appreciate cultural differences in healthcare values, beliefs, and customs. Nurses must acquire the necessary knowledge and skills in cultural competency. Culturally competent nursing care helps to ensure patient satisfaction and positive outcomes. This essay will outline and define the term transcultural nursing, discuss its history and relevance in modern nursing practice. focusing the attention for its use in a Australian context. People from numerous cultures live together in Australia and share their knowledge, interests and customs. Diversity of Australia’s population has reached a point where it is vital to address and more importantly to understand, the ever growing challenge that transcultural nursing poses to the nursing profession. Addressing this issue avoids discrimination and promotesShow MoreRelatedTranscultural Nursing : An Essential Aspect Of Healthcare Today1174 Words   |  5 PagesAbstract: Transcultural nursing is an essential aspect of healthcare today. The ever-increasing multicultural population in the United States poses a significant challenge to nurses providing individualized and holistic care to their patients. 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Moreover, the holistic principle in nursing practice indicates that professional nursing must identifyRead MoreCultural Diversity And It Influence On Nursing Practice1419 Words   |  6 PagesCultural Diversity and it Influence on Nursing Practice Culture can be defined as a way of life of a group of people such as, belief, behavior, values, customs that they accept and can be passed on from one generation to another. Cultural diversity is the presence of different cultural groups in the society, cultural diversity is something that nurses have to learn and practice every day in their carrier, especially when caring for their patients because, every individual or patient think, act and respondRead MoreTranscultural Nursing And Its Relationship With Cultural Competence1131 Words   |  5 Pages Cultural Diversity in Nursing Mandy Koontz Henderson Community College Nursing Semester 1 â€Æ' Abstract This paper explores 4 published articles that report on research conducted online about transcultural nursing and its relationship to cultural competence. 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Comparison and AnalysisRead MoreLeininger s Theory Of Culture Care Diversity1473 Words   |  6 Pages Leininger’s Theory of Culture Care Diversity and Universality in Modern Society Amy Raddatz Denver School of Nursing â€Æ' Leininger’s Theory of Culture Care Diversity and Universality in Modern Society The premise of Madeleine Leininger ‘s Theory of Culture Care Diversity and Universality is that one must regard his or her patient both holistically and with respect to the patient’s given cultural background. Leininger aims to establish a nurse-patient relationship in which communication and collaborationRead MoreTranscultural Caring And Human Caring1254 Words   |  6 Pages Transcultural Caring and Human Caring Maureen Campos Helene Fuld College of Nursing Nursing Theory/ NUR 315 December 8, 2015 Transcultural Caring and Human Caring Nursing theories are ideas organized into concepts and purposes used to guide the practice of nursing. Caring has always been a concept of nursing and it’s the hallmark of the nursing profession. Two well-known nursing theories on caring are that of MadeleineRead MoreTranscultural Nursing : An Integral Part Of The Culture Of Nursing Essay1180 Words   |  5 PagesDue to the rapidly diversifying world that we live in, transcultural nursing should be an integral part of the culture of nursing. By the year 2050 over half of the U.S. population will be comprised of non-white or racially diverse backgrounds (Andrews Boyle, 2016-a). Nursing schools and healthcare organizations should ensure that students and staff are appropriately prepared to care for diverse populations by providing transcultural skills education. In this post, I will define culturally diverseRead MoreTranscultural Models in Healthcare Practices1610 Words   |  6 Pages Healthcare practices have been diversifying over the years. They are inclusive practices used to prevent, treat and manage illnesses. 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Analytical Essay †Lochie Leonard Free Essays

Awkwardness, rudeness and moodiness are stereotypes which are used to represent teenagers. In his novel â€Å"Locke Leonard the Human Torpedo’, Tim Wanton explores the emotional development of teenagers. In the novel he represents teenagers as reckless. We will write a custom essay sample on Analytical Essay – Lochie Leonard or any similar topic only for you Order Now This is achieved through Locale’s inappropriate actions, rude behavior and his bad language. The novel displays teenagers as reckless through their inappropriate behavior. In the chapter ‘Getting Serious’ Locke and Vicki are alone in her house and they engage n sexual activities disregarding the possible consequences. This is also shown later on in the book in the chapter ‘Ocean Beach’ where they again act without thinking. The two chapters give the reader a clear example that teenagers can be reckless due to their inappropriate behavior. At school Locke displays rude behavior towards his teachers. In the chapter ‘Everybody’s Favorite Spread’ Locke is in class studying his least favorite subject, Math, and is rude to his teacher by omitting to call him sir (pap-18). Also in the chapter ‘True Torpedoing’ Locke is in his woodwork class and once again displays dude behavior and insolence to his teacher by suggesting that the teacher ‘does his block (pap-31). This insulting comment could enrage an already hostile teacher even more and is therefore reckless. In the first two weeks Locke has already acquired a bad reputation for himself. Locale’s rude behavior is very risky. Teenagers are represented as reckless due to their use of inappropriate or bad language. Locke has been influenced to use bad language after reading a book about sexual development. In the chapter ‘Everyone’s Favorite Spread’ Locke is being bullied. Whilst being bullied he retaliates by calling them ‘a bunch of yellow vulvas! (pap), which might provoke them to attack him, rather than trying to calm them down, which would be more sensible. Locale’s use of language clearly represents teens as reckless. In this novel Tim Wanton represents teenagers as reckless because of their inappropriate actions, rude behavior and bad language. He has focused on emotional development in adolescents. While this is only one aspect of the challenges faced by teens, the author has represented common stereotypes in characters and their actions to des cribe teenagers. How to cite Analytical Essay – Lochie Leonard, Essays

Self-Concept And Social Perception Samples †MyAssignmenthelp.com

Question: Discuss about the Self-Concept And Social Perception. Answer: An introduction to the Self Concept Conceptual Model According to Trivio (2012), the self-concept conceptual model refers to the awareness that a person has with regards to him or herself as an individual. It refers to the images that an individual thinks and forms about himself in relationship to the value and the status that other individuals in the society have placed on him or herself. Male and female are different with regards to their view of self-concept, for example, the self-concept of men is tightly related to their personal efficacy, while the self-concept of women are closely tied to care and the love for others (Yilmaz, 2009). Recent studies on self-concept are based on the Rogerian Theory, which views self-concept as the overall ways in which an individual perceives his personal abilities, behavior, and personality. In this framework, self-concept is considered as the conscious representation of who an individual is, including the ambitions that the individual has. In this regard, self-concept functions as a reflection of an individuals genuine internal desires, and therefore, it is hugely affected by the conditions of worth (Elnaga, 2012). There are three major concepts in the Rogerian self-concept model, for example, self-image, ideal self, and self-efficacy (Wilton, 2011). These concepts entail the perception of an individual with regards to the persons lovability, appearance, ad self-worth, and these indicates what an individual is striving to become in life. According to Jones and George (2013), self-concept is built based on the experiences that an individual goes through on a daily basis. Also, according to these authors, the development of a strong self-concept comes as a result of the revision of the experiences that one goes through. In line with these aspects, self-concept can be used to understand the entire personality of an individual because it is a dimension of human beings that comes as a result of an individuals social interactions. In an organizational setting, it is the day to day interactions that are vital in the comparisons of the ability of individual employees capabilities as compared to that of the co-workers. The 4 Components of the Conceptual Model of the Self-Concept and how organizations can influence them According to Ilagan (2014), the four components of the conceptual model of the self-concept are; self-esteem, self-image, self-assessment, and self-efficacy. These components are important to understanding the personality of an individual as discussed below: Self-assessment: Self-assessment refers to a situation where the employees use to determine their aptitudes, values, interests, and the tendencies of their behaviors. This strategy includes the responsibility of an employee as a part of an organization to establish the dimensions and the characteristics that require improvements. As already mentioned in the section above, self-concept entails what an individual wishes to achieve in life; and therefore, it is based on self-assessment that one will be able to make a positive improvement that will enable him or her to achieve the desired goals and objectives (Dessler, 2012). Organizations play a significant part in the self-assessment of their employees. It is the responsibility of an organizations management to provide self-assessment information to enable the employees to identify important elements of self-concept namely; values, weaknesses, strengths, and interests. Organizations can assess the capabilities of their employees throug h strategies such as peer evaluation, questionnaires, and 360-feedback methods. The identification of employees abilities enables the organization to improve the performance of their employees because it ensures that employees behave responsibility, and hence, increased productivity. Self-esteem: This refers to the sens of worthiness that an individual feels within the society. Self-esteem determines an individuals level of independence, and it gives one a sensible structure to life (Ilagan, 2014). High-self-esteem is associated with high-performance I every social setting, while low self-esteem comes along with poor performance and relationships during social interactions. On this basis, organizations are very sensitive of their employees self-esteem at the workplace. This is because high self-esteem contributes to high-job performance within an organizational setting. In this regard, organizational managements incessantly play an active role building the self-concept of their employees by raising their self-esteem to improve their job performance. Sal-esteem can be raised through effective training and mentoring of employees. Self-efficacy: Self-efficacy is that particular belief that an individual has in himself that is able to perform effectively in different circumstances (Ilagan, 2014). Self-efficacy is tightly based on an individuals self-concept, for instance, an individual who perceives himself as an achiever has a high self-efficacy, and hence, believes that he can achieve positive results under different circumstances. In an organizational setting, self-efficacy is known to help one to achieve the established goals and objectives of the company. Therefore, the organization should play an active role in improving the self-efficacy of its employees to ensure an increased productivity. The organization can raise the self-efficacy of all employees through strategies such as employee training. Despite the lack of a direct relationship between an employees self-efficacy with job performance, recent research shows that employees who have high self-efficacy can be able to absorb stress and the challenges that arise at the work place. Self-image: This refers to the manner in which an individual sees himself and others, and how he thinks that the others are seeing him (Day and Schleicher, 2006). Also referred to as self-schema, self-image influences the cognitive skills of an individual, and therefore, it affects recall and the thinking capacity of an individual. Self-image forms an important part of an individuals self-concept because it determines how one feels about himself in the workplace. In this regard, it determines the performance of an employee within an organizational setting. Social Perception is the process by which people come to understand each other - Discuss Factors that affect perception: Perceptual learning According to Srivastava and Nandan (2010), perceptual learning refers to the process through which the sensory elements of an individual reacts to current events based on ones past experiences. For example, an individual who has undergone a thorough training in a particular job, that particular individual gains a lot of expertise in the given field. In this regard, perceptual learning affects perception during social interaction. In an organizational setting, perceptual learning affects the perception of managers and colleagues at the workplace. For example, employees who have been trained in a given line of work are perceived to possess sufficient skills and experience for high-productivity. On the other hand, new and young employees are perceived to lack sufficient knowledge and skills to perform effectively. Mental set This refers to the state of preparedness or the lack of preparedness of an individual to receive information. When an individual is prepared to receive a sensory information, it means that he or she has the right mind set to receive the information, and therefore, he will have a positive perception regarding the information (Zubi, Crowther, and Worsdale, 2008). On the other hand, if an individual is not mentally prepared to receive a sensory information, the individual will have a negative perception regarding the new sensory information, and this will have a negative impact on the processing of the information. In an organizational setting, mindset determines the performance of employees, for example, employees who have the right mindset are associated with high-performance. Conversely, those with negative mindset are associated with poor productivity. Motives and needs The motives and the intentions of an individual influences the perception of an individual. This is closely associated with the beliefs and attitudes of an individual. In the workplace, an individual with positive motives are associated with high-performance. This is because the positive motive and the desire to achieve enables one to develop a positive attitude, and hence, they perceive tasks as easy, and this leads to success (Certo and Certo, 2010). On the other hand, negative motives contribute to negative attitudes, and this leads to the perception of tasks as difficult, and hence, poor performance. Two common perceptual errors Stereotyping: This refers to a situation where an individual is judged based on his or her background. Making judgments based on such characters is a major error to perception because one makes a conclusion on biased and misinformed facts (Pillai, 2010). Stereotyping has negative impacts in an organization because it may deny skilled and knowledgeable employees from being hired, and this may affect the performance of an organization. Selective perception: This refers to a situation where one selects what he wants to see or hear. Selective perception is a major cause of perception error because it prevents one from getting vital and comprehensive information that is useful in the making of an informed decision. Conclusion In summary, self-concept conceptual model refers to the awareness that a person has with regards to him or herself as an individual. It also refers to the overall ways in which an individual perceives his personal abilities, behavior, and personality. The four major concepts in the Rogerian self-concept model, for example, self-image, ideal self, and self-efficacy the four components of the conceptual model of the self-concept are; self-image, self-esteem, self-assessment, and self-efficacy. Self-assessment refers to a situation where the employees use to determine their aptitudes, values, interests, and the tendencies of their behaviors. Self-esteem refers to self-worth within the society, and it determines an individuals level of independence, and it gives one a sensible structure to life. On the other hand, self-efficacy means personal belief that one has that one is able to perform effectively under different circumstances, while self-image is how an individual sees himself and o thers. Major factors affecting perception are perceptual learning, mental set, and the motive and needs of an individual. However, some of the most common perception errors are stereotyping, which is biased judgment and selective perception, where a person selectively chooses what to see. Bibliography Certo, S.C., and Certo, S.T., 2010. Modern Management: Concepts and Skills. 11th ed. Singapore: Pearson Education South Asia Pte Ltd. Day, D.V. and Schleicher, D.J., 2006. Self-Monitoring at Work: Marketing marketing A Motive-Based Perspective.Journal of Personality, 74 (3), pp. 685-713. Dessler, G., 2012. Human Resource Management. (12th Ed). New Jersey: Pearson Education., Inc. Elnaga, A. A., 2012. The Impact of perception on Work behavior. Kuwait Chapter of Arabian Journal of Business and Management Review, 2(2), pp. 56-71. Ilagan, J. A., 2014. Management in the Context of Self-Concept and its Impact on the Job Performance of College Full-Time Faculty Members at De La Salle Lipa. AXIS: Journal of Lasallian Higher Education 5(3), pp. 1 32. Jones, G.R., and George, J.M., 2013. Essentials of Contemporarymarketing Management. (5th Ed). New York: McGraw-Hill/Irwin. Pillai, K. G., 2010. Managers' Perceptual Errors Revisited: the Role of Knowledge Calibration. British Journal of Management, 21(2), pp. 299-312. Srivastava, V., and Nandan, T., 2010. A study of perceptions in society regarding unethical practices in advertising. South Asian Journal of Management, 17(1), pp. 59-67. Trivio, K.M., 2012. Perceived Leadership Qualities of Academic Chairpersons and Its Effect on Organizational Commitment and Turnover Intentions of College Faculty Members at De La Salle Lipa. TALAS, 8 (1), pp. 61-113. Wilton, N., 2011. An Introduction to Human Resource Management. Great Britain: TJ International Limited. Yilmaz, A., 2009. Self-Efficacy Perceptions of Prospective Social Studies Teachers in Relation to History Teaching. Education, 129 (3), pp. 506-520. Zubi, A. A., Crowther, G., and Worsdale, G., 2008. Jordanian childrens perception of fatherscommunication structures and patterns: Scales revision and validation. Young Consumers, 9(4), pp. 265-281.