Heritage Assessment - 1104 Words

Heritage Assessment NRS-429V | Culture and Cultural Competency in Health Promotion John Thomas 3/24/13 The Heritage Assessment tool is primarily used as a device to evaluate health maintenance, health protection, and health restoration of a person’s cultural beliefs and values (Spector, 2006). This assessment helps aid in providing quality patient care in that it helps to meet and respect the needs of different types of people and their respective backgrounds (Spector, 2002). This particular paper serves to compare and contrast the ethnicities of Indian, Caucasian, and Arabic families using health maintenance, health protection, and health restoration as evaluation markers. The purpose was to identify and isolate different groups of†¦show more content†¦A Muslim woman was pregnant and nearing her due date. When it came time for her delivery, the only available Gynecologist was male and went through with the standard procedure and she delivered a healthy baby boy. The woman however, was shunned from her community because the doctor was a man who was not her husband. Sit uations such as these are important to keep in mind when providing care to patients. The Arabic family also was more open to natural medicine and homeopathic medicine and sought to find a way to cure themselves before seeking outside help at a medical facility. Lastly, the Caucasian family that were my neighbors seemed the most different from the families that I had talked to but the most open and attentive to the world around them. Though their diet was not the best, they seemed more inclined towards exercise and consumption of vitamins to maintain their health and protection of their health. They were also much better about keeping up with regular doctors’ visits and checkups and opted for more immunizations and vaccinations. They seemed more up to date and modernized in all aspects of health. They were also more trusting of modern medicines and prescriptions. They heavily relied on the healthcare system for health restoration even for the simplest medical issues. In conclu sion, all three ethnicities have varying lifestyles that contribute to their current status of health. It is important to keep in mind that this isShow MoreRelatedHeritage Notation Assessment4283 Words   |  18 PagesThe affects of Heritage notation orders Detailed analysis 23rd April 2012 Contents Abstract Introduction What is Heritage Significance? What is a Heritage notation order? What are the benefits of heritage listing? What does a heritage listing entail? How is the community affected? What are the disadvantages of heritage listing? The role of local government planning. The role of the Commonwealth. The positive impact of heritage listing on value. The negative impact of heritage listing on valueRead MoreHeritage Assessment1510 Words   |  7 Pagesï » ¿ Heritage Assessment: Comparing Cultural Health Traditions Monica V. Poehner Grand Canyon University: Family Centered Health Promotion November 16, 2013 Heritage Assessment: Comparing Cultural Health Traditions Culture and heritage are the properties that make up a way of life for a specific population. As referenced by South African History Online (n.d.), â€Å"Culture should be regarded as the set of distinctive spiritual, material, intellectual and emotional features of societyRead MoreHeritage Assessment1503 Words   |  7 Pageshead: THE HERITAGE ASSESSMENT OF HISPANIC, ASIAN AND The Heritage Assessment of Hispanic, Asian and African American Families B.Cohran Grand Canyon University The Heritage Assessment of Hispanic, Asian and African American Families The Heritage Assessment Tool (HST) is used to â€Å"investigate a given patient’s or your own ethnic, cultural, and religious heritage†¦it can help determine how deeply a given person identifies with a particular tradition†. (prenhall.com). This assessment of 29 questionsRead MoreHeritage Assessment1246 Words   |  5 PagesHeritage assessment Danielle Sumner Grand Canyon University Heritage assessment Introduction The Heritage Assessment Tool can be adopted as a dependable tool to gauge, health maintenance, restoration and safeguard of personal, cultural beliefs. The adoption of health assessment tool helps meet the prerequisites of diverse patient populations to offer quality all-inclusive care. The following paper reviews the assessment of three culturally dissimilar families, and demonstrate how a nurse wouldRead MoreHeritage Assessment1064 Words   |  5 PagesHeritage Assessment By, Genethia Guerrero Grand Canyon University: NRS-429V Family Health Promotion 04/17/2011 Jose Alejandro Every individual has a cultural heritage. Each culture views the world differently. Culture is an inherited characteristic and includes knowledge, beliefs, customs, skills, likes and dislikes. The fundamental role of cultural heritage is uniting, respecting the diversities and brings people together to face the future by informing, perceiving and give importance toRead MoreHeritage Assessment1611 Words   |  7 PagesThe Influence of Heritage on Current Culture Evaluation of how family subscribes to these traditions and practices is offered in detail, while offering insight and/or reflection.It is essential for nurses to provide culturally sensitive care to each and every patient in order to establish repor and maintain a safe working relationship with each individual. To provide culturally sensitive care to a nurses patient’s he or she must first assess their own beliefs, values, and culture at large. TheRead MoreHeritage Assessment1366 Words   |  6 PagesAs a measurement tool, heritage assessment helps a person appreciate further his cultural background, find strengths in his personality (based from his specific cultural background), and work on weaknesses that he has. Unlike other assessment tools, this is a quantitative-based approach aimed at threshing out a person’s family, religious and ethnic background that Influences the healthcare delivered to that person or to their culture The greater the number of the positiv e responses shows the person’sRead MoreHeritage Assessment963 Words   |  4 PagesHeritage Assessment Tracie Bigelow Grand Canyon University: 429V Melinda Darling September 29, 2013 Heritage Assessment Culture is defined as the beliefs, customs, arts, etc., of a particular society group place of time (Culture, 2013). The heritage assessment tool is a great method used to assess health maintenance, protection, and restoration of each individual’s cultural beliefs. The heritage assessment tool is often used by healthcare providers to help determine different culturalRead MoreHeritage Assessment968 Words   |  4 PagesHeritage Assessment Angel S. Winnie Grand Canyon University: NRS429V May 17, 2013 Heritage Assessment The heritage assessment tool is a checklist used by professionals to gain knowledge of patient’s culture and beliefs prior to initiating care. (Spector, 2000). There are many different cultures in this country, brining different beliefs in health, illness, recovery, death, and life. The heritage assessment tool is an important measure towards better understanding of cultural competency,Read MoreHeritage Assessment1692 Words   |  7 Pagesï » ¿ Assessing Family Health Patterns: Evaluating the Usefulness of a Heritage Assessment Tool Sarah Potter Grand Canyon University: NRS-429V-0191 October 5, 2014 Assessing Family Health Patterns: Evaluating the Usefulness of a Heritage Assessment Tool In the United States today cultural diversity is growing more prevalent every day. The report from the Institute of Medicine (IOM: Unequal treatment, 2002) presented information that racial and ethnic minorities of all ages

Brick Moving Company Case Study for Bona Fide -myassignmenthelp

Question: Discuss about theBrick Moving Company Case Study for Bona Fide. Answer: Introduction Bona Fide Occupational Requirements (BFOR) provides the minimum requirements for a particular position in the organization (Tracey, 2016). The human resource managers are required to perform recruitment, selection and training duties effectively for a sustainable performance of an organization. Bona Fide Occupational Requirements (BFOR) The BFOR are the rules established by the top managers of an organization in ensuring that there is an efficient performance in an organization. Staffs are required to meet BFOR to be considered for a particular position in the organization. The Brick Mover Company BFOR is that loaders are required to work at least 6-8 hours a day for a stable performance of an organization. HRM is expected to consider the regulation when hiring new employees for a sustainable performance in the market. Recruitment of talented staff makes it possible for an organization to handle issues through teamwork and innovation in production (Riley, 2014). The BFOR policies are aimed at increasing the performance of an organization through identification of minimum requirements for employees. The internal analysis of the job is essential in coming up with a BFOR where job analysis, job description, interview questions and performance evaluation is used in recruiting a talented staff. Brick company job descript ion for loaders/movers can move household commodities for 6-8 hours a day. The employee is evaluated based on the set BFOR set by the company. Important documents in BFORs The management is required to document the BFOR in ensuring it is well known to the employees. The documentation reduces resistance from the employees as they have an understanding of expectations of the company. Loaders/movers of Brick Company are expected to work 6-8 hours for increased services to household consumers. The employees can work towards the set minimum requirements for performing a particular task assigned to the organization (Brewster Hegewisch, 2017). Business performance is increased in an organization through corporation between management and employees in meeting set minimum requirements in an organization. External legislation to be considered Human resource management is required to perform an external analysis of the business environment before implementing BFOR. The study provides the top management with an insight of developing company policies which are legal. Legislation requirements considered by the management in coming up with BFOR is the Federal Laws and international standards of trade. The Federal laws governing a nation require an organization to implement BFOR requirements that are not discriminative. The criteria of recruitment should be based on the performance of the organization rather than discriminating on candidates (Taylor, 2017). BFOR policy implemented by an organization is required not to discriminate individuals due to their sex, race, national origin and cultural beliefs. The managers are expected to defend their BFOR policy to the law enforcers to reduce cases of discriminations in an organization. The BFOR policy implemented by Brick Company is highly useful as it does not discriminate candidat e due to their age, gender, race or national origin as it is focused on improved performance in the organization. Human rights, code of ethics, safety legislation, WCB, and employment standards are used to implement an effective BFOR policy. Workers' Compensation Board (WCB) is used to offer the right compensation to employees considering benefits and incentives at work. BFOR of Brick Company follows the set human rights, code of ethics, safety legislation, WCB, and employment standards for a stable performance of the organization. BFOR Accommodation Brick moving Company is required to accommodate individuals who can meet the set BFOR policy implemented in recruitment. The plan aims at hiring employees that will positively contribute to the performance of an organization. The employer is required to consider candidates that can meet BFOR requirements through training and development. The technique aims at increasing the ability of an individual to deliver quality work that will enhance the competitiveness of the company in the market (Kehoe Patrick, 2013). Human resource managers are required to implement BFOR policy considering the safety and health of employees for smooth operations by the company. Position on the Brick Moving company situation Human resource managers are required to have leadership skills to handle complex issues facing the employees (Reiche, Mark, Gunter, 2016). I would not employ the candidate as he does not meet the set BFOR of Brick Company. The candidate is qualified to work as a loader/ mover in the organization but has health issues where he cannot work more than 2-3 hours a day and must have a 30-minute break after one hour of work. It is essential to efficiently analyze the situation before coming up with a valid decision to avoid ruining the reputation of Brick Company. As a human resource manager, I would not consider the candidate as he does not meet the minimum requirements of ability to work 6-8 hours. The BFOR implemented by Brick Company is not discriminative as it is focused on improved performance in the market. Therefore, recruitment of loader/movers is required to follow set BFOR strictly to achieve established goals of production. Conclusion From the discussion, it is clear that an organization is expected to implement BFOR policy that is not discriminative. Brick Company is highly useful as it is focused on increased performance and does not discriminate candidates due to age, gender, national origin or color. Bibliography Brewster, C., Hegewisch, A. (2017). Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor Francis. Kehoe, R., Patrick, W. (2013). The impact of high-performance human resource practices on employees attitudes and behaviors. Journal of management, 366-391. Reiche, S., Mark, M., Gunter, S. (2016). Readings and cases in international human resource management. Taylor Francis. Riley, M. (2014). Human resource management in the hospitality and tourism industry. Routledge. Taylor, S. (2017). Contemporary issues in human resource management. Kogan Page Publishers. Tracey, W. (2016). The human resources glossary: The complete desk reference for HR executives, managers, and practitioners. CRC Press.