To address cultural differences, many organizations make an effort to learn about the cultural practices of the different groups represented in the community. But sharing our cultural norms isn’t enough. What is most important to addressing the challenges of difference is to create a culture of respect, where each person feels valued and accepted.
With the need for states to rein in healthcare budgets, we are seeing a rapid move toward managed long-term care in states across the country. These changes are forcing many LTC providers to adapt to a new healthcare environment.
The growth in home care positions, both home health aides and personal care aides, is expected to far surpass positions for nursing aides, as more elders demand—and states seek to provide—home and community-based services.
By discovering the background story that underlies staff resistance to change, administrators, department heads and supervisors have been able to address root problems, rather than symptoms, and thereby make change stick.
The movement to change the culture of nursing homes to create environments that are real homes, not institutional warehouses, is also changing approaches to staff education. But what types of learning activities support culture change?
I’ve been thinking lately about the role direct-care workers could play in new care coordination models. With the right training, this could be a real opportunity to improve the quality of jobs for direct-care workers.