My Name Is Martha Cordero, I Have Been A CNA Since High

Diss 1 My Name Is Martha Cordero I Have Been A Cna Since High

My name is Martha Cordero, I have been a Certified Nursing Assistant (CNA) since high school, which was quite some time ago. I have a passion for caring for others and witnessing their progress, and my ultimate goal is to become a nurse. I am nearing that achievement and eager to learn everything the nursing class offers. I understand that leadership in nursing can sometimes strain personal relationships, as not everyone appreciates being told what to do or how to do it.

At this point, I do not have questions about the syllabus. However, I am aware of the numerous ethical and cultural issues impacting the healthcare workforce. As our society becomes more culturally diverse, healthcare professionals must continually relearn practices and adapt to different patients’ needs. For instance, during my time working as a CNA at a well-known hospital, I was tasked with shaving a patient who was about to undergo open-heart surgery. The patient was Muslim and highly private, which I respected. However, my nurse asked him to expose his private area to verify a cultural ritual—an experience that made me uncomfortable. I believe that trusting the patient and respecting their culture are essential aspects of the nursing process, as religious and cultural differences significantly influence care.

Current shortages across various medical fields exacerbate the challenges faced by healthcare workers. Many professionals, including CNAs, are underpaid relative to their vital contributions. CNAs provide essential patient care and are often considered the nurse’s right hand. Despite their importance, they frequently receive inadequate compensation. The shortage of CNAs impacts the broader nursing profession, as nurses cannot provide comprehensive care if they are responsible for too many patients. When CNA numbers dwindle, nurses must take on additional responsibilities, increasing workload and the likelihood of mistakes. This cycle hampers the quality of patient care and exacerbates staffing issues.

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The healthcare industry faces numerous critical challenges, among which staffing shortages and the cultural competence of healthcare providers stand out. These issues profoundly affect the quality of care, patient safety, and the professional well-being of healthcare workers. Addressing these problems requires systemic reforms, education, and a commitment to cultural sensitivity and workforce sustainability.

One of the most pressing issues in healthcare today is the persistent shortage of qualified personnel, especially CNAs and nurses, which impacts patient outcomes and staff morale. The shortage is driven by multiple factors, including inadequate compensation, high stress levels, burnout, and limited career advancement opportunities. As Martha Cordero highlights, CNAs play an indispensable role in patient care, yet they are often underpaid and undervalued. According to the American Nurses Association (ANA, 2022), the shortage of nursing staff compromises patient safety, increases workload, and leads to fatigue and burnout among healthcare professionals. The shortage also contributes to increased medical errors, reduced patient satisfaction, and higher attrition rates within the workforce (Buerhaus et al., 2017).

Burnout is a significant consequence of staffing shortages compounded by demanding workloads. B. M. Jennings (n.d.) emphasizes that adverse work environments, including insufficient staffing, excessive workload, and poor organizational support, contribute heavily to nurse burnout. Burnout not only diminishes the quality of patient care but also leads to early retirement and turnover, perpetuating the staffing crisis. Strategies to mitigate burnout include improving work conditions, offering mental health support, providing ongoing education, and encouraging a culture of collaboration and respect (Shanafelt et al., 2019).

Furthermore, cultural competence in healthcare is vital to ensure equitable and respectful treatment of diverse patient populations. Martha Cordero’s narrative about respecting a Muslim patient's cultural and religious rituals underscores the importance of understanding and accommodating cultural differences. Cultural competence involves ongoing education about various religious practices, beliefs, and customs. This understanding fosters trust and enhances communication between healthcare providers and patients, ultimately improving health outcomes (Betancourt et al., 2016).

Healthcare professionals must develop cultural humility—a lifelong process of self-reflection and learning about cultural differences—to deliver patient-centered care. Ignoring cultural considerations can lead to miscommunication, non-compliance, and patient dissatisfaction. Studies show that culturally competent care reduces disparities, improves adherence, and increases the effectiveness of treatment plans (Kreuter & McClure, 2004). Healthcare organizations should prioritize cultural competency training as part of their staff development programs.

Addressing the workforce shortage requires multiple approaches, including increasing wages, providing career development opportunities, and improving workplace environments. Policy reforms at federal and state levels can incentivize more individuals to enter healthcare professions by offering scholarships, loan forgiveness programs, and better workforce planning. Additionally, integrating technology and innovative staffing models, such as team-based care and telehealth, can help optimize resource utilization and reduce workforce strain.

In conclusion, solving the staffing shortages and fostering cultural competence in healthcare are critical to improving patient safety, staff well-being, and health equity. These issues are interconnected; addressing them collaboratively can lead to a more resilient and effective healthcare system. Investment in workforce development, ongoing education, and cultural humility is essential for meeting the evolving needs of diverse patient populations and ensuring sustainable healthcare delivery.

References

• Buerhaus, P. I., Skinner, L., Auerbach, D. I., & Staiger, D. O. (2017). Four challenges facing the nursing workforce in the United States. Nursing Outlook, 65(1), 23-29.
• American Nurses Association. (2022). Nursing Workforce Demographics. https://www.nursingworld.org/practice-policy/workforce/
• Betancourt, J. R., Green, A. R., Carrillo, J. E., & Ananeh-Firempong, O. (2016). Defining cultural competence: a practical framework for addressing racial/ethnic disparities in health and health care. Public Health Reports, 118(4), 293–302.
• Kreuter, M. W., & McClure, S. M. (2004). The role of culture in health communication. Annual Review of Public Health, 25, 439-455.
• Shanafelt, T. D., Hasan, O., Dyrbye, L. N., Sinsky, C., Satele, D., Sloan, J., & West, C. P. (2019). A blueprint for organizational strategies to promote the well-being of health care professionals. Mayo Clinic Proceedings, 94(8), 1572-1581.
• Jennings, B. M. (n.d.). Work Stress and Burnout Among Nurses: Role of the Work Environment and Working Conditions. Retrieved from https://www.ncbi.nlm.nih.gov