Week 4 Discussion Supporting Lectures Review

Week 4 Discussion Supporting Lecturesreview The Following Lectureheal

Review the following lecture: Healthcare Discrimination Discussion Questions. Before beginning work on this discussion forum, please review the link “Doing Discussion Questions Right” and any specific instructions for this topic. Submit your responses in the Discussion Area. Introduction: Case Study Sixty-Three: Pray with Me. You are the Vice President of Nursing Services in a nondenominational community hospital, and you receive a complaint from a patient who is a Wiccan. When the patient and her primary care nurse, Penny Baker, were discussing her religious practices and how she prays, Penny’s immediate supervisor, Ruth Goose, walked into the room and stated, “Thou shalt not suffer a witch amongst you,” and told Penny not to discuss the “satanic religion” with the patient any more. The patient demands an apology and threatens to go to the media. She feels she has been discriminated against because she is a Wiccan and that her patient care experience was poor during her hospitalization because of her spiritual beliefs.

You convene a meeting with Penny and Ruth. Ruth is wearing a large gold cross on her neck. Penny wears no jewelry and is dressed in her blue scrubs. When you ask Penny what happened, Ruth answers for her. “She did the right thing. We don’t have to pray with witches. They worship Satan. It’s blasphemy. What’s next? Human sacrifice?” Penny can’t get a word in edgewise. Ruth keeps repeating “Thou shalt not suffer a witch amongst you, it says so in Leviticus!” What should you do?

Tasks: Discussion Questions:

• What are the facts of this case?
• What is the nature of the organizational behavior problem?
• What are the three factors contributing to this dilemma?
• What are the top three management issues in this case?
• Who should be responsible for addressing these organizational issues?
• What kind of differences in spiritual and religious practices are you familiar with?
• What if the patient had asked Penny to pray with her? Should she have done so? Discuss the pros and cons of praying with patients.
• Provide your reflections and personal opinions as well as your recommendations for addressing the issue of praying with patients.

Paper For Above instruction

The case of religious discrimination in healthcare settings presents a complex challenge that intertwines organizational behavior, cultural sensitivity, and ethical considerations. The scenario involves a nurse, Penny Baker, who discusses her patient's spiritual practices, specifically her Wiccan faith, and faces interference and condemnation from her supervisor, Ruth Goose, based on religious intolerance. The patient's demand for an apology highlights issues of discrimination, respect for diverse beliefs, and organizational responsibility to promote an inclusive environment.

Analyzing the facts, it becomes evident that the primary issue revolves around religious intolerance and inappropriate interference by a supervisor in patient care. Ruth's declaration that Wiccans worship Satan and her directive to Penny not to discuss the patient's beliefs reflect organizational bias. Penny, acting professionally, was prevented from providing patient-centered care aligned with her patient's spiritual needs. Ruth's protective yet discriminatory stance points to underlying prejudices that can threaten organizational integrity and patient trust.

The organizational behavior problem here involves a clash between staff members’ personal beliefs and the institutional obligation to provide unbiased, respectful care to all patients regardless of religious differences. The problem is compounded by hierarchical dynamics, where Ruth, as a supervisor, overrules the nurse's professional judgment and suppresses open dialogue about the patient's faith. This can lead to a culture of fear, suppression of diversity, and potential legal and ethical liabilities.

Three factors contribute significantly to this dilemma. First, personal biases and lack of cultural competence among staff members, evident in Ruth's intolerance and misinterpretation of Wiccan beliefs. Second, organizational culture that may inadequately address diversity training and promotes a disrespectful environment. Third, the broader societal prejudice against non-mainstream religions, influencing individual attitudes and institutional policies.

The top management issues include ensuring compliance with anti-discrimination laws such as Title VII of the Civil Rights Act, fostering an organizational culture of inclusivity, and providing ongoing cultural competence training for staff. Additionally, establishing clear policies that define appropriate conduct and a mechanism for reporting discrimination are critical. These issues require proactive leadership to create a safe environment where staff and patients feel respected and valued.

Responsibility for addressing these issues rests primarily with the hospital's leadership team, including the Vice President of Nursing Services, Human Resources, and the Compliance Department. They must implement policies that promote diversity and inclusion, provide training, investigate complaints impartially, and enforce consequences for discriminatory behavior. Moreover, fostering open dialogues about religious diversity can help in reducing prejudice and promoting understanding among staff.

Diverse spiritual and religious practices include a broad spectrum such as Christianity, Islam, Judaism, Buddhism, Hinduism, Jainism, Sikhism, and indigenous religions like Wicca and Native American spiritualities. Each practice has its rituals, beliefs, and cultural expressions. Healthcare providers should develop cultural competence to respect these differences, which are essential for delivering holistic, respectful patient care.

If the patient had asked Penny to pray with her, the situation would have presented ethical and practical dilemmas. Praying with patients can promote comfort, compassion, and trust, aligning with holistic care principles. However, it also raises concerns about imposing personal beliefs, maintaining professional boundaries, and respecting individual autonomy. Given Penny's beliefs and institutional policies, she should evaluate whether participation aligns with her professional scope and the patient's preferences. In some cases, offering supportive presence or facilitating access to spiritual resources may be appropriate alternatives.

Reflections on this issue emphasize the importance of organizational commitment to diversity, equity, and inclusion. Healthcare organizations should foster environments where staff are educated about different beliefs, encouraged to respect individual spirituality, and empowered to deliver culturally sensitive care. Training programs that include simulation, cultural competency modules, and policy frameworks can mitigate bias. Leaders must set the tone by exemplifying respectful behavior and swiftly addressing discriminatory incidents to uphold organizational integrity and patient trust.

In conclusion, addressing religious discrimination requires a multi-faceted approach involving policy development, staff education, and leadership accountability. Organizations must prioritize creating a respectful environment that embraces diversity, ensuring all patients receive equitable, compassionate care regardless of their spiritual or religious backgrounds. By doing so, healthcare institutions can improve patient satisfaction, foster inclusive workplaces, and uphold their ethical commitments to non-discrimination.

References

• Betancourt, J. R., Green, A. R., & Carrillo, J. E. (2016). Cultural competence in health care: Emerging frameworks and practical approaches. The Commonwealth Fund.
• Hood, R., & Williamson, Z. H. (2018). Race, religion, health, and healthcare: Exploring the intersections. Journal of Religion and Health, 57(5), 1652-1664.
• Jones, C. B. (2010). The importance of cultural competence in healthcare. Journal of Health Administration Education, 20(3), 3-13.
• McKinney, S., & Madole, K. (2018). Diversity and inclusion in healthcare: Strategies for success. Healthcare Management Review, 43(2), 121-130.
• Nickel, A., & Lentini, J. (2019). Religious beliefs and healthcare: Ethical and practical considerations. Journal of Religion and Health, 58(5), 1749-1762.
• Parsons, J. M. (2017). Addressing cultural diversity in healthcare. Journal of Transcultural Nursing, 28(3), 254-261.
• Williams, D. R., & Mohammed, S. A. (2020). Racism and health: Evidence and needed research. Annual Review of Public Health, 41, 105-125.
• World Health Organization. (2018). Culture, faith and health: Challenging the global health agenda. WHO Publications.
• American Nurses Association. (2015). Code of ethics for nurses with interpretive statements. ANA.
• U.S. Department of Health and Human Services. (2000). Title VII of the Civil Rights Act of 1964. HHS.gov.