|
Cultural Training
Based on our
extensive experience of our team in managing cultural differences and
the training of international nurses (IN) we believe it is critical to prepare
both the international nurses as well as the US health care facilities so both sides
can develop mutually beneficial long-term employment relationships.
The integration of
organizational orientation and professional mentoring supported by a
comprehensive Acculturation Program in a positive work
environment will facilitate the success of international nurses and help
health care providers to meet their organizational goals. Many of
the negative experiences associated with international nurse recruitment can be
avoided if the health care provider (which includes the US staff), the
foreign nurses and the agency work together as a team.
Marlene V. Obermeyer,
RN, MA, who heads up our cultural training program is a Registered Nurse
and cultural competency specialist with over 20 years experience in
direct patient care.
She holds a Master of
Arts degree in Liberal Studies combines concentrations in anthropology,
communication and international business. She holds certifications in
cross-cultural training for international corporations and training for
cultural transitions. Originally from the
Philippines, she is a survivor of the "culture shock" and cross-cultural
communication challenges. Because of her personal experience, Ms.
Obermeyer was motivated to pursue advanced studies in culture and
communication.
More information about
Marlene Obermeyer and the various programs offered can be found here:
http://www.culture-advantage.com/etraining/
She has developed an acculturation program
for international nurses, which is
divided into three phases to ensure optimal results.
Acculturation Program
Once the
international
nurse has obtained all necessary credentials to work in the United
States (state nursing license as well as visa screen certificate) and
has passed the pre-screen process he or she will be introduced to the HR
departments of our partner facilities.
Candidates from
countries where B-1 visas are available will be invited to employment
interviews in the United States. International nurses from
countries where B-1 visas are not available will be interviewed in their
respective home countries. Once the international nurse has accepted an employment offer from
a US facility, our cultural training program will start with the
pre-departure phase.
Phase 1:
Pre-Departure
At the health care
facility level, the pre-departure phase of the program starts with a
needs assessment at the organizational, departmental, and staff level.
Facility-wide training attended by managers, preceptors and
representatives of other departments is designed to address concerns,
misconceptions, and any cross-cultural issues. It will also
educate the US staff about the educational system for nurses as well as
nursing practice in the home countries of the international nurses. Cultural
differences will be addressed as well and strategies developed to
effectively deal with such issues.
The pre-departure
phase for international nurses starts with an introduction to the
American health care and nursing system and will describe the typical
workday in the life of a US nurse. It will also address cultural
differences and strategies how to adapt. The role of the
registered nurse as well as the expectations will be explained as well
as professional accountability and liability. International nurses will learn about the
different stages of acculturation.
By preparing the
international nurse before the arrival in the US, American health care
providers can concentrate on the clinical training and the post arrival
phase of the program. It assures hospitals that they will only be
introduced to international nurses who have been pre-screened and meet the
necessary qualifications to succeed in the US health care environment.
This
reduces time-to-competence
as well as the overall cost to integrate international nurses and allow
the health care providers to focus on their core competencies,
while we focus on developing the international staff to excel in providing
culturally congruent care.
Phase 2: Post-Arrival
The main focus of the
post-arrival phase is to integrate international nurses into the US health care
facility and community. Our staff in each local community will provide
extensive help with finding housing, transportation, utility set-up,
obtaining SSN# as well as drivers license and any other issue not
directly related to the clinical training.
Besides the clinical
training provided by the health care facility our post arrival phase
program will concentrate on any unit-specific competencies,
expectations, and policies and the implications for the international
nurse. Other important issues addressed are multi-cultural team
building and diversity in the workplace to allow the international nurse to gain a sure
footing in the US hospital environment. An on-going progress evaluation
and a support network within the clinical environment are other
important aspects of the post-arrival phase.
Phase 3:
Organizational and professional role adjustment (during first year in
the US)
As the international nurse
is integrated into the US health care environment the third phase of the
program offers continuing career and professional development evaluation
and support. Issues addressed will be cross-cultural conflict
management, dealing with stereotypes as well as issues of language
competency, assertiveness skills and communication styles. The ultimate
goal is to improve cultural competency to enhance performance and
professionalism.
Goals
and Benefits of the Acculturation Program
On
an Organizational Level
-
Improve transfer of cultural knowledge and practices within the
organization.
-
Proactive approach to risk management.
-
Improve customer and stakeholder relations.
-
Enhance recruitment and retention of multicultural staff.
-
Address standards for cultural and linguistic competency in
health care.
-
Improve quality of patient care and outcomes.
On
a Professional Level
-
Reduce misunderstandings and breakdowns in communication.
-
Improve relationships between domestic and international nurses,
patients, and management.
-
Overcome pre-conceived barriers about working with a diverse
workforce.
-
Develop skills for cross-cultural team building and leadership.
-
Manage expectations and build trust between the incoming group
and receiving staff members.
-
Build confidence and enhance professionalism.
-
Identify and resolve potential cross-cultural team and patient
issues.
-
Respond appropriately to cultural and linguistic needs of
international nurses.
-
Improve patient safety and satisfaction.
On
a Personal Level for the Incoming Professional
-
Reduce anxiety and severity of culture shock and disconnect that
new arrivals face.
-
Introduce incoming international nurses to the diverse demographics within the
United States.
-
Facilitate the adjustment to the organizational and social
settings.
-
Provide coping strategies that prevent loss of personal and
professional productivity during cultural transition.
-
Reduce time-to-practice by integrating cultural training with
facility orientation.
-
Sustain cross-cultural skills through on-going cultural
transitions training.
-
Foster independent cultural learning through individualized
international transitions coaching.
|
