Morals
a system of principles that guides a person's life with regard to right or wrong
Ethics
rules of conduct recognized by a particular group or culture
Altruism
belief that other people are more important than you (an individual person)
Autonomy
an individual's right to self-determination
Beneficence
promoting good for others or providing services that benefit others
Consequentialism
considering the consequences before making a decision and this final decision is based on the end result
Deontology
make a decision (in certain situations) that is based on action and not the end result
harm is unacceptable irrespective of its consequences
Least Harm
make a decision to choose the situation that will cause the least amount of harm to the least number of people
Utilitarianism
make a decision that may provide the greatest benefit to the most people
take action to maximize the overall good (majority)
Cultural competence
ability to accept and understand the beliefs and values of other people and groups
Cultural diversity
the perceived or actual difference among people
Bias
disproportionate weight in favor of or against one thing, person, or group
Prejudice
judging a person based on a cultural trait without reviewing all relevant information
Stereotype
an assumption that everyone within a certain group are the same
Example of autonomy
a patient's right to refuse cancer treatment
Example of Beneficence
providing pain medication as soon as possible to an injured patient in the ED
What are the two things involved with beneficence?
refraining from maltreatment
maximizing potential benefits to patients while minimizing potential harm
When is least harm used?
in situations where two choices mat both be less than ideal
Example of least harm
in a large trauma environment, an ED physician choosing to treat the patient with the greatest chance of survival instead of the patient with greater injuries.
Example of utilitarianism
one person who donates organs that benefits many
Example of bias
a director of a department who prefers to work only with women-so does not hire any male candidates
Example of prejudice
not liking people from Cuba (just because they are from Cuba)
Example of stereotype
assuming that all people from eastern Kentucky are lazy (just because you know two people from eastern Kentucky are unmotivated or uninterested in succeeding)
Unique American Characteristics
~ Appointments run by clock time, promptness is expected, time is money
~ Facilities have specific rules about visitor times
~ Eye contact is expected
~ Thumbs up: good
~ Point index finger: direct attention
~ "Ok" sign: Okay
~ Curl index finger: come her
Differences in culture that affect healthcare
~ dietary restrictions
~ visiting hours/number of visitors
~ burial processes
~ family decision making processes
~ acceptance of treatments
etc.
Characteristics of Appalachian Heritage
~ 13 states
~ Population: Approx. 22 million
~ Rural v. Urban: 42% to 58%
~ Loyalty, religion, passiveness, modesty, self-reliance, mind own business, skeptical of strangers, hospitality, present-oriented,
~ Language: preserved Elizabethan England
~ Super
Impacts of Appalachian Culture on Healthcare
~ Language barriers
~ Skeptical of medicine
~ Many visitors that don't listen to scheduled hours
~ Reluctant to see a doctor, will likely do folk remedies
Training
Process of developing skills in order to more effectively perform a specific job or task
Education
Process of imparting knowledge or information
In-service
Any activity that fulfills a human want or need and returns money to those who provide it.
Development
Any behavior, skill, or motivational effort that is defined to produce growth or change over time
Soft-Skills
Focus on managing people, information, and ideas
~ management training, leadership training
Hard-Skills
Focus on technical skills that have specific right and wrong answers
Purchase Approach
Consulting approach
~ Often associated with training
~ Organization has already identified the problem or need; purchases a solution from a consultant
Doctor-Patient Approach
Consulting approach
~ Organization knows something is wrong, but not exactly sure what
~ Consultant hired to diagnose the problem
~ Consultant determines what is needed for improvement
Process Approach
Consulting approach
~ Consultant works with organization members
~ Work, behavior and attitude assessed
~ Problems and obstacles are identified
~ Focus is to identify things that will reduce organizational effectiveness
9 steps of the Needs-centered training model
1. Analyze organizational and trainee needs
2. Analyze the training task
3. Develop training objectives
4. Organize training content
5. Determine training methods
6. Select training resources
7. Complete training plans
8. Deliver training
9. Assess traini
Three ways employee needs can be assessed
1. Surveys
2. Interview
3. Observation
Lecture advantages
� Economical
� Trainer has control
� Flexible
Lecture Disadvantages
� Can become trainer-centered rather than trainee centered
� Can become boring to trainees
� Can fail to engage trainees
4 traits of a learning objective
1. Observable
2. Measurable
3. Attainable
4. Specific
Transference
Ultimate goal
-Skills learned during training are successfully incorporated into a person's job
Training budget
Must include:
� Revenue cost (location, rent, food)
� Trainer cost (salary, travel)