Discussion Post

scenarios 13 & 14

Please answer the appropriate questions for the above scenarios- no late submissions accepted.  Remember all of these scenarios have a cultural aspect to them, so you may need to research the assumption being made in the scenario about the specific culture mentioned, to assist you with your response.

  1. A female healthcare provider is meeting a couple of Jewish heritage for the first time.  The healthcare provider puts her hand out to shake the gentleman’s hand, and he politely refuses.  The female healthcare provider then says “Oh, yes flu season I completely understand.”  Why might the gentleman, of Jewish heritage, not shake the female healthcare provider’s hand?  How might you have handled this situation differently?


  1. A family, of Cuban heritage, is gathered in the waiting room waiting to visit their ill family member in the hospital.  The family member‘s voices are loud and they are gesturing in a very animated nature.  A healthcare provider enters the space and asks to speak to the patient’s spouse.  The healthcare provider asks the spouse “Is everything okay?  I notice you all seem upset or angry?”  What assumption is being made by the healthcare provider?  How might you have handled this situation differently?


  • What assumptions have been made
  • What cultural context is impacting this interaction
  • How would you have handled this differently



It is important to understand these definitions and to be able to use them in your scenarios, discussions, book review and final exam. Please review the definitions and apply them as needed to the assignments.


Culture- An integrated pattern of learned beliefs and behaviors that can be shared among groups, including thoughts, styles of communicating and ways of interacting, views on roles and relationships, values, practices, and customs.

Rose (2013) stated, “Cultural competence involves ensuring that the needs of diverse patients/clients/customers are met by health service professionals based on the acquisition of specific skill sets, valuing diversity, and taking concrete steps to ensure efficacy in serving minority populations” (pg.50).

Rose, P. R. (2013). Cultural competency for the health professional. Jones & Bartlett Publishers.


Cultural Awareness – the ability of healthcare providers to appreciate and understand their client’s values, beliefs, lifeways, practices, and problem-solving strategies.

Cultural Blindness – Scenarios in which all people are viewed the same without taking into consideration that cultural differences matter.

Cultural Competence – cultural and linguistic competence is a set of congruent behaviors, attitudes, and policies that come together in a system, agency, or among professionals that enables effective work in cross-cultural situations., Per the cultural competence continuum: involves ensuring that the needs of diverse patients/clients/customers are met by health service and public health organizations based on the acquisition of specific skill sets, valuing diversity and taking concrete steps to ensure efficacy in serving minority populations.

Cultural Desire – the ability of the healthcare provider/health service administrator/public health practitioner to possess a drive to achieve cultural competence.

Cultural Humility -ability to maintain an interpersonal stance that is other-oriented (or open to the other) in relation to aspects of cultural identity that are most important to the [person]” APA

Cultural Destructiveness –  characterized by attitudes, policies, structures, and practices within a system or an organization that are destructive to a cultural group.

Cultural Incapacity – the lack of capacity to respond effectively to culturally and linguistically diverse groups.

Cultural Knowledge – the ability to have insight and knowledge about physical, psychological, and biological variations among groups as well as having knowledge about various cultures to better understand their clients.

Cultural Sensitivity – An awareness of and respect for a patient’s cultural beliefs and values.

Cultural Pre-competence – When a healthcare organization is aware of its strengths and areas for growth and there is a clear commitment to human and civil rights.

Cultural Proficiency – Takes the process of cultural competence a step further by employing staff and consultants with cultural expertise, ensuring assessment and training efforts, and reviewing policies and procedures to ensure the inclusion of culturally competent language.

Paradigm Shift – A revolutionary change from one way of thinking to another, which does not just happen but is driven by agents of change.


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