Davidhizar R, Dowd S, Giger J
Bethel College, Mishawaka, IN, USA.
Radiol Manage. 1997 Jan-Feb;19(1):50-5.
Opportunities for minorities in healthcare increased with the Civil Rights movement in the 1960s. More recently, funds from the U.S. Public Health Service have been targeted toward disadvantaged minorities. The workforce in healthcare, and in business in general, has become increasingly multicultural. Much of the literature in healthcare management lacks practical guidelines for managing a diverse workforce. Communication, both verbal and nonverbal, and culture are closely intertwined. Managers, as they develop multicultural teams, will need to understand how culture influences communication in their organizations. Space, spatial behavior, and cultural attitudes influence people's behavior. This is a particularly important consideration for a radiology staff, which must often work in close quarters. For some cultural groups, the family as an organization has more significance than even personal, work-related or national causes. People's orientation to time, whether for the past, present or future, is usually related to the culture in which they grew up. Again, this may become an important issue for a radiology administrator whose organization must run punctually and time-efficiently. How patients feel about their environment, whether they believe they are in control or believe in an external locus of control, is of particular interest to those who attempt therapeutic changes in a patient's healthcare. Does the patient believe that illness is divine will or that suffering is intrinsic to the human condition? There is increasing research in the United States to show that people do differ biologically according to race. Such differences exist among patients as well as among staff members. It has been popular to assume that differences among races do not exist. Unfortunately such an attitude does not allow for different attributes and responses of individuals. Managing a multicultural staff presents a challenge to administrators who must be skilled in working with culturally diverse people and must help their staff members do the same.
20世纪60年代的民权运动增加了少数族裔在医疗保健领域的机会。最近，美国公共卫生服务局的资金已瞄准处境不利的少数族裔。医疗保健行业以及整个商业领域的劳动力变得越来越多元化。医疗保健管理方面的许多文献缺乏管理多元化员工队伍的实用指南。沟通，包括言语和非言语沟通，与文化紧密相连。管理者在组建多元文化团队时，需要了解文化如何影响其组织内的沟通。空间、空间行为和文化态度会影响人们的行为。对于放射科工作人员来说，这是一个特别重要的考虑因素，因为他们经常需要在狭小的空间里工作。对于一些文化群体而言，家庭作为一个组织甚至比个人、工作相关或国家事务更具重要性。人们对时间的取向，无论是过去、现在还是未来，通常与他们成长的文化有关。同样，这对于放射科管理人员来说可能成为一个重要问题，因为他们的组织必须准时且高效地运作。患者对其环境的感受，他们是认为自己能够掌控还是相信外部控制点，对于那些试图在患者医疗保健方面进行治疗性改变的人来说尤为重要。患者是否相信疾病是神的旨意，或者痛苦是人类状况的固有属性？美国越来越多的研究表明，人们在生物学上确实因种族而存在差异。这种差异在患者和工作人员中都存在。一直以来，人们普遍认为种族之间不存在差异。不幸的是，这种态度无法考虑到个体的不同属性和反应。管理多元文化员工队伍对管理人员来说是一项挑战，他们必须擅长与文化背景各异的人合作，并且必须帮助他们的员工也做到这一点。
