Chapter 7 page 237-240 Experiential Exercise #1 regarding the filling of a Physical Therapy vacancy that had been frozen. The hospital is in Mississippi, Kathleen, the PT Director, wants to recruit, mindful of the need for diversity, as all of her staff are currently white women over age 42. An initial respondent to the recruitment seems to meet the job-fitness (Knowledge and Skills) and diversity requirements (African-American and young) and may receive an offer. Linda, the clinical PT supervisor, objects and takes her concerns to the Chief Medical Officer who asks that he not be hired.
I think all of the issues I noted in class (male, African-American, young, just graduation, and his possible life-style, apply equally when you add that a Physical Therapist involves “touching” and “interaction” with patients in rural Miss. I am looking for the depth of your responses and incorporating what we have already covered in this course.
The above are all the directions from my professor!
I have uploaded the reading below!
Read it and answer the following in Bullet Format:
1. Identify some of the assumptions, rather than facts, that you see being made regarding the applicant and the local population by Linda and the CMO?
2. Identify some of the recruitment and selection issues you will find on page 238?
3. What would you recommend be done in this situation?
How to solve
answering 3 questions in bullet formatting
Nursing Assignment Help
In this assignment, we will analyze a scenario involving the recruitment and selection process for a Physical Therapy vacancy in a hospital located in Mississippi. The PT Director, Kathleen, is aiming for diversity in her staff, as the current team consists of white women over the age of 42. A potential candidate who meets the job requirements and adds diversity to the team has been identified, but faces objections from Linda, the clinical PT supervisor. Linda has expressed her concerns to the Chief Medical Officer (CMO), who has requested that the candidate not be hired. We will examine the assumptions made by Linda and the CMO regarding the applicant and the local population, discuss the recruitment and selection issues, and provide recommendations for resolving the situation.
1. Assumptions made by Linda and the CMO regarding the applicant and the local population:
– Assumption: The applicant’s race and age automatically make him more suitable for the position.
– Assumption: The applicant’s recent graduation indicates a lack of experience or competence.
– Assumption: Being African-American and young automatically implies a certain lifestyle or mindset.
– Assumption: Patients in rural Mississippi might be uncomfortable or resistant to receiving treatment from a male, African-American, young Physical Therapist.
2. Recruitment and selection issues on page 238:
– Lack of diversity: The current staff consists solely of white women over the age of 42, indicating a lack of diversity in terms of race, age, and possibly gender.
– Unconscious biases: Linda and the CMO’s objections seem to stem from stereotypes and assumptions based on the applicant’s race, age, and gender.
– Ignoring qualifications: The applicant’s qualifications and ability to perform the job effectively are being overshadowed by concerns about diversity and preconceived notions.
– Resistance to change: Linda and the CMO are resistant to hiring someone who does not fit the existing demographic of the staff, hindering the organization’s ability to adapt and promote diversity.
3. Recommended actions in this situation:
– Educate and raise awareness: Provide training and education to staff members, including Linda and the CMO, on diversity, unconscious biases, and the importance of equal opportunities for all qualified candidates.
– Promote a fair selection process: Evaluate candidates based on their qualifications, skills, and abilities rather than making assumptions or focusing solely on diversity.
– Encourage open dialogue: Facilitate discussions between Linda, the CMO, and other stakeholders involved to address their concerns and ensure that decisions are made based on fair and objective criteria.
– Consider patient preferences: Conduct patient surveys or obtain feedback to understand if there are any specific preferences or concerns regarding the demographics of the healthcare providers, allowing the organization to make informed decisions while factoring in patient needs and preferences.
– Monitor and evaluate outcomes: Continuously assess the impact of diversity initiatives, track the performance and satisfaction of the diverse staff, and adjust strategies accordingly to ensure a positive and inclusive work environment.
Addressing assumptions, promoting fair selection processes, and fostering an inclusive work environment are vital in recruitment and selection within the healthcare field. By challenging biases, engaging in open dialogue, and considering patient preferences, organizations can create a diverse workforce that meets the needs of both their staff and the populations they serve.