DHA-7013_Week 2_Nov 2021 ASSIGNMENT: Construct an Updated Premise NOTE: Please, my TOPIC PREMISE IS (Preventing Workplace Harassment and Discrimination in Healthcare Setting). This is what I want this
DHA-7013_Week 2_Nov 2021
ASSIGNMENT: Construct an Updated Premise (469-733-8622)
NOTE: Please, my TOPIC PREMISE IS (Preventing Workplace Harassment and Discrimination in Healthcare Setting). This is what I want this ASSIGNMENT TO BASE UPON
Your refined project premise will include:
The title of your proposed topic for your project
The problem statement
The purpose statement and intent
The significance of the project, possible challenges, and potential barriers to the project
The project’s questions to be answered
The proposed methodology and design for the project
The possible secondary data types or sources of information
References
Annotated Bibliography
Length:
Project Premise: minimum of 3-4 pages, not including title and reference pages
Annotated Bibliography: minimum of 7-10 pages, inserted as Appendix A to the Project Premise after the reference page.
References: Include a minimum of 5 scholarly resources for the Premise; 7-10 for the Annotated Bibliography.
The completed Updated Premise assignment should demonstrate thoughtful consideration of the ideas and concepts presented in the course by providing new thoughts and insights relating directly to this topic. (469-733-8622)
I AM INCLUDING THE FIRST WEEK, which was just submitted yesterday (10/31/2021) to show you how the continuation should be. Thank you.
This is my just submitted assignment. It is to help you follow the sequence.
Prospectus and Portfolio
Olusegun Victor Abejide
School of Health Sciences, Northcentral University
DHA7013-1- Prospectus and Portfolio
Dr. Linda J. Mast
10/31/201
Prospectus and Portfolio
Introduction
Carol Dweck paraphrased it well in her research cum experiment on “Growth and Fixed Mindsets,” (1991). “We can handle life with one of two mindsets: development or fixed mindsets.” She concluded that, “A growth mentality is necessary for success.” Hence, I belong to the latter, and that is where my research mindset is based. That is, cultivating the correct mindset for increasing my intellect. I am usually curious about things. What is a particular phenomenon, why is this happening, etc.? As a result, I'm constantly pushing myself away from my comfort zones and doing new things. I believe in exploring broadly, being creative at whatever the situation might be, and always asking questions, irrespective of how dumb such questions might be. I believe in change, that is why I keep on trying new ideas, organize myself for my routines, and never believe in just any source. Always research my sources.
Therefore, my original mindset is to explore and be creative always. One can never have enough knowledge. Having a research mindset would make me a curious personality always. Think of exploring new ways to solve existing problems. Never settle with a half-satisfactory answer. Always look for more and not rest until I have the answer. Having a research mindset would mean that I am organizing and exploring new ways to try and get out of my comfort zones.
As once mentioned, my preferred domain for research is related to medical sciences, mostly the management aspect of it. I'd like to do research in the areas of improved health promotion and disease prevention, as well as improving quality of life through controlling symptoms of acute and chronic illness. Improving palliative and end-of-life care; Enhanced innovation in science and practice; Developing the next generation of nurse scientists, and other initiatives include, Achieving Affordable, Universal, Quality Healthcare; An Analysis of African Americans' Healthcare Utilization; Improving Palliative and End-of-Life Care. All these research topics have been highly discussed on various forums.
However, due to my widely reading and traveling, I recently come in contact with a series of negative situations in the healthcare setting. This brought my attention to some of these negative working environments against some workers, mostly women in the Healthcare setting, hence, this leads me to rethink and look into healthcare harassment and discrimination critically, which I believe there should be total zero-tolerance toward such vice. Therefore, I am proposing the topic: “Preventing Workplace Harassment and Discrimination in Healthcare Setting.”
Preventing Workplace Harassment and Discrimination in Healthcare Setting
Abstract
“Preventing workplace harassment and discrimination in healthcare settings” reflects a growing recognition of the need to address stigma and discrimination, including in healthcare settings, as a critical component of achieving and realizing the United Nations' 2030 Agenda for Sustainable Development promise of leaving no one behind. Discrimination in healthcare settings is a violation of many of the most basic human rights guaranteed by international treaties, national laws, and constitutions. WHO; (2013). Stigma––negative beliefs, sentiments, and attitudes against persons living with HIV or crucial and impacted populations, for example––is often at the root of discrimination.
Introduction
Discrimination in healthcare settings is pervasive and takes numerous forms around the world. It is frequently directed at society's most marginalized and stigmatized individuals, such as HIV-positive people and key populations, many of whom face intersecting forms of discrimination based on their age, race, sex, ethnicity, disability, physical or mental health status, nationality, sexual orientation or gender identity, criminal record, asylum, or migration status. Women and girls are more prone than men to face a variety of forms of discrimination. WHO; (2013). Discriminatory laws, policies, and practices, such as the criminalization of critical populations or age-related consent rules for accessing health services, as well as a lack of protective laws and regulations, have a negative impact on the environment in which health care is delivered. Discrimination in health-care settings has a significant negative impact on the quality of life of those who are subjected to it, as well as the usage of health services.
Discrimination against health care employees is a possibility. Negative attitudes and anxieties about HIV among health personnel, compounded by insufficient training or protocols, may result in insufficient care for HIV-positive or HIV-affected patients. Health workers' ability to offer services is harmed by a lack of respect for their rights, which can also be hazardous to their own health. Health care workers may have HIV or engage in stigmatized behaviors, which may stop them from obtaining the help they require. Those who work with HIV-positive people may face HIV-related discrimination by proxy. Discrimination based on sex is additionally common in the clinical field. WHO; (2013).
To address these issues, focused, coordinated, time-bound, evidence-based, multisectoral activities to eliminate discrimination in healthcare settings must be implemented and scaled up. This entails:
Tracking levels of prejudice in healthcare settings, including healthcare consumers' experiences as well as service providers' attitudes and practices.
Educating the health workforce, including pre-service and in-service training on human rights and gender equality, as well as an awareness of medical ethics and health workers' rights and responsibilities in resolving discrimination in healthcare settings.
Examining and changing laws, regulations, and institutional practices to ensure that they support a discrimination-free environment in health care.
Protecting health workers by ensuring that occupational health and safety requirements are followed and that health employees' labor rights are respected.
Building community interventions and creating appropriate links between communities and formal health systems, as well as strengthening the competence of community health professionals.
Enhancing health-care users' access to justice by increasing their awareness of and ability to assert their rights, especially the right to discrimination-free health care, through a rights/legal literacy program and legal assistance.
Increasing accountability by ensuring access to efficient redress mechanisms (for both users and providers of health services) and improving discriminatory reporting, monitoring, and evaluation; and
Ensuring that persons living with HIV, critical and affected populations, as well as community-based organizations, have meaningful participation and involvement. Putting the Zero Discrimination Agenda into Practice in Health-Care Settings.
The UNAIDS Secretariat and the World Health Organization (WHO) have teamed up to make the Plan for Zero Harassment and Discrimination in Medical care Settings, which unites key partners to run after a reality where everybody, all over, can get the medical services they need without segregation. Discrimination in health-care settings must be eliminated by time-bound targets and targeted funds, with resources directed to proven-to-work programs and initiatives. It also necessitates collaboration between individuals and organizations in order to achieve a common goal. UNAIDS; (2009). Governments are ultimately responsible for ensuring that health care is free of discrimination. Women and young people, as well as networks of HIV-positive persons, critical demographics (and other impacted populations), have important responsibilities to play in achieving zero discrimination in healthcare settings and offering discrimination-free services in the community. Messing K and Östlin P. (2006).
Professional groups of health workers on a global and national level can help exert pressure on employers to comply with labor laws and regulations. Fast-Track Cities are also working together in every region of the world to achieve zero stigmas and discrimination by 2020. Social media, as well as new mobile and internet technologies, are valuable tools that can be used to enhance traditional means of monitoring the quality of health care and cases of discrimination, as well as linking people to relevant resources. Solvik, E., & Struksnes, S. (2018).
The feedback from my instructor in regard to what my Doctoral programs entail. This knowledge really means a lot to me because it brought me back to the right road of the programs, most especially in the area of my Dissertation. And the instructor's feedback goes does: “Remember the point of your DHA project is to address an identified problem – not find a problem through investigation, which is what this sounds like.’
An applied DHA project identifies an existing problem in a department, organization, or professional field, and uses knowledge already out there to solve it. Most often it uses secondary data (data that has already been collected by the health system, non-profit, or government agency like the CDC) to inform the solution to the problem. You really need to keep this in mind moving forward in the program.”
The evidence that exists now which provides my rationale for my project is that, due to my widely reading and traveling recently, which have exposed me to many information as against to what I knew when I was making my first premise, most especially with my recently contact with series of negative situations in the healthcare setting, mostly in the area of healthcare harassment and discrimination. This made me rethink changing my first premise to join the group of individuals and organizations which might have been at the forefront in making sure that there is “Total zero harassment and discrimination in a healthcare setting.”
My project is important because of what I saw and heard from Hannah in Ghana last January. I met Hannah, a 13-year-old girl, in a sparsely populated corner of northern Ghana, in mid-January. I inquired about her domestic responsibilities, academics, and future plans. Her response was lightning fast. She expressed an interest in becoming a nurse. When I asked why she responded quickly. She alleged that she had been sick a few months prior and had been sent to a health center for treatments. She claimed that the nurses there were unfriendly to the patients. That was something she desired to change.
There are a variety of reasons why Hannah's patient care may have been less than ideal. While Ghana has made critical interests in expanding the number of medical nurses and midwives specialists and presently has an attendant-to-population proportion that surpasses the WHO's proposal, there are as yet a few obstructions to guaranteeing great therapy, including educating and preparing of recently trained attendants. Messing K and Östlin P. (2006).
Another issue is prejudice and stigma. Stigma and prejudice can be caused by a variety of circumstances, but they all revolve around the identification of an "other" and their subsequent devaluation. Stigma can be founded on societal expectations (e.g. racism), cultural standards (e.g. homophobia), and/or fears of spreading disease (avoidance of infectious diseases). Messing K and Östlin P. (2006). HIV prejudice and stigma can have an assortment of causes and indications.
The way my project will foster a positive change in the healthcare setting is that we know what discrimination in health settings looks like; disrespectful care, delays in treatment, verbal, physical abuse, and outright denial of care are common. We know the programs that promote legal literacy and legal services, that reform discriminatory laws and policies, that train healthcare provider and that ensure legal protections are effective. We need government leaders willing to take a stand; hence, my project will help.
In order to prevent harassment and discrimination in the healthcare workplace, all employees will be treated with respect and decency. Each worker has the privilege to work in a climate that advances equivalent business openings and boycotts unlawful unfair activities, like provocation/harassment. As a result, combating harassment and discrimination requires that all office connections be professional and free of explicit bias, prejudice, and harassment. Sakel, M., & Mackenzie, R. (2013).
Preventing harassment and discrimination will design such a policy to ensure that all healthcare personnel can work in an atmosphere free of unlawful harassment, discrimination, and retaliation. Such a healthcare institution will make every reasonable effort to ensure that all parties involved are aware of these principles and that any complaint that violates them will be investigated and promptly resolved.
References
Sakel, M., & Mackenzie, R. (2013). Ethics of devolving responsibilities from
clinicians to families. How to maximize your research potential.
British Journal of Neuroscience Nursing.
Solvik, E., & Struksnes, S. (2018). Training Nursing Skills: A Quantitative
Study of Nursing Students’ Experiences before and after Clinical Practice.
Nursing Research and Practice.
Messing K and Östlin P. (2006). Gender equality, work, and health. A review evidence
of the work place discrimination. Geneva, World Health Organization.
WHO; (2013). Implementing comprehensive HIV/STI programs with sex workers.
Practical approaches from collaborative interventions. Geneva convention.
Source: http://www.who.int/hiv/pub/sti/sex_worker_implementation/en/
UNAIDS; (2009). Committee on Economic, Social, and Cultural Rights. Preventing
Workplace Harassment and Discrimination. Non-discrimination in Economic,
Social and Cultural Rights Article 2, E/C.12/ GC/20.
