Diversity & the Nurse Manager

This research reviews the impact of cultural and educational diversity on the role of the nurse manager. Such diversity affects the role of the nurse manager within the contexts of both organizational human resource management, where diversity characterizes the nursing staff, and the management of patient care, wherein diversity characterizes both nurse and patient populations. The focus of this current research is on the organizational human resource management context of the role of the nurse manager.

Within the context of organizational human resource management, the cultural and educational diversity of a nursing staff can affect several responsibilities of the nurse manager. These responsibilities, all associated with human resource management, include human resource development, organizational communication, and personnel performance appraisal (Swanburg, 1996).

While the United States has long been considered to be a nation of immigrants, the bulk of the newcomers during most of the nation's history were from the various European cultures with which their predecessors also identified. Beginning in the 1960s, however, the proportion of Europeans among immigrants to the United States has decreased steadily, while the proportion of immigrants from other regions of the world have steadily increased (Sabatino, 1993, pp. 23-26). Thus, an ever increasing number of ethnic communities have

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in a group can be the source of within-group conflict (Larkey, 1996, pp. 463-491). Violation of such values by a group member can cause a high-level of dissatisfaction with that member by the other group members. Values are the basis of group judgments concerning appropriate behaviors for group members. Group judgments tend to be more extreme than the judgments of individual group members. Two alternative explanations for this phenomenon have developed. The social comparison explanation holds that group members alter their initial opinions to be consistent with the revealed group norm. Alternatively, the persuasive arguments explanation posits that group members modify their initial opinions based on the number of non-redundant arguments presented during group discussions. The likelihood is that each of the arguments partially explains the phenomenon. Within-group conflict is managed through are variety of activities (Nemetz & Christensen, 1996, pp. 434-462). One means of eliminating within-group conflict is through the externalization of aggression, anger, and dissatisfaction through the process of scapegoating. Group members tend to unconsciously displace unexpressed negative emotions onto other groups to reduce feelin
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Some common words found in the essay are:
Nemetz Christensen, NURSE MANAGER, Milliken Martins, Laschinger Shamian, Dufort Maheux, Management Review, Muller Haase, Schwartz Sullivan, within-group conflict, Nursing Administration, 1996 pp, Martins L, nurse manager, larkey 1996, cultural diversity, nurse managers, human resource, larkey 1996 pp, 1996 pp 463-491, christensen 1996, pp 463-491, nemetz christensen, nemetz christensen 1996, organizational human resource, 1996 pp 434-462,
Approximate Word count = 1656
Approximate Pages = 7 (250 words per page)

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