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Impact of Culture In The Profession of Nursing

University: University of Bolton

  • Unit No: 4
  • Level: Post Graduate/University
  • Pages: 4 / Words 1113
  • Paper Type: Assignment
  • Course Code: NUR1202
  • Downloads: 296
Question :

 This assessment will cover the following questions:

  1. Examine the impact of culture in the profession of nursing.
  2. What are the differences and similarities between the common people and health professionals.
  3. Identify the theory which helps to establish and create the positive culture where nurse is free to work easily,
  4. How cultural competent practice is required to health professionals to deal with sensitive health issues.
Answer :


Culture is the set of beliefs, thought process, attitudes of the employees working in an professional environment. Main aim of this project report is to build an understanding about impact of culture on professional practice of nursing (Hoeve, Jansen and Roodbol, 2014). In this project report, definitions and descriptions of different cultures are analysed. Cultural awareness, sensitivity and competence is also analysed in this report by considering language and communication as major impact of culture.


Nursing is a professional practice which is related with heath care industry. Nursing practice involves advocacy for the rights and individual patient and their family. The concept of culture states that every organisation has its own unique personality which reflects working structure, beliefs and attitudes of their employees. In the field of nursing, in order to ascertain the impact of culture it is important to analyse concepts of culture and professionalism. The concept of professionalism, states that in a working environment, every employee or nurse should follow all the professional code of conduct. Culturally responsive and culturally competent practice are two methods which enables employees such as nurses to adapt environment of an organisation. Culturally responsive is an ability to respond positively to all changes and cultural developments in an organisation. Nursing is a practice in which cultural competence is high requires as it enables nurses and other staff to work effectively with people from variety of ethnic, cultural, political, economic and religious backgrounds (Moon, 2013).

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The main issue which is faced by nurses and other employees in a health care organisation due to culture is language barrier. Due to variety of languages used in a working environment, problem of communication occurs. Culture of a working environment is related with communities of people and group of health professionals. Culture of both of these parties are similar as well as different in some manner. These differences impacts professional practice of nursing. Similarities in the culture of people of communities and group of health professionals is that both of them are linked with sole service that is healthcare. Professionals are engaged in providing healthcare services which are received by community people. Besides this similarity, there are various differences in the culture of people of communities and group of professionals. The main difference is professionalism; nurses, doctors and other staff of the hospital or any other health care organisation has given proper training due to which it is easy for them to act and behave professional but for community people it is hard to follow professional codes as they are slightly aware or unaware about them. Another difference between these two groups is communication barrier. Group of health professionals such as nurses are generally high educated and they use to communicate in medical language using pharma terms which are hard to be understood by general public, patients and their families. Along with these two important differences, there are few other differences too such as demographic variations, language barriers and many more.

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There are various types of cultures which are usually adopted in an organisation. Nurses must be trained in order to educate them about working in caning cultures of an organisation. Clan culture is the most typical culture adopted by various health care organisations in which a friendly environment is developed in organisation premises in order to serve a comfortable environment to patients and their families. Another culture normally adapted is advocacy culture in which a dynamic and creative working environment is developed ion order to increase the efficiency of nurses and their satisfaction (Reeves and et. al., 2013.). Market culture is also an organisational culture which emphasize on effective results and finishing work at stimulate time. The last culture is hierarchy culture which enables a hospital or health care organisation to maintain a structured work environment. For example: organisations which has adapted this type of culture, their structure is based on hierarchy. Doctors and top surgeons are considered as top level staff, nurses are considered as middle level staff and ward boys and helpers are considered as lower level staff.

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Nurses working in an healthcare organisation should learn to adapt these cultures which can increase their productivity and can help them in giving effective services to patients. Theory which helps in develop and maintain cultures is integrative communication model theory. This model enables an organisation of healthcare to communicate with their employees and develop a kind of culture which is better for all employees. Another theory which helps nurses to adapt variety of cultures is cross culture theory. According to this theory nurses and other employees are given training about how to adapt different cultures.

While I was working with a health care organisation, I faced various cultural differences due to which several problems in communication occurred. I was working as a nurse in a hospital where patients of various caste, ethnicity and religion use to come for their treatment. In order to increase the productivity of their staff, administration of our organisation decided to provide training sessions (Yoder-Wise, 2014). Under these sessions we were made aware about how to manage all cultural differences. Sensitivity and competence are other two concepts which helps nurses and other staff to resolve their issue of cultural differences.

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From the above essay it has been concluded that culture is the biggest issue which is faced by nurses and other staff of a health care organisation. In this essay various concepts and theories are used from it has been analysed that cultural differences can be rectified if the correct theories are used. Training should be given to nurses and other employees in order to aware them about situations of a company and their cultural changes.


  • Hoeve, Y. T., Jansen, G. and Roodbol, P., 2014. The nursing profession: public image, self‐concept and professional identity. A discussion paper. Journal of Advanced Nursing. 70(2). pp.295-309.
  • Moon, J. A., 2013. Reflection in learning and professional development: Theory and practice. Routledge.
  • Reeves, S., et. al., 2013. Interprofessional education: Effects on professional practice and healthcare outcomes. Cochrane Database of systematic reviews, (3).
  • Yoder-Wise, P. S., 2014. Leading and managing in nursing-E-Book. Elsevier Health Sciences.
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