This paper examines the implications of racial diversity for the self-perceived
communication effectiveness of nursing care teams. An RN leads the
nursing care team (NCT) and delivers care in collaboration with two
or more nonlicensed caregivers. Overlap is intentionally designed
into the roles of NCT members and the range of duties the team performs
is generally expanded to include functions previously performed by
personnel from centralized departments. NCTs are highly reliant on
mutual respect and effective communication among team members. Team
conflict and miscommunication can be exacerbated by the strong correlation
between role on the nursing care team (NCT) and race. Verbatim transcripts
of fourteen focus groups from two study hospitals were used to develop
a grounded theory of the role that race plays in the self-perceived
communication effectiveness of nursing care teams. Two themes that
emerged from the focus group discussions constitute the overarching
framework within which racially diverse team members evaluate team
communication effectiveness: different perspectives and alternative
realities. Three additional themes, social isolation, selective perception
and stereotypes, that serve as reinforcing factors were also identified,
i.e., these factors deepen the conflict and dissatisfaction with
team communication that occurs as a natural consequence of the overarching
framework of different perspectives and alternative realities. Leadership
emerged as a powerful mitigating factor in the model of how race
influences the self-perceived communication effectiveness of nursing
care teams. Leaders who can transcend racial identity as evidenced
by the ability to validate alternative realities and appreciate different
perspectives appear to moderate the potential negative effects of
racial diversity on team communication processes and strengthen the
positive aspects of diversity.
:C\:\\Dokumente und Einstellungen\\Rexlala\\Desktop\\Diversity\Łiteratur\\All\\Dreachslin_Hunt_Sprainer_2000_Workforce_diversityd_Implications_for_the_effectiveness_of_health_care_delivery_teams.pdf:PDF
%0 Journal Article
%1 dreachslin2000
%A Dreachslin, Janice L.
%A Hunt, Portia L.
%A Sprainer, Elaine
%D 2000
%J Social Science & Medicine
%K Communication Nursing Racial Self-directed care diversity teams work
%N 10
%P 1403-1414
%T Workforce diversity: implications for the effectiveness of health
care delivery teams
%V 50
%X This paper examines the implications of racial diversity for the self-perceived
communication effectiveness of nursing care teams. An RN leads the
nursing care team (NCT) and delivers care in collaboration with two
or more nonlicensed caregivers. Overlap is intentionally designed
into the roles of NCT members and the range of duties the team performs
is generally expanded to include functions previously performed by
personnel from centralized departments. NCTs are highly reliant on
mutual respect and effective communication among team members. Team
conflict and miscommunication can be exacerbated by the strong correlation
between role on the nursing care team (NCT) and race. Verbatim transcripts
of fourteen focus groups from two study hospitals were used to develop
a grounded theory of the role that race plays in the self-perceived
communication effectiveness of nursing care teams. Two themes that
emerged from the focus group discussions constitute the overarching
framework within which racially diverse team members evaluate team
communication effectiveness: different perspectives and alternative
realities. Three additional themes, social isolation, selective perception
and stereotypes, that serve as reinforcing factors were also identified,
i.e., these factors deepen the conflict and dissatisfaction with
team communication that occurs as a natural consequence of the overarching
framework of different perspectives and alternative realities. Leadership
emerged as a powerful mitigating factor in the model of how race
influences the self-perceived communication effectiveness of nursing
care teams. Leaders who can transcend racial identity as evidenced
by the ability to validate alternative realities and appreciate different
perspectives appear to moderate the potential negative effects of
racial diversity on team communication processes and strengthen the
positive aspects of diversity.
@article{dreachslin2000,
abstract = {This paper examines the implications of racial diversity for the self-perceived
communication effectiveness of nursing care teams. An RN leads the
nursing care team (NCT) and delivers care in collaboration with two
or more nonlicensed caregivers. Overlap is intentionally designed
into the roles of NCT members and the range of duties the team performs
is generally expanded to include functions previously performed by
personnel from centralized departments. NCTs are highly reliant on
mutual respect and effective communication among team members. Team
conflict and miscommunication can be exacerbated by the strong correlation
between role on the nursing care team (NCT) and race. Verbatim transcripts
of fourteen focus groups from two study hospitals were used to develop
a grounded theory of the role that race plays in the self-perceived
communication effectiveness of nursing care teams. Two themes that
emerged from the focus group discussions constitute the overarching
framework within which racially diverse team members evaluate team
communication effectiveness: different perspectives and alternative
realities. Three additional themes, social isolation, selective perception
and stereotypes, that serve as reinforcing factors were also identified,
i.e., these factors deepen the conflict and dissatisfaction with
team communication that occurs as a natural consequence of the overarching
framework of different perspectives and alternative realities. Leadership
emerged as a powerful mitigating factor in the model of how race
influences the self-perceived communication effectiveness of nursing
care teams. Leaders who can transcend racial identity as evidenced
by the ability to validate alternative realities and appreciate different
perspectives appear to moderate the potential negative effects of
racial diversity on team communication processes and strengthen the
positive aspects of diversity.},
added-at = {2008-07-22T09:47:46.000+0200},
author = {Dreachslin, Janice L. and Hunt, Portia L. and Sprainer, Elaine},
biburl = {https://www.bibsonomy.org/bibtex/2b2da3549682b37188efc6bf852368a23/group_performance},
description = {Literatur Regula},
file = {:C\:\\Dokumente und Einstellungen\\Rexlala\\Desktop\\Diversity\\Literatur\\All\\Dreachslin_Hunt_Sprainer_2000_Workforce_diversityd_Implications_for_the_effectiveness_of_health_care_delivery_teams.pdf:PDF},
interhash = {5ba566989b06412fe3a31846a5b95dcf},
intrahash = {b2da3549682b37188efc6bf852368a23},
journal = {Social Science \& Medicine},
keywords = {Communication Nursing Racial Self-directed care diversity teams work},
language = {english},
number = 10,
pages = {1403-1414},
timestamp = {2008-07-22T09:47:51.000+0200},
title = {Workforce diversity: implications for the effectiveness of health
care delivery teams},
volume = 50,
year = 2000
}