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Culturally competent care Are we there yet?

doi: 10.1097/01.NUMA.0000413716.54930.9c
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INSTRUCTIONS Culturally competent care: Are we there yet?


  • To take the test online, go to our secure website at
  • On the print form, record your answers in the test answer section of the CE enrollment form on page 40. Each question has only one correct answer. You may make copies of these forms.
  • Complete the registration information and course evaluation. Mail the completed form and registration fee of $17.95 to: Lippincott Williams & Wilkins, CE Group, 2710 Yorktowne Blvd., Brick, NJ 08723. We will mail your certificate in 4 to 6 weeks. For faster service, include a fax number and we will fax your certificate within 2 business days of receiving your enrollment form.
  • You will receive your CE certificate of earned contact hours and an answer key to review your results. There is no minimum passing grade.
  • Registration deadline is April 30, 2014.
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Culturally competent care: Are we there yet?

GENERAL PURPOSE: To provide the professional registered nurse with an overview of cultural competency in healthcare. LEARNING OBJECTIVES:After reading this article and taking this test you should be able to: 1. Define cultural competency and identify factors influencing cultural disparities. 2. Describe how to perform a cultural assessment using models of cultural competency. 3. Identify ways of improving cultural competence in healthcare.

  1. Cultural competency between providers and patients is best defined as
    1. having an understanding that cultural differences exist in diverse patient populations.
    2. the ability to provide optimal medical outcomes in different cultural settings.
    3. having specific cognitive/affective skills essential for culturally relevant relationships.
    4. the ability of providers of various ethnic backgrounds to communicate with patients.
  2. Cultural competency can be best learned by
    1. completing a course and taking a test.
    2. providing care in targeted ethnic neighborhoods.
    3. continuous knowledge building and self-evaluation.
    4. informational courses offered by an institution specific to its population.
  3. To pursue cultural competency, it's important to first
    1. ensure that your institution is amenable to change.
    2. understand your motivation, purpose, and goals.
    3. determine an appropriate time frame for meeting this goal.
    4. obtain the skills and then assess how they can improve healthcare outcomes.
  4. “Healthcare disparities” referred to by the author are best described as
    1. inequalities in healthcare access, quality, and/or outcomes between groups.
    2. language differences that cause communication problems with patients.
    3. socioeconomic dissimilarities between patients.
    4. the comparative ability of providers to achieve favorable outcomes.
  5. Healthcare disparities may be due to all of the following differences except
    1. care-seeking behaviors.
    2. linguistic barriers.
    3. insurance status.
    4. diagnosis.
  6. In her list of factors influencing healthcare disparities, the author includes
    1. geographic origin.
    2. biological factors.
    3. size of the hospital.
    4. ratio of healthcare providers to patient population.
  7. Which of the following statements about healthcare disparities is accurate?
    1. Hispanics are more than 3.5 times likely to have AIDS than non-Hispanic Whites.
    2. Hispanic children have the highest rate of hospitalization for asthma.
    3. White adults are 50% more likely than Asians to lack pneumonia immunization.
    4. Asians and Hispanics have a higher rate of death from cancer than Blacks.
  8. The model, Process of Cultural Competence in the Delivery of Healthcare Services, contains questions intended to
    1. evaluate an organization's cultural competence.
    2. improve provision of care to underserved populations.
    3. help nurses determine their own cultural competency.
    4. uncover the cultural preferences of patients.
  9. Acculturation describes the ability of an individual to
    1. adapt or modify one's own culture and integrate into another society.
    2. identify and understand the constructs of society.
    3. pass his or her cultural traditions on to successive generations.
    4. preserve one's traditional rituals and customs in a multicultural society.
  10. Cultural competency models
    1. have a universally accepted definition for cultural competency.
    2. have evidence-based support for use of some models over others.
    3. have provided clear pathways toward cultural competency.
    4. sometimes overemphasize race and ethnicity.
  11. The author explains that nurses of color
    1. excel at cultural competency due to personal experiences.
    2. may disengage from cultural competency initiatives when racial diversity is emphasized.
    3. already have diversity experience and can forgo competency training.
    4. best understand that race is the key factor in cultural competency.
  12. Which ethnic group has the highest rate of uninsured people in the United States?
    1. Blacks
    2. Hispanics
    3. non-Hispanic Whites
    4. Asians
  13. Which dimension isn't part of Giger and Davidhizar's Transcultural Assessment Model?
    1. communication
    2. environmental control
    3. education
    4. space
  14. An important aspect for organizations in providing culturally-sensitive care is to
    1. identify institutional barriers within the organization.
    2. hire staff in proportion of the diversity in the community.
    3. have competent language interpreters in the building at all times.
    4. establish satellite facilities in ethnic neighborhoods.
  15. Achieving the goal of cultural competence should always be linked to
    1. patient feedback.
    2. ongoing cultural sensitivity training.
    3. your cultural diversity experience.
    4. patient-care outcomes.


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