NCM 120
be required
Decent work
- the international labour organization (ilo)
defines decent work as “productive work for
women and men in conditions of freedom,
equity, security and human dignity”.
Decent work
Goal 8 of the 2030 agenda, formulated during
the UN general assembly in september 2015
Sustainable development goals
Four pillars of decent work
1.) Employment creation
- no one should be barred from their desired
work due to lack of employment opportunities
2.) Social protection
- safe working conditions, adequate free time
and rest, access to benefits
3.) Rights at work
- right to just and favourable conditions, days
off, 8-hour days, non-discrimination and living
wages
4.) Social dialogue
- workplace democracy
Nature and Conditions of employment
Nature of employment
- the type of work that is assigned to the
employee
- can refer to the daily basic tasks carried out as
part of a job
- can refer to other non-routine tasks that may
Levels of employment
- refers to the quality of performance, relative
to other’s jobs of a similar nature
- related to level of employment
- may be graded objectively
Conditions of Employment
- rules, procedures, or stipulations that
employees must abide by as part of their
contract
- Labor code of the Philippines, book iii-
conditions of employment, book v- title vi-
unfair labor practices
Types of employment in the Philippines
1.) Regular or Permanent employment
- when an employee performs activities that are
usually necessary or desirable in the usual
business or trade of the employer
-has stability of tenure
2.) Term or fixed employment
- when the employee renders service for a
definite period of time and the employment
contract must be terminated after such period
expires
- determined by the commencement and
termination of the employment relationship
fixed-term employment is highly regulated and
is subject to the following criteria:
- be voluntarily and knowingly agreed upon by
the parties without any force, duress or
improper pressure being brought to bear upon
the employee and absent any vices of consent;
or
- it satisfactorily appears that the employer and
the employee dealt with each other on more or
less equal terms with no dominance exercised
by the former over the latter
3.) Project employment
- when an employee is hired for a specific
project or undertaking and the employment
duration is specified by the scope of work and/
or length of the project
4.) Seasonal employment
5.) Casual employment
- when an employee performs work that is not
usually necessary or primarily related to the
employer’s business or trade
- if the employee has rendered service for at
least 1 year in the same company, whether the
casual employment is continuous or not, they
shall be considered a regular employee with
respect to the activity they are employed and
will continue rendering service while such
activity exists
6.) Probationary employment
- when the employee, upon his engagement is
made to undergo a trial period where the
employee determines his fitness to qualify for
regular employment, based on reasonable
standards made known to him at the time of
engagement
TRANSCULTURAL NURSING
- study and practice within nursing that focuses
on people’s culturally based beliefs, attitudes,
values, behaviors, and practices related to
heath, illness, healing, and human caring
- it is also called ad Cross-cultural nursing,
Intercultural nursing, and Multicultural nursing
Goals of transcultural nursing
- to develop a scientific and humanistic body of
knowledge in order to provide culture-specific
and culture-universal nursing care practices for
individuals, families, groups, communities, and
institutions of similar and diverse cultures
Culture-specific
- particular values, beliefs, and patterns of
behavior that tend to be special or unique to a
group and that do not tend to be shared with
members of other cultures
Culture-universal
- commonly shared values, norms of behavior,
and life patterns that are similarly held among
cultures about human behavior and lifestyles
Definition of terms:
 Anthropology
- an academic discipline that is concerned with
the scientific study of humans, past and present
 Cultures
- learned, shared, and transmitted values,
beliefs, norms, and lifeways of a particular
group of people that guide thinking, decisions,
and actions in a patterned way
 Subculture
- refers to group that have values and norms
that are distinct from those held by the majority
within a wider society
 Ethnicity
- the perception of one-self and a sense of
belonging a particular ethnic group or groups
 Race
- a group of people who share such genetically
transmitted traits as skin color, hair, texture,
and eye shape or color
Madeleine Leininger
- is a nursing theorist who developed the
transcultural nursing theory or culture care
nursing theory
Culture care theory of diversity and universality
- Leininger defined TCN as “a substantive area
of study and practice focused on comparative
cultural care (caring) values, beliefs, and
practices of individuals or groups of similar or
different cultures to provide culture-specific and
universal nursing care practices in promoting
health or well-being or to help people to face
unfavorable human conditions, illness, or death
in culturally meaningful ways.”
- involves learning and understanding various
cultures regarding nursing and health-illness
caring practices, beliefs, and values to
implement significant and efficient nursing care
services to people according to their cultural
values and health-illness context
- it focuses on the fact that various cultures
have different and unique caring behaviors and
different health and illness values, beliefs, and
patterns of behaviors
Leininger cites 8 factors that influenced her to
establish TCN
1.) Increase in the migration of people
worldwide
2.) Rise in multicultural identities
3.) Increase in technologies
4.) Global cultural conflicts
5.) Increase of global employment
6.) Increase of legal cases caused by cultural
conflict
7.) Rise in awareness of gender issues
8.) Increased demand for community- and
culturally based health care services in
diverse environmental contexts
Leininger’s sunrise model
Andrews/Boyle Transcultural Interprofessional
Practice (TIP) Model
Goals of the Andrews/Boyle Transcultural
Interprofessional Practice (TIP) Model
- to provide a patient- or client- centered
systematic, logical, orderly, scientific process for
delivering safe, culturally congruent and
competent, affordable, accessible, evidenced-
based, and quality care for people from diverse
backgrounds across the life span
Key component of the Andrews/Boyle
Transcultural Interprofessional Practice (TIP)
Model
- the context from which people’s health-
related values, attitudes, beliefs, and practices
emerge; the interprofessional health care team;
effective verbal and nonverbal communication
among all team members; and a five-step
systematic, scientific problem-solving process-
assessment, mutual goal setting, and planning,
implementing, and evaluating the effectiveness
of therapeutic interventions and care. The
model is applicable wherever nurses practice,
teach, learn, read, consult, and conduct
research domestically and globally
The transcultural assessment model: six
dimensions by giger and davidhizar
1.) Communication
- adopts the entire world of human interaction
and behavior
- establishes a sense of commonality with
others and permits the sharing of information,
messages in the form of ideas and feelings
2.) Space
- refers to distance and intimacy techniques
utilized when relating verbally or nonverbally to
others
3.) Social organization
- refers to the manner in which a cultural group
organizes itself around the family group
4.) Time
- very important aspect of interpersonal
communication
- cultural groups can be past, present, or future
oriented. Those individuals who focus on the
past, attempt to provide tradition and have little
motivation for formulating future goals
- “Is the past, present, or future most important
to me?”
- “how does my view of time reflect in my
personal health choices?
5.) Environmental control
- refers to the ability of the person to control
nature and to plan and direct factors in the
environment that affect them

6.) Biological variations

- biological differences, especially genetic

variations, growth and developmental patterns,
body systems, racial anatomical characteristics,
skin and hair physiology, disease prevalence,
and resistance to disease

Cultural competency

- the ability of systems to provide care to

patients with diverse values, beliefs and
behaviors, including the tailoring of health care
delivery to meet patient’s social, cultural, and
linguistic needs

Recommendations for improving cultural

competency in health care organizations:

 Collect race, ethnicity and language

preference (REAL) data
 Identify and report disparities
 Provide culturally and linguistically
competent care
 Develop culturally competent disease
management programs
 Increase diversity and minority workface
pipelines
 Involve the community
 Make cultural competency an institutional
priority