HUMAN RESOURCE MANAGEMENT HIM 4306 Fall 2023 ASSIGNMENT # 8: Diversity Issues & Disability Accommodations (Based on AHIMA Case Studies 614-16 & 6.52, Taxonomy levels 5 & 6) CAHIIM Domain Competency: VI. 6.: Examine behaviors that embrace cultural diversity. (Taxonomy level 4) Instructions: 1. Read and analyze the scenario below. 2. Review the references listed in order to address the scenario. 3. You may use this document to write your responses in the designated spaces. 4. Please change font style or color to distinguish your response from the questions. 5. Explain & elaborate in your own words i but no \"uff\". 6. Submit to the specied Canvas portal by the assigned due date/time. Scenario A: Michael is an HIM director at a local hospital in West Virginia. Michael recently ran reports on patient admissions by ethnicity and discovered that over the past three years, the Hispanic population has increased from 3 percent to 18 percent. When looking at patient satisfaction scores from that population, he noticed that the scores are much lower than normal. 1. Theorize what could be causing the low patient satisfaction scores from a cultural diversity standpoint. 2. Propose at least four measures the facility could implement that would foster cultural diversity. 3. Elaborate on at least three reasons why embracing cultural diversity would benet the organization. Scenario B: Margie is part of the human resources department at Oak Ridge Memorial Hospital and is currently reviewing applications for the open outpatient coding position. She has several candidates that meet all the qualications and one nal application for review. That individual has the most experience, 15 years as an outpatient coder at another facility, but has been out of work for two years. Margie calls her to set up an interview and, in the process, finds out that she is blind. There was an accident two years that took her eyesight completely. Once Margie hears that she cancels the interview. 1. Is Margie's action appropriate or inappropriate based on the Americans with Disabilities Act (ADA)? 2. Are Margie's actions acceptable under the ADA if the applicant had reduced visibility rather than total blindness? Scenario C: A 60-year-old woman has just been hired as the HIM director at an organization where a majority of her staff is in their early 203, with many of them being recent graduates. Assess the cultural diversity that you would expect to be evident in the department and the potential challenges that the director might face. Scenario D: Carly, the coding supervisor at Beechwood Memorial Hospital, is in the process of hiring a new outpatient coder to join the team of four that are already on staff. She has been trying to ll the position for several months without success. This has caused the outpatient discharged not nal billed (DNF B) to climb signicantly and there is pressure to hire someone soon. The new coder will train in-house for three to six months before transitioning to work from home. The current work process, in addition to coding, includes telephone attendance at weekly \"huddlcs\" to discuss immediate coding, departmental, or organizational issues that arise. Also, coders are required to be on site to attend quarterly coding meetings, and monthly coding education sessions. Today, Carly has received an outstanding resume for an experienced outpatient coder. The candidate has previous experience with both the information system and the encoder that the hospital uses, so training should be able to be expedited. Carly's concern, however, is that the applicant is deaf. She recognizes that this will require accommodations and is unsure how the staff will react to interacting with a colleague with such a disability. 1. Assess the accommodations that may need to be implemented if a deaf coder is hired. 2. What steps might Carly take to promote diversity if she hires this applicant