Developing Cultural Competence in Nursing

Developing Cultural Competence in Nursing Christopher Mason Cultural Interview with Patrick de Mendoza The culture in which we are raised greatly influences our attitudes, beliefs, values, and behaviors. Our families taught us how to believe about and treat people who were different than we are. In order to provide sensitive and effective care to persons from cultures that are different from our own, two things must occur: An awareness of one’s own cultural values and beliefs and a recognition of how they influence our attitudes and behaviors. An understanding of the cultural beliefs and values of others and how they are influenced by them (Wintz Cooper, 2009, p. 7). I interviewed Patrick de Mendoza, a 37 year old Mexican-American male. My intentions in conducting this interview were to learn more about how a person from the Hispanic heritage experiences health care in the United States compared to someone of the Caucasian background. Patrick and I are close friends with similar interests. I never saw him as Hispanic, only as American. I never considered us to be very different. The fact is, he is of Mexican and Spanish decent and I am of European and Native American decent. While we have similar ideas on our outlooks to the future, there are differences in the way we were raised and the views we were taught to believe. This article will compare and contrast our views of and encounters with healthcare. When asked about how closely he identified with his ethnic background, he stated, â€Å"90% of my friends are Mexican, as in either 1st or 2nd generation Mexican-American. There is an importance placed on how far away generationally we are from having lived in Mexico. First generation means both parents are full-blooded Mexican. I am 2nd generation.† (P. de Mendoza, personal communication, February 20, 2014) Even though Patrick has been raised in the U.S., his upbringing was based on Mexican traditions. In his home English and Spanish are spoken. He doesn’t speak Spanish fluently and is more comfortable speaking English. He says regarding personal space and dialogue, â€Å"there is very small personal space and dialogue can go to the male or female. However, you have to jump in and speak if you want to be heard. Typically the Spanish dialogue is very energetic.† (P. de Mendoza, personal communication, February 20, 2014) As a Hispanic, Patrick was raised Roman Cat holic. He was taught to not only respect his elders, but to pitch in and help wherever he could to help his family and community. When asked what his culture believed about health, Patrick said that most Mexicans in the United States get what they need when they are sick by crossing the border back to their family or physicians their family knows and uses in Mexico. â€Å"I have a jaded opinion of the American healthcare system knowing that I can get the drugs or treatment I need faster and cheaper in Mexico.† (P. de Mendoza, personal communication, February 20, 2014) Patrick says, â€Å"I personally have a bias against the old school white male clinician that I am likely to see during a doctor visit. It is more textbook question after question and less inviting.† (P. de Mendoza, personal communication, February 20, 2014) Having said that, he did explain that in Mexico you a more likely to see a physician who is more involved and interested in what will make you feel b etter. Funny enough, Patrick laughed and said, â€Å"That’s real too!† (P. de Mendoza, personal communication, February 20, 2014) When I asked Patrick if he would prefer to have a physician from his culture, he said, he would probably be more open with someone from his culture. However, if not, he would hope to see a qualified physician to whom he could relate. On a more positive note, Patrick told me that in the Latin culture mental illness such as schizophrenia and Down syndrome are not looked down upon but instead are accepted by the family and the community. â€Å"You come together as a community to provide whatever they need and to offer support for not just the mentally ill but also for the physically ill, grieving, and the indigent.† (P. de Mendoza, personal communication, February 20, 2014) I asked Patrick what role his culture and religion played in his up-bringing. In a very earnest response, he replied, â€Å"I think in Mexican heritage we really val ue family life.† (P. de Mendoza, personal communication, February 20, 2014) Society did not dictate how he was disciplined even though the Mexican population is Roman Catholic as a culture. When I asked him about his own health, he replied that he becomes quite overwhelmed with the stress of being a pre-school teacher. He added, how a person carries their stress determines how healthy or sickly they may be. Patrick felt he could be healthier and that he could better his own situation using diet, exercise, and stress management. In 2003, the Institute of Medicine recognized that an increasing number of studies focusing on disparities in healthcare validated the view of racial and ethnic minorities as credible assessments. For example the biased views often held by Mexican-Americans toward their physician have a true influence on the patient as well as the physician. While the patient questions competency and may disrespect the physician because he is culturally different and not of the same ethnicity, conversely the physician’s perspective is often influenced by the patient’s avoidance of treatment and difficulty in communication (Blendon et al., 2007). In my interview with Patrick he reinforced this point by saying, â€Å"The relationship you have with a physician or nurse determines the types of questions they are free to ask and how freely you will answer them.† (P. de Mendoza, personal communication, February 20, 2014) Very personal questions, sexual in nature or concerning abortion are purposefully not answered if a patient assesses the physician as not caring or trust worthy. Trying to get answers out of him as a patient would be very taxing for a physician with whom he felt no bond or trust, even to the detriment of his health. Latin heritage is structured with a religious upbringing of Roman Catholicism that deters conversations concerning contraception and abortion. Abortion is a religious belief not a physician’s advice or a recommendation of a healthcare practitioner. A first visit is very different and although Patrick says he would probably be very reserved, he would give that physician the opportunity to build a trusting relationship. With his healthcare experiences at Kaiser Permanente, in particular, he has had no continuity of care and has received most of his treatment from nurses and nurse practitioners. Exasperated, Patrick commented, â€Å"I am likely to see a physician for about 5 seconds, if at all.† (P. de Mendoza, personal com munication, February 20, 2014) Again he repeated, â€Å"†¦ and that’s real too!† (P. de Mendoza, personal communication, February 20, 2014) Contrary to most Mexican-Americans, Non-Hispanic whites in the United States are in some ways more compelled by logic than culture when sick and dealing with healthcare. As far back in time as I can remember, if I became ill my mother either called the doctor or took me to the doctor’s office for a visit. I believe in western medicine, but my physician spoke the same language I did and I had health insurance that helped to pay for services. Rationally, it makes sense to go to the person who has the knowledge to solve the problem you are having. If you are having car trouble you go to the auto-mechanic. If you are having issues with your roof leaking, you call the roofer. If you are having complications within your body, you call the person who knows the most about the human body. Traditionally, for Caucasians in America whose grandparents’ grandparents were U.S. settlers, that person is a physician. Whether for a slight cold or a broken limb, I saw the doctor. I never had any problems getting an appointment because I never really had to have one. I very simply went to the office and signed in. Usually there was somewhat of a wait, but the time was well worth the medical resolution. I saw the same physician my father always had. When he retired his son took over his practice and he is still my physician today. â€Å"Since our hospitals were built by European Americans for European Americans, their values such as autonomy, independence, and privacy prevail in our institutions. Patients who have immigrated†¦ often value the family over the individual or view the male head of household as the decision maker for the patient† (Galanti, 2001). The hospital staff maintains that patients should want to gain their independence as a part of a healthy outcome (Galanti, 2001). Health outcomes are certainly affected by socio-economic advantage and cultural non-minorities benefit from higher rates of employment, acquisition of insurance, as well as choice and quality of health services. Mental health is another area where Mexican-Americans and Non-Hispanic whites differ. Both populations seem to have contrasting ideas about the causation of psychiatric illness which affect the roles family members play in treatment and recovery. The Hispanic culture is accepting of the person regardless of the ailment. The Mexican perspective accepts and expresses less blame, embarrassment and stigmatization than what I have personally witnessed in my own culture. I had an uncle who was an alcoholic. In the community and in the family people expressed a common feeling of disgust for him. My brothers and I were always told, â€Å"Stay away from Paul, he drinks too much.† Whether a genetic disorder such as Down syndrome or complication from drug use during pregnancy, the child is accepted with open arms and warmth. Patrick proudly stated, â€Å"The family and community comes together as one to pitch in and help those who suffer from perhaps schizophrenia or alcoholism. It is a cultural fundament to actively participate and help.† (P. de Mendoza, personal communication, February 20, 2014) Patrick’s mother suffers from schizophrenia. He says, â€Å"Every one of all ages is expected to chip in and make sure the person suffering is not left behind to suffer alone.† (P. de Mendoza, personal communication, February 20, 2014) Patrick continued with high spirits telling me that Latin America is very conversational rather than a more reserved culture where some things are not discussed. â€Å"There is a comfort in everyone chiming in; no one is labeled or shunned because they share a different opinion from the rest of the group. We are an open forum.† (P. de Mendoza, personal communication, February 20, 2014) Culture and ethnicity create a unique pattern of beliefs and perceptions as to what â€Å"health† or â€Å"illness† actually mean. In turn, this pattern of beliefs influences how symptoms are recognized, to what they are attributed and how they are interpreted, and effects how and when health services are sought. (Anderson, Scrimshaw, Fullilove, Fielding, Normand, 2003, p. 68) Utilization or lack thereof is not always due to an absence of medical facilities or health insurance. Sometimes there isn’t a language barrier that keeps someone from having a conversation with a healthcare practitioner. Even as there is a growing population of medical professionals of the Hispanic ethnicity as well as other minorities, generally most Mexican-Americans expect their primary practitioner to be an older white male. In Patrick’s view, this acts as a deterrent to the United States healthcare system for most Mexican-Americans. While Patrick’s idea of the physician’s ethnicity may inhibit most of his Mexican-American friends; this is an image of a provider that I am used to. As bravado as Patrick’s culture is, for 8 of 9 of his closest friends the head of the family is the grand-ma, abuelita. â€Å"We often take the opinion of our elders, grand-mother or uncle who you know are on your side.† (P. de Mendoza, personal communication, February 20, 2014) At this point Patrick has an HMO. He says, â€Å"Doctors are not advocating for me.† (P. de Mendoza, personal communication, February 20, 2014) If he sought a physician’s advice, the recommendation always comes from family and friends. Longstanding in Mexican culture, many tend to go over the boarder to have procedures performed. Patrick said, â€Å"I don’t know if it is of the same quality as U.S. healthcare, but unless you have a really good job with excellent insurance coverage and a strong bond with your physician, then you trust the people your family go to when they are sick.† (P. de Mendoza, personal communication, February 20, 2014) Shocking to me, he added, â€Å"I have friends that are in the military with great healthcare, but they still go to Mexico to get procedures they need because their families went there.† (P. de Mendoza, personal communication, February 20, 2014) The Clinical Nurse Leader character was formed by the AACN in 2006 to afford headship across all aspects of our health care organization (Shipman, Stanton, Hankins, Odom-Bartel, 2013). Patrick felt that miscommunication and a lack of cultural understanding leads to mistrust. He said, The more you trust a doctor the better relationship you have and the more inclined you are to talk about your personal issues and relationships. When I’m referring to going over the border, I’m speaking of seeing the family doctor. It does say a lot to have a family doctor because you have a history with someone who can identify with your beliefs (P. de Mendoza, personal communication, February 20, 2014). As a Clinical Nurse Leader, we are responsible for advocating for the patient and for fostering communication between patients, their families or care takers and nurses and physicians alike. The involvement of a CNL in patient treatment could soon be as prevalent in health care facilities as physician assistants and nurse practitioners are now. CNLs could put programs in place for retaining and recruiting diverse staff. This would provide a deeper well of knowledge of beliefs and practices from many cultures not just one or two. Another obligation of all practitioners and specifically Nurse Leaders is to ensure that educational materials are available that are culturally and linguistically appropriate for each clients’ cultural history. Our patients should feel as though their Clinical Nurse Leaders have given them the tools to actively be involved in their own health treatment. These are basic cultural competencies that, when implemented, further the cultural riches within he alth facilities already available to diverse communities. A Clinical Nurse Leader, having specific training in cultural awareness, will hopefully creatively lessen communication barriers, facilitate the integration of larger knowledge bases of ethnic health beliefs, as well as better conditions and practices. To provide an equal quality of healthcare to everyone hardly means treating all patients the same. In order to give optimal health care to everyone, all professionals must consider humanity’s many differences, attempt to know each client, and tailor treatment to the individual. We could also work with area providers in sensitivity training helping them to become aware of their beliefs that work to marginalize other ethnicities. (Anderson et al., 2003, p. 72) I hope that these accomplishments and goals toward quality of care are realized in the near future. It is senseless for a country as advanced as the United States is to have such a miraculous body of medical and biologic knowledge, if we fail to use that information to optimize the health situations of all the people that make-up our society. Patrick felt his health was not at its best due to the amount of stress he experiences. He felt his health could be transformed by more positive thinking, setting realistic goals, eating better, and exercising. As Clinical Nurse Leaders, we should be promoting inter-professional team care and embracing not an alternative system, but a complimentary treatment approach to the patient as a whole. References Anderson, L. M., Scrimshaw, S. C., Fullilove, M. T., Fielding, J. .E., Normand, J., (2003). Culturally competent healthcare systems: a systematic review. American journal of preventive medicine, 24(3), 68–79. doi: 10.1016/S0749-3797(02)00657-8 Blendon, R. J., Buhr, T., Cassidy, E. F., Perez, D. J., Hunt, K. A., Fleischfresser, C., . . . Herrmann, M. J. (2007). Disparities In Health: Perspectives Of A Multi-Ethnic, Multi-Racial America. doi: 10.1377/hlthaff.26.5.1437 Galanti, G. A. (2001). The challenge of serving and working with diverse populations in American hospitals. Diversity Factor, 9(3), 21-26. Shipman, S., Stanton, M., Hankins, J., Odom-Bartel, R. (2013). INCORPORATION OF THE CLINICAL NURSE LEADER IN PUBLIC HEALTH PRACTICE. Journal of Professional Nursing, 29(1), 4-10. doi: 10.1016/j.profnurs.2012.04.004

Hayward Healthcare Systems Essay

Mr. Bob Jackson is the new operations manager in Hayward Healthcare Systems. He came in to solve a number of problems with the distribution center including high levels of defects and errors in orders from clients. In just a few weeks after accepting the position, Mr. Jackson discovered that the former manager hired supervisors on the basis of job seniority and friendship. Moreover, many of his employees were convicted felons who disturbed the work environment. Arguments and other issues between employees were solved with physical or verbal abuse; this in part was because background and references were not checked prior to hiring those employees and managers and supervisors failed to fulfill their duty and responsibilities. One day Mr. Jackson was informed about a heated dispute between two of his employees. The tense situation was between a black and a white male for the music that was played in the workplace. Because there was no official company policy in regards to the music that was allowed in the workplace, Mr. Jackson was puzzled on whether or not to penalize the employees and even more important, how he could prevent further similar situations. Summary of Recommendation Before creating a new company policy in regards to unacceptable employee conduct, Mr. Jackson must settle the conflict by disciplining both Mr. Ed Williams and Mr. Buddy Jones. Mr. Jackson must use his power as operations manager and suggest upper level management to suspend these two employees for a short period of time. In addition, both employees should be issued a written warning informing them of immediate termination of their employment upon another confrontation or other unacceptable conduct. Aditionally, Mr. Jackson must recommend company management to create a corporate policy on the music allowed in the worksite. By informing all his employees that all of them should respect this policy or they are going to be disciplined, he can ensure that incidents such as the one of Mr. Williams and Mr. Jones will be less likely to occur in the future. Case Analysis Mr. Bob Jackson is the new operations manager of the distribution center for Hayward Healthcare Systems. This $80 million a year business hired Mr. Jackson for this job in hopes that he solve the problems in the distribution center. Recently, â€Å"the center had experienced a very high level of defects (140 per month) and an unacceptable rate of errors in the orders taken from client hospitals† (O’Rourke, 2013, p. 301), so Mr. Jackson seemed to be the right candidate to correct these issues. Considering that Mr. Jackson had operations experience in the company, top level management felt confident of his capabilities to improve the performance of the distribution center in a fairly short period of time. After a few weeks into his new position, Mr. Jackson discovered that five supervisors hired by his predecessor had been selected for their position on basis of job seniority or personal friendship (O’Rourke, 2013, p. 301). Without any doubt, this caused employee – supervisor relationships to be tense, unprofessional and of poor credibility; For example, it was evident that employees had an overall negative attitude towards their peers and managers. This caused the overall working environment to be hostile, between others. In addition to the situation of the supervisors, Mr. Jackson also discovered that â€Å"seven employees were convicted felons who had been imprisoned for violent assaults on their victims† (O’Rourke, 2013, pp. 301-302). Clearly, it can be assumed that employees were hired without their backgrounds and references being checked. On the other hand, because of their violent background, employees were used to settle their differences with physical and verbal attacks to each other. Even worse, poor management did not attend these issues letting the situation to escalate. The climax of this situation came when Mr. Ed. Williams and Mr. Buddy Jones got into a heated dispute on the type of music that was played in the worksite. Considering that Mr. Jackson’s workforce included minorities, including black people such as Mr. Williams, it was essential for upper level management to develop a corporate policy on this, which at the time they did not have. In contrast to past managers, who failed to discipline  negative actions, Mr. Jackson had to be sure to both discipline these two employees and advocate for a corporate strategy that would specify music issues in order to avoid similar situations over the long run. Alternatives Identified Upon this issue, Mr. Jackson is limited in his alternatives. As a newly hired manager, he must decide on two important issues: the situation of Mr. Williams and Mr. Jones and also how he will prevent similar situations in the future. I have identified two alternatives on the situation of his employees and also one on how to prevent future harsh situations. Also, an option has been identified so Mr. Jackson in case he can not deal with the situation. In reference to the situation between Mr. Williams and Mr. Jones, Mr. Jackson can: †¢Accept the situation †¢Ignore the situation By accepting the situation, Mr. Jackson will be able to discipline both employees by perhaps suspending them from their shores and also issuing them a written warning. Besides serving as punishment for their actions and as a statement of â€Å"this behavior will not be accepted anymore†, this action will indicate other employees as a warning that unprofessional behavior will not be longer accepted. Besides taking this immediate action, Mr. Jackson must suggest to upper level management to create a corporate policy on the music allowed in the workplace in order to prevent future similar situations. On the other hand, Mr. Jackson can also ignore the situation and just let it as is, following the pattern of unprofessional management from the previous manager. If Mr. Jackson feels like he can not deal with this situation, he can simply ignore it and just step down from his duties as operations manager. This would not be a good option since not only is this a great opportunity for him to show off his skills but also he was hired to solve this problem. Recommendation Based on the possible alternatives identified for Mr. Jackson, it is  recommendation for him is to discipline both Mr. Williams and Mr. Jones and also to advocate for a corporate policy on the music allowed in the workplace. Immediately, Mr. Jackson should take disciplinary actions against the two employees, Mr. Williams and Mr. Jones. As stated above, Mr. Jackson should suspend 5 business days without pay both of them for their actions on the music player incident. In addition to this, he should also issue a written warning to both of them specifying their wrongful actions and detailing that on a future occasion, similar actions will cause employment termination. On the other hand, a good test on the effectiveness of this recommendation would be to see if after the suspension and warning, the employees continue their past behaviors. In regards to financial costs for this action, these actions will actually save the company money. Specifically, they will save in total 5 days of salary from the two employees. For example, $120 per day for each in five days will total savings of $1,200.00. Besides the financial benefit, a more important benefit will be the security that similar situations will be less like ly to happen. Besides this action, Mr. Jackson should also support the creation of a corporate policy on the music that should be played in the workplace. This will benefit all in the company since everyone will know the type of music that can be played and its volume. No two employees will argue for the music issues since the company will rule over this. A great way to supervise the progress of this this move will be to survey satisfaction from employees after six months of its implementation and to chart future situations dealing with music in the future. In sum, this will be great for everyone in the company and will prevent many future situations such as the one of Mr. Williams and Mr. Jones. References O’Rourke, James S. â€Å"Managing Conflict.† Management Communications: A Case Analysis Approach. 5 ed. New York: Prentice Hall, 2012. 289-315. Print.

Security Strategy For The Company - 756 Words

Security Strategy for the company: Small companies should be very alarmed about data leakages. As an IT security manager I would like to provide some security strategies for the company. Creating an active set of security policies and controls involves using a strategy to govern the vulnerabilities that exist in our computer systems. Identifying Assets and Vulnerabilities to Known Threats Assessing a company security needs also includes determining its vulnerabilities to known threats. This assessment involves distinguishing the types of assets that a company has, which will advise the kinds of threats it desires to protect itself against. Following are examples of some usual asset/threat situations: †¢ The security manager of a company knows that the integrity of the company’s information is a serious asset and that fraud, skilled by compromising this integrity, is a major threat. Fraud can be attempted by inside or outside attackers. †¢ A law firm security manager knows that the confidentiality of its information is an important asset. The threat to confidentiality is an attack, which influence be propelled by inside or outside attackers. †¢ A security manager in any company identifies that the reliability of data on the system might be threatened by a virus attack. A virus could be bring together by an employee copying data to his laptop in a deliberate attempt to disrupt business functions. Finding Likely Attack Approaches, Tools, and Methods By listing the threatsShow MoreRelatedMarketing Plan and Security Solutions1504 Words   |  6 PagesMarketing Plan Security Solutions Contents I. Introduction 3 II. Stakeholders Analysis 4 Customer Analysis: 4 Competitor Analysis: 4 Company Analysis: 5 Community: 5 III. Branding + Positioning 6 IV. Marketing Mix 6 Product: 6 Price: 7 Place: 7 Promotion: 7 V. Marketing Budget Implementation Calendar 8 Works Cited 10 Introduction Security Solutions is a growing company who offers small-to-medium (SMEs) sized businesses a plethora of options to manage theirRead MoreThe Security Policies That Organizations Have Created For Interactions Among Staff1150 Words   |  5 Pages2 Evaluation of the significance of the data, link to the purpose of the research. 3.3 Limitation of the research. 4. Conclusion Abstract This paper is a report on the security policies that organizations have created for interactions among staff. Such policies are important as they ensure security for the organizations system while providing proper work ethics in the workplace. The policies ensure that maximum productivity is assured without any interruptions as all cases and exceptionsRead MoreOutline And Outline Of Organizational Development And Strategies1717 Words   |  7 PagesQUESTION #2: (addressing SLO #2 - summarize and explain organizational development and strategies common to technology-intensive enterprises SLO #3 - formulate and assemble component ideas in order to successfully execute a project plan) NOTICE: The following questions are to be answered in your own words. Your responses to the questions are to be formulated solely from your personal body of knowledge developed and derived from your readings, study and research while in the Master of ScienceRead MoreThe Ethical Issue Of Cybersecurity1407 Words   |  6 Pages Cybersecurity has always been a big issue because everyone can imagine putting up the most advanced security into place and call it good. However, these measures aren’t always the most convenient and/or they infringe on the privacy boundary. The blame has been put on everyone and fingers were pointed to everyone as well when data was compromised. Laws proposed are usually always under fire because of privacy infringement. Businesses are being hacked and it falls onto the consumers to watch for â€Å"suspiciousRead MoreInformation Asset Inventory and Analysis of Cincom Systems1399 Words   |  6 Pagesfoundation of new technologies. Protecting the curre nt and evolving future technologies, the core intellectual property of a software company, requires an enterprise-wide security strategy (Dutta, Roy, 2008). Cincom Systems, a leader in the development of enterprise software for the complex enterprise, has developed an enterprise-wide series of security strategies that encompass people, processes, hardware, software, hardware and databases. While Cincom has literally hundreds of information systemsRead MoreCyber Security Operations Centre ( Csoc ) Investigates And Analysis Cyber Attacks On Uk Networks1212 Words   |  5 PagesCyber Security Operations Centre (CSOC) investigates and analysis cyber-attacks on UK Networks and provide solutions and means to mitigate future attack. Its job is in cyber forensics and incident response while the Government Computer Emergency Response Team (GovCERT) deals with the public sector organisations on issues relating to computer security incidents, warnings, alerts, assistance and advice to prevent , reduce expose and mitigate attacks. The National Crime Agency formed in Oct 2013 toRead MoreCase Study : Sales : Case Study Essay1583 Words   |  7 Pagespoint-of-sale, communications and physical security solutions. By providing the value-added services and support that enable resellers to be successful, ScanSource is a trusted partner to their customers, vendors, employees, communities, and shareholders (http://www.scansource.com). ScanSource, Inc. wants to improve their ability to sell across business units. The company is interested in strategies that could be employed to achieve cross-selling. The company is also interested in making new sales representativesRead MoreRecommendation to Mitigate the Lac of InfoSec Policy964 Words   |  4 Pagesmedium-sized company may suffer the problems as follows. The medium-sized companies usually have the same staff resources as the small organization, but they have a much larger personnel demand. The medium-sized companies have the worst ability to set policy, handle incidents, and effectively allocate resources. Based on the companys size, and the management structure we discussed above, we suggest that we use the Gartner Information Security Governance Model to assess the security problem of InventureRead MoreEssay on 630 Final Exam1079 Words   |  5 PagesCSEC 630 FINAL Exam 100 points This examination is worth 20 percent of your total grade. There are five semi open ended questions (worth 70 points) along with an accompanying cyber security action plan template (worth 30 points). You are to answer each of the five questions and to complete the Cyber Security Action Plan template based on best practices and your understanding of the case. Please refer to the FAQ concerning the maximum length answer for each question You are not required toRead MoreA Report On Samsung Will Drop Mst Technology And Focus Completely On Nfc Technology927 Words   |  4 Pagesbuild its brand around the use of NFC as beneficial to the company and the users. And in order for this to be a success the company will need to invest towards the following areas: †¢ Recovering amount lost: Dropping MST technology would result in loss for Samsung as the company has spent about $250 million for its acquisition (Asif). So, Samsung will need to plan an approach that will help them retain the lost amount. Also, the company will be required to lay off employees working with MST or if