Source #1
Byars-Winston, A., & Fouad, N. (2006). Metacognition and Multicultural Competence: Expanding the culturally Appropriate Career Counseling Model. The Career Development Quarterly, 54, p. 187-201.
In this article, Byars-Winston and Fouad, seeks to assess the importance of cultural factors and their impact on multicultural value of career counseling from the perspective of a counselor. The authors further examine the Culturally Appropriate Career Counseling Model and offer an expansion of the model through incorporating metacognitive processes. Culture is believed to play a significant role in one’s career decision making but the extent to which it does remains unknown. It is therefore imperative that career counselors try to understand
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Consequently, the authors use the term metacognition in their article to examine counselors’ inclusion of their own frameworks, values and worldview as an interaction in the counseling process. Byars-Winston and Fouad further postulates that a career counselor’s multicultural competence within the counseling process is consistent of a conscientious, deliberate self-reflection on his or her cultural perspective. Career interventions are rooted within a cultural context that is created by the cultural characteristic of both client and counselor. Metacognitive skill is acquired through the processes of developing a plan of action, implementing and self-monitoring the plan and evaluating the plan and is used to enhance flexibility and critical thinking of a counselor. Metacognition is considered a useful concept to operationalize thus facilitating the empirical evaluation of the role of counselors’ culture in career …show more content…
Acculturation, worldview and perceived discrimination as cultural variables influence career behaviors of racial/ethnic minorities. Multicultural education and diversity appreciation training are thought to decrease counselor prejudice. Theme four looks at multicultural issues that require counselors to incorporate cultural data into their thinking and actions. Multicultural competence incorporates learning how to include cultural data into decision making process of complicated problems and interventions posed by culturally different clients. Theme five posits that people have multiple identities that affect the ways they experience and view the world. Multiple identities are used to refer to variables such as sex, age, socioeconomic status, nationality and ethnicity which impact an individual’s behavior, perception and
In spite of mis-representation, certain culture is prone to be seen in corporation. Managing any variety of cultures will require some form of flexibility an understanding of personality that may not their personal environment. In the next few paragraphs, diversity will be dissected how some minority thrive and struggle in some areas. Mr. Taylor and Kachanoff worked on a theory that emphasizes, there is a psychological aspect of diversity which may influence the horizontal and vertical aspect of multiculturalism (2015,
The article’s authors, Burwell and Chen, pose that career counseling aims to help clients become more effective agents in solving problems in their vocational aspects of life. To achieve this goal, theorists and practitioners are called upon to form useful helping approaches that can help clients in a more efficient and effective manner. Consequently, by adopting principles and techniques from the solution-focused therapy in career counseling practice, career counseling interventions can be very effective (2006, p. 189).
...eong, L. Comas-Díaz, G. C. Nagayama Hall, V. C. McLoyd, J. E. Trimble (Eds.) , APA handbook of multicultural psychology, Vol. 2: Applications and training (pp. 329-343). Washington, DC US: American Psychological Association. doi:10.1037/14187-019
Remember, self-reflection is vital to becoming a culturally-competent counselor. The counselor should consistently re-examine their worldview and personal beliefs about diverse individuals and other cultures. The idea is for the counselor to explore their own prejudices, emotions, and preconceived notions of those that differ from themselves. Remaining curious and willing to learn about culturally distinct groups is a practical way of working effectively with varied clients in counseling and understanding what barriers and prejudices are typical in their
3. Pedersen B. (1994) A Handbook for Developing of Multicultural Awareness, American Counselling Association: USA
When working with clients of diverse background and cultures, it is important for counselors to be conscious of this fact during assessment and subsequent counseling. Due to fact that much of Western psychology and counseling theories and approaches stem from a White, European viewpoint, experiences and symptoms of marginalized groups are also evaluated by this same perspective (Sue & Sue, 2016). Furthermore, Hays (2015) stated, “psychological assessment involves standardized procedures that have been developed and shaped by dominant culture, which largely ignores or dismisses cultural influences. As a result, cultural questions and consideration are commonly left out,” (p. 128).
“Seek out training in diversity, read literature and self-reflection.” (B. Schauland, personal communication, November 11, 2015) In our course on cultural diversity it has been discussed that individuals from different cultural backgrounds then the counselor may feel that the counselor does not understand their needs, can you reflect on this?
My counseling path at this point has involved private practice. As well, in the near future I am anticipating continuing on in the private sector. As a result of experience and education I have a connected with a constructivist modality of counseling. This modality assert that individuals create their own reality based on their understanding of, and participation, in their previous experience. As well it poses that clients’ whole environment, and the interactions within it, influence behavior. In turn the theory of this model asserts that all their avenues will set a foundation for the career client to create a desired story or future (Miller, 2004 p. 3). As, Niles and Harris-Bowlesbey, indicate career counseling greatly follows the principles of normal counseling because it is like a specialty within counseling (2009, p. 242). Logically, I would use continue to use this model when helping clients with career matters. In terms of career counseling this model does recognize the meaning a client gives to the influences of peers, family, education, employment opportunities on their career goals are pertinent to that client’s personal reality. Finally, in solution-focused counseling it is essential for both client and counselor to shift the main attention away from problems, and towards possibilities and hope (Miller, 2004, p.12). Consequently, the model makes the career client active participants in their own career development.
SUE, D. W., ARREDONDO, P., & McDavis, R. J. (1992). Multicultural Counseling Competencies and Standards: A Call to the Profession. JOURNAL OF COUNSELING & DEVELOPMENT, 70, 477-486.
57). Multicultural counseling competencies include three domains: awareness, knowledge, and skills (Sue & Sue, 2016). Awareness is about being both culturally aware and aware of the self. Understanding characteristics of different cultures, barriers, and worldviews of cultures will instill knowledge in the counselor. Skills incorporate the ability to demonstrate helpful verbal and nonverbal communication, intervention skills, styles, and roles in a culturally competent way for each
According to delval.edu “multicultural counseling is defined as what occurs when the professional counselor works with a client from a different cultural group and how that might affect interactions that take place within the counseling relationship. This definition is expanded to include dissimilarities in religion and spirituality, sexual orientation, gender, age and maturity, socioeconomic class, family history, and even geographic location. The first step in effective multicultural counseling is to identify and acknowledge these differences between the counselor and client”
Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be able to articulate the differences between affirmative action, managing diversity, understanding and valuing diversity to build skills that transforms awareness into productive and supportive workplace behaviors.
“¿Itzel, Ya estas lista para la escuela?” this was the question my mother would ask me every morning before going to school. There were day that I would dread that question but there was also days that I was excited to go to school. I was a bilingual student in the second grade and I was struggling academically. My teacher was so nice and patient it made things a lot of better for me that year. Specifically, at the school I was attending at the time, the bilingual class was looked at very poorly for we had been known as the “Spanish” kids or “Mexican” kids. My bilingual class in second grade was taught in Spanish and English, but the years previously, we had taught strictly just Spanish in kinder and strictly just English in first grade.
The topic for this training video pertains to multicultural competence. Group members selected this topic in order to highlight the importance of the development of multicultural awareness and sensitivity in supervisees. It is essential for supervisors to guide supervisees to be knowledgeable, understanding, and respectful of the cultural identities of clients in order to provide effective, holistic, and ethical assistance (O’Brien & Hauser, 2016). Additionally, supervisors are responsible for assisting supervisees in striving to be conscious of their own cultural influences and values (O’Brien & Hauser, 2016). Supervisors encourage supervisees to maintain awareness of how these values create personal biases, more specifically, how values incongruent
Cultures have been meeting and mixing in Malaysia since the very beginning of its history. More than fifteen hundred years ago a Malay kingdom in Bujang Valley welcomed traders from China and India. With the arrival of gold and silks, Buddhism and Hinduism also came to Malaysia. A thousand years later, Arab traders arrived in Malacca and brought with them the principles and practices of Islam. By the time the Portuguese arrived in Malaysia, the empire that they encountered was more cosmopolitan than their own.