Introduction
Cultural competence is defined as the capacity for effective interaction with persons from diverse cultures and socio-economic setups, more so at the workplace. The concept of cultural competence focuses on and individual’s cultural worldview and awareness, recognition of diverse cultural practices and views, his/her attitude to these differences and the ability to accommodate and interact effectively with people from diverse cultures; that is, the individual’s cross cultural skills (Vaugh & Martin, 2007). Cross cultural competence is very important for health care providers as it determines the effectiveness with which services are provided. Extensive study on this topic has led to the development of various models, aimed at describing aspects of individuals’ approaches to culture. This paper will look at two models of cultural competence; the Purnell model for cultural competence and the Terry Cross’ intercultural competence model.
The Purnell Model for Cultural Competence
Purnell (2005)described culture as a process where a person moves
The stages of cultural incompetence include cultural destructiveness which is characterized by culture-destructive policies, attitudes and practices. These policies, attitudes and policies also end up destroying the individuals within the cultures; Cultural incapacity where individuals see culture as a problem that has to be eliminated or else have ‘lesser’ cultures eliminated in favor of the ‘mainstream’ or superior cultures. In that case, individuals exhibit cultural incapacity. That is, they lack cultural competence, maintain cultural stereotypes, assume racial superiority and have little expectations and confidence in people from other cultures; and cultural blindness where individuals prefer to view and treat people as per their own
“Cultural competence is the ability to engage in actions or create conditions that maximize the optimal development of client and client systems” (Sue & Sue, 2013, p. 49). Multicultural competence includes a counselor to be aware of his or her biases, knowledge of the culture they are evaluating, and skills to evaluate a client with various backgrounds (Sue & Sue, 2013). Client assessment involves gathering information pertaining to the client’s condition. Making a culturally responsive diagnosis involves using the DSM-IV-TR axis (Hays, 2008). Following the axis backwards is ideal to discovering the client’s diagnosis, understanding the client’s ADDRESSING outline will help to come to a closer resolution for a diagnosis.
Cultural Competence is a substantiated body of knowledge based of cultural “values held by a particular cultural group and the ability to cohesively adapt to individualized skills that fit the cultural context, thus, increasing relationships between employees, managements, and stakeholders, including patience and research subjects. Cultural competency is critical to reducing disparities and improving access to high-quality services, respectful of and responsive to the needs of diverse working conditions and individualized characteristics. The main focus emphasizes the understanding of cultural competence provide internal resources with skills and perceptions to thoroughly comprehend ones cultural attitude, increase the ability to multicultural diversity, and the ability to effectively interact with other cultures (Shelley Taylor, 2006, pp. 382-383), which is absent within the case study of Joe and Jill. Essentially speaking, principles of cultural competence are acknowledgement to the importance of culture in people's lives, respect for cultural differences, an...
Let’s begin with what is the Culture? It is defined as “the shared knowledge and schemes created by a set of people for perceiving, interpreting, expressing, and responding to the social realities around them" Lederach, J.P. (1995). Now let’s understand what cultural competence is. It can be defined as “the ability to honor and respect the beliefs, language, interpersonal styles, and behaviors of individuals and families receiving services, as well as staff who are
Cultural Competence is important for many reasons. First, it can help develop culturally sensitive practices which can in turn help reduce barriers that affect treatment in health care settings. Second, it can help build understanding, which is critical in competence, in order wards knowing whom the person recognizes as a health care professional and whom they views as traditional healer, can aid the development of trust and improve the individual’s investment and participation in treatment. Third, our population in the United States is not only growing quickly but also changing, cultural competence will allow us as educators and healthcare workers keep up wi...
Cultural competence is significant to illuminate the decency of equally within society, it is essentially fundamental to functionality when interacting with diverse cultural groups. Cultural competence is essential for progressively developing standards, policies, practices & attitudes as well as acquiring knowledge of a given cultural origin & respond in a culturally-aware professional manner, respectfully. This manifests in extensive understanding & appropriately responding to the exquisitely unique variations in cultural variables of diversity that the professional & the client expresses through their encounters. The rapidly increasing diversity
The principles of the model are cultural awareness, cultural knowledge, cultural skills, cultural encounters and cultural desire. The model’s prespective of cultural competence as the process in which the health
With the current change in demographics throughout the workforce, organizations are feeling the effects of a larger percentage of baby boomers retiring and a large percentage of millennial new entrants. The words used to describe millennial employees, “spoiled, trophy kids, ambitious”, seem to be as everlasting as the constructive and negative perspectives attached to them. Many can debate on the entitlement of these employees within an organization, how these employees can be groomed and managed to better fit the organization, the positive and negative attributes they bring into the workplace, and how the preceding can benefit or derail the effectiveness of an organization. Nonetheless, a harder debate, comes about in denying that organizations must adjust to and integrate these employees into the workforce.
For example, the Campinha-Bacote model views cultural competence as an ongoing process that involves the integration of the following constructs: cultural awareness, cultural knowledge, cultural skill, cultural encounters, and cultural desires (Campinha-Bacote, 2002). This model can be implemented into practice as I can recognize my own cultural background to prevent the tendency to impose any biases on another individual’s culture. I can begin to build upon my cultural knowledge by asking questions in a respectful manner to seek information about one’s culture. Most importantly, a desire to want to engage in the process of becoming culturally competent will be a deciding factor for positive patient outcomes. Examples of this desire may include, the willingness to learn how to conduct cultural assessments or a genuine passion to be open and accept differences between cultures. Moreover, it is important to recognize that cultural competency is not an end result, but an ongoing learning process (Campinha-Bacote,
Cultural competence like so many other social constructs has been defined in various ways. One particular definition as determined by the Office of Minority Health states cultural competence is a set of behaviors, attitudes, and policies that are systematically exercised by health care professionals which enables the ability to effectively work among and within cross-cultural situations (Harris, 2010). Betancourt (2005) implied cultural competence is starting to be seen as a real strategy to help with improving healthcare quality and eliminating the injustices pertaining to healthcare delivery and healthcare access. This appeal is gaining favor from healthcare policy makers, providers, insurers and
when I become a social worker I feel that I will be able to accept my
Cultural competence is defined as "all of the strategies and practices need to work effectively with patients from diverse groups based on an understanding of their beliefs, values, and social milieu"(Dreachslin, Gilbert, & Malone, 2013). The United States currently has "glaring disparities in access to health care and levels of treatment quality experienced by different groups" (Dreachslin, Gilbert, & Malone, 2013). These disparities can be measured through comparison of reference groups to another groups health (Buchbinder & Shanks, 2017). Integrating cultural competence in health care, is meant to address these deficiencies in quality care. An organization that has properly integrated is "vigilant and addresses disparities in
A significant role of healthcare professionals is the development of strong relationships with regards to being culturally competent. According to K. Davis, “cultural competence is the integration and transformation of knowledge about individuals and groups of people into specific standards, policies, practices, and attitudes used in appropriate cultural settings to increase quality of services…” ((Dreachslin, Gilbert & Malone, 2013, p. 109). Cultural competence in healthcare has been a continuous goal that follows four main steps: cultural awareness (recognition of the strong effects of culture on self and others),
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.
Hence, cultural competence describes the integration of cultural knowledge, respect, policies and practices in the healthcare setting (Kodjo, 2009). Cultural competence aims to minimize the effect of cross-cultural health disparities and bias, as well as increase patients’ overall satisfaction (Kodjo, 2009), treatment adherence and willingness to seek care (Beach et al., 2005; Brach & Fraserirector,
Cultural competence in health care provision refers to the capacity of health care systems to offer good care to patients and accommodate employees, who have diverse beliefs, behaviors, and values to meet their cultural, linguistic, and social needs. It comprises of policies, attitudes, and behaviors that integrate to form a system that can operate efficiently in cross cultural conditions. Healthcare organizations look at cultural competence from two major viewpoints. Firstly, it is a tool to enhance patient care from all backgrounds, social groups, languages, religions, and beliefs. Secondly, it is a tool that strategically attracts potential clients to their organizations and, hence, expands