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Importance of managing diversity in a workplace
Importance of managing diversity in a workplace
Core concepts of cultural competence
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Cultural competency is a philosophy that is directly related to the interactions I have with people that are similar to my culture, but as well different. To me the philosophy of cultural competency is a way of life. It's the acceptance of everyone's individual characteristics. For example, all my roommates are from different parts of the world. Pellegrino R., (2014), illustrates that when we meet someone that is not similar to ourselves it’s because it is not accepted or familiar retrieved January 27, 2017 from https://www.youtube.com/watch?v=YMyofREc5Jk. I completely agree with him. When I first met my roommates it was a little strange, but as I kept an open mind I is from Vietnam, India and the other is from Europe. I would have not foreseen
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
dead. The second is born alive and healthier than ever and he is named Elvis Aaron.
...aces. The younger man, too, also has a necklace. He is also holding a bird in his hand. The younger woman on the right carries something indiscernible in her left hand. The seated man is holding a sort of pot or vase in his left hand.
Two of the figures were very
Cultural intelligence is the capability that could give insights on how to cope with multi-cultural situations and how to engage properly in intercultural interactions. It is the individual’s ability to interact effectively in culturally diverse situations (Brislin, Worthley & Macnab, 2006). We could consider the cultural intelligence as constantly improving concept; something we can develop over time and it is not only changes through experience, but also through knowledge as well, which includes communication with other
Cultural competence has to do with one’s culture. Culture affects among other factors, how children are raised, how families communicate, what is considered normal or abnormal, ways of coping with issues, the way we dress, when and where we seek medical treatment, and so forth. I should know because I come from a very cultural home where it is considered bad to talk to a male doctor about anything gynecological.
Every person has grown up with a slightly different culture and experience due to differences in social location. As social workers, although we may try to convince others and ourselves that we are able to objectively look beyond differences, we are all human who also differ in our experiences. This is why it is important to be able to recognize and embrace differences in culture so that we can effectively help our participants, who are often people who face oppression and marginalization. As such, this paper will explain my knowledge and experiences with a group who has faced the aforementioned adversities and how I intend to be culturally competent when working with this group.
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.
Seeking to position lower socioeconomic status above racial/ethnic biases or vice versa is irresponsible to the goal of eliminating healthcare delivery differences at large. Both these are realities of a group of people who are not receiving the same level of care from the healthcare professionals although they exist within one of the most resource rich countries in the world, the United States. According to House & Williams (2000), “racism restricts and truncates socioeconomic attainment” (page, 106). This alone will hinder good health and spur on disparities as racism reduces the level of education and income as well as the prospect of better jobs. Blacksher (2008) cites the nation’s institutionalized racism as one of the leading factors
have in common is that they are both a Buntu language speaking group. The basis
Before beginning this class, I had never heard of the terms cultural competence and cultural humility. So when the question ‘What might the benefits be to utilising a cultural humility approach when engaging with people we intend to work with as colleagues or clients? Do you think you have any personal challenges to overcome in practising cultural humility amongst people who you believe to be different to you in some way?’ was asked it was rather confusing at first. After attending this week’s learning circle I became familiar with the ideas and the differences between the two terms. The video “Cultural Humility: People, Principles and Practices”, also clarified the terms even further and gave me a greater understanding of what cultural humility
Cultural proficiency is seeing the difference and responding effectively in a variety of environments. Learning about organizational and individual culture, in which one can effectively interact in a variety of cultural environments (p. 3). In simple terms in which educators are not only able to effectively work with diverse populations, but also believe that diversity adds positive value to the educational enterprise (Landa, 2011, p. 12).
When evaluating myself on the Cultural Proficiency continuum, I’d place myself at “Cultural Competence” part on the continuum. This evaluation takes into account my experiences and practices while working in various schools and interacting with students of varied cultures, needs and ability levels as both a teacher and a learner. An effective educator is continually maintaining this dual role of teacher and life-long student in order to not grow stagnant within the classroom; this dynamic allows for growth along the continuum toward maintaining cultural proficiency.
Cultural sensitivity occurs when people recognize and are aware that each country or various ethnic groups of people have their own set of experiences, beliefs, values, and language that affect their perceptions toward life. Addressing Cultural sensitivity permits people to comprehend that there are differences between cultures. Furthermore, having awareness in the differences between cultures permits a culturally competent person to communicate effectively with others that are outside of one’s realm. Some of the differences of Cultural sensitivity can be discovered while traveling outside of the country, such as through Cross-cultural sensitivity experiences. Likewise, a culture has its own norms and beliefs to how one should dress; how one should greet others, such as by referring to a significant individual by his or her first name or surname (comprehending which name should be stated first in foreign names); and/or what foods are permitted to eat or forbidden to eat or understanding what may offend a person (e.g. not accepting a home cooked meal). There are norms, taboos, cultural cues, and cultural etiquette standards that are significant to learning about one’s culture before exploring another country or while working with people who are from your country but who are part of another racial group. It takes time and patience to build a high level of Cultural sensitivity. Educating oneself with a culture’s psychology and its norms is significant toward achieving an increasing awareness toward Cultural sensitivity.