Cultural Competence

According to National Center for Cultural Competence at Georgetown University, Cultural competence is a set of congruent behaviors, attitudes, and policies that come together in a system, agency, or among professionals to work effectively in cross-cultural situations (Cross et. al., 1989). As for international development, it is a wide concept focusing on the level of development on an international scale such as developing country to least country. The linkage between cultural competence and international development understands how each country works in order to be effectively in cross-cultural situations. In this case, it can help them adapt to other customs and see the cultural contexts of the communities they will serve. There are three

Some of the drivers of international work are globalization and market economies, environmental changes, and decentralized governments. Examples of environmental changes are hurricane, earthquake, and famine. As for decentralized governments, there is no hierarchical structure and they are a flat structure; however, it helps with fundraising that government agencies can facilitate. As for public opinion, it apparent in social justice issues. Some barriers of international work are cultural perspectives and beliefs, communication barriers, wicked problems, and “helping-hand syndrome”. For cultural perspectives and beliefs, the organization may see that the cultural norms are different in the communities; therefore, they may not understand. Another example is communication barriers, the organization may not know the language, greetings, or the social etiquette in order to communicate with the people in that country. As for wicked problems, it may be impossible for a single organization to solve; therefore, there must be collaborate to solve wicked

The three aspects of culture are symbolic, behavioral, and concrete. As for symbolic, this aspect of culture focuses on the values and beliefs. This can be abstract; however, it focuses on how individuals define themselves such as the beliefs, customs, or values. With behavioral, it focuses on how the organization defines their social roles such as their language, family structure, or political afflictions. Furthermore, it reflects the values and beliefs. Lastly, concrete is the visible and tangible level of culture such as the most surface-level dimensions. Examples are clothes, food, and music. The interplay between cultural aspects and competency can play out in a non-profit setting because the organization needs to understand the culture before they can work within that country. They need to gain an understand to know what actions to take and see a successful result without any problems that can