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Essays on cultural competency
Cultural competency conclusion
Cultural competency conclusion
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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
Regrettably, people at times are more rigid than adaptable and more unreasonable than yielding. People often refuse to adapt to changing needs and circumstances, sometimes because of pride. It is therefore crucial to understand cultural humility as defined by many authors as a process of openness, being egoless, and incorporating self-reflection and critique after willingly interacting with diverse individuals, which achieves the results of mutual empowerment, respect, partnership, optimal care, and lifelong learning (Foronda et.al, 2017). It is important since cultural humility is a way of being in every interaction with each person; and it does occur within the work environment both intraprofessionally and interprofessionally. Cultural humility means being aware of power imbalances, especially those that foster the social determinants of health responsible for health inequities (Gruppen,
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...
“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.
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
I believe it is important to take into consideration the three dimensional parts of cultural humility, and practice them because it gives us a better understanding of what to expect in different areas of society. By learning and being aware of critical self reflection, we just don’t learn on how to deal with ourselves but others. Therefore we are able to be conscious of the challenges that people experience also. Having a better perception of what is out there besides our own beliefs and culture, allows us to execute better in any
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.
Culturally competent care is care that respects diversity in the patient population, and cultural factors that affect health and health care, such as language, communication styles, attitudes, behaviors, and beliefs. The national CLAS Standards provide the blueprint to implement such appropriate services to improve health care in the United States. The standards cover many areas, such as leadership, workforce, governance; communication and language assistance; organizational engagement, continuous improvement, and accountability. (Agency for Healthcare Research and Quality, 2014).
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.
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
In addition, research for this project enabled me to identify five essential elements for acquiring cross cultural competency which I will use as guidelines in conflict resolution in my future occupation:
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).
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.
When individuals or groups from different cultures communicate, this process is called intercultural communication. The transaction process of listening and responding to people from different cultural backgrounds can be challenging. The greater the difference in culture between two people, the greater the potential of misunderstanding and mistrust. Misunderstanding and miscommunication occur between people from different cultures because of different coding rules and cultural norms, which play a major role in shaping the patterns of interaction (Jandt, 2012).
Cultural Competence with the Middle Eastern culture is some that I’m sure many of us have had to deal with at some point in time in our lives. Ever since 9/11 most of the Middle Eastern culture has been persecuted for events that they did not support or honestly have any knowledge were going to take place in the first place. However because they share the same race, religion and skin color they have been attacked because of something someone else chooses to do. Even before these events took place the cultural competence with this culture has been very challenging for many people who are a part of this culture because many of us who come from different backgrounds and cultures have never taken the time to set down and actually try to better
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.