1) Complete the Cultural Competence Self-Assessment Awareness Checklist (under Assignments in the content Section of D2L. Please provide the results of your assessment. Explain the areas you scored high in cultural competence. Explain the areas where you need additional development regarding cultural competence. After taking the quiz I scored mostly three and four. One area that I scored low in was aware of my privilege if I am white. Something I never thought a lot before was that because I’m white when working with someone or color that could make me unbiased or an ally. 2) List and define the generations represented in your organization. Are there any cultural tensions present among the generations in your organization? What is your organization doing to bring value to your organization from the generations represented? Where I work we have Boomers, GenXers, and Millennials. There are some cultural tensions that are present in the work place. An example would be most of the managers are Boomers or GenXers which means they have different standards of how things should be done. The company that I work for is bringing value to our organization by valuing what each generation has to offer. 3) In what ways do your organizational leaders inspire loyalty? How is this represented in your …show more content…
What else needs to be done? The company I work for does a good job by creating an opportunity achieve a work life balance for each generation. Before I mention if you got a credit card you got prizes well they have prizes that fit each generation. For Boomers it would be a pop or gift card, for GenXers it would be a blue jeans pass or candy, for Millennials it would be an extra break or in store gift card. One thing that could be done would be to have all generations in a meeting so everyone knows what expected of them
I choose Chapter 4 Cultural Competence for the class discussion, and I addressed the following two points from the chapter. The first one was about Your Ethical Responsibility while working in the Human Service profession and the second was about Important Points to be Remember in Cross -Culture Interactions.
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.
Edward S. Lyba, Ed.D. proclaimed, "Diversity in the workplace means creating an environment where people from dissimilar backgrounds can utilize their talents and work productively together,” (NEPA Diversity Guide, 2007). Organizations have been striving to understand and create an abundant amount of diversity amongst their employees. It has been instilled in the minds of today’s employees that everyone is different and unique and companies want originality. Since companies have been putting a strong focus on diversity, it has encouraged employees to develop excuses as to why they are different. Recently, organizations and employees the same, have turned to the excuse of a generation gap as justification to resist this change. Should leaders treat employees of different generations in the same job differently only because they were born in different times? As Edward S. Lyba said, diversity means bringing together employees of different backgrounds; different backgrounds being the key word. For years, leaders have tried to tell employees that each and every person is drastically different; no two people are the same. Are people really that different, or are these notions of difference derived from the varied backgrounds from which they come? The answer is simple. People are much more similar than they are different. First, people are not different; they just resist change, making excuses to challenge it. Second, organizations have been promoting diversity, employees need to as well. Lastly, people of all cultures and nationalities possess very similar sets of core values. This paper will discuss why different generations, baby boomers, generation x, and generation y, do not have significant differences that would cre...
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).
Cultural competencies are the area I need to most improve. What works best for me is, to assess the patient of a different nationally first if working day shift or last if working night shift, which depends of their acuity. What I have learned in that Hispanic men view pain as a sign of weakness, so patient education is very important. Iranian men are very family oriented, you will find generations of men at the male patient bedside, so early assessment and medication administration is very important, because every on will have different questions as it relates to what you are doing to the patient as his nurse.
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
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
Workers are often pitted against each other in the work place as a form of competition. One division that is commonly seen is gender and race, but there is also a divide concerning age that isn’t discussed as frequently. Baby Boomers are those who was born between 1946-1964, when WWII soldiers came back home, settled down and started the “Baby Boom”. While Millennials are those born around 1981-2000, and have a similar population size as Baby Boomers. In the workplace, Millennials are categorized as being bad workers due to how they were raised in sheltered lifestyles and require a different environment than the previous generation, but that is not accurate. Even though the two generations view work different, sometimes to the point of conflict,
Introduction and Exploration of Cultural Competency in Nursing Practice Culture is a significant determinant of various health-related factors. This includes the responses of different groups to certain health issues, the knowledge and beliefs regarding health matters, and the access to healthcare among others. In the nursing practice, it is important to understand these cultural factors. Cultural competency is of great significance in the practice since the nurses cater to patients from diverse backgrounds. Cultural competency allows them to provide their patients with their unique healthcare needs with respect to their culture.
Cultural competence is defined as the capability of healthcare providers to effectively provide health services to individuals regardless their culture. As it can be observed, culture is not only defined by ethnicity, nationality, or language but encompasses “styles of communicating, way of interacting, views on roles and relationships, values, practices, and customs”1. Nowadays, cultural factors can even be extended to other factors such as gender, sexual orientation, or occupation. Therefore, it is imperative for health educators to understand the meaning of culture in order to adapt their interventions to all factors influencing individuals, or communities’ beliefs and behaviors. Health educators must understand that interventions cannot
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).
The topic of cultural competency in public administration tends to be seen as a necessity during times of change. Within the last two decades the Unites States has continue to move toward a culturally diverse and ever changing demographic population, especially with a large growth in the Hispanic and Latino communities. Organizations are continuing to adapt to the changes within the population through the implementation and delivery of public program and services to underserved populations with different backgrounds, beliefs, practices, and languages have never been more essential. Research indicates that organizations that manage diversity well show a reduction in workforce turnover, an increase in productivity, an edge in attracting talented
Zemke, Ron. (2013). Generations at Work: Managing the Clash of Boomers, Gen Xers & Gen Yers in the workplace. Edition #2.
Having diverse generations in the workplace have pros and cons like any other diversity in the workplace. “While research on generational diversity is not new, there has never been a time in history when four generations were in the workplace at one time. This offers both challenges and opportunities for managers and businesses” (Lewis & Wescott, 2017, p. 2).