Developing cultural knowledge, skills in understanding cross-cultural communication, and awareness and acceptance of the dynamic differences of people from cross-cultural backgrounds, are all crucial components of cultural competency when working with individuals from different ethnic backgrounds. Cultural competency is the ability to serve a person in an appropriate way, regardless of their cultural background (Betancourt et al. 2016). This can be achieved by treating individuals with an equal level of respect and dignity, that meets with their standards (Betancourt et al. 2016). As Australia and the United States are two of the most diverse countries in the world, having citizens of all backgrounds, cultures, languages, races, ethnicities …show more content…
Many organisations tend to want a ‘how to’, or step-by-step guide to achieving cultural competency (Cross 1989). However, as Cross’s (1989) cultural competence model suggests; cultural competency is an ongoing developmental process, rather than an outcome. Terry Cross’s cultural competency model, developed in 1989, states that the process of achieving cultural competency occurs along a continuum of six stages including: cultural destructiveness, cultural incapacity, cultural blindness, cultural pre-competence, cultural competency and cultural proficiency (Cross 1989). This six staged continuum allows organisations to broadly gauge where they are in cultural competency; and to plan for growth in achieving proficiency (Cross 1989). The first three stages of the continuum include cultural destructiveness, cultural incapacity and cultural blindness. Cultural destructiveness is when a system or organisation is characterised by attitudes, policies and practices that are destructive to a cultural group. This can be seen when a certain culture is dominant of another, and commonly is recognised as intentionally taking over a certain group (Cross 1989). Cultural incapacity, is when a system or organisation fails to respond to the needs or preferences of different cultural groups. For example, institutional or systemic bias, desensitisation, discriminative behaviours and lower …show more content…
Due to the over representation of First Nations people, the risk of them re-offending stands at a high rate (Day, Howells & Casey 2003). In saying this, the way the CJS engages with and responds to First Nations people needs to be addressed (Bryant 2009). According to Bryant (2009), the majority of violence in Indigenous populations are reported from police and hospitals. It is suggested that many of these violence reports occur as a result of social and cultural differences relating to involvement with family in indigenous and non-indigenous communities (Bryant 2009). Many states and territories have recognised the importance of the relationships between First Nations people and non-indigenous people (Farrelly & Carlson 2011). It is suggested that these relationships can be further enhanced through the cultural competence framework (Farrelly & Carlson 2011). To improve current CJS responses to First Nations people, a variety of measures aimed at developing cultural competence need to be applied. Measures such as cultural supervision, collaborative treatment partners and cultural consultants, are all processes that will guide the process of an organisation or person in becoming culturally competent (Farrelly & Carlson 2011). Cultural supervision is when a person
The North’s neglect and greediness caused the reconstruction to be a failure.The corrupt government, terrorist organizations, unfocused president, and ignorance were also part of the ending of the reconstruction. President Lincoln didn’t want the civil war he wanted to keep the nation together. When Lincoln went into office he wasn't planning on getting rid of slavery nor starting a civil war. Before the reconstruction era was the civil war. Many good things and bad things came from the civil war. The civil war was a war between the North and the South. The war for the north was to end slavery, but for the south it was about rights and liberty. It wasn’t until afterwards that Americans started to notice the good and the bad. Not as many people
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.
It is the belief of first nations that the healing process and renewal of relationships are the essential ingredients for the building of healthy First Nations communities. First nations realize that the current justice process does not address the real issues at hand nor does it fit into their traditional forms of achieving justice. In fact, the current justice process systematically removes the offenders from their people and communities effectively severing all ties and ...
Canada is a multicultural country where our government recognizes and ensures that the value and dignity of all citizens’ ethnic backgrounds, religions and languages are maintained (Government of Canada, 2017). In 2016, almost one-fifth of Canada’s population were immigrants. (Statistics Canada, 2017). With this continual increase in diversity, it is essential for students and future registered nurses to understand how to provide culturally competent care in any setting. Culture can be described as the specific characteristics and knowledge shared between individuals and/or groups within a society that encompasses elements such as language, beliefs, and values (Canadian Nurses Association, 2010). The Canadian Nurses Association (2010) defines cultural competence as “the application of knowledge, skills, attitudes, or personal
Australia is a country made up of a diverse and multi-cultural population derived from different backgrounds and beliefs. In Australia there are issues of cross-cultural conflict in everyday lives, as well as in working environments. Issues of cross-cultural conflict include communication, cultures, religion and non-verbal behaviours. Without an understanding of conflicts, misunderstandings in the wider community can occur. Language can cause a cross cultural conflict in the workplace among workers as they may not understand what instructions have been given and as a result miscommunication issues arise. This could end up with angst and conflict between people and will create a division within the work environment. To overcome the issues of cross-cultural conflict and resolve situations that may arise, workplaces should show acceptance and empathy to the diverse cultures that are in the community. As a population consisting of a range of diverse cultures and backgrounds society need to be open and respectful of other people’s cultural differences and attitudes. This allows all members of the community to belong and be accepted to a harmonious multicultural country.
I realize that understanding of the culture that the people I work with are the key to successful intervention and outcome. Being sensitive to individual’s culture and acquire adequate knowledge about their cultural background enhance the productivity of the interaction I may have with a client that could be family, individual, community or organization. Understanding of one’s cultural background could also prevent and minimize employing biases which potentially harm the clients I work with. In view of this, I have learned that before I engaged in any activities with individual or group I should take the time to understand the cultural backroad of the person to get insight on what is acceptable and not in that culture. Furthermore, I have learned to identify and utilize one’s strength as a tool to aid the change processes the client and I desire for. Due to the dynamic nature of people’s culture updating myself to the emerging changes in a different culture would be one of the area of continued learning I am focusing. For instance, in the contemporary US society, I can see how the immigration brought several people with diverse culture to the US general population structure. Considering this I have been convinced to be knowledgeable and culturally competent to effectively address the needs of people I will work with in different setting.
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.
According to Cross, Bazron, Dennis, and Isaacs (1989), cultural competence can be defined “as a set of congruent behaviors, attitudes, and policies that come together in a system, agency or among professionals and enable that system, agency or those professions to work effectively in cross-cultural situations”. Denboba, MCHB (1993) believes that cultural competence is a “set of values, behaviors, attitudes, and practices within a system, organization, program or among individuals and which enables them to work effectively cross culturally”.
culture of the Indigenous community, in order to integrate these values and beliefs into a comprehensive and progressive model of intervention (Hart, Sinclair & Bruyere, 2009, 135). Acting as an ally to this client, includes acknowledging the holistic and spiritual nature of his background, and comprehensively including this into the social work intervention, in order to restore the client’s positive relationship with the Indigenous community.
Understanding how to effectively communication with another culture is a crucial part of living in a multicultural society. Intercultural communication is the “face-to-face contact between people from different cultural backgrounds” (Lewis and Slade 2000, 124). It involves the exchange of meaning between two parties from two differing cultural groups. In the modern world, it is virtually impossible to avoid communication with a member of a cultural society not your own, particularly in multicultural countries like Australia or the United States. Since the end of World War II, Australia has become an increasingly multicultural nation, with people of other countries, particularly those of Southern European and South East Asia descent, becoming “significant to the growth and changing ethnic composition of Australia’s population” (Knight and Heazle 2011, 8). Similarly, the United States, who are seen as the original Western ‘settler society’, have large minorities of Hispanics...
It is also important to keep current with one’s cultural competency of a population, as both the culture and practices surrounding culture may change over time. For example, it was once believed that there were only four major groups of culture (including Native American), and that each group was believed to make characteristics of the client, rather than just a portion of the client’s identity (Bogo, 2006, p. 36). Hart (1999) agrees that in an Aboriginal approach to social work, acknowledging culture’s effect on shaping a population, such as that of residential schools, is important (p.
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
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.