4 Ways Senior Executives Can Influence and Improve Cultural Competence Inside the Workplace Senior executives can influence and improve cultural competence inside the workplace by creating an environment that encourages diversity in the workplace co-existence in the workplace. Cultural competence is the aptitude to interrelate effectively with persons of diverse cultures. Which in no small way depends on individual exposure to his own cultural view and awareness of other people’s cultural practices and will be able to bear one another’s differences. With the fast rate of industrialization of the contemporary business atmosphere, leaders or senior executives within organizations need to be skilled at managing employees …show more content…
This goes a long way in making sure that everyone is treated equally before the firms working policies. The executives must allow the exchange of ideas on working conditions and be able to streamline such to effective business productivity. 2. Resolving rancor or conflicts Individuals from different backgrounds tend to become tangled in some point of fight or rancor as time pass just because they may have diverse ideas of how business should be ran and the tools to improve the business. The executive or leader should not be biased in dealing with these employees. He must be skilled enough to resolve conflicts that will further improve workplace communication between diverse cultures of individuals so as to grow his firm in a trouble-free environment. 3. Motivation Motivating productive employees with promotions, cash gifts is very important as this will make others work even harder to be rewarded someday. To be a good executive, you have to keep your employees highly motivated to get the best out of them. All workers in the workplace should be treated as equal as possible to avoid being seen as a biased leader by your subordinates. This will go a long way in utilizing the employee’s ability to the growth of the
“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.
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”.
For one, being culturally competent allows us to understand and appreciate the diversity that surrounds us. According to the National Center for Cultural Competence (n.d) the definition of cultural competence has been modified and adapted many times in the last 15 years. However, the core of the definition remains the same and is applicable to multiple systems. The generic definition of cultural competence is: “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” (NCCC, n.d).
Cultural competence does not assume that knowledge of a culture will provide all of the information
What is culture? Culture is commonly defined as the set of values and beliefs people have about how the world(both nature and society) works as well as the norms of behavior derived from that set of values.Culture is just a way of life shared with a group people. However,cultural competence refers to an ability to interact effectively with people of different cultures and socioeconomic backgrounds, non-profit organizations, and government agencies whose employees work with persons from different cultural/ethnic backgrounds. To really understand what cultural competence is you have to first get the full meaning of what culture is. Cultural competence may also be associated with diversity and from an organizational communication perspective, a diverse culture. Developing cultural competence results in an ability to understand, communicate with, and effectively interact with people across cultures. Africa is divided into a great number of ethnic cultures.
Cultural competency includes acceptance of and respect for cultural differences, analysis of one's own cultural identity and biases, awareness of the dynamics of difference in ethnic clients, and recognition of the need for additional knowledge, research, and resources to work with clients (Miu & Yuk-Lin, 2005). Therefore, I would describe my level of knowledge as being able to recognize my values and understand others have a deeper cultural differences. I see culture as important and recognize that culture is more than just preferences. My level of knowledge is that there are differences in values and core beliefs and learning more about other
In this paper I will be discussing my inherent weaknesses and strengths in relation to the cultural diversity self-assessment test that I had taken online (http://www.illinoiscte.org/PDF/module/Cultural%20Diversity%20Self%20Assessment.pdfPart 2). According to the test, my final score was a 96 out of 160 total possible points. After reflecting on my answers, I feel that I fall in the middle when it comes to cultural diversity. I am aware that I do have some biases. I sometimes do categorize people or groups of individuals before I actually get to take the time to know them or their respective cultural background. I know that this overall approach is wrong and unfair, but I do feel this is an accurate reflection
Enhancing Cultural Awareness and Competence in Healthcare. The social determinants of health play a differential role in the lives of individuals, being patently dependent on variables like living conditions and healthcare accessibility. When it comes to modern medicine, although many novel medical treatments have been introduced, interpersonal health disparities worsen the role of healthcare providers. According to Handtke et al (2019), the already existing cultural competence becomes a critical use of the tool for correcting these health inequalities and for minority groups.
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 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).
Discuss the importance of cultural competence in nursing and its impact on the delivery of nursing care. The study of human backgrounds and values is known as sociology, which includes topics such as relationships, culture, religion, and beliefs. Sociology’s examination of these subjects is underlined by an emphasis on understanding how the actions of people and the way they think both shape and are shaped by surrounding social and cultural structures (Giddens & Sutton, 2006). Sociology examines issues including poverty and wealth, education, urban structure, and social movements. Beyond the level of individual society, sociology studies phenomena such as population growth and migration, war and peace, and economic development (Giddens & Sutton,
Cultural Competence is the ability in which an individual is able to interact effectively with individuals of different cultures. An individual who is culturally competent is someone who is able to have a respectful awareness and understanding of cultural differences. These are broken into four different components. Firstly it is the awareness of our own cultural worldview and of our reactions to others who are different,
In the workplace, it is common to encounter individuals of different cultures, ethnicities, and genders. This diversity can either lead to an introduction of new work methods, or it can lead to conflict between coworkers. In order to avoid conflict, and have all employees work as a cohesive team, managers must educate themselves, and their employees on the topic of cultural diversity. In order for your practices to be considered effective, you must not only respect and recognize an employee’s diversity, you must use their difference to benefit them.
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.