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Individual reflection essay english
Essays on cultural competence
Essay reflection
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INDIVIDUAL REFLECTIVE ESSAY
Introduction
Destined to a middle class family, I have a working class qualities and standpoint at the world. I have constantly put stock in passing every one of the hardships and deterrents to reach to my goal. I have always taken after this standard to succeed through different obstacles that came my direction.I am a dedicated individual who has faith in Karma which gives me an uplifting state of mind towards life. I adore the feeling of satisfaction achieved by helping other people and consequently I joined a Leo club in 2012, the largest non-profit organization in the world and have been serving through it since then; presently as the Immediate Past President of the club. I have done my undergraduate degree
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Here I discuss two professionals and their socio-cultural competencies. Before going further, it is essential to first know what socio-cultural competency means and what its elements are.
Socio-cultural competence describes the knowledge and abilities about the diversity of human existence and behaviour, and thus their perceiving, processing and acting. It is a key discipline for the 21st century as the total population of the world is over 7 billion and it’ll keep growing. Demographic shift, job migration, web socialization technological progresses will be used differently from one person to another. All this causes the collaboration of more diverse people and more diverse ways of interaction. Therefore, good leadership is getting ever more sophisticated.
The meaning of possessing socio-cultural competence is having the ability to understand the diversity prevalent in the world and act accordingly to maintain the harmony while bringing positive changes to the society through an exceptional professional career. Be that as it may, socio-social skills rely on upon every industry and every profession of the fact that a few abilities are more material to specific regions than
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
The data provides culturally competent guidelines for social workers. The social worker must understand and appreciate diversity among and within cultures. They should be aware of the history, culture, and contemporary realities. They also must have good skills in patience, listening, and tolerance of silence. A social worker needs to be aware of their own biases and need for wellness and display humility and a willingness to learn. They need to be respectful, nonjudgemental, and openminded. However, researchers must find a way to measure cultural competence with studies that examine beliefs and evaluate actions of social workers. It should include several cultural groups.This will be highly important in building a knowledge base. Doing these studies there can be a better plan to include cultural competence and serve clients from different backgrounds a lot better.
There are many definitions of the term cultural competence. Davidhizar et al, (1998) defines it as the process of developing awareness about one’s own thoughts, feelings and the environment without allowing influence from the background of others. Another definition of cultural competence is the ability to have adequate understanding and knowledge of client’s culture. Yet another definition describes it as the process of recognizing, accepting and respecting cultural differences. These definitions are universal and provide definitions of cultural competence in all dimensions of life. In the context of social work, cultural competence is defined as the ability of social workers to carry out their duties in a manner consistent with the expectations of cultural groups they serve. Goldberg (2000) asserts that cultural competence is not an ultimate goal that organizations should strive to achieve but rather it is a continuous process that should progressively grow over time. Experiences during practice should enable social workers to identify strengths and vulnerabilities that will enable them to develop into culturally competent professionals.
Leadership Challenge in the multi cultural workplace may benefit from being managed by helping people to manage changes in terms of personal development or leadership role changes within organizations. Leaders may get caught the needs of globalization and cultural characteristics by using different practices and styles of leadership.
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.
Cultural competence does not assume that knowledge of a culture will provide all of the information
In today’s society were an abundance of resources exist, social workers are often the entry point for people to access services. Therefore, it is imperative for social work professionals to have a clear understanding of themselves in relation to the client from a cultural perspective. While the social work profession has always focused on social justice and oppression it wasn’t until the civil rights movement that there was a conscious shift in the social work pedagogy to focus the social service practice on race, racism, and training the workforce in cultural competences. Later in the mid 1980’s, the tone of cultural competence would shift from race and racism to a more inclusive language, which includes a more robust list of all types of
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).
As stated before this initiative must be continued in order to benefit current employees and future employees. This translates into current and future success of the organization if the initiative is administered correctly. The development of a cultural competence foundation for managers and their millennial employees must be built on. The desired end result is attaining cultural competence throughout the entire organization.
Cultural Competence is being able to engage in respectful and effective practice with diverse individuals, families, and communities, preserving their dignity and affirming their worth. A social worker should be aware of their clients’ cultural and environmental contexts, in order to know a client’s strengths, but cultural competence is never fully realized, achieved, or completed, but rather cultural competence is a lifelong process for social workers who will always encounter diverse clients and new situations in their practice. Social workers should have a knowledge base of their clients’ cultures and be able to demonstrate competence in the provision of services that are sensitive to clients’ cultures. Social workers should obtain education
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.
It is imperative that social workers become knowledgeable about their clients’ cultures and are culturally sensitive. In learning about their clients’ cultures, social workers need to be aware of how powerful and significant culture is in relating to clients’ behavior, values, and beliefs. Becoming culturally competent requires the ability to integrate awareness, knowledge, and skills while maintaining a positive working relationship with the client (Sue and Zane, 1987). Today, the concerns regarding cultural competency continue to accentuate the importance of preparing social workers for a diversified society.