...Multicultural psychology is developing as a necessary training for individuals working in human services, especially in psychology. Race, sex, color, or even religions are often an important part of training in multicultural psychology, but with new issues these basic factors need expansion. Obesity is a common factor many Americans struggle with as more than two-thirds of the population deals with, but training on is severely lacking for human services workers (Pascal & Kerpius, 2012). Mapping the human gene will also bring new information but also fear and unknown problems. Obesity Psychologists must work to maintain awareness on bias and perception to ensure appropriate assistance is provided to every client. The issues of race, color, or even age many view as elements an individual has no control over but obesity appears to be a choice. The views of many are that an individual who is obese or overweight is that way by choice or laziness resulting in a negative bias that can prevent therapeutic treatment (Pascal & Kerpius, 2012). Viewing an individual as obese also lends to beliefs of he or she is unintelligent, less productive, but caring (Pascal & Kerpius, 2012). The views of others can have long-term effects on an individual and create low self esteem as well as issues such as binge eating and depression. In a situation in which a therapist maintains these views it can exacerbate these issues taking a therapeutic relationship and creating a harmful one (Pascal...
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...Guidelines on Multicultural Education, Training, Research, Practice, and Organizational Change for Psychologists American Psychological Association Approved as APA Policy by the APA Council of Representatives, August, 2002 Copyright, American Psychological Association, 2002 Author Note: This document was approved as policy of the American Psychological Association (APA) by the APA Council of Representatives in August, 2002. This document was drafted by a joint Task Force of APA Divisions 17 (Counseling Psychology) and 45 (The Society for the Psychological Study of Ethnic Minority Issues). These guidelines have been in the process of development for 22 years, so many individuals and groups require acknowledgement. The Divisions 17/45 writing team for the present document included Nadya Fouad, PhD, Co-Chair, Patricia Arredondo, EdD, Co-Chair, Michael D’Andrea, EdD and Allen Ivey, EdD. These guidelines build on work related to multicultural counseling competencies by Division 17 (Sue et al., 1982) and the Association of Multicultural Counseling and Development (Arredondo et al., 1996; Sue, Arredondo, & McDavis, 1992). The Task Force acknowledges Allen Ivey, EdD, Thomas Parham, PhD, and Derald Wing Sue, PhD for their leadership related to the work on competencies. The Divisions 17/45 writing team for these guidelines was assisted in reviewing the relevant literature by Rod Goodyear, PhD, Jeffrey S. Mio, PhD, Ruperto (Toti) Perez, PhD, William Parham, PhD, and Derald Wing Sue...
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... Abstract Social Justice has been an emerging issue over the last century in today’s service environment of helping professionals. I reviewed several articles where the main theme is; we live in a world of systems that allow for injustice and oppression. The Professional Counselor’s work deals with many of the symptoms that permit for this injustice and oppression. The articles had similar recurring traits that are stressed as important practices that need to be adopted by Professionals in the helping field to increase awareness of social justice and implement actions for change in a socially unjust society. I will explain the four main attributes: knowledge, awareness, research and advocacy and explain how education and focus in each area will contribute to the social justice inequities in the communities we practice. If professional counselors want to promote social justice, to be effective, there has to be a movement to take action on the burdensome stigmatisms and unfortunate inequities that human beings bring to professionals about the communities they live in. Social justice and the counseling profession have roots that goes back to the 1900’s. It has always been understood from a social work point of view that problems such as depression, anxiety, and abuse often derive from economic and environmental issues. In order to help a client over come their issues it is necessary to address the policies and services available...
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...Is culture really all that International Human Resource Manager is about? * Introduction * Diversity Management * IHRM & Culture issue * Conclusion * References Introduction People have always been the driving force of business and management. This force is a challenge and if not addressed with the right skills, it will develop into disturbing elements that are very dangerous for the management of the company. The challenges of global talent selection and mobility of labor, established by a career concept that transcends national borders and organizational groups and the emergence of virtual collaboration on international projects requires companies to develop new skills in their employees to be effective in the complexity of today's contexts. The workforces are people, and as we are human, we are all different from various points of view. This paper aims to answer the question: “Is culture really all that International Human Resource Manager is about?” I’ve analyzed the differences between HRM and IHRM based on the concept of diversity, characteristics that influence both topics but in a different way. After this, the next stop is to define IHRM and the concept of culture to reach the conclusion that managing cultural differences in an international team is the major challenge to IHRM. Due to the movement of employees between foreign subsidiaries and headquarters and between foreign locales, HRM professionals are likely to...
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...After many centuries of relatively stable existence, the teaching profession has changed dramatically in the past 150 years, beginning with the development of the free public school, or common school. Whereas for most of Western history teachers were chosen for their content knowledge, teachers today must demonstrate competency in not just their subject matter but also in child psychology, pedagogical techniques, and a number of other skills. “Throughout history all societies have engaged in some form of education of their youth. In” the absence of any written language this was informal, oral, and directed at the transmission of cultural values, practices and language and preparation for survival and adulthood in that particular culture and environment. With the development of written language and numeracy came the need for more formal instruction in their use” (Webb.pg, 96). This paper will compared and contrast the recorded views of principals across the 1960s, 1980s, and the 2000s, as well as the philosophy of education that best aligns to each principal, the primary issues and concerns expressed by the principal and what would be the observations of each of the principals if they were sitting in the back of a classroom today. Americans in the 1960s became aware that the nation was suffering from a shortage of citizens whose education and training were sufficient to meet the technological challenges of modern society. The gap between the learning needs of the country and...
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...Ethnic stereotypes and multiculturalism. Summary of course "Ethnic psychology" Contents: 1. The concept and properties of ethnic stereotypes ... ... ... ... ... ... ... ... ... ... ... ... .. 4 2. National prejudices. Types etnostereotipov ... ... ... ... ... ... ... .7 3. 4. Variants of the reactions to cultural diversity ... ... ... ... ... ... ... ... ... ... 12 5. Advantages and disadvantages of multiculturalism ... ... ... ... ... ... ... ... ... 16 Bibliographic list ... ... .... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... ... .. 20 Introduction. Considering the cultural differences in thinking, beliefs, attitudes and behavior, it is easy to succumb to cognitive and emotional reactions to the material to begin to make generalizations, to form negative stereotypes about other people and even pre-make judgments about these differences, and people who are inherent in this behavior before you really understand what lies at its core. These processes and reactions are common in today's world, and to describe them often use the terms ethnic stereotypes, prejudice, multiculturalism, discrimination. Unfortunately, these terms are often used without a clear idea about them, which only exacerbates the problems that they need to clarify. Some of today's most pressing social issues associated with these processes, as boundaries between countries and cultures are becoming more permeable as...
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...1 Student: ___________________________________________________________________________ 1. Scholars have been studying behaviour in organisations at least since the time of Greek and Chinese philosophers. True False In order for something to be called an organisation it must have buildings and equipment. True False All organisations have a collective sense of purpose, even though this purpose might not be fully understood or agreed upon. True False Collective entities are called organisations only when their members have complete agreement on the goals they want to achieve. True False Evidence indicates that applying organisational behaviour knowledge tends to improve the organisation's financial performance. True False Globalisation may have both positive and negative implications for people working in organisations. True False Reduced job security and increased work intensification in Australia are partly caused by globalisation. True False 2. 3. 4. 5. 6. 7. 8. 9. Education is a primary category of surface-level diversity. True False Australian employees are more diverse today than a few decades ago on many deep-level categories but have actually reduced their diversity on most surface categories. True False 10. Research indicates that baby boomers and Generation-X employees bring the same values and expectations to the workplace. True False 11. Workforce diversity potentially improves decision making and team performance on complex tasks. True False...
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...Women Principles of Feminist Psychology THE THERAPEUTIC PROCESS Therapeutic Goals Therapist’s Function and Role Client’s Experience in Therapy Relationship Between Therapist and Client APPLICATION: Therapeutic Techniques and Procedures The Role of Assessment and Diagnosis Techniques and Strategies The Role of Men in Feminist Therapy FEMINIST THERAPY APPLIED TO THE CASE OF STAN SUMMARY AND EVALUATION Summary Contributions of Feminist Therapy Limitations and Criticisms of Feminist Therapy FEMINIST THEORY FROM A MULTICULTURAL PERSPECTIVE Contributions to Multicultural Counseling Limitations for Multicultural Counseling WHERE TO GO FROM HERE RECOMMENDED SUPPLEMENTARY READINGS REFERENCES AND SUGGESTED READINGS 340 SOME C O N TE M P O R ARY FEMINIST T H E R AP I STS Feminist therapy does not have a single founder. Rather, it has been a collective effort by many. We have selected a few individuals who have made significant contributions to feminist therapy for inclusion here, recognizing full well that many others equally influential could have appeared in this space, Feminist therapy is truly founded on a theory of inclusion. member of the board of trustees of the last two. In recent decades, Dr. Miller has been collaborating with diverse groups of scholars and colleagues to continue development of relational/cultural theory. She has been expanding this theory and exploring new applications to complex issues in psychotherapy and beyond...
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...ABSTRACT Workplace diversity exists when companies hire employees from various backgrounds and experiences. Many companies see workplace diversity as an investment toward building a better business. Although workplace diversity provides many benefits, it also poses many challenges to employees and managers. To reap the benefits of workplace diversity, employees and managers must understand the challenges and know how to effectively deal with them. Diversity is commonly interpreted in relation to ethnicity, gender and culture. Diversity also captures the differences and similarities between individuals and group, encompassing race, ethnicity, gender, culture, age, sexual orientation, religion, language, education, family status, physical and mental ability. These demographic variables are related to other important diversity characteristics such as values, attitudes, interaction styles, physical and cognitive abilities and non-work commitments. The impact of diversity is both positive and negative. The research questions was: How can diverse workforce affect the organization? Table of Contents Chapter 1. Introduction 4 Background of the Study 4 Statement of the Problem 4 Purpose of the Study 5 Research Questions 6 Chapter 2. Literature Review 6 Chapter 3. Methodology 12 Data Analysis 12 Final Results 14 References 15 CHAPTER 1. BACKGROUND Today, globalization has become...
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...therapy, more of an art than science, and current day philosophies drive which models influence today’s truth. Reality is fashioned by language, how we feel, act and think, revealing “stories” we tell the self as contextual meanings. These beliefs now evolve one’s creation and truth. The therapist, joining in recognition of new perspectives, empowers and helps the client see that forward progress is strength within oneself. In a social constructivist point of view, the therapist detaches from the expert status of defining the problem. From family therapy and the multicultural lens, therapists now challenge cultural factors that, in turn, shape the client’s perceptions in the format of brief therapies. Keywords: brief therapies, collaborative, family therapy, social constructionism Postmodern Approach to Social Constructivism In the 21st century a paradigm shift motivated the field of psychology to unlock a fresh world view revealing the objet d'art of collective exchange. Referring to the modernistic creation of self, it is said that the anthropological essence and the search for truth is being reworked within a flowing social change (Young and Collin, 2004, Corey, 2005, Gergen, 1985). A developing kaleidoscope, swirling within the consciousness of man today resonates not of absoluteness, but, of social stories revealing multidimensional perspectives. Truth, thus, is then replaced with the concept of communal stories created...
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...1093/bjsw/bch190 Advance Access publication March 21, 2005 Use of Critical Consciousness in Anti-Oppressive Social Work Practice: Disentangling Power Dynamics at Personal and Structural Levels Izumi Sakamoto and Ronald O. Pitner Izumi Sakamoto, Ph.D., is an assistant professor of social work at the University of Toronto, Canada. She received her MA in social welfare from Sophia University, Japan, and her MSW, MS (psychology) and Ph.D. (social work and social psychology) from the University of Michigan, USA. Her research interests include anti-oppressive social work, gender and immigration, cultural influences on the self and identities, and cultural negotiation processes of newcomers. Ronald O. Pitner, Ph.D., is an assistant professor of social work at Washington University in Saint Louis, USA. He received his MA in psychology from the University of Tennessee, USA, a MSW and Ph.D. (social work and social psychology) from the University of Michigan, USA. His research interests are broadly defined in terms of social cognition, stereotyping, prejudice, race and ethnicity, multicultural social work. Correspondence to Izumi Sakamoto, Faculty of Social Work, University of Toronto, 246 Bloor St West, Toronto, ON M5S 1A1, Canada. E-mail: Izumi.Sakamoto@utoronto.ca Summary One of the limitations of anti-oppressive perspectives (AOPs) in social work is its lack of focus at a micro and individual level. AOPs should entail the social worker’s addressing the needs and assets of service users, challenging...
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...Cultural influences on personality and bicultural identity theory addresses real-world problems and the solutions it suggests for such problems. The essential characteristics of the theory as well as the continued relevance are also evaluated for the purpose of analyzing the validity of the theory as well as its accuracy. Bicultural identity integration is determined by such factors like personality, social environment, political, economic and historical context. The current status of an individual’s cultural group may influence the range of that individual’s bicultural identity integration. Keywords: Bicultural identity, biculturalism, culture, personality, psychology. Cultural Influences on Personality and Bicultural Identity by Veronica Benet-Martínez Personality psychology is generally a branch of psychology which is involved with the student of personality and how it varies among different individuals. Personality is a set of characteristics that a person possesses and that have the ability to uniquely influence the person’senvironment, emotions, behaviors and motivations. In humans, personality is generally made up of the outlines of the individual’s characteristics including thoughts, feelings, behaviors and social adjustments and this influence the individuals’ expectations, values, self-perception and attitudes. Personality also can predict how an individual is likely to react to other people, stress and also...
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...RESEARCH 2015 R E S E A R C H , 2 015 The Doctoral Programs at Harvard Business School educate scholars who make a difference in the world through rigorous academic research that influences practice. More than 140 strong, HBS doctoral students represent diverse backgrounds, degrees, undergraduate schools, and disciplines includ— ing economics, engineering, mathematics, physics, psychology, and sociology. They examine the most critical issues in business management through rigorous research, creating and disseminating new knowledge as the next generation of thought leaders. By the time they graduate, students will have authored and co-authored publications with faculty members, who often become important mentors, colleagues, and collaborators. ACCOUNTING AND MANAGEMENT Chattopadhyay, Akash , Matthew R. Lyle, and Charles C.Y. Wang. “Accounting Data, Market Values and the Cross-Section of Expected Returns Worldwide.” Working Paper, April 2015. (Revise and resubmit to Journal of Accounting and Economics.) Gow, Ian D., Sa-Pyung Sean Shin, and Suraj Srinivasan. “Activist Directors: Determinants and Consequences.” HBS Working Paper 14-120, June 2014. Gow, Ian D., Sa-Pyung Sean Shin, and Suraj Srinivasan. “Consequences to Directors of Shareholder Activism.” HBS Working Paper 14-071, February 2014. Ioannou, Ioannis, Shelley Xin Li, and George Serafeim. “The Effect of Target Difficulty and Incentives on Target Completion: The Case of Reducing Carbon Emissions.”...
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...This is a protected document. Please enter your student or faculty username and password. Username: Password: Log In Need assistance logging in? Contact Technical Support. Doc ID: 1009-0001-1993-00001994 Toll Free: 877.428.8447 M-F, 6am MST or Sat-Sun, 7am-12am MST Find us on Facebook and Follow us on Twitter! F I F T H E D I T I O N An Introduction to Multicultural Education James A. Banks University of Washington, Seattle Boston Columbus Indianapolis New York San Francisco Upper Saddle River Amsterdam Cape Town Dubai London Madrid Milan Munich Paris Montreal Toronto Delhi Mexico City São Paulo Sydney Hong Kong Seoul Singapore Taipei Tokyo ISBN 1-269-53060-7 An Introduction to Multicultural Education, Fifth Edition, by James A. Banks. Published by Pearson. Copyright © 2014 by Pearson Education, Inc. Vice President/Editorial Director: Jeffery Johnston Executive Editor: Linda Bishop Editorial Assistant: Laura Marenghi Senior Marketing Manager: Darcy Betts Production Editor: Karen Mason Production Project Manager: Elizabeth Gale Napolitano Manager, Central Design: Jayne Conte Cover Designer: Laura Gardner Cover Art: “Sea and Sky” (013) 2003 © Marvin Oliver Artist Full Service Project Manager: Niraj Bhatt, Aptara® , Inc. Composition: Aptara® , Inc. Printer/Binder/Cover Printer: Courier Westford Text Font: ITC Stone Serif Std 10/12 Text Credits: Page 11, Stiglitz excerpt: From Stiglitz, J.E. (2012). The price...
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...ANRV296-PS58-19 ARI 17 November 2006 1:33 Annu. Rev. Psychol. 2007.58:479-514. Downloaded from arjournals.annualreviews.org by University Of Maryland on 12/11/06. For personal use only. Cross-Cultural Organizational Behavior Michele J. Gelfand,1 Miriam Erez,2 and Zeynep Aycan3 1 Department of Psychology, University of Maryland, College Park, Maryland 20742; email: mgelfand@psyc.umd.edu 2 Technion, Israel Institute of Technology, Technion City, Haifa, Israel 32000; email: merez@ie.technion.ac.il 3 Department of Psychology, Koc University, Sariyer, Istanbul, Turkey 34450; email: zaycan@ku.edu.tr Annu. Rev. Psychol. 2007. 58:479–514 Key Words First published online as a Review in Advance on October 17, 2006 culture, management, organizations, work The Annual Review of Psychology is online at http://psych.annualreviews.org Abstract This article’s doi: 10.1146/annurev.psych.58.110405.085559 Copyright c 2007 by Annual Reviews. All rights reserved 0066-4308/07/0203-0479$20.00 This article reviews research on cross-cultural organizational behavior (OB). After a brief review of the history of cross-cultural OB, we review research on work motivation, or the factors that energize, direct, and sustain effort across cultures. We next consider the relationship between the individual and the organization, and review research on culture and organizational commitment, psychological contracts, justice, citizenship behavior...
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