...Community and Cultural Competence The definition of the geopolitical community is a community that have specific boundary such as rivers, mountain as well as highways or jurisdictional boundaries which can be politically or geographically influenced Statistical and epidemiological studies are frequently based on date from specific geopolitical areas (Maurer & Smith, 2013). This is my geopolitical community because it is a geographical location. I may or may not have anything in common with my geopolitical community beside the location of home. My children do not go to the same school as the kids in the neighborhood, but they are still friends and play together at the park. My husband and I work in another area from our neighborhoods. Our recreational activities usually takes place in other communities, but our community is trying to use the education resources that is provided by our community members in order to understand and know how to access the resources our community needs. Per Maurer & Smith (2013), the community ones belongs to, does not necessarily have to be the geographical location, but a community in terms of the members' feeling and emotions of belonging or sense of membership it belongs to. This is a referred to as a phenomenological community. The phenomenological community does not automatically share a geographical location as does the geopolitical community, but may share the same interests and goals. This type of community is a group...
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...opportunities to develop diverse leadership. 4 Beyond representation: Building diverse board leadership teams Maria Gitin OVER THE YEARS , dialogue on board diversification has evolved from focus on the importance of representing constituents, to “doing the right thing,” which is characterized by opponents as “political correctness,” to the current widely held view that a nondiverse board is missing key potential donors and opinion leaders. Diverse leaders can expand knowledge, create new resources, and open doors to partnerships necessary to fulfill an organization’s mission. Recommended strategies for board diversification must be understood in the context of the deeply divided society of the United States. Although North American cultural issues are the result of a unique history, most elements of diversity planning will apply in other countries as well. By the year 2015 the nonwhite portion of the U.S. population is expected to increase to 30 percent NEW DIRECTIONS FOR PHILANTHROPIC FUNDRAISING, NO. 34, WINTER 2001 © WILEY PERIODICALS, INC. 77 78 DIVERSITY IN THE FUNDRAISING PROFESSION (Changing Our World, 2001). In many communities, including large areas of California, the nonwhite population is already at 50 percent (Changing Our World, 2000). Despite heroic efforts on the part of diverse public and nonprofit sector leaders and their allies, gaps between rich and poor, and between people of color and whites, have increased over the past decade: • Poverty...
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...Cultural competence is defined as the capacity to understand an individual coming from different groups and backgrounds. The major measures utilized in the Davis and Cho (2005) article to evaluate the efficiency of the International Leadership in Educational Technology (ILET) project were stated as “evidence of the development of intercultural competence was analyzed from artifacts, self-report, interviews, and surveys” (p.1). The three strategies that were proven are: Sojourn Abroad, Summer Academy, and Online Reading. After such study, these doctoral students showed flexibility, openness and acceptance. Regarding the Sojourn Abroad strategy, the students improved their skills on educational technology, research, and assisted them in improving their dissertation topics. The Summer Academy students stated that the academy helped them in their academic interests and to investigate unfamiliar academic areas and cultures. The Online Reading group students did not improve their academic performance, but they stated that it assisted them in creating new ideas and knowledge to help them in everyday life experiences. Davis and Cho (2005) clearly explained the meaning and the purpose of cultural competence. Although it is a clear definition, they did not provide a valid measure to prevent prejudiced responses. Also, self-reports, interviews, email interviews, and survey questionnaires have been utilized to gather information. “Analyses produced descriptive statistics related...
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...to the poor quality and accessibility of health care services. As the population of diversity continues to grow rapidly so does the importance of cultural competence in healthcare. Cultural competence is a set of behaviors, attitudes, and skills that enables nurses to work effectively in cross-cultural situations ("Cultural Competence", 2014). Organizations must have the capacity to value diversity, conduct self-assessment, manage the dynamics of difference, institutionalize cultural knowledge and adapt to the diversity and the cultural context of the communities they serve. The Office of Mental Health and Substance Abuse Services (OMHSAS) stated that inequities in service delivery and care in the health care system are associated with discrimination, and a lack of culturally competent practices, including a lack of cultural awareness and sensitivity by health care providers (Upsher, n.d). Substance abuse is defined as a chronic, relapsing brain disease that is characterized by compulsive drug seeking and use, despite harmful consequences ("The Science Of Drug Abuse And Addiction: The Basics", 2014). This paper will discuss and define the appropriateness of competent care in Substance abuse care and identify the populations served and issues of population vulnerability. In addition, exploration of standards of cultural competence with substance abuse, the delivery of nursing care and potential impact, and the resolutions of implementation of standards that did not met expectations...
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...HLTHIR403C. Work effectively with culturally diverse clients and co-workers Author John Bailey Copyright Text copyright © 2008 by John N. Bailey. Illustration, layout and design copyright © 2008 by John N. Bailey. Under Australia's Copyright Act 1968 (the Act), except for any fair dealing for the purposes of study, research, criticism or review, no part of this book may be reproduced, stored in a retrieval system, or transmitted in any form or by any means without prior written permission from John N. Bailey. All inquiries should be directed in the first instance to the publisher at the address below. Copying for Education Purposes The Act allows a maximum of one chapter or 10% of this book, whichever is the greater, to be copied by an educational institution for its educational purposes provided that that educational institution (or the body that administers it) has given a remuneration notice to JNB Publications, Disclaimer All reasonable efforts have been made to ensure the quality and accuracy of this publication. JNB Publications assumes no responsibility for any errors or omissions and no warranties are made with regard to this publication. Neither JNB Publications nor any authorised distributors shall be held responsible for any direct, incidental or consequential damages resulting from the use of this publication. To Order this Publication This publication can be ordered in a wire bound...
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...Making Excellence Inclusive In Education Student’s Name Institution Abstract This research paper is on cultural diversity and particularly intercultural maturity (Tierney, 2007). The point of discussion zeros into education practices that are being adopted to enhance intercultural maturity and intercultural competence in the current education systems (King & Baxter, 2005). This study also gives an overview of how to make the current education system excellent inclusive. Making education unique, inclusive addresses the adverse impacts on cultural diversity in the education sector (Kuh, 2008). In this research, I have also suggested areas for further research that need critical studies for the fulfillment of those research gaps. This paper is significant as it has identified key areas related to intercultural maturity that require rethink and further analysis. At the very end of my research, I have devised an action plan on how best to tackle and address those problems that are interconnected with intercultural maturity. This paper is of value as it dissects intercultural maturity; it enhances and builds a clear understanding of intercultural competence, excellence inclusive education and cross-cultural maturity. Furthermore, it will lead to the advancement of knowledge or perhaps the discovery of new knowledge as the research gaps are fulfilled (Alvesson & Sandberg, 2013). Making Excellence Inclusive In Education In the modern society...
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...that means something different to each and every person.” (Campinha-Bacote, J., 2003) There are many other faces of cultural diversity besides knowing the values, beliefs and practices of different ethnic groups. A few include religious affiliation, gender, political orientation and socio-economic status. The ball and sock experiment put into perspective how minorities might feel….different. Just trying to get through daily activities like brushing my teeth and eating cereal wasn’t easy and it made me realize that having a handicap was challenging and that a certain disability, strong accent, or a religious belief can make you a target for discrimination. Diversity can be a benefit and not a divider and understanding how to interact with individuals of a different culture teaches you how to see common values and appreciate different perspectives. “Cultural values give an individual a sense of direction as well as meaning to life.” (Campinha-Bacote, J., 2003) Cultural competence plays an important part in helping managers and professionals in a business setting to meet the needs of culturally diverse groups. U.S. Department of Health & Human Services, Office of Minority Health defines cultural competency as “a set of congruent behaviors, attitudes, and policies that come together in a system, agency or among professionals that enables effective work in cross-cultural situations.” (OMH, 2005) In order to bridge the gap between groups whether minority or majority, we have to develop...
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...Can companies gain competetive advantage from multicultural differences in their workforce ? As the business world gets ever more connected, it is more critical than ever for global organizations to recruit, develop, and retain multicultural leaders who can navigate the myriad opportunities and challenges their companies face. Multicultural workforce can offer cultural competence or cultural intelligence; this can allow them to work effectively in cross-cultural situations. For example, they may have more than one ethnicity or spent time working abroad, where they likely would have experienced adjusting to a different culture. This can make them more culturally sensitive than a manager who hasn't worked with people from other cultures or regions. Managing diversity is about recognizing the unique contribution each employee can make to the organization. It is about creating an environment in which everyone feels valued, welcomed, and able to make an important contribution toward the attainment of corporate objectives. Additionally, companies facing challenges in competing global marketplace for market share can use diversity as "competitive advantage" in a multicultural environment with a diverse pool of talented and experienced individuals who can bring innovation and creativity to the organization. Diversity is not only associated to limited attributes that can be observed but also to those invisible characteristics such as differences in educational background, creativity...
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...| Overcoming The Challenges | What lies ahead for the new pediatric satellite clinic | | Abstract The purpose of this document is to discuss the opening of a new pediatric satellite clinic in a place of my choosing. For this document, I will be choosing Charlotte, NC; which is close to my hometown. This essay will discuss several challenges that lay ahead with this project, such as; recruiting and retaining staff; types of services and resources; building rapport with the community and surrounding counties; finances and profitability of the clinic; technology; and compliance with local, state, and federal laws and regulations. These challenges will also be further broken down and explain ways that administration can overcome these challenges so that the project is successful. Lastly, there will be a discussion on specific skills and knowledge that administration needs to utilize when opening the new clinic and to manage staff. The decision to expand the Pediatric Community Care Center has provided other communities the chance to receive quality care close to their home. This decision also poses great risks and challenges. Overcoming these challenges will be no easy feat; however, with careful consideration and implementing the right course, this project should be a success. The new Pediatric Satellite Clinic will be located in Charlotte, North Carolina. This area has a population of around 773 thousand, with around 20% of that population being children...
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...Diversity & Inclusion at Shell Shell at a Glance • Operating in more than 100 countries • Worldwide 102,000 employees • Net earnings $31.4 billion in 2008 • Capital investment over $30 billion in 2009 • Hydrocarbon production around 3.4 million boe/day • World largest fuel retail network with 45,000 service stations • Listed on stock exchanges of Amsterdam, London, New York Do you agree or disagree with the following statements? Women’s routes up the corporate ladder differ from men’s. Men and women are getting more similar. Males have stronger stereotypes about women’s leadership than women about men’s leadership. Women have got an authenticity problem. Successful women in traditionally male areas are generally disliked. Diversity means all the ways we differ. It includes visible differences such as age, gender, ethnicity and physical appearance; as well as underlying differences such as thought styles, religion, sexual orientation, nationality, and education. Inclusion means a workplace where differences are valued; where everyone has the opportunity to develop skills and talents consistent with our values and business objectives. The aim is to create an organisation where people feel involved, respected, connected where the richness of ideas, backgrounds and perspectives are harnessed to create business value. Inclusion Diversity Global Diversity & Inclusion Framework Talent, Leadership, Competitiveness 1. Communication/Education 2. Recruitment & Retention 3. Development...
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...Multicultural Assessment Norma Garcia Grand Canyon University Family Centered Health Promotion NRS-429V Serina Madden February 25, 2015 Multicultural Assessment The author of this paper is a student at Grand Canyon University who is currently taking Family Centered Health Promotion. The topic discussed in class this week was, Culture and Cultural Competency in Health Promotion. The corresponding assignment to this course was to perform a heritage assessment; three families of the community were interviewed. The Heritage Assessment tool consist of 29 questions about families background, religious and ethnicity practices and current living status. The Interviews where performed via telephone calls. Veronica Navarro is a Hispanic female who migrated to the United States of America (USA) at the age of 12. Her parents and grandparents are Mexicans. She grew up with her six siblings and extended family living with her as a child. She was raised as Catholic and as an adult became a Christian. Veronica is married to a Hispanic male; they practice Christianity at home by praying, and celebrating religious holidays. They also participate in ethnic activities such as dancing, singing, Holiday celebrations and festivals. Veronica and her family currently live in a multicultural neighborhood. Veronicas native language is Spanish; she speaks both English and Spanish equally (V. Navarro, personal communication, February 20, 2015). Sarah Redmond is a single White female raised and...
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...Heritage Assessment NRS-429V | Culture and Cultural Competency in Health Promotion John Thomas 3/24/13 The Heritage Assessment tool is primarily used as a device to evaluate health maintenance, health protection, and health restoration of a person’s cultural beliefs and values (Spector, 2006). This assessment helps aid in providing quality patient care in that it helps to meet and respect the needs of different types of people and their respective backgrounds (Spector, 2002). This particular paper serves to compare and contrast the ethnicities of Indian, Caucasian, and Arabic families using health maintenance, health protection, and health restoration as evaluation markers. The purpose was to identify and isolate different groups of people and their unique health practices and traditions that were based off their heritage or background. An assessment of these ethnicities led to several discoveries that I believe could truly improve our methods of health care. Cultural awareness is an essential part of life, especially in this country that is considered to be the melting pot of the world. Cultural awareness can be defined as understanding and appreciation the difference between oneself and people of other backgrounds and cultural beliefs (Shen, 2004). Cultural competence is a term used to refer to awareness and skill acquired to be able to care for people of different ethnicities and cultures (Purnell, 2002). The heritage assessment tool serves as a questionnaire of sorts...
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...Cultural Competency Assessment Cultural Competency Assessment Cultural competency is a combination of attitudes, behaviors, and policies that creates a system within an organization or among groups. It allows people to work together effectively in cross-cultural, diverse situations. Culture is the pattern of behaviors that includes a person’s actions, thoughts, communications, beliefs, values, language, and institutions of social, ethnic, racial, and religious groups. Competence determines whether a person can function effectively as an individual, group, or organization within the context of the cultural behaviors, beliefs, and needs of clients and the communities in which he or she resides (Sutton, 2000). America is considered the “the melting pot” because of the culturally diverse communities we live, work, and play in. Importance of Cultural Competence America is a combination of diverse race and cultures, such as White, Asian, Native American, African American, Hispanic, and many others. Although every culture has created a new way of life in the 21st Century, each group has preserved values and beliefs from his or her original culture. Human service professionals need to provide services with objective, nonjudgmental, knowledgeable, open-mindedness, and the williness to understand the needs of each client. For example, a human service professional not aware of the Native American Child Welfare Policies may remove a child from his or her tribal family, and place that...
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...Cultural Competency Interview Paper Elizabeth Asch is one of two teachers in a community education preschool classroom in Michigan. She works with children from different socioeconomic statuses, different cultural backgrounds, and with different abilities and disabilities. Asch (personal communication, November 6, 2014) explained her job responsibilities include leading groups, creating lessons, helping the children progress in school, and home visits occasionally. She began working at daycare centers in high school, attended college for a few years, took a few years off to raise children, and then began looking for classroom jobs. The families that have attended her classroom are from both similar and diverse cultural backgrounds. She has had students from Hispanic, African American, Middle Eastern, Asian, and Caucasian families. There are rewards that accompany working with diverse families, Asch explains that she enjoys teaching the children about different cultures as well as learning about them from the children and parents. The students tell her stories about their families and their cultural practices, such as holidays, which she encourages them to tell. It is rewarding for her to be able to make connections with the students and their parents. A specific example that she always remembers is about an African American child from a lower SES who was in one of her classes who did not have the best life at home. He had problem behaviors and trust issues, but she was able...
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...MANAGING MULTICULTURALISM MANAGING MULTICULTURALISM Danet Johnson Cultural Diversity in Professions Managing Multiculturalism In today’s society it is virtually impossible to avoid an encounter with someone or something that is different. As communities grow they become populated with individuals who are from various cultural, ethnic, and even financial backgrounds. These differences are in actuality the very definition of diversity. Diversity, as defined my Merriam-Webster, is “the condition of having or being composed of differing elements: variety; especially: the inclusion of different types of people (as people of different races or cultures) in a group or organization.” Continued exposure helps us to adapt ideally allowing for a mutual respect towards one another. Such is multiculturalism, the ability to connect with and respect those differences. According to Allard ( 2011) “The primary dimensions of diversity are considered to be those social group memberships that are fixed and usually very central to one’s self-identity like race, ethnicity, age, gender, mental and physical abilities, and sexual orientation” (p.60). In other words, all groups generally start with people who are similar in some way. As humans, we tend to gravitate towards those we think are “like us” as a form of comfort or protection even. This inherent act may very well be the basis for ethnocentrism. It is not until one decides to interact outside of their own group that they will...
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