...In: Social Issues Culturally Diversity Entity Culturally Diverse Entity University of Phoenix SOC/315 July 23, 2009 Introduction * The purpose of this paper is to discuss the different sources that have contributed to my cultural background. In addition, speculate on the extent to which my current identity has been molded by assimilation, acculturation, and climate of pluralism. Culturally Diverse Entity According to (Kottak & Kozaitis, 2003) Cultural diversity refers to variation in institutions, traditions, language, customs, rituals, beliefs, and values. All nations have such internal variation. Recent settlers of North America trace their origins to Europe, Africa, Asia, and Latin America. Within the United States and Canada many groups claim a particular heritage (e.g., ethnic roots) that distinguishes them from other such groups and from a mainstream, dominant national culture (Takaki 1993). Other kinds of groups are based on a common occupational status and identity. Still other expressions of diversity involve contrasts among rural, urban, and suburban lifestyles. When I think about diversity I think of people of different race, age, gender, and religion. Understanding the difference was the first step for me. I did not think that one person should be treated any differently than the next as I was taught in my upbringing; I soon learned it happens. In 1982, I experienced cultural diversity when I started my first job at the age...
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...Cultural Diversity Alicia Lue Devry University Course Number: SOCS350 July 2013 Cultural Diversity Collaborating for a culturally diverse workforce seems to be somewhat challenging for organizations today. However, as our nation becomes more diverse, according to Spratt (2012), over 50% of the United States population grew because of an increase in the Hispanic population, along with the Asian population growth rate being faster than any other racial group in the United States during 2000 and 2010. Given these facts, it can be clearly stated that our current workforce has indeed become more diverse than it was in the prior century (Bell, 2007). It is therefore, imperative for managers and professionals to become culturally competent in understanding and embracing cultural, ethnic and gender differences in the workforce. Diversity means real or perceived differences among a group of people and individuals based on their ethnicity, race, religion, age, sexual orientation, physical and mental abilities, and geographical area (Bell, 2007). According to Cox & Blake there are six beneficial factors why organizations should embrace and mange diversity effectively, these factors are, “cost, resource acquisition, marketing, creativity, problem solving, and system flexibility” (as cited in Bell, 2007, p. 10). A brief explanation of why these six factors are beneficial would be, a decrease in cost in matters of rehiring which does affect the organizations budget, organizations...
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...Answer to the question number one: Competitive strength is defined as the strategic strength that one business entity has over its rival entities within its competitive industry. The main reason behind ABB’s culturally diverse management team is a source of competitive strength is explained below. 1.ABB’s Cultural diverse management team bring new ideas, creative input and innovative thinking that are very useful for a cross- border organization like ABB in the age of globalization. 2. Diverse management has the ability and the expertise to improve the quality of decision making. 3. Diverse management team brings their national perspectives to bear on tough problem and help to understand how things are done in different countries and culture. 4. Finally for doing business in different country it is better to have a management team who has the better knowledge over the respective country’s language, culture, people and politics. As for an example if ABB want to do business in Bangladesh their management, marketing team should be Bangladeshi because they will understand the consumer attitude better than anybody. Thus we can say ABB’s culturally diverse management team is their true source of competitive strength. Answer to the question number two: “Percy Barnevik” has to overcome some barriers to make culturally diverse management team as their competitive strength. Those are explained below. 1. Communication: perceptual, cultural...
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...worldviews of the people they serve are more successful in engaging and activating individuals, families and communities to be an active participant in their own health care," (Sanchez, Chapa, Ybarra, & Martinez, Jr., 2012, p. 5) By integrating into care the individuals beliefs and needs, the professional can create rapport with the individual in such a way that encourages the individual to be active in their own health decisions based on the professional's medical knowledge and the individual's belief system. Culturally competent care is care that is respectful of and responsive to an individual's health beliefs, practices, and needs. This type of care is sensitive to the individual's ethnic and religious beliefs as well as cultural beliefs that have been shown to engage individuals into participating in their healthcare. The skill to deliver culturally competent care is vital for all nurses. For all nurse who work in high-acuity or high-stress healthcare system environment, culturally competent care is particularly significant to patient outcomes. Nurses need to advance their cultural competency in order to be effective in developing bonds with patients, and to assess correctly, and to develop and implement nursing interventions designed...
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...students, bedside nurses, nurse managers, and nursing leadership. Cultural competence for a given entity, be it an educational institution or healthcare facility, is best measured by an appraisal of that entity, with respect to the cultural diversity of its staff and customers, along with its policies, procedures and actual practices. The focus of this paper is the evaluation of the cultural competence of a local long term care / skilled nursing facility (LTC/SNF) located in Harker Heights, Texas. The inability to access numerical or percentage totals of the demographics of either the staff or residents directly resulted in observational assessments by this writer as the basis for this evaluation. The observations took place during the clinical experiences of students from the local public school district’s CNA course. Based on the various readings associated with the nursing 531 course, a definition of cultural competence includes several components. One of the most easily understood and incorporated is Campinha-Bacote's model of cultural competence. This model consists of five concepts, namely: cultural desire, cultural awareness, cultural knowledge, cultural skill, and cultural encounter (Montenery, Jones, Perry, Ross, & Zoucha, 2013). This writer’s understanding of this model is detailed in the following paragraphs. The first concept, cultural desire, requires a diversity of staff and residents whose cultures contribute to the pool of knowledge from which the staff draws...
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...about 46% of the student population in America. (Banks and Banks, 1997). This shows the growing rate of cultural diversity in the United States. The growing cultural shift will not only impact the nation, but will also impact the education system of the US. To accommodate this change America needs to incorporate multicultural education into its schools’ curriculums. In opposition to the diversely growing student population, the teacher population in the United States is highly homogeneous. A typical American teacher would be a white woman, according to Hadaway the current teaching force is 90% Anglo, and the face of the future teaching population does not currently appear to be changing (Hadaway, 1993). So to deal with the increasing cultural student body we need to prepare the teachers and train them properly. While training the teachers we need to prioritize in helping them gain the skills, knowledge, and outlook on how to deal with a culturally diverse student body. We need to prepare them on how to effectively teach students from different backgrounds, regardless of race. While most teacher trainings programs do show the importance of increasing diversity, not many teachers are well trained This paper focuses on the need for multicultural education in the United States and how it can be implemented. Three primary questions guided the research. In a culturally growing country like the United States 1) What is the conception of multicultural education: 2) What...
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...Emerging Standards of Care: Cultural Competence Nur 531 July 29, 2013 Instructor Greg Friensz Emerging Standards of Care: Cultural Competence The current U.S. population exhibits unparalleled sociocultural and ethnic diversity, yet the nursing workforce fails to reflect the current state of the nation’s diversity. According to Clark, Calvillo, Fongwa, Kools, Dela Cruz, Lowe, and Mastel-Smith (2011) non-Hispanic Whites constitute 83.2% of the nursing workforce, although Hispanics, African Americans, American Indians, Asians, and other ethnic groups remain underrepresented. Nursing faces the challenge to meet the health care needs of such a culturally diverse population while promoting diversity in the workforce through educating nurses on cultural sensitivity and competence. Cultural competence in nursing is evolving as the standard of care. Nursing and other health care providers must employ knowledge of various social and cultural influences in the care setting to promote patient-centered care (Mitchell, Fioravanti, Founds, Hoffmann, & Libman, 2010). It is crucial to recognize and appreciate the relevance of diversity in the acute care setting to set standards of culturally competent nursing care, and improve care delivery through meeting and improving these standards. When examining definitions and concepts of cultural competence, it is evident that it not only pertains to race, sex, age, and ethnicity, but encompasses “other inseparable factors of culture...
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...Emerging Standards of Culturally Competent Care NUR/531 University of Phoenix Emerging Standards of Care: Cultural Competence The current U.S. population exhibits unparalleled sociocultural and ethnic diversity, yet the nursing workforce fails to reflect the current state of the nation’s diversity. According to Clark, Calvillo, Fongwa, Kools, Dela Cruz, Lowe, and Mastel-Smith (2011) non-Hispanic Whites constitute 83.2% of the nursing workforce, although Hispanics, African Americans, American Indians, Asians, and other ethnic groups remain underrepresented. Nursing faces the challenge to meet the health care needs of such a culturally diverse population while promoting diversity in the workforce through educating nurses on cultural sensitivity and competence. Cultural competence in nursing is evolving as the standard of care. Nursing and other health care providers must employ knowledge of various social and cultural influences in the care setting to promote patient-centered care (Mitchell, Fioravanti, Founds, Hoffmann, & Libman, 2010). It is crucial to recognize and appreciate the relevance of diversity in the acute care setting to set standards of culturally competent nursing care, and improve care delivery through meeting and improving these standards. Cultural Competence ...
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...•The process of team building TEAM BUILDING There are a series of stages for the formation of a team, each stage different from others. At the early stage the social structure of the team is much more important. Each stage has different implication for members behaviour and team performance. An early analysis of the team development was provided by Tuckman (1965). According to Tuckman a team can be distinguish as a social entity and task entity. The three factors that influence team development in each of four phases are individual’s needs, team needs and task needs. These stages of team development are FORMING This is the first stage of a newly form team. At this stage members of the team first meet each other and predominating concerns are their own needs. People, who have never been together before, meet each other and introduce themselves. They reveal their characteristics and abilities to other team members, sometime slowly. STORMING It is also called the conflict stage. At this stage members are also concerned that on what grounds, rules and procedures the team will operate. What kind of structures the team will have. As long as discussion going on this concern usually expands. In a successful team these problems are largely resolved and mostly concern with team needs diminishes. NORMING It is also called the cohesion stage. At this stage the team defines its roles and relationship among roles. Appropriate behaviour of various members has been worked out...
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...succeed by executing the goal setting definitions. The employees were given tools and resources to become better. They have quarterly leadership measurements as well as the survey to get feedback from employees. Allstate focus on diversity, they see diversity as a strategy for leveraging differences in order to create a competitive advantage thus create four steps process to reach their effective goals. The first step which is the succession programming explains how Allstate identified and developed candidates for each key position. Allstate’s management information system enables it to track and measure key drivers of career development and career opportunities for all of its employees, ensuring that the company’s future workforce will be diverse at all levels. The goal of which came to manifestation; women were empowered, minorities grew above national averages, Hispanics, and people with diverse cultures now have positions in the company. The second step is development. Through the company’s employee development process, all employees receive an assessment of their current job skills and a road map for developing the critical skills necessary for advancement. The third step which is measurement allows the company to take a survey called the Diversity Index twice a year. An...
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...community, I sought out Korean-Americans. But they questioned whether I truly understood the Asian-American experience due to my [predominantly white state] upbringing. To them, I was white. While these cultural rejections from my various communities were painful, I learned to recognize individuals as unique entities despite shared identity markers such as race. I vowed to always see the whole person; not just her external stereotypes. I have stayed true to this promise as a teacher in [New York City] and have seen the rewards in the form of fruitful relationships. I will continue to do the same with my patients. My struggles to belong taught me to work easily with a variety of people by adjusting my perspectives without sacrificing my values, and listening carefully to others. I built my own sense of belonging, which was more than my race. The extensive time I have spent in an array of communities and my experiences as an “outsider” gives me a unique outlook and cultural literacy, which will surely contribute to the development of culturally competent doctors at University of Michigan. **[words] indicate that I have adjusted these words for partial anonymity. :) Diversity Rendition 2: Case Western (received...
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...“Cultural competency has become quite the buzzword, especially in the workplace. It can loosely be defined as a public health practitioner's knowledge, awareness, and practice with other individuals and populations with diverse cultural backgrounds. The first step to becoming culturally competent is realizing that you bring your own beliefs and worldview to your profession. Acknowledging this will help you minimize the interference that these beliefs may have as you work with others (i.e., patients, clients, colleagues, community, and public). Other steps you can take as a public health professional to become more culturally competent is to listen, have patience, and practice humility when you have limited knowledge regarding something or when...
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...Transcultural Nursing Theory Applied Vulnerable Populations I "Nowhere are the divisions of race, ethnicity and culture more sharply drawn that in the health of the people in the United States. Despite recent progress in overall national health, there are continuing disparities in the incidence of illness and death among African Americans, Latino/Hispanic Americans, Native Americans, Asian Americans, Alaskan Natives and Pacific Islanders as compared with the US population as a whole." --National Center for Cultural Competence Population addressed Population addressed In 1950, U.S.-born whites made up about 90 percent of the U.S. population. By 2000, this number declined to about 75 percent, and by 2050 non-Hispanic whites will be in the numerical minority (U.S. Census Bureau 2001, 2002). This rapid diversification requires healthcare organizations to pay closer attention to cross-cultural issues if they are to meet the healthcare needs of the nation and continue to maintain a high standard of care. Looking at the Country as a whole the current area of discussion for this paper is the area of Western North Carolina and the population of Asheville, which is a melting pot of cultures which the combination they create is unique to no other. According to the 2006 U.S. Census Bureau statistics for Asheville, N.C. the current demographics break down as follows: Asheville [City] Population (current estimate), 70,400. Buncombe County Population (2006), 222,174, county in...
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...The Importance of Staff Diversity in Childcare Since the introduction of affirmative action in the 1960's, diversity has become a growing concern. Diversity has also caused employers to become more aware of its necessity in the work environment. In a society that is growing more diverse by the day, businesses are forced to recognize the need for diversity in their overall management practices. Working in the childcare business has taught this author the importance of diversity among my staff and our classrooms. The services that are provided reach all types of families, cultures, and races. But the vast majority of childcare centers tend to lack diversity in their staff. The author of this paper intends to show directors of childcare facilities that diversity is important in order to meet the needs of their clients for three primary reasons: to incorporate all walks of life in an ever-changing society, to develop clear communication between staff and parents, and to enhance the learning environment for the children being taught. Diversity has become a part of our everyday society and culture. As childcare providers it is imperative that directors become aware of the constant change and equip themselves with the knowledge needed to meet the needs of the current society. According to Pearson (2000), “...early childhood educators and caregivers are faced with the dilemma of meeting the needs of an ever-changing population. As the population becomes more diverse, classrooms...
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...various factors that contribute to the rising workplace diversity. These include increasing numbers of immigrants, company mergers and joint ventures in different countries, increased engagement of business consultants and temporary employees, international competition and the phenomenon of globalization, which has transformed the world into a global village. Globalization has occurred because of a combination of factors such as improved infrastructure, advancements in technology. Infrastructure and technology have not only provided cheaper means of communication and travel, but have revolutionized the speed at which individuals and businesses communicate with each other. Domestic companies are also spreading their operations to new territories across the globe in search of new markets or outsourcing some aspects of their production process. Management of employee cultural diversity, through the integration of suitable strategies plays a key role in improving the competitive advantage of the business, especially on the global platform. Globalization calls for specific approaches that promote harmonious working relationships within increasingly culturally diverse workplaces. Hansen (2002) observes that workplace diversity is critical to the existence of businesses and identifying key strategies to ensure harmonious working relationships among culturally diverse employees is integral to the survival of any business. Diversity in this case means the differences between individuals...
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