Framework for a Culturally Competent WorkforceResourcesDiscuss.docx

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Framework for a Culturally Competent Workforce Resources Discussion Participation Scoring Guide . Cultural competency is an evolving process of interrelated cultural and health care factors. In previous weeks, we explored various issues of health disparities and characteristics that affect the ability to develop a culturally competent workforce. In the Pérez and Luquis text (p. 175), the authors introduce the National Center for Cultural Competence definition of what organizations and individuals must have in order for cultural competency to exist. Their profile includes "(1) value diversity, (2) conduct self-assessments, (3) manage the dynamics of difference, (4) acquire and institutionalize cultural knowledge, and (5) adapt to the diversity and cultural contexts of the communities they serve." Consider the organization and cultural group you selected for your Cultural Competence Development Plan, and: Identify and discuss at least two issues for each of the five points above. Describe two common barriers to cultural competence and make recommendations for improvement. Response Guidelines Read the posts of your peers and respond to at least two. Develop and present follow-up questions or supporting statements that may help clarify their perspectives. .

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Cultural Competence Development Plan Draft Resources Cultural Competence Development Plan Draft Scoring Guide . For this assignment, consider a scenario in which you are a hired health care consultant and need to present a draft of your Cultural Competence Development Plan. You should consider previous coursework as well as material covered in this course as you develop the selected health care organization's cultural competence plan. Read the Cultural Competence Development Plan course project description, and prepare a draft of at least five pages, making sure to include the following: Population background for cultural group(s) selected: Cultural characteristics considered, such as values, beliefs, traditions, folktales, and attitudes toward health care. Organization and cultural group consideration for health care needs: Assess health care disparities, including disease prevalence and barriers to health care. Assessment tools and considerations: Effective communications and continuum of care. Training, education, and application or practice for the workforce. Assessing the diversity of the workforce. Development, design, and execution of culturally competent health care plan. Paper Requirements The paper should be written and formatted using APA Citing and Referencing Guidelines . Microsoft Word is required and font type is 10 point Arial or 12 point Times New Roman with 1" margins. Your draft must have at least three references in APA format and in alphabetical order. The paper must also include the following: Cover Page. Abstract (can be title only for the draft). Table of Contents (draft). Review the Cultural Competence Development Plan Draft Scoring Guide to see how you will be graded on this assignment. Submit your Cultural Competence Development Plan Draft in the assignment area by the end of the week. .

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Among the Main Functions of Society, social scientists agree that the following 10 best describe the whys of how we function within our global worldview: 1. Satisfaction of basic needs It is the primary function of society to organize people and their actions in such a way that they are guaranteed food, shelter, and vital protection. Included here areÂ public health concerns that, although usually falls on the State, is a primary necessity of the organized people â€“ ensure sanitation to prevent the spread of disease and medical care should it be required. 2. Preservation of order Is the function that involves the different security bodies, formal and informal, created to protect the lives and assets of individuals.Â These groups become social institutions because their role is to meet the fundamental needs of people.Â The preservation of order also refers to the rules, norms, or laws that guide the behavior of people in the different stages and situations of their life from birth to death.Â Some scholars have proposed that this is the main function of an individual in society, "to control their wild and irrational impulses." 3. Management of education Within society, individuals develop the knowledge necessary to interact with their peers. They are also taught to make the most of their abilities, talents, and interests.Â Living in society allows the human being to be social by nature, to discover and develop his own personality by putting it into action in front of another human being. From within these social parameters, and to extend our means of cultural diversity,Â society should provide the conditions necessary for each individual to have the opportunity to learn from the language, history, and traditions of diverse cultures. Education, in this manner, serves to enhance both internal and external socially progressive channels of knowledge. 4. Management of the economy The distribution of goods and services is another concern within a social group.Â Society, as a system, generates and distributes the material goods and services that will be dedicated to satisfying the basic and secondary needs of the human beings that comprise it.Â This distribution is determined according to the social and political philosophy that a specific society assumes as its own. 5. Power management Just as the distribution of goods and services is a crucial concern within society, the shaping of figures and/or power groups also occupies much of society's life.Â The administration of power from the institutions is what has led the human being to face wars and disputes throughout its history.Â Depending on the socio-political doctrine that prevails in a particular social group, that power will be centralized in the State or distributed among the different institutions that make up that group. 6. Division of labor The organization of society allows for a definition of the roles in the work that each individual will fulfill given the needs to be met.Â Raising constr.

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A Broader Understanding of Cultural Competence Resources Discussion Participation Scoring Guide . To understand the broader context of cultural competence in health care, there are a variety of stakeholders involved in the delivery and support of health care services whose perspectives must be considered. According to Pérez and Luquis (2008, p. 46), cultural competence was defined by the 2000 Joint Committee on Health Education and Promotion Terminology of AAHE as "the ability of an individual to understand and respect values, attitudes, beliefs, and mores that differ across cultures, and to consider and respond to appropriately to these differences in planning, implementing, and evaluating health education and promotion programs and interventions." Considering this broad, interrelated complexity, reflect on the importance of cultural competence for health care organizations, and for the health and wellness of diverse groups. In your initial post for this discussion, address the following scenario: Your department manager has asked you to "read up on cultural competency." After visiting several Web sites and reading course materials, how might you define and explain to your manager the broader context for cultural competency? Consider cultural systems of belief, values, and attitudes toward health and wellness, as an example. Address health beliefs, practices, and behaviors. Reference Pérez, M. A., Luquis, R. R. (2008). Cultural competence in health education and health promotion . San Francisco, CA: Jossey-Bass. Response Guidelines Read the posts of all of your peers, and respond to two. In each case, provide your perspective as follows: Comment on the extent to which your peer's post has addressed the broader context for cultural competence. Explain why you agree or disagree your peer's definition. .

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Discussion 2: Cultmpetence Health, illness, and disease mean different things to members of different cultural groups. When viewed in a cultural context, these experiences can have significant ramifications for individual patients and, at times, communities as a whole. It can be helpful for medical social workers to examine the cultural factors that influence a patient’s perception of disease, illness, treatment, caregiving, and death. Doing so can provide insight into a patient’s behavior or thinking during the course of his or her illness. When viewing a patient’s situation in a cultural context, medical social workers must consider the patient’s level of assimilation. For example, a recent Latino immigrant may be skeptical of Western medicine and want to rely on a more culturally sanctioned folk or holistic model of treatment. On the other hand, a second generation Latino-American may wholeheartedly endorse Western treatments and know less about his or her culture’s traditional point of view. In addition, medical social workers may encounter ethical dilemmas resulting from culture-based misunderstandings. Given the profession’s values and ethical standards, medical social workers must analyze and evaluate these dilemmas with careful consideration to cultural context in addition to other relevant information. To prepare for this Discussion , review this week’s resources including the assigned case study. Then, consider the NASW Code of Ethics and Diversity & Cultural Competence statements. Think about your personal multicultural awareness, cultural tolerance, and cultural competence. By Day 4 Post a description of the cultural factors that you might consider in providing service to the individual and family described in the case. Explain the course of action a medical social worker should take to address the cultural issues illustrated in the case. Be sure to support your statement by referring to the National Association of Social Workers standards or recommendations. Explain two cultural factors that might challenge you when working with a patient and his or her family who belong to a different culture than yours. Explain measures you might consider to enhance your cultural competence. By Day 6 Read a selection of your colleagues’ postings. Respond to at least two different colleagues’ postings in one or more of the following ways: Comment or elaborate on the cultural factors and diversity your colleague selected. Offer strategies to improve the cultural competence your colleague chose. Return to this Discussion in a few days to read the responses to your initial posting. Note what you have learned and/or any insights you have gained as a result of your colleagues’ comments. .

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The paper reviews literature which supports the position that culture is a contributor to economic activities of a nation, and by extension entrepreneurship. The paper identifies and explains cultural factors, attributes and variables considered important to entrepreneurship. The particular cultural values and forces which impact Nigerian entrepreneurship are also discussed. The conclusion is that the identified cultural values and practices can inhibit the evolution of an entrepreneurial culture in Nigeria. Based on the above, the paper recommends a change in values and mindset so as to enable both a high entrepreneurial behaviour and culture in Nigeria.

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1. Identify and describe the stages of development for global corporate evolution. 2. Identify and describe Hofstede's dimensions of cultural differences. 3. Define the following: cross-cultural misperception, cross-cultural misinterpretation, and cross-cultural misevaluation. 4. Describe the process of developing culturally synergistic solutions to organizational problems. 5. Identify and describe four types of team of diversity. 6. Describe each of the following: leadership vision, leadership courage, and leadership influence. 7. What is cultural intelligence? Why is it important? 8. Describe the differences between traditional decision-making and cross-cultural decision-making. 9. Describe the cross-cultural negotiation process. 10. What do employers and employees need to know about managing cross-cultural transitions? Title International Dimensions of Organizational Behavior Author Nancy J. Adler; Allison Gundersen ISBN 978-0-324-36074-5 .

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Module 2 - Home DIMENSIONS OF CULTURE Modular Learning Outcomes Upon successful completion of this module, the student will be able to satisfy the following outcomes: Case Select a setting for your intercultural experience and evaluate its potential for providing a meaningful encounter with the target culture. SLP Measure your personal cultural values and compare your outcome to Hofstede’s dimensions of culture. Discussion Collectively create a multicultural tool kit for leading and motivating a global workforce. Module Overview In Module 1, we considered the role of culture in influencing how people think, feel, act, and believe. Together, these constitute a “worldview” which can vary drastically from culture to culture. Yet leaders are called upon to solve problems and address challenges that span cultural boundaries, and they need to harness the resources of peoples who may view the problems very differently from each other. How to navigate these differences and discover a structure of culture that can help leaders come to mutual understanding is the topic of this module. Drawing on the work of Geert Hofstede and others (2010), we distinguish between personality (individual characteristics that make one person uniquely different from another), human nature (shared characteristics that are common to all members of the species), and culture (learned behaviors that are shared by members of a group or category). The frameworks that are the primary focus of this module concern values, attitudes, and beliefs at the cultural level. That is, we recognize that individuals will differ, but they will also share a system of overarching learned behaviors that are common to all members of that society. The dimensions of culture that are discussed … represent the ways that groups of people within a culture interpret and manage the universal questions faced by all societies as members of the human race. These questions involve such topics as what is the nature of power and authority? What is the responsibility of the individual to the group? Is short term gain more important than long term stability? How do we manage the unexpected and unpredictable? While there may be individual differences in the responses to these questions, there are also larger, broader, shared patterns of response that are shaped by the norms and values of a given society. These are referred to a “cultural dimensions,” and knowledge of these broad patterns can help leaders to anticipate, interpret, and react to practices that may at first seem very odd and illogical. When viewed through the lens of cultural dimensions, strange customs and practices can make perfect sense and can lead to greater cultural intelligence (and effectiveness) on the part of the leader. Reference: Hofstede, G., Hofstede, G. J., & Minkow, M. (2010). Cultures and Organizations: Software of the Mind (Third Edition), US McGraw-Hill. (Not required) Module 2 - Case DIMENSIONS OF CULTURE Assignment Overview In ...

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