Assessment DescriptionThe textbook uses the term persons of co

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This discussion question asks for a reaction to the term "persons of color" used in a textbook and why the author may have used this term, referencing at least one scholarly source to support the answer. It meets NASAC standards related to understanding diverse racial and ethnic cultures, adapting counseling strategies to individual client characteristics, sensitizing others to cultural identity issues, and recognizing importance of individual differences in applying knowledge to practice.

Education

Assessment Description
The textbook uses the term
persons of color.
What is your reaction to this? Why do you think the author uses
this term? Support your answer with at least one scholarly
reference.
This discussion question meets the following NASAC
Standards:
18) Understand diverse racial and ethnic cultures, including
their distinct patterns of interpreting reality, world view,
adaptation, and communication, and to incorporate the special
needs of minority groups and the differently abled into clinical
practice.
85) Adapt counseling strategies to the individual characteristics
of the client, including (but not limited to): disability, gender,
sexual orientation, developmental level, acculturation, ethnicity,
age, and health status.
102) Sensitize others to issues of cultural identity, ethnic
background, age, and gender role or identity in prevention,
treatment, and recovery.
119) Recognize the importance of individual differences by
gaining knowledge about personality, cultures, lifestyles, and
other factors influencing client behavior, and applying this
knowledge to practice.

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RESEARCH ARTICLE Open Access The challenge of cultural competence in the workplace: perspectives of healthcare providers Stephane M. Shepherd1*, Cynthia Willis-Esqueda2, Danielle Newton3, Diane Sivasubramaniam4 and Yin Paradies5 Abstract Background: Cross-cultural educational initiatives for professionals are now commonplace across a variety of sectors including health care. A growing number of studies have attempted to explore the utility of such initiatives on workplace behaviors and client outcomes. Yet few studies have explored how professionals perceive cross-cultural educational models (e.g., cultural awareness, cultural competence) and the extent to which they (and their organizations) execute the principles in practice. In response, this study aimed to explore the general perspectives of health care professionals on culturally competent care, their experiences working with multi-cultural patients, their own levels of cultural competence and the extent to which they believe their workplaces address cross-cultural challenges. Methods: The perspectives and experiences of a sample of 56 health care professionals across several health care systems from a Mid-Western state in the United States were sourced via a 19-item questionnaire. The questionnaire comprised both open-ended questions and multiple choice items. Percentages across participant responses were calculated for multiple choice items. A thematic analysis of open-ended responses was undertaken to identify dominant themes. Results: Participants largely expressed confidence in their ability to meet the needs of multi-cultural clientele despite almost half the sample not having undergone formal cross-cultural training. The majority of the sample appeared to view cross-cultural education from a ‘cultural awareness’ perspective - effective cross-cultural care was often defined in terms of possessing useful cultural knowledge (e.g., norms and customs) and facilitating communication (the use of interpreters); in other words, from an immediate practical standpoint. The principles of systemic cross-cultural approaches (e.g., cultural competence, cultural safety) such as a recognition of racism, power imbalances, entrenched majority culture biases and the need for self-reflexivity (awareness of one’s own prejudices) were scarcely acknowledged by study participants. Conclusions: Findings indicate a need for interventions that acknowledge the value of cultural awareness- based approaches, while also exploring the utility of more comprehensive cultural competence and safety approaches. Keywords: Cultural competence, Cultural safety, Cultural humility, Diversity training, Public health * Correspondence: [email protected] 1Centre for Forensic Behavioural Science, Swinburne University of Technology, 1/582 Heidelberg Rd, Alphington, Melbourne, Victoria, Australia Full list of author information is available at the end of the article © The Author(s). 2019 Open Access This article is distr ...

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Profile Picture 1 posts Re:Topic 2 DQ 1 It is essential to note that we actually live in a diverse nation and overcoming the shortcomings associated with cultural preferences and beliefs is a big obstacle for healthcare professionals today. In the article “Health Disparity and Cultural Conflict” cultural diversity is singled out to be more than one race. It is important for healthcare workers to know that addressing cultural diversity is far more than just understanding the values, practices, customs, and beliefs (Hughes, 2011). Apart from national origin and racial classification, there are various kinds of cultural diversity and these include language, age, religious affiliation, and geographical location. Healthcare providers are expected to diligently accommodate the varying needs of the individuals they meet in their service provision. The needs actually range from the different cultural backgrounds to the learning styles and preferences as well as the mixed opinions that define their health and well-being (Lochman, 2012). The issue of language barrier is a big problem to many healthcare providers. Nurses are normally exposed to various beliefs and cultures as they work in their healthcare fields. Apart from diversity, it is important to consider the level of education plus the style of learning. This will enable the nurse to formulate the best teaching method relevant for the patient. Patients with various cultural differences can sometimes not be willing to take part in education or take in the teachings. In order to initiate any formal kind of teaching, trust must be developed (Campinha, 2003). Nurses should assess the values and ideas related to the illness and health of the patients, treatment provided, medication being taken, and the expectations to ensure effective teaching or learning. Healthcare professional should pay very close attention to the cultural needs of their patients including expression and language. For example, a Chinese patient who has been disregarding signs unusual signs and symptoms of rectal bleeding for a long time. He has come to the hospital and diagnosed with colon cancer. The early treatment process however needs colon resection. The treatment process is discussed with the patient and risk also explained, particularly blood loss. In the process of surgery, the patient loses a lot of blood and the level of haemoglobin reduces below the normal range. This required immediate blood transfusion. However, the culture of the patient did not accept blood transfusion. The transfusion process had to be delayed since the patient refused. Such kind of cultural affiliations can affect the manner which care delivery is done and providers must be aware of them and teach the patients. Teaching should actually be a multidisciplinary team work which includes social work, dietician, and therapy department. Nurses should also be aware of their own values and beliefs before interacting with the various different culture.

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Robert A multicultural city means a city whose members have a diverse cultural values and beliefs. When working in such a city, a nurse should be culturally competence in order to serve all the occupants of the city effectively. Miami for example is a multicultural city because its population involves people from different ethnic backgrounds like Latin American and Caribbean. The main benefit for practicing in such a city is that; Multicultural city helps a nurse to learn more about different cultures and their beliefs and values concerning nursing and healthcare. This helps to expand the mind of the practitioner. For a nurse to give quality services to patients, he or she must be aware of the patient’s culture and background information. Though it may take a while before the nurse learns about the different cultures, it helps him or her become more experienced. Challenges of practicing in a multicultural city There are so many challenges of practicing in a multicultural city. Communication barrier is one of the challenges. When the practitioner and the patient cannot communicate efficiently, therefore the nurse will not be able to deliver effectively (Murcia & Lopez, 2016). Secondly, a nurse may experience culture shock in a multicultural city. This happens when nurses are confronted with very new cultural beliefs and values and then they try to compare with their own beliefs and everything looks so new. Thirdly, another challenge could be rejection by the city residents. When there is a new nurse with different cultural beliefs and values, chances are the residents might reject the nurse’s services and prefer to be served by only home nurses. This is because people feel comfortable receiving care from people who understand their cultural beliefs and values. References Murcia, S. E. A., & Lopez, L. (2016). The experience of nurses in care for culturally diverse families: A qualitative meta-synthesis. Revista latino-americana de enfermagem, 24. Written assignment 2: Funding proposal Develop a program and write a funding proposal in 2500 words. You will need to choose a public health issue from the National Health Priority Areas (or another public health issue, with agreement from the course coordinator); you can draw on the information collected in Assignment 1 if you wish. As with Assignment 1, you may choose to focus on one of these health issues in a specific population group such as Aboriginal and Torres Strait Islander people. For this health issue, write a funding proposal which addresses the points below. You should structure your plan using headings and subheadings. Your proposal should include the following project details: 1. Project name 2. Expected length of the project 3. Population target · A brief description of the characteristics of your target population (e.g., CALD, Indigenous, disability, other) 4. A project summary or abstract · Briefly outline who the program is designed for, the goals and objectives of the pro.

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28 jOURNAL Of MULTICULTURAL COUNSELING AND DEVELOpMENT • January 2016 • Vol. 44 © 2016 American Counseling Association. All rights reserved. Received 06/29/15 Revised 07/20/15 Accepted 07/21/15 DOI: 10.1002/jmcd.12035 Multicultural and Social Justice Counseling Competencies: Guidelines for the Counseling Profession Manivong J. Ratts, Anneliese A. Singh, Sylvia Nassar-McMillan, S. Kent Butler, and Julian Rafferty McCullough In 2014, the Association for Multicultural Counseling and Development (AMCD) appointed a committee to revise the Multicultural Counseling Competencies developed by Sue, Arredondo, and McDavis in 1992 and operationalized by Arredondo et al. in 1996. This article reflects the updated competencies, titled the Multicultural and Social Justice Counseling Competencies (MSJCC; Ratts, Singh, Nassar-McMillan, Butler, & McCullough, 2015a), which were endorsed by AMCD on June 29, 2015, and by the American Counseling Association on July 20, 2015. A conceptual framework of the MSJCC visually depicts the relationships among the competencies’ key constructs: multicultural and social justice praxis, quadrants, domains, and competencies. Implications are discussed. Keywords: multicultural, social justice, competencies, counseling, advocacy En 2014, la Asociación para la Consejería y el Desarrollo Multicultural (AMCD, en sus siglas en inglés) formó un comité para revisar las Competencias en Consejería Multicultural desarrolladas por Sue, Arredondo y McDavis en 1992 y operacionalizadas por Arredondo et al. en 1996. Este artículo refleja las competencias actualizadas, denominadas Competencias en Consejería Multicultural y de Justicia Social (MSJCC, en sus siglas en inglés; Ratts, Singh, Nassar-McMillan, Butler, & McCullough, 2015a), que fueron avaladas por la AMCD el 29 de junio de 2015 y por la Asociación Americana de Consejería el 20 de julio de 2015. Un marco conceptual de las MSJCC muestra visualmente las relaciones entre los constructos principales de las competencias: la praxis multicultural y en justicia social, los cuadrantes, dominios y competencias. Se discuten las implicaciones. Palabras clave: multicultural, justicia social, competencias, consejería, defensoría The Multicultural Counseling Competencies (MCC) developed by Sue, Arredondo, and McDavis (1992) have been instrumental in helping counselors, psychologists, and other mental health professionals address the needs of culturally diverse clients, groups, and communities. Since their emergence and recognition, multicultural perspectives have become embedded into many aspects of the counseling profession (Erickson Cornish, Schreier, Nadkarni, Henderson Metzger, & Rodolfa, 2010; Hays & Iwamasa, 2006; Ponterotto, Casas, Suzuki, & Alexander, 2010). The MCC have influ- Manivong J. Ratts, Department of Leadership and Professional Studies, Seattle University; Anneliese A. Singh, Department of Counseling and Human Development Services, Uni.

28 jOURNAL Of MULTICULTURAL COUNSELING AND DEVELOpMENT • Janua.docx

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Culture is one of the organizing concepts upon which nursing is based and defined. As healthcare providers, nurses must implement their knowledge of cultural, ethnic, and social diversity to develop a culturally sensitive nursing practice. This enables nurses to be more effective in initiating nursing assessments and serving as a patient advocate. Background: Leininger (2014) defines culture as a set of values, beliefs, and traditions that are led by a specific group of people and handed down from generation to generation. Culture is learned, shared, values transmitted, a way of life, and practices of a particular group that guides day-to-day thinking, decisions, and actions. Technological advances have transformed our social world into what Marshall McLuhan termed a global village. In other words, we need to think of the entire world when we talk about our social environment. Computers, satellites, and communication technology have brought the world closer together and made cross-cultural encounters an everyday occurrence. Cultural competence is the ability to provide holistically effective care to patients who come from different cultures. In nursing, there is a requirement to be sensitive to communication, both verbally and non-verbally. It is an evolving process that depends on self-awareness, knowledge, attitude, and development and application of skills. Nurses should never make assumptions about their patient’s beliefs; for example, stating that all Jehovah’s Witnesses will refuse blood transfusions is a generalization. Being culturally insensitive can lead to stereotyping, discrimination, racism, and prejudice. Some cultures do not call elders by their first names. Nurses should always ask how the patient wants to be addressed. Some cultures would not allow a male nurse to examine a female patient so the team should be aware of this cultural issue. People may have different beliefs about medical care and treatment in the United States, and the nurse needs to offer respect and gain knowledge of the patient’s situation. In the healthcare systems of today, healthcare providers are diverse. Nurses have much to offer from their own culture. Culture is universal and dynamic. It is taught to other members of the health care team as a matter of sharing. Distinctions between culture, ethnicity, race, and religion may be confusing. Think of it this way, you are a member of the subculture of the student, you are also a member of an ethnic group, (e.g. Portuguese-American from the Azores), a racial group (white, African American), and a religion (Roman Catholic, Jewish), each with its own set of beliefs and values. So, your culture is a blend of all of those characteristics (Treas & Wilkinson, 2014). Scholarly Paper: There is one scholarly paper due in this course. It is recommended that students prepare for this paper each week. Select a culture that you wish to investigate. Research the health belie.

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I need essay around 500 to 600 word At least 2 sources anything .docx

samirapdcosden

I need change answer number 1 and , Second The exhibits need to be.docx

samirapdcosden

I need at least a 6 page paper apa format . Please follow the rubic. You are the HR manager for a small retail company that sells a high volume of products over the Internet. Your company is growing rapidly due to increased Internet sales. Your company prides itself on providing high-quality products and services. The Customer Service department is integral to the success of the company. Over the past few months, the Customer Service department has been unable to fill its openings for Customer Service Representative positions. You suspect there could be a number of reasons for this, but you know you first need to look at the job, the work flow, the knowledge, skills, abilities, and experience the company is seeking to ensure the job reflects the current workload and expectations. Write a six to eight (6-8) page paper in which you: Examine at least three (3) approaches that you can take as the HR manager to conduct a job analysis of the Customer Service Representative position. Suggest the major pros and cons of each selected approach. Recommend the approach that would be most effective in conducting the job analysis for this organization. Justify your recommendation. Select two (2) out of the four (4) approaches to job design that are the most important for you to consider. Suggest two (2) challenges that you may encounter when designing a job using each of the selected approaches. Support your response with specific examples to illustrate the potential advantages and disadvantages of using each approach. Using the four (4) approaches to job design, create two (2) strategies that the organization can implement to attract and select qualified applicants for the Customer Service Representative position. Justify the main reasons that the selected strategies would be effective. Propose three (3) ways that you can use the information obtained from a job analysis to measure the performance of Customer Service Representatives. Provide a rationale for your response. Use at least four (4) quality academic (peer-reviewed) resources in this assignment. Note: Wikipedia and other Websites do not qualify as academic resources. Your assignment must follow these formatting requirements: Be typed, double spaced, using Times New Roman font (size 12), with one-inch margins on all sides; citations and references must follow APA or school-specific format. Check with your professor for any additional instructions. Include a cover page containing the title of the assignment, the student’s name, the professor’s name, the course title, and the date. The cover page and the reference page are not included in the required assignment page length. The specific course learning outcomes associated with this assignment are: Analyze issues involved in job design, resource planning, and recruitment. Evaluate an organization’s approaches to and procedures for training employees to meet organizational goals. Examine performance management issues and processes. Use t.

I need at least a 6 page paper apa format . Please follow the rubic.docx

samirapdcosden

I need APA style, 1-2 pages, 12 pt Time New Roman. Thank You in Advance! You are the Director of HIM for an Integrated Healthcare Delivery System. Your chief medical informatics officer, Mary Watson, is creating a strategic plan for the new home care and skilled care services available in the system, including the skilled care unit affiliated with the Flagship hospital, swing bed services offered by the three rural hospitals, and the five nursing homes with skilled care beds that are part of your system. The system expects that there will be frequent transfers of patients and residents from one level of care to another within the system. Discuss the following points: 1. What health information standards will you want to become familiar with in order to understand information management needs for the future for these facilities? 2. What knowledge, skills, and competencies might the HIM professionals in your organizations require to assist the clinical staff in these facilities with health record management and completion of the dataset? Explain. Standards development is an ongoing, fluid process that relies on consensus-building negotiation among many public and private organizations. Standards are frequently modified, and new standards are developed. What are some techniques that the HIM professional uses to stay current about changes in the standards that apply to the services offered by the IDS organization? Explain. .

I need APA style, 1-2 pages, 12 pt Time New Roman.Thank You in Adv.docx

samirapdcosden

I need at least a 10 page paper. Apa format following with a sample paper. Please follow rubic below and the sample paper. Assignment 2: The Hiring Process and Managing a Diverse Workforce Due Week 6 and worth 400 points Imagine that you are the HR Director at your current organization or an organization with which you are familiar. As the HR Director, you must use different employment law requirements to create methods and policies that support the promotion of a diverse workforce. Select one (1) job opportunity that you have held or with which you are familiar within the same organization for this scenario. ( Note : You may create and / or make all necessary assumptions needed for the completion of these assignments. In your original work, you may use aspects of existing processes from either your current or a former place of employment. However, you must remove any and all identifying information that would enable someone to discern the organization[s] that you have used.) Write a ten to twelve (10-12) page paper in which you: Develop three (3) recruitment methods for the job opportunity in question, and suggest two (2) ways that each method helps one to avoid discriminatory practices. Justify your response. Outline an application process that details the organization’s method of accepting all applications, as well as its method of validating applicants’ attainment of the required credentials (e.g., reviewing resumes, collecting transcripts, verifying certifications, etc.) for the job opportunity. Develop a five- (5) step procedure for the HR Department to use in order to maintain all applicants’ records in case a discriminatory charge occurs. Decide on three (3) background checks that the HR Department must utilize, and justify the relevance of each background check for the job opportunity. Choose three (3) employment tests (e.g., drug tests, medical examinations, HIV tests, generic tests, polygraphs, honesty tests, psychological tests, intelligence and skills tests, and physical fitness, etc.) that the HR Department should use. Justify the relevance of each selected employment test to the job requirements. Formulate a policy for making both the hiring and promotional decisions related to the job opportunity. Specify the major challenges and potential adverse impact of using subjective criteria for assessing soft skills. Next, suggest one (1) plan to mitigate the adverse impact. Justify your suggestion. Recommend two (2) types of reasonable accommodations for both disabled applicants and applicants needing special religious considerations. Argue two (2) legal reasons for not being able to sufficiently provide such reasonable accommodation for each group. Select one (1) case in which a court charged an organization with an affirmative action violation and one (1) case in which a court charged the organization with not managing harassment issues more expeditiously. Recommend an action plan geared toward preventing the issues addressed in .

I need at least a 10 page paper. Apa format following with a sample .docx

samirapdcosden

I need an origanal term paper explaining how the role of so called.docx

samirapdcosden

i need an explanation of two Tai Chi postures. Like how to do it. Fo.docx

samirapdcosden

I need an expert writer and someone major in Econ/researcher to Help me rewrite this essay below. I did not get a good grade and need to resubmit it by tomorrow night at midnight central time. It needs to be revised, paraphrased and Cited properly. The sources are referenced below please use other sources or completely rewrite the essay using the sources written below or rewrite essay using 3 new sources on unemployment. here is the feedback I got from my instructor. the majority (75%) of your submission is taken from other sources without proper citation (please see attached). Please abide by the University’s Academic Integrity Violations (AIV) policy. If you are using external sources, please use proper citation. Please review the APA Manual - 6th Edition to help you avoid this problem in the future. Here is another good source for in-text citations: This was the original assignment requirement , Write a minimum of a five - page essay, using proper APAformat, on the topic of unemployment in the U.S. Use a minimum of three scholarly sources. You have the freedom to take any aspect of unemployment that you desire to research. All sources used, including the textbook, must be referenced; paraphrased and quoted material must have accompanying citations. All references and citations used must be in APA style Essay I submitted: Unemployment of a country represents the figure of p eople in the work force who are willing to work but do not have a job to do. It is therefore stated as a percentage and calculated by dividing the number of people who are unemployed by the total work force w hils t t he work force is made up of those people who want to work. I t thus excludes people who are disabled, retired , and able to work but not c urrently looking for a position. F or instance, they may be taking care of the family or going to school i.e. college . It is also found that people can be unemployed because of several factors like; some quit their positio n and are looking for a new one, their company reduced the work force and they are seeking a new position to be filled. This can be due to a local condition, where a company closes a division or plant, or a national condition, when the economy slows in that it cannot favor the company and many companies may decide to reduce their work force. Next can be that t hey were laid off due to lack of work and haven't yet been rehired. Others may have recently returned to the work force - perhaps from pregnancy or attending school - and haven't yet located a position. Another factor is that one of self expertise. The need for their skill set has gone down, and there are limited positions available, which may lead to unemployment until they train for a new position. Finally, technology could have reduced the need for their type of position . Hence unemployment comes in several ways and affects millions of people at any given time of life. People can find themselves out of a job.

I need an expert writer and someone major in Econresearcher to Help.docx

samirapdcosden

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