The document discusses cultural competency and its importance for membership growth that includes everyone. Cultural competency is defined as the ability to understand and effectively engage with individuals and groups from different cultural backgrounds by recognizing and respecting cultural differences and adapting to different contexts, practices and beliefs. Achieving cultural competency provides benefits like growth, collaboration and innovation. Strategies for organizations to achieve cultural competency include developing guidelines and awareness, offering cross-cultural experiences, bonding with diverse populations, recruiting to reflect diversity, and promoting competency. Leadership plays a key role by leading by example, providing resources, and fostering collaboration.
Standardized Cultural Competency In-Service Training ProceedNCTSTA
Train staff members with this interactive presentation that includes various teaching tools such as: videos, quizzes, diagrams, visuals, discussion segments and hands-on activities to aid the learning process and maintain participant engagement.
This topic introduces the cultural diversity in tourism and hospitality industry. it also discusses the types of culture and the advantages of cultural diversity in the hospitality industry.
Standardized Cultural Competency In-Service Training ProceedNCTSTA
Train staff members with this interactive presentation that includes various teaching tools such as: videos, quizzes, diagrams, visuals, discussion segments and hands-on activities to aid the learning process and maintain participant engagement.
This topic introduces the cultural diversity in tourism and hospitality industry. it also discusses the types of culture and the advantages of cultural diversity in the hospitality industry.
We want to improve intercultural communication to develop relationships with diverse customers, partners and employees. But what are the main obstacles? It may not be the obvious ones! Learn how to recognize and remove this unconscious barrier to intercultural communication.
COURSE LEARNING OUTCOME :
Explain the concept of cultural diversity and workplace diversity in tourism and hospitality industry
Discuss about the management and issues of cultural diversity in tourism and hospitality industry
Study the impact on cultural diversity in tourism and hospitality industry
CULTURAL DIVERSITY IN TOURISM & HOSPITALITY
•Globalization and internationalization is current trends.
•It makes people moving work and live with people with diverse backgrounds.
•Cultural diversity also can create conflict.
•In hospitality industry, has great dimension of cultural diversity from staff, guest and tourist.
CULTURAL DIVERSITY IN TOURISM & HOSPITALITY PEOPLE TRAVEL AROUND THE WORLD
Advanced of computer technology efficient communication system Transportation (budget – high class) Easy to book accommodation.
CULTURAL DIVERSITY IN TOURISM & HOSPITALITY
Tourism and hospitality organizations will work in very complex multicultural tourism environment.
•They must understand the perception of culture and the role of national culture and how impact to tourist behavior.
•The organization responsible to reduce gap of cultural distance in workplace.
5 EXAMPLES OF COMPANIES WITH FANTASTIC CULTURES
ZAPPOS
• Cultural fit interview
• Shoes that it sells online
• Zappos hires according to cultural fit first and foremost
• New employees are offered $2,000 to quit after the first week of training if they decide the job isn’t for them.
• This promotes the culture and happy employees, which ultimately leads to happy customers.
2. WARBY PARKER
• Has been making and selling prescription glasses online since 2010
• Designs its own glasses, and sells directly to customers, cutting out the middleman and keeping prices low.
• “Culture crushes,” - means that team have a positive culture is on the forefront, setting up fun lunches, events and programs • Make sure the entire team works well together by insisting everyone helps keep break areas clean or sending random employees out to lunch together.
TWITTER
• Culture- workers rave
• Rooftop meetings, friendly coworkers and a team-oriented environment
• Employees of twitter can also expect free meals at the san francisco headquarters,
• Along with yoga classes and unlimited vacations for some
• Twitter team decided that san francisco was to remain the place they call home, and moved into office space at 1355 market street, market square.
4. GOOGLE
•Free meals,
•Employee trips and parties,
•Financial bonuses,
• Open presentations by high-level executives,
•Gyms,
• A dog-friendly environment and so on.
Google office at London headquarters in Victoria
Google at Tokyo, Japan
AIR ASIA
• Air Asia is a huge company with a lot of employees
• Tony Fernandes, he wanted a company where people can pursue their dreams
• They advise openness and want people to be creative and passionate about what they do
• Employees can communicate directly with tony and
SOCW 6520 WK 7 responses Respond to the blog post of three.docxrronald3
SOCW 6520 WK 7 responses
Respond
to the blog post of three colleagues Has to be responded to separately and different responses in one or more of the following ways:
Name first and references after every person
Respond
to the blog post of three colleagues in one or more of the following ways:
Share an insight from having read your colleague’s posting.
Validate an idea in your colleague’s post with your own experience.
Peer 1: Alicia
Description of Diversity and/or Cultural Competence Considerations in your Agency
Cultural competence is extremely important in the social work profession. The text describes cultural competence as “awareness, knowledge, and skills social workers need to develop in order to deliver culturally appropriate services” (Danso, 2015). Culturally competence can commonly be obtained through culturally sensitive training or being aware of one’s own cultural biases. Some may even find that working with various cultures may increase one’s ability to remain culturally competent.
At my agency, we have a culturally diverse staff and we work with clients of all ages and races. When conducting intakes or assessments, clients are treated with respect no matter the culture. There are times where we have to modify intakes or assessments, or treatments as a means to respect the culture of the client. Clinicians at my field placement are also obliged to always advocate for diversity within client treatment, and they are sure to engage with every individual in a way that is respectful to the client’s cultural background.
Reflection of Agency Learning Agreement
Of the core competencies presented by CSWE, the second competency pertains to diversity and cultural competence. The competency is simply titled ‘Engage diversity and difference in practice’ and focuses on ensuring that the importance of diversity and difference is applied and communicated, as well as engaging clients as it pertains to their culture. Also, social workers should apply self-awareness to manage personal biases when working with clients of a different culture.
The learning agreement highlights this competency as a means to ensure that student interns are aware of the importance of engaging in diversity. Student interns should be like social workers in practicing without bias, and the learning agreement goals help students work towards achieving this competency. In order to fulfil such competency, student interns should first be aware of any biases or reservations they may have in working with clients whom are different. In addition to such, interns should also be mindful of daily interactions with various clients and ensure to communicate and behave in a respectful manner despite differences.
References
Danso, R. (2015). An integrated framework of critical cultural competence and anti-oppressive practice for social justice social work research.
Qualitative Social Work, 14
(4), 572-588.
Peer 2: Audri
In hospice home health services, it .
Presentation for Lios District Governor Candidates.
How focus and SMART goals accompanied by action plans help succeed in achieving leadership positions.
We want to improve intercultural communication to develop relationships with diverse customers, partners and employees. But what are the main obstacles? It may not be the obvious ones! Learn how to recognize and remove this unconscious barrier to intercultural communication.
COURSE LEARNING OUTCOME :
Explain the concept of cultural diversity and workplace diversity in tourism and hospitality industry
Discuss about the management and issues of cultural diversity in tourism and hospitality industry
Study the impact on cultural diversity in tourism and hospitality industry
CULTURAL DIVERSITY IN TOURISM & HOSPITALITY
•Globalization and internationalization is current trends.
•It makes people moving work and live with people with diverse backgrounds.
•Cultural diversity also can create conflict.
•In hospitality industry, has great dimension of cultural diversity from staff, guest and tourist.
CULTURAL DIVERSITY IN TOURISM & HOSPITALITY PEOPLE TRAVEL AROUND THE WORLD
Advanced of computer technology efficient communication system Transportation (budget – high class) Easy to book accommodation.
CULTURAL DIVERSITY IN TOURISM & HOSPITALITY
Tourism and hospitality organizations will work in very complex multicultural tourism environment.
•They must understand the perception of culture and the role of national culture and how impact to tourist behavior.
•The organization responsible to reduce gap of cultural distance in workplace.
5 EXAMPLES OF COMPANIES WITH FANTASTIC CULTURES
ZAPPOS
• Cultural fit interview
• Shoes that it sells online
• Zappos hires according to cultural fit first and foremost
• New employees are offered $2,000 to quit after the first week of training if they decide the job isn’t for them.
• This promotes the culture and happy employees, which ultimately leads to happy customers.
2. WARBY PARKER
• Has been making and selling prescription glasses online since 2010
• Designs its own glasses, and sells directly to customers, cutting out the middleman and keeping prices low.
• “Culture crushes,” - means that team have a positive culture is on the forefront, setting up fun lunches, events and programs • Make sure the entire team works well together by insisting everyone helps keep break areas clean or sending random employees out to lunch together.
TWITTER
• Culture- workers rave
• Rooftop meetings, friendly coworkers and a team-oriented environment
• Employees of twitter can also expect free meals at the san francisco headquarters,
• Along with yoga classes and unlimited vacations for some
• Twitter team decided that san francisco was to remain the place they call home, and moved into office space at 1355 market street, market square.
4. GOOGLE
•Free meals,
•Employee trips and parties,
•Financial bonuses,
• Open presentations by high-level executives,
•Gyms,
• A dog-friendly environment and so on.
Google office at London headquarters in Victoria
Google at Tokyo, Japan
AIR ASIA
• Air Asia is a huge company with a lot of employees
• Tony Fernandes, he wanted a company where people can pursue their dreams
• They advise openness and want people to be creative and passionate about what they do
• Employees can communicate directly with tony and
SOCW 6520 WK 7 responses Respond to the blog post of three.docxrronald3
SOCW 6520 WK 7 responses
Respond
to the blog post of three colleagues Has to be responded to separately and different responses in one or more of the following ways:
Name first and references after every person
Respond
to the blog post of three colleagues in one or more of the following ways:
Share an insight from having read your colleague’s posting.
Validate an idea in your colleague’s post with your own experience.
Peer 1: Alicia
Description of Diversity and/or Cultural Competence Considerations in your Agency
Cultural competence is extremely important in the social work profession. The text describes cultural competence as “awareness, knowledge, and skills social workers need to develop in order to deliver culturally appropriate services” (Danso, 2015). Culturally competence can commonly be obtained through culturally sensitive training or being aware of one’s own cultural biases. Some may even find that working with various cultures may increase one’s ability to remain culturally competent.
At my agency, we have a culturally diverse staff and we work with clients of all ages and races. When conducting intakes or assessments, clients are treated with respect no matter the culture. There are times where we have to modify intakes or assessments, or treatments as a means to respect the culture of the client. Clinicians at my field placement are also obliged to always advocate for diversity within client treatment, and they are sure to engage with every individual in a way that is respectful to the client’s cultural background.
Reflection of Agency Learning Agreement
Of the core competencies presented by CSWE, the second competency pertains to diversity and cultural competence. The competency is simply titled ‘Engage diversity and difference in practice’ and focuses on ensuring that the importance of diversity and difference is applied and communicated, as well as engaging clients as it pertains to their culture. Also, social workers should apply self-awareness to manage personal biases when working with clients of a different culture.
The learning agreement highlights this competency as a means to ensure that student interns are aware of the importance of engaging in diversity. Student interns should be like social workers in practicing without bias, and the learning agreement goals help students work towards achieving this competency. In order to fulfil such competency, student interns should first be aware of any biases or reservations they may have in working with clients whom are different. In addition to such, interns should also be mindful of daily interactions with various clients and ensure to communicate and behave in a respectful manner despite differences.
References
Danso, R. (2015). An integrated framework of critical cultural competence and anti-oppressive practice for social justice social work research.
Qualitative Social Work, 14
(4), 572-588.
Peer 2: Audri
In hospice home health services, it .
Presentation for Lios District Governor Candidates.
How focus and SMART goals accompanied by action plans help succeed in achieving leadership positions.
The Roman Empire A Historical Colossus.pdfkaushalkr1407
The Roman Empire, a vast and enduring power, stands as one of history's most remarkable civilizations, leaving an indelible imprint on the world. It emerged from the Roman Republic, transitioning into an imperial powerhouse under the leadership of Augustus Caesar in 27 BCE. This transformation marked the beginning of an era defined by unprecedented territorial expansion, architectural marvels, and profound cultural influence.
The empire's roots lie in the city of Rome, founded, according to legend, by Romulus in 753 BCE. Over centuries, Rome evolved from a small settlement to a formidable republic, characterized by a complex political system with elected officials and checks on power. However, internal strife, class conflicts, and military ambitions paved the way for the end of the Republic. Julius Caesar’s dictatorship and subsequent assassination in 44 BCE created a power vacuum, leading to a civil war. Octavian, later Augustus, emerged victorious, heralding the Roman Empire’s birth.
Under Augustus, the empire experienced the Pax Romana, a 200-year period of relative peace and stability. Augustus reformed the military, established efficient administrative systems, and initiated grand construction projects. The empire's borders expanded, encompassing territories from Britain to Egypt and from Spain to the Euphrates. Roman legions, renowned for their discipline and engineering prowess, secured and maintained these vast territories, building roads, fortifications, and cities that facilitated control and integration.
The Roman Empire’s society was hierarchical, with a rigid class system. At the top were the patricians, wealthy elites who held significant political power. Below them were the plebeians, free citizens with limited political influence, and the vast numbers of slaves who formed the backbone of the economy. The family unit was central, governed by the paterfamilias, the male head who held absolute authority.
Culturally, the Romans were eclectic, absorbing and adapting elements from the civilizations they encountered, particularly the Greeks. Roman art, literature, and philosophy reflected this synthesis, creating a rich cultural tapestry. Latin, the Roman language, became the lingua franca of the Western world, influencing numerous modern languages.
Roman architecture and engineering achievements were monumental. They perfected the arch, vault, and dome, constructing enduring structures like the Colosseum, Pantheon, and aqueducts. These engineering marvels not only showcased Roman ingenuity but also served practical purposes, from public entertainment to water supply.
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
The Indian economy is classified into different sectors to simplify the analysis and understanding of economic activities. For Class 10, it's essential to grasp the sectors of the Indian economy, understand their characteristics, and recognize their importance. This guide will provide detailed notes on the Sectors of the Indian Economy Class 10, using specific long-tail keywords to enhance comprehension.
For more information, visit-www.vavaclasses.com
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Students, digital devices and success - Andreas Schleicher - 27 May 2024..pptxEduSkills OECD
Andreas Schleicher presents at the OECD webinar ‘Digital devices in schools: detrimental distraction or secret to success?’ on 27 May 2024. The presentation was based on findings from PISA 2022 results and the webinar helped launch the PISA in Focus ‘Managing screen time: How to protect and equip students against distraction’ https://www.oecd-ilibrary.org/education/managing-screen-time_7c225af4-en and the OECD Education Policy Perspective ‘Students, digital devices and success’ can be found here - https://oe.cd/il/5yV
How to Split Bills in the Odoo 17 POS ModuleCeline George
Bills have a main role in point of sale procedure. It will help to track sales, handling payments and giving receipts to customers. Bill splitting also has an important role in POS. For example, If some friends come together for dinner and if they want to divide the bill then it is possible by POS bill splitting. This slide will show how to split bills in odoo 17 POS.
2. Find someone
exactly like you!
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Likes same food
Dislikes same food
Wears similar clothes
Speaks the same language
Uses same body language
Has the same daily routine
4. 1. work ethically and effectively in intercultural settings.
2. handle a particular situation or task effectively
3. work with people from different cultural backgrounds
4. work with people from the same cultural background
Cultural competency is
the ability to
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5. Ability to understand and
effectively engage with
individuals and groups from
different cultural
backgrounds.
Recognizing and respecting
cultural differences,
adapting to different
contexts, practices and
beliefs.
nagaRAJU
7. To work with culturally
diverse members
To ensure they feel welcome
and valued
To promote unity and a
sense of belonging
To avoid unintentional harm
To promote our global
reputation and reach
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9. Cultural differences are likely
to separate us from each other.
But, cultural competency
brings about a collective
strength that can benefit the
entire humanity.
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10. Growth
expands the pool of
eligible members and
increases the
organization’s appeal.
Collaboration
breaks down barriers,
minimizes
misunderstanding and
enhances harmony.
Innovation
Stimulates creativity,
brings new perspectives,
multiple points of view.
nagaRAJU
11. Power of Cultural Competency:
Drives Membership Growth and Inclusion
nagaRAJU
17. Conclusion
Cultural competency is not only a
way to achieve greater success,
but also a moral and ethical
imperative with an impact on
society as a whole.
nagaRAJU
In today's world, cultural competency is key to membership growth. We have always strived to make a positive impact on communities across the globe. In order to continue fulfilling our mission and addressing the pressing needs of society, it is crucial that we focus on diversity.
Being able to understand, respect and appreciate cultural differences lays the foundation for success. In this presentation, we'll explore why cultural competency is important and offer effective strategies for developing it.
It goes beyond mere tolerance. It is a celebration of inclusivity and diversity and fosters growth.
It goes beyond mere tolerance. It is a celebration of inclusivity and diversity and fosters.
It goes beyond mere tolerance. It is a celebration of inclusivity and diversity and fosters growth.
The National Centre for Cultural Competence defines cultural competence as “the ability to participate ethically and effectively in personal and professional intercultural settings” 1.
Option B is a general definition of competence.
Otion C is a more specific definition of cultural competence.
Option D is the opposite of cultural competence,.
As Lions, we are united by our shared mission - to serve those in need and create a better future for all. However, in order to truly make a difference on a global scale, we must expand our membership base. The challenges facing our communities are vast and varied, and by growing in numbers, we can increase our collective impact.
But growth should not be pursued solely for the sake of numbers; it should be driven by purpose and inclusivity. We need members who bring diverse perspectives, experiences, and cultural backgrounds to the table. This diversity will enable us to better understand the unique needs of different communities and tailor our services accordingly.
Diversity is not just about representation; it is about fostering an environment where every voice is heard and valued. By embracing cultural competency within Lions Clubs International, we can ensure that everyone feels welcome and included. This means actively reaching out to underrepresented groups within our communities - individuals from different ethnicities, religions, genders, ages, abilities - so that their voices can contribute towards shaping our initiatives.
Moreover, research has consistently shown that diverse teams are more innovative and effective in problem-solving. By embracing diversity within our membership base, we can tap into a wealth of knowledge and perspectives that will enable us to tackle complex challenges with greater success.
instrumental in creating an inclusive and diverse membership base
It allows organizations to tap into the collective wisdom and creativity of individuals from different cultural backgrounds, leading to innovative solutions and improved decision-making.By understanding different cultural norms, values, and communication styles, organizations can navigate intercultural interactions with sensitivity and respect. This reduces the potential for miscommunication and fosters harmonious relationships among members. When individuals from different cultural backgrounds feel welcomed, understood, and represented, they are more likely to join and actively participate in an organization.
It allows organizations to tap into the collective wisdom and creativity of individuals from different cultural backgrounds, leading to innovative solutions and improved decision-making.By understanding different cultural norms, values, and communication styles, organizations can navigate intercultural interactions with sensitivity and respect. This reduces the potential for miscommunication and fosters harmonious relationships among members. When individuals from different cultural backgrounds feel welcomed, understood, and represented, they are more likely to join and actively participate in an organization.
Ensure staff have the knowledge and skills to engage respectfully and effectively with individuals from diverse cultural backgrounds.
Training and education programs that provide individuals with the knowledge, skills, and attitudes necessary for effective cross-cultural interactions. These programs should be designed to raise awareness about different cultures, challenge stereotypes, and provide practical strategies for building cultural competence..Topics such as cultural awareness, cultural sensitivity, communication skills, and conflict resolution.
Online courses or e-learning modules to provide comprehensive information about various cultures, including history, traditions, and values, quizzes and assessments.
Facilitate cultural immersion experiences, such as study abroad programs or cultural exchanges to provide individuals with firsthand exposure to different cultures, allowing them to develop empathy, understanding, and appreciation for cultural diversity.
Providing language support, offering scholarships or financial assistance, and accommodating different cultural practices and preferences.
Leaders must set the tone and create a culture that values diversity, inclusivity, and cultural competency.
Leaders should demonstrate cultural sensitivity and inclusivity in their own interactions and decision-making processes. This includes actively seeking diverse perspectives, addressing biases, and promoting equitable opportunities for all members.
Leaders should allocate resources, such as time, funding, and personnel. This includes investing in training programs, cultural events, and diversity recruitment efforts.
Leaders should encourage collaboration and teamwork by creating cross-functional teams, promoting mentorship relationships, and facilitating cultural exchange programs.Communicate the importance of cultural competency and its alignment with the organization's values and goals through internal communications, town hall meetings, and inclusion in strategic planning discussions.
Set benchmarks and goals related to cultural diversity and regularly evaluate progress.
Leaders must set the tone and create a culture that values diversity, inclusivity, and cultural competency.
Leaders should demonstrate cultural sensitivity and inclusivity in their own interactions and decision-making processes. This includes actively seeking diverse perspectives, addressing biases, and promoting equitable opportunities for all members.
Leaders should allocate resources, such as time, funding, and personnel. This includes investing in training programs, cultural events, and diversity recruitment efforts.
Leaders should encourage collaboration and teamwork by creating cross-functional teams, promoting mentorship relationships, and facilitating cultural exchange programs.Communicate the importance of cultural competency and its alignment with the organization's values and goals through internal communications, town hall meetings, and inclusion in strategic planning discussions.
Set benchmarks and goals related to cultural diversity and regularly evaluate progress.
Fear of the unknown or a reluctance to challenge their own biases requires effective communication, education, and consistent leadership support.
Lack of Resources including time, funding, and personnel. Organizations with limited resources may struggle to allocate sufficient support for such initiatives.
Unconscious biases can manifest in subtle ways, such as assumptions, stereotypes, or microaggressions.
Siloed approaches can hinder progress and limit the impact of cultural competency efforts.
An ongoing process that requires continuous commitment sustainable in the long and evaluation.
It is imperative that we prioritize both growth and diversity. By actively seeking out new members and embracing cultural competency, we can create an inclusive environment where everyone's contributions are valued. Let us come together and work towards membership growth that includes everyone, ensuring that our collective efforts leave a lasting legacy of positive change.
Requires a concerted effort to create a culture that embraces diversity, fosters inclusion, and reaps the rewards of membership growth and engagement.
As our world becomes increasingly diverse and interconnected, it is crucial for organizations to develop the skills, knowledge, and attitudes necessary to navigate cultural differences effectively.Benefits far outweigh the obstacles.
Together, we can create an inclusive and diverse community that celebrates our differences and thrives on our shared values.