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.
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.
Cross Cultural Training PowerPoint PresentationAndrew Schwartz
(ReadySetPresent Cross-Cultural Training PowerPoint Content)
155 slides include: 21+ slides on cross-cultural regional attributes: Asia, Africa, Europe, Middle East, North American, and Latin America, 22 slides on Religious belief systems & Practices, 7 slides on Non-verbal languages across cultures, 19 slides on noting the global challenges and looking for intercultural/cross-cultural opportunities, 9 tips dealing with cultural differences, 9 slides of tips and techniques on intercultural adjustments for expatriates, 15 slides on Intercultural Dialogue tips and techniques, 5 slides on negotiation across cultures, 8 slides on conflict resolution across cultures, how to’s and more.
Cultural competency is the ability interact effectively and respectfully with people from diverse backgrounds. When working with those from other cultures, it is important for us to identify our own biases so we can open ourselves to learn more about other cultural practices. Appreciation of our own cultural identities can help us to understand, acknowledge and accept the identities of others.
Cross Cultural Training PowerPoint PresentationAndrew Schwartz
(ReadySetPresent Cross-Cultural Training PowerPoint Content)
155 slides include: 21+ slides on cross-cultural regional attributes: Asia, Africa, Europe, Middle East, North American, and Latin America, 22 slides on Religious belief systems & Practices, 7 slides on Non-verbal languages across cultures, 19 slides on noting the global challenges and looking for intercultural/cross-cultural opportunities, 9 tips dealing with cultural differences, 9 slides of tips and techniques on intercultural adjustments for expatriates, 15 slides on Intercultural Dialogue tips and techniques, 5 slides on negotiation across cultures, 8 slides on conflict resolution across cultures, how to’s and more.
Cultural competency is the ability interact effectively and respectfully with people from diverse backgrounds. When working with those from other cultures, it is important for us to identify our own biases so we can open ourselves to learn more about other cultural practices. Appreciation of our own cultural identities can help us to understand, acknowledge and accept the identities of others.
Dissecting culture and its application to business.docxmadlynplamondon
Dissecting
culture and its
application to
business
What we’ll cover
1. What is the nature of culture?
2. Variety and variation in culture
3. How have globalisation, migration and diversity impacted on
national culture?
4. Use these insights to critically evaluate models of national culture
5. Culture traps: problems and pitfalls to avoid
6. Dynamic models of culture
7. Groupwork exercise: apply your cultural knowledge to business
practice
1. What is culture?
Read the following descriptions of national values
for China, India, Britain
•What do these descriptions tell us about the nature of
culture?
i.e. what kinds of things do we call ‘culture’?
• How long might it take an outsider to understand these
values?
So what is the nature of culture?
“a complex frame of reference that consists of patterns of traditions,
beliefs, values, norms, symbols, and meanings that are shared to varying
degrees by interacting members of a community”
(Ting-Toomey, 1999, p.10)
traditions rituals, ceremonies, rites of passage
beliefs, values, norms underlying principles governing behaviours
symbols language (verbal, non-verbal) also images
meanings Interpretations of symbols held by members
‘shared to varying degrees’ not every single member of the culture to the same degree!
‘a frame of reference’ for making sense of the world
Culture is socially constructed; a basis for shared, collective identities
What are the key
words to highlight
in this definition?
Another definition
“the coherent, learned, shared view of a group of people about life’s
concerns that ranks what is important, furnishes attitudes about what
things are appropriate, and dictates behaviour”
(Varner & Beamer, 2011, p.5)
coherent an entire, consistent world view
learned we are not born with it; culture is transmitted
view of a group agreed, shared views of a society
What are the key
words to highlight
in this definition?
The Iceberg of Culture
In awareness Visible
Out of conscious
awareness
Invisible
Self-awareness
The Iceberg of Culture Fine arts Literature
Drama Classical music Popular music
Folk dancing Games Cooking Dress
Notions of modesty Conceptions of beauty Ideas about child raising
Rules of descent Cosmology Relationship to animals Courtship practices
Patterns of superior/subordinate relations Definitions of sin
Conceptions of justice Notions of leadership Incentive to work Tempo of work
Attitudes to the dependent Approaches to problem solving
Patterns of group decision making Eye behaviour Conceptions of cleanliness
Theories of disease Conception of status mobility
Roles in relation to status by age, sex, class, occupation, kinship etc
Definition of insanity Nature of friendship Conception of self
Patterns of visual perception Body language Facial expression
Notions of logic and validity Patterns of handling emotions ...
#Diversity Management, Definition Of Diversity, Types of Diversity, Benefit of Diversity , Challenges of Diversity.
The Definition of Diversity and Diversity management, Prejudice and its step and expression, what diversity look like in organization like WKU
Minimizing the challenge, and best practice of Diversity management,
Is Diversity management is important in campus, and its benefit for student, and How it can be structured.
The four types of Diversity, Internal Diversity, External Diversity, Organizational Diversity, world wide diversity
Implicitly or explicitly all competing businesses employ a strategy to select a mix
of marketing resources. Formulating such competitive strategies fundamentally
involves recognizing relationships between elements of the marketing mix (e.g.,
price and product quality), as well as assessing competitive and market conditions
(i.e., industry structure in the language of economics).
Putting the SPARK into Virtual Training.pptxCynthia Clay
This 60-minute webinar, sponsored by Adobe, was delivered for the Training Mag Network. It explored the five elements of SPARK: Storytelling, Purpose, Action, Relationships, and Kudos. Knowing how to tell a well-structured story is key to building long-term memory. Stating a clear purpose that doesn't take away from the discovery learning process is critical. Ensuring that people move from theory to practical application is imperative. Creating strong social learning is the key to commitment and engagement. Validating and affirming participants' comments is the way to create a positive learning environment.
Event Report - SAP Sapphire 2024 Orlando - lots of innovation and old challengesHolger Mueller
Holger Mueller of Constellation Research shares his key takeaways from SAP's Sapphire confernece, held in Orlando, June 3rd till 5th 2024, in the Orange Convention Center.
The world of search engine optimization (SEO) is buzzing with discussions after Google confirmed that around 2,500 leaked internal documents related to its Search feature are indeed authentic. The revelation has sparked significant concerns within the SEO community. The leaked documents were initially reported by SEO experts Rand Fishkin and Mike King, igniting widespread analysis and discourse. For More Info:- https://news.arihantwebtech.com/search-disrupted-googles-leaked-documents-rock-the-seo-world/
[Note: This is a partial preview. To download this presentation, visit:
https://www.oeconsulting.com.sg/training-presentations]
Sustainability has become an increasingly critical topic as the world recognizes the need to protect our planet and its resources for future generations. Sustainability means meeting our current needs without compromising the ability of future generations to meet theirs. It involves long-term planning and consideration of the consequences of our actions. The goal is to create strategies that ensure the long-term viability of People, Planet, and Profit.
Leading companies such as Nike, Toyota, and Siemens are prioritizing sustainable innovation in their business models, setting an example for others to follow. In this Sustainability training presentation, you will learn key concepts, principles, and practices of sustainability applicable across industries. This training aims to create awareness and educate employees, senior executives, consultants, and other key stakeholders, including investors, policymakers, and supply chain partners, on the importance and implementation of sustainability.
LEARNING OBJECTIVES
1. Develop a comprehensive understanding of the fundamental principles and concepts that form the foundation of sustainability within corporate environments.
2. Explore the sustainability implementation model, focusing on effective measures and reporting strategies to track and communicate sustainability efforts.
3. Identify and define best practices and critical success factors essential for achieving sustainability goals within organizations.
CONTENTS
1. Introduction and Key Concepts of Sustainability
2. Principles and Practices of Sustainability
3. Measures and Reporting in Sustainability
4. Sustainability Implementation & Best Practices
To download the complete presentation, visit: https://www.oeconsulting.com.sg/training-presentations
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Recruiting in the Digital Age: A Social Media MasterclassLuanWise
In this masterclass, presented at the Global HR Summit on 5th June 2024, Luan Wise explored the essential features of social media platforms that support talent acquisition, including LinkedIn, Facebook, Instagram, X (formerly Twitter) and TikTok.
Kseniya Leshchenko: Shared development support service model as the way to ma...Lviv Startup Club
Kseniya Leshchenko: Shared development support service model as the way to make small projects with small budgets profitable for the company (UA)
Kyiv PMDay 2024 Summer
Website – www.pmday.org
Youtube – https://www.youtube.com/startuplviv
FB – https://www.facebook.com/pmdayconference
2. Overview
• Hope
• Activity
• Objectives
• Keys to Learning
• Culture & Worldview
• Who Am I?
• Valuing Cultural Differences
• Cultural Competence
• Cultural Competence
Continuum
• Strategies for Enhancing
Cultural Competence
• Wrap up
3. Conversation Guidelines
• What do we need to establish to make this a
safe space?
– Ability to Pass or Participate
– Respect of Differing Opinions
– Meet people where they are
– Use of “I” Statements
– All Questions are Valid
– Confidentiality
– Risk-Taking Encouraged
– Have FUN while learning
• What is missing?
5. Objectives
Understand how one’s worldview, biases, and assumptions
impact relationships with others, including co-workers, clients,
and community stakeholders
Learn about the benefit of demonstrating culturally competent
attitudes and behaviors in an organizational setting
Explore the Cultural Competence Continuum as a personal and
organizational evaluation tool
Discuss strategies for enhancing cultural competence to
improve relationships and perform better in the work setting
6. Take Home Messages
Cultural Competence = Relationship Building
• INDIVIDUAL - Get to know yourself (worldview, values,
cultural identities) so you can better explore the
uniqueness of others
• ORGANIZATION - Get to know your community
(traditions, cultures, norms, practices, beliefs) so your
agency can be more in tune with their assets & needs
• SYSTEMS – Get to know your agency (culture, mission,
values, staff, services, polices, practices, philosophies)
so you can better serve the community
7. Keys to Today’s Learning
• Working with people is inevitably a
cross-cultural enterprise.
• Becoming culturally competent is a
process, not an endpoint.
• Everything we do exists within a cultural
context.
8. Keys to Today’s Learning
• Becoming aware of our own personal
cultural filters is essential to this work.
• “How to” and cookbook approaches to
cultural competency work to promote
stereotyping.
• Stereotyping is a natural part of what
we (people) do.
9. “… vast structures of behavior,
ideas, attitudes, values,
habits, beliefs, customs,
language, rituals, ceremonies,
and practices peculiar to a
particular group of people…
[that]…provides them with a
general design for living and
pattern for interpreting
reality…” Wade Nobel, M.D., TA
Partnership (2007)
Culture can be defined as…
11. Cultural Considerations:
Ethnicity
Race
Country of Origin
Gender
Age
Socio-economic Status
Primary Language
English Proficiency
Spirituality / Religion
Literacy Level
Sexual Orientation
Employment
Geographic Location
Physical Ability/Limitations
Immigration Status
Criminal Justice Involvement
Political Climate
12. CULTURAL ICEBERG
Race, Age, Physical Abilities, Gender, etc.
Marital Status, Religion/Spirituality, etc.
Military Experience, Ethnic Background, Nationality, Educational
Status, Socioeconomic Status, Language, Sexual Orientation,
Political Affiliation, Hobbies, Family Roles, Health Status, etc.
15. What if…
• Think about two of your most important
cultural identities on the diagram…
– Pretend that someone knew everything
about you except those two important
cultural identities.
– Now, pretend those two important cultural
identities were discussed in a negative
way.
16. Culture Shapes Worldview
• “A culturally based variable that directly affects
and mediates our belief systems, assumptions,
modes of problem solving, decision making and
conflict resolutions (Ibrahim, 1991):
• An individual's perception of his or her
relationship with the world, i.e., nature,
institutions, people, and things (Sue, 1978).
17. “At least half of the
exercise I get everyday
comes from jumping to
conclusions.”
Bruce Dexter, Journalist
19. Creating Prejudice:
How we learn to discriminate
The Cycle of Conditioning:
We are all influenced by our environment.
– Prepare
– Separate groups
– Differences pointed out
– Justify marginalized group’s behavior
– Continue cycle-reinforced stereotypes
20. Video: “A Class Divided”
Jane Elliot
http://www.pbs.org/wgbh/pages/frontline/shows/divided/
• Keep in mind the cycle of conditioning.
• Note your reactions.
• Have you seen this in other settings?
21. Discussion about Video
• What did you notice about yourself and your
reactions / feelings?
• Have you ever felt left out, different, or
discriminated against?
• How did the cycle play out?
• How do you see the cycle playing out in society
today?
• How do we break or interrupt this cycle?
22. Cross-cultural Interactions
“We all use stereotypes, all the time, without
knowing it. We have met the enemy of
equality, and the enemy is us.”
~ Article from Psychology Today
23. Breaking the Cycle by
Becoming More Mindful
“Promising evidence in social cognitive
psychology indicates that with sufficient
motivation, cognitive resources, and
effort, people are able to focus on the
unique qualities of individuals, rather
than on the groups they belong to, in
forming impressions and behaving
toward others.”
From Reducing Racial Bias Among Health Care Providers:
Lessons from Social-Cognitive Psychology
24. Reducing the Impact of Stereotyping
These efforts may, over time, reduce the
strength of stereotyping:
Commit to change.
Monitor and attempt to make better
hidden attitudes before they are
expressed through behavior.
Make a conscious decision to be
egalitarian, which may lead one to widen
one's circle of friends and knowledge of
other groups.
26. Common Critiques of Cultural
Competency
It’s a Soft Construct because:
• It’s not skill-based
• It’s not data-driven
• It’s not linked to specific outcomes
• It’s hard to operationalize
27. • Value the differences/similarities
between persons and groups
• Make the knowledge of a
culture a part of oneself
• Focus on one’s strengths and
capacities
• Recognize the importance of a
person’s life context
Cultural competence enables a person to…
28. Cultural competence enables an agency
to…• Respond to demographic changes in
the community
• Work towards eliminating disparities in
the health status of multicultural people
• Improve quality of services & outcomes
• Meet legislative, regulatory, &
accreditation mandates
• Gain a competitive edge in the
marketplace
• Provide community focused service
delivery
• Enhance the workplace environment
29. What is Cultural Competence?
Multidimensional Construct
• Individual / Provider Level
• Organizational Level
• Systems Level
31. “A process of learning that leads to an ability to
effectively respond to the challenges and
opportunities posed by the presence of cultural
diversity in a defined social system.”
Cultural Competence
32. Elements of Cultural Competence
1. Awareness of one’s own culture
2. Understanding the dynamics of difference
3. Awareness and acceptance of difference
4. Development and application of cultural
knowledge
5. Celebration of diversity
33. “To be culturally competent doesn’t mean you
are an authority in the values and beliefs of
every culture. What it means is that you hold
a deep respect for cultural differences and
are eager to learn, and willing to accept that
there are many ways of viewing the world.”
Dr. Okokon O. Udo
Cultural Competence
34. Cultural Competence is an ongoing process so keep working
towards it even if you feel lost!
35. Quick Self-Check Using the Cultural Competence Continuum
What Stage Are You In? Characteristics
RED attitudes, behaviors, values, and practices that are
destructive to a cultural group
ORANGE lack of skill and knowledge to respond effectively
to the needs, interests and preferences of
culturally and linguistically diverse groups
YELLOW beliefs and practices that support viewing and
treating all people as the same
GREEN level of awareness about your strengths and areas
for growth to respond effectively to culturally and
linguistically diverse populations
BLUE has acceptance and respect for differences
PURPLE holds culture in high esteem
36. Cross, Bazron, Dennis & Isaacs, 1989
The Cultural Competence Continuum
CulturalDestructiveness
CulturalIncapacity
CulturalIgnorance
CulturalPre-Com
petence
CulturalCom
petence
CulturalProficiency
38. CULTURAL DESTRUCTIVENESS
Actively participates in purposeful attacks on
other cultures. Attitudes, policies and practices
are destructive to cultures and individuals within
the cultures, e.g., depriving gay or lesbian clients
access to quality care.
39. CULTURAL INCAPACITY
Lacking the capacity to help individuals from
other cultures. These individuals are extremely
biased, may believe in race superiority of the
dominant group or act paternalistic towards
Minorities.
40. CULTURAL IGNORANCE
The perspective that color or culture makes no
difference whatsoever, if the system works as it
should, all people, regardless of race or ethnicity,
shall be served with equal effectiveness, e.g.,
ignoring the individual differences of your community or
prevention activities, and treating them all the same.
41. CULTURAL PRECOMPETENCE
Awareness of one’s limitations in serving persons
of diversity and making small steps to improve on
some level, e.g., asking a colleague or client about
their culture in effort to acquire cultural knowledge
and sensitivity.
42. CULTURAL COMPETENCE
Accepting and respecting differences among and
within different cultures. Continuously assessing
one’s behavior to ensure it is congruent with
culturally competent practices. Expanding one’s
knowledge, resources and services in order to
better meet the needs of different racial and ethnic
groups.
43. CULTURAL PROFICIENCY
Taking a proactive approach towards cultural
competency to move it forward on a systemic level.
The advanced level specializes in cultural
competency and these individuals are often involved
in multicultural research, developing new preventions
and treatment modalities that address diversity
issues, publishing culturally-based knowledge, raising
society awareness and sensitivity to cultural issues.
44. Process of Gaining Cultural Competence
Views
themselves as
culturally
superior to
other cultures
Actively seeks
knowledge about other
cultures; educates
others about cultural
differences
Lacks cultural
awareness and
thinks there is
only one way of
doing things
Culturally
Incompetent
Sees all the same
people, and thinks
everyone should be
treated the same
Culturally
Competent
Recognizes
different cultures
and seeks to learn
about them
Accepts, appreciates and
accommodates cultural
differences. Understands
the effect his/her own
culture has in relating to
others
45. Reflections….
• Now, thinking about where you
fall on this continuum, what is
ONE thing you can do to move
along the continuum towards
cultural proficiency?
• Where does the agency fall on
this continuum?
• How can everyone work together
to move the agency along the
continuum towards cultural
proficiency?
46. We all need Cultural Competence
• Everyone will work with
people outside their own
cultural groups; so they must
be able to learn about, relate
to, and communicate with
people who are different from
themselves
• To build trust and rapport
• To be able to work effectively
47. Key Elements of Culturally Competent
Organizations and their Staff
Value diversity
Assess themselves
Manage the dynamics of difference
Acquire and institutionalize cultural
knowledge
Adapt to diversity and the cultural
contexts of individuals and
communities served
48. Exploring Strategies to Enhance
Cultural Competence so…
Together, we can move Forward!
Celebrate what works!
What does your agency do or
what do you do to effectively
work with and serve the
diverse groups in your
community?
49. Enhancing Cultural Competence
Georgetown University’s
National Center for Cultural Competence
“Infusing Cultural and Linguistic Competence
into Health Promotion Training – Video”
Chapter 4: Applying Cultural & Linguistic Competence
Video Presented by:
Suzanne Bronheim, Ph.D.
http://nccc.georgetown.edu/projects/sids/dvd/view_online/p4a.html
50. Enhancing Cultural Competence at the
Organizational Level
Organizational Values: An organization's perspective and attitudes with respect
to the worth and importance of cultural competence, and its commitment to
provide culturally competent care.
Governance: The goal-setting, policy-making, and other oversight vehicles an
organization uses to help ensure the delivery of culturally competent care.
Planning and Monitoring/Evaluation: The mechanisms and processes used to
guide cultural competence planning; and the systems and activities in place to
track and assess an organization's level of cultural competence.
Communication: The exchange of information between the
organization/providers and the clients/population, and internally among staff, in
ways that promote cultural competence.
51. Ensuring Cultural Competence at the
Organizational Level
Staff Development: An organization's efforts to ensure staff and other service
providers have the requisite attitudes, knowledge and skills for delivering
culturally-competent services.
Organizational Infrastructure: The organizational resources required to deliver
or facilitate delivery of culturally-competent services.
Services/Interventions: The degree to which the organization delivers services
in a culturally competent manner.
52. Leading with
Cultural Intelligence (CQ)
• Read (i.e., local paper
when you travel)
• Go to the movies /
museum
• Eat out
• Learn a new language
• Attend cultural
celebrations
• Find a cultural coach
• Visit a temple, mosque,
church
• Consume a variety of
news sources
• Look for culture
• Join a multicultural group
• Take a class
• Create a faith club
D. Livermore, 2010
53. Take Home Messages
Cultural Competence = Relationship Building
• INDIVIDUAL - Get to know yourself (worldview, values,
cultural identities) so you can better explore the
uniqueness of others
• ORGANIZATION - Get to know your community
(traditions, cultures, norms, practices, beliefs) so your
agency can be more in tune with their assets & needs
• SYSTEMS – Get to know your agency (culture, mission,
values, staff, services, polices, practices, philosophies)
so you can better serve the community