3. Overview:
Professionalism in a multicultural setting MEANS
Collaboration within community studies - working
with people as in a partnership (Organista, Marín, &
Chun, 2010; p. 238)
4. A Definition
• PROFESSIONALISM FOR
MULTICULTURALISM –The process of living in
ones shoes while providing care for their
mental and emotional needs. In psychology,
professionalism is cloaked in confidentiality
while exhibiting respectful attitudes for the
cultural needs of the individual.
• Example of respect for culture:A doctor must
aid a patient in a personal decision for
longevity and quality of life; the patient will
not take blood transfusions for religious
respect of the life that is the blood.
• Professionally the doctor will respect the
culture [in confidentiality] while looking for
alternatives in patient care.
• Done by seeking the happiness of his patient’s
walk – thus walking in their shoes.
community
cultures
A walk is a way of life – a culture
5. BARRIERS: Elements of culture will
affect behavior and interactions with
others .
• Religion –
1. the belief that there is a place beyond this life to exist where a set of norms allows
one to enter the place after death.
2. A belief in gods or one god as a creator
3. A scientific belief that has not been validated; a theory such as evolution
• Politics –
The standards set to govern a national group that act as a norm for social interactions
of survival.
6. Self-conceptualization – interdependent
construal's of the self
• THEVIEW OF SELF ACROSS CULTURES – when we have a responsible view
towards others we understand that others are part of who we are and help
us interact with others in a responsible manner.
Walk in the shoes of
others
8. How
elements
of
culture
affect
behavior
and
interactions
Uhlmann, Heaphy, Ashford, Zhu, & Sanchez-Burks (2013)
Study by number and
goal
Hypothesis Participants Findings
Study 1 finding a norm
for role referencing
1, 2 : Artifacts from
tenure U.S. non-work
roles more U.S.
unprofessional
67 men 28 women
MBA students in
professional positions
58. 5 U.S. born; 41. 5
foreign born/
representing several
ethnic backgrounds
and 25 industries
U.S. norm to limit
nonwork role
referencing
Study 2 & 3 what this
norm implies for job
candidates when
evaluated for jobs
3: Negative response
for nonwork role
referencing from U.S.
born with exception to
Indians who will
respond positive
4: Prior experience in
job recruitment and
cultural differences
effect responses to
nonwork role
referencing
185 male and female –
75 US and 110 Indian
from Amazon.com’s
Mechanical Turk
Service in exchange for
pay
3: True
4: True
9. Role playing collaboration tips used in businesses will help a
psychology professional to build a therapeutic culture as
they work with multicultural group clientele.
FiveTips to Build a Collaborative Culture
Relationships
• Take the lead: communicate for unity
• Share and solve together
• Be open with others in partnerships
• Create and follow norms
• Drive change with creativity and
measuring your goals Global Leadership: Building a collaborative culture:YouTube
Video (2014)
10. Tips for improving intercultural
communication and interactions
• Weinberger & Shefi (2012)
• Yali, & Revenson (2004) provides a conclusion
on the importance of demographic gaps and
how disparities can effect services in
communications for needs.
• Thus it is important to be conscious of the
dynamics inherent when cultures interact via
services and products.
11. More definitions
Culture
• Examples included in cultures: Religious
views, clothing, processes of
communication (language, gestures, and
habits), politics, marriage, birth, and death
beliefs.
Multiculturalism and
multicultural competence
• Multiculturalism:Complex ideals developed
from cultures that are living together sharing
the same environment.
• Multicultural competence:The art of
communicating and co existing within more
than one culture to secure environmental
needs for self, family, coworkers, clients, or
anyone in association.
Barriers
might exist
language
gestures
habits
politics marriage
birth
death
12. Building multicultural competence through
life stories – listen to mine – hear others
• St. Louis is a multicultural city in the middle of the USA.The melting pot can
be clearly observed even as a child. On Sundays, we went to the big
Fairgrounds Park where the firstWorld Fair was held almost 1/2 a century
before my time. My daddy was a park watchman, I saw many children
playing there on the swings that I always played on Monday through
Saturday; but on this day there were lots of black kids playing on the swings
and their mom’s and dads were at the picnic tables laughing and eating
food. I recall asking my daddy where all the other people went …I didn't see
anyone that I knew. My dad told me that on Sunday, the white people gave
the park to the colored people so they could enjoy their life after church in a
garden atmosphere.
13. A list of resources fro the Certified Professional
in Healthcare Quality (CPHQ)
Visit the website>
http://www.nahq.org/certify/content/resource.html
14. References p. 1 0f 3
• Bennett, M.W. (2014). Confronting cognitive "anchoring effect" and "blind spot" biases in federal
sentencing: a modest solution for reforming a fundamental flaw. Journal of Criminal Law &
Criminology, 104(3), 489-534. Retrieved from:
http://proxy1.ncu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ofs&AN=9
8169145&site=eds-live
• Holmboe, E., & Bernabeo, E. (2014).The 'special obligations' of the modern HippocraticOath for
21st century medicine. Medical Education, 48(1), 87-94. doi:10.1111/medu.12365. Retrieved from
http://proxy1.ncu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=
92886593&site=eds-live
• Holt, K., & Seki, K. (2012). Global leadership: a developmental shift for everyone. Industrial &
Organizational Psychology, 5(2), 196-215. doi:10.1111/j.1754-9434.2012.01431.x Retrieved from:
http://proxy1.ncu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=7
5061993&site=eds-live
• Kaslow, F.W. (2010). A family therapy narrative. American Journal of FamilyTherapy, 38(1), 50-62.
doi:10.1080/01926180903430030. Retrieved from:
http://proxy1.ncu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=edswss&A
N=000277724600004&site=eds-live
15. • Organista, B. B., Marín, G., & Chun, K. M. (2010).The psychology of ethnic groups in the United States.
Los Angeles,CA Sage Press.
• Scott. M. G., Kucik.D.F.,Goodnough, L.T. (1997). Blood substitutes: evolution and future applications
Clinical Chemistry. September 1997 vol. 43 no. 9 1724-1731. Retrieved from
http://www.clinchem.org/content/43/9/1724.full.pdf+html
• Uhlmann, E. L., Heaphy, E., Ashford, S. J., Zhu, L., & Sanchez-Burks, J. (2013). Acting professional:An
exploration of culturally bounded norms against nonwork role referencingActing professional:An
exploration of culturally bounded norms against nonwork role referencing. Journal of Organizational
Behavior, 34(6), 866-886. doi:10.1002/job.1874 Retrieved from:
http://proxy1.ncu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=bth&AN=8930
5979&site=eds-live
References p. 2 0f 3
16. • YouTubeVideo (2014). Global leadership: Building a collaborative culture. Retrieved from:
http://youtu.be/doxbyll92IE
• Weinberger,Y., & Shefi, P. (2012). Professional identity formation through narrative research: "how
much the personal and the professional are intertwined?” International Journal of Learning, 18(11),
261-275. Retrieved from:
http://proxy1.ncu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=ehh&AN=
83813242&site=eds-live
• Yali, A. M., & Revenson,T. A. (2004). How changes in population demographics will impact health
psychology: Incorporating a broader notion of cultural competence into the field. Health
Psychology, 23(2), 147-155. doi:10.1037/0278-6133.23.2.147 Retrieved from:
http://proxy1.ncu.edu/login?url=http://search.ebscohost.com/login.aspx?direct=true&db=pdh&AN=
2004-11615-007&site=eds-live
References p. 3 0f 3
Editor's Notes
It is important to value and recognize diversity before any attempt at developing policies and procedures is made –This will procure professionalism (Organista et al., 2010; p. 239). This presentation contains an activity to include the audience so that self conceptualizing can take place. The presentation is to build competency by the individual value of one’s self and learning how to place their self in another’s shoes while staying professional. One aspect of a professional psychology worker would be reaching the mind of their clients. When working with multicultural, this means finding an anchor to ones; self and finding a way to relate with many (multiple) ethnic groups within individuality. The presentation includes a review of three studies (Ulhman et al., 2010) and their findings. Plus, a resource web site will provide a list of resources for improving professionalism while working in a health field.
[READ SCREEN LEFT SIDE ONLY]
A. Find community strengths and resources –this is important because there will many positive areas to build relationships with and become a professional expert with multiple cultures.
B. Teach mutual benefits: knowledge and interventions in use through integration –this is important because ir bridges relationships and overcomes barriers. There is a slide on barriers.
C. Address social inequalities or disparities to empower a process of cooperation. There will be a slide on this as well, to help bridge relationships in multiple cultures.
D. Freely explain findings – This is part of overcoming barriers. It places you and the client in the same shoes. Studies explained in the presentation teach the need to build rapport and how a professional can do this in spite of social norms. The slide by Uhlmann, Heaphy, Ashford, Zhu, & Sanchez-Burks (2013) has a chart for this information.
E. Be committed in long term partnerships [READ EXAMPLE ON SCREEN]
Understanding one’s own cultural background so as to connect with others via similarities promotes professionalism (Ulhmann et al.).
This is the first slide about the barriers and causes. –definitions again this time on the inner self –or motivating thoughts. The definitions are more explanatory than the usual dictionary or text book definitions to help explain how interactions are derived by these notions of religion and politics. As noted in Organista, Marín, & Chun (2010) religions are a big part of culture and multiple cultures will mean there are multiple religions to understand and relate within a professional position. Organista et al. defines cultural elements of interactions and behavior as influenced by inner reflections of their self…dimensions (p. 42) that are influenced by others in their community – self-conceptualization. (p. 43). Thus, it is imperative to understand your own spiritual or non spiritual beliefs to help relate to these that have or do not have religions. This is similar to the anchoring effect found in Bennett (2014) in which bias feelings might frame a prejudgment; professional are competent if they are not bias. Politics are very closely related to religious views and at one time as history shows were not separated. There are multiple cultures, such as the Muslim cultures, the Jewish cultures, and other oriental countries to name a few) that have no separation in the religious views over the political views.
It starts with our own identity: Self-reflection questions “Who am I?” to me and who do I want others to know who I am? – How do I help others by being me?
Relating back to course concepts: # 8: Building multicultural competence (sharing who we are with our clients.)
Course concepts: COURSE CONCEPTS:
1. Defining and understanding multiculturalism as it pertains to you alone
2. Cultural identity development for yourself
3. Multicultural issues in research and testing and how you personally view them
4. Immigration and acculturation and how you personally view this
5. Prejudice, privilege and stereotyping and you – do you do this? Ask yourself.
6. Discrimination- is this a practice that you partake in?
7. Multiculturalism and mental health how is this important with your views and professional goals?
8. Building multicultural competence (Weinberger & Shefi, 2012; p, 262 – activity of telling life story: why I am a professional in multicultural psychology; there is a slide later on this topic). In the activity have audience tell who they are (one at a time) by describing their best values and why they have them as best values.
Everyone has a different life story depending on these factors on the screen. Understanding one’s own cultural background so as to connect with others via similarities cuts through the barriers. Uhlmann, Heaphy, Ashford, Zhu, & Sanchez-Burks, 2013) describes role referencing that is not workplace related …as harmful for professionalism; yet when promoting well-being for cultural aspects over a workplace role the opposite would be true. This Uhlmann et al. paper means to discuss behavior that provides adverse reactions to company values or professional goals. Blending identities (or roles) from outside a cultural professional setting might hinder work related relationships and subtract from the competency level of job related work. Not true when working within psychology to help clients with cultural differences and disabilities; meeting the needs of clients under care in a professional psychology setting requires more intimacy. The Uhlmann et al. paper has facts which might be gleamed to illustrate the advantages of shared role similarities. The next slide will discuss this in depth. Shared demographics (community living shared – such as stores shopped at) might contain ethnic background breakdowns (special foods) that bridge emotional barriers (living in the same ethnic community even if one is not of that ethnic culture bonds a reality shared—the community demographics—blocks, street names, etc.). For other examples, sociopolitical aspects describe how someone structures their life in line with how they vote; whereas one might share a political view and become closer in a relationship because they share political ideas. As for the resilience status, one might share how one responds or thrives within their self-images –perhaps sharing a boldness or a shyness that helps bridge emotional barriers of that nature. Then as for family structures, Kaslow (2010) discusses the psychology of the family as a unit because behaviors are shared and influenced by family interactions. Culture does come from this type of family influence and powers the cultural behavior. The next slide will discuss the way Ulhmann et al. studied behavioral effects from the influence of roles professional and not professional. The slide compares good from bad –effects on competency in multiculturalism.
Role referencing is either verbalizing roles not work related or having objects (artifacts) in your workplace from nonwork places. Title: Acting professional: An exploration of culturally bounded norms against nonwork role referencing
(Uhlmann, Heaphy, Ashford, Zhu, & Sanchez-Burks, 2013) contains three studies to examine the hypothesis that behavior not related to work creates a non professional atmosphere and effects behavior expected as workplace behavior (professionalism). The three studies are first tied together by the first one. In the first study the research verifies that role referencing does create a response and it is not viewed professional – but for psychology it is a must to be competent in multicultural care and professionalism. The study had 4 hypotheses which found 3 & 4 to be true. Hypothesis 1 & 2 were researching the clarity needed for the research in hypothesis 3 & 4. Behavior is an action that creates a response. The positive response for relating and reaching the mind’s of psychology patients in the profession of psychology requires the competency of self involvement which will create a response – since self involvement is an behavior. The key is how much will the professional expose and when while gaining a relationship. These three studies by Ulman et al. reveals that is can be negative to reveal too much: Balance is needed.
This requires delivering products, programs and services in a manner that respects and reflects the culture and traditions of the people being served: collaboration: (role play – like the example of the doctor wit a patient that did not want to take blood transfusions due to the religious views on respect for life in the blood. Doctors have joined forces with biologist to find products that can be used just like blood as in the example (Scott, Kucik, Goodnough, 1997) and this keeps the cultural value of respect for life intact, helps the patient find an alternative secured medical practice, and keeps the doctor acting professionally within the Hippocratic oath – it seems that today the oath is not as important as one study by Holmboe & Bernabeo (2014) pointed out. The hypothesis in their paper dealt with the Hippocratic Oath has changing with indifference between doctors and patients has doctors are breaking the Hippocratic Oath in social contracts, professionalisms, quality improvements, and patient safety perspectives. Competency thus includes having a conscience and working within a promise to help others.
Continuously expanding cultural knowledge and resources: Learning is key to improving intercultural relationships. Weinberger & Sefi (2012) had 22 teachers in training do research and write narratives on case studies, life stories and action research (experiences such as travel or professional situational narratives). Nine decided to use their own life stories. The findings included the main point that life stories open up communication lines and bridge differences once they are shared and or meditated on.
A professional is not simply head knowledge as when one takes an annual refresher course in cultural awareness. As this presentation has endeavored to display and promote – the competency in a professional is knowing how to apply one's self in such a way that the other person in the work is not hurt but aied.
B. Professionals who deal with cultural diversity need to be aware of trends and problems that have been identified in their respective fields this way there can be an effective meeting of minds and professionalism will prevail within the compet4ency that is applied in keeping pace with the multiple cultures that one might work with or are working with (Holt & Seki, 2012) (Kaslow, 2010).
A way of life, the knowledge, skills, and customs that provide well being for the individuals to survive within their environment.
Multicultural competence and professionalism with multicultural competency is the capacity to function as a professional – which requires recognizing each person as an individual.
Competency means that the efforts match the outcome. To be a competent professional the end result would be expected as a success – relationships are peaceful and fruitful in that everyone gains in the relationship even when there is conflict.
Conflicts are resolved by understanding one’s own cultural background so as to connect with others via similarities will guide professionalism. Share demographics relevant to audience (ethnic breakdowns for the community, school, religions, etc.) and a relationship can be created in similarities.
Recall Notes: Barriers might exist/ find these and negotiate ways to overcome –any of these [bubbled] definitions could be a barrier. Endeavor to learn these about the individuals in association with day to day living. How? – next slide
Read first – then title of slide > read this>
Role playing with others on how to reach them simply requires that we share our self with them so they will do like wise. Learning who we are is as an individual that wants to be a professional to help others is the first step – who are you?
[read slide then this below]
Of course as a child, I wondered why the black / colored people didn't come on the other days. At home my daddy told me the whole story.
I learned about slavery and how cruel white people were to the colored people. I thought, hey dad, they are still cruel, if they only get to enjoy the park on Sunday. I was 6 or 7 years old; and I knew that there was a need to see all people as people.
I found that as I grew the black people did not want to be called colored or black and that they proudly addressed their cultural homeland as Africa.
I am now a professional in psychology that shares a connection with peoples of all sorts in a journey of self dignity that we each must find in an internal struggle to be whoever we want to be.
Mind sets is what my daddy also taught me; he said I could be whatever I wanted to be. This is the way. I teach this as we are all human and all have the same potential
