Cultural Competence

Cultural competence is defined as possessing the skills and knowledge necessary to appreciate, respect, and work with individuals from different cultures. It is a concept that requires self-awareness, awareness and understanding of cultural differences, and the ability to adapt to clinical skills and practices as needed

It have been proven effective in providing services to individuals from a wide spread of diverse backgrounds. Cultural competence is understanding a set of congruent behaviors, knowledge, attitudes and policies that enable effective work in cross-cultural situations (Bazron, Cross, Dennis, & Isaacs, 1989). This means that an individual trains to understand different cultural groups. Cultural competency training is beneficial to all human service organizations because it aims to increase the knowledge and skills to improve one’s ability to efficiently serve different cultural groups therefore eliminating biases and

For us to develop cultural competence we need to have a level expertise, knowledge and attributes. When I mention Expertise I am referring to professional skills such as, being able to communicate correct information for culturally different people and their communities, the skill to candidly discuss racial and ethnic issues and to react to culturally based signs, the skill to understand the meaning that traditions/culture has for each person, Interviewing skills that help to understand and accommodate the role of language in a person’s culture and the skill to use the idea of empowerment on behalf of culturally different people and communities.

Cultural competence is about having awareness, respect and understanding about the diversity around you. Cultural competence is one of the eight key practices that the early years learning framework features as vital to support a child’s learning. Cultural competence is about learning and building an understanding about different cultures while being respectful and open about different cultures and the people within them. Its more then just awareness of cultural differences, its about the ability to understand people across different cultures and developing constructive attitudes concerning cultural difference.

The progress I have made on building cultural competence is I met this guy while I was at work, and he was telling about how his insurance won’t be able to cover for his visit to campus health. I suggested to him that maybe he change health care providers to someone who can possibly help cover more things than the one he has now. Also in one of my public health classes one of my teachers is having a luncheon with people who have HIV and I know if I go to the event I can get a better insight on what they are dealing with and find out ways to help them, since the luncheon is ran by an organization that helps people who live with HIV, or I could just give them support

Government and accreditation authorities have also incorporated cultural competence in strategic planning of health services in Australia (Victorian Department of Health 2009, 2011a, 2011b)

According to Duke, Connor, & McEldowney (2009), cultural competence is especially important for professionals working in the fields of social work, nursing, psychology, pharmacy, occupational therapy, as well as other healthcare settings. Duke, Connor, & McEldowney (2009) define cultural competence as developing the skills needed for working with individuals that come from a culture different than the practitioner. Whaley & Davis (2007) define cultural competence

With over 194 countries in the world, every country has own beliefs, language, customs and traditions which called culture. In other words, every place has own personality that form it or make it distinguished from others. As a result, people have to understand, adapt, respect and accept the different cultures which called culture competence. It defined that Cultural competence refers to the ability to coordinate or interact with other people who have different cultures (InFOMORY.com). In other words, a person who can deal with people who have different ethnicity or background, it is considered as especial trait because it will help him/her a lot where ever you are during dealing with people. In general, Culture competence

“Cultural competence” can been defined as the process by which individuals respond respectfully and effectively to people of all cultures, languages, classes, races, ethnic backgrounds, disabilities, religions, genders, and sexual orientation (State of Oregon, DHS – Diversity Development Coordinating Council, n.d.). To be “culturally competent” requires more than having knowledge of certain cultural groups. It is the ability to:

Cultural competence is known as the process of applying cultural knowledge, awareness and sensitivity in the process of interacting with the society. Cultural knowledge is identified as the cultural characteristics of a specific individual while cultural awareness is categorized as the process of an individual being open to the idea that each culture defines itself. Likewise, cultural sensitivity recognizes the differences that exist among the defined cultures in the society.

Competent is having the knowledge to do something successfully. Cultural competence allows us to believe with a thorough knowledge of traditions and theories of a culture that we can function. We do not have to identify or acknowledge our biases. Being cultural competent does not require

Recognizing how a person’s values and beliefs shape and influence how they communicate is an invaluable tool in the business world today. This knowledge helps to appropriately tailor conversations and actions to a level where all parties involved are comfortable. This awareness, understanding and sensitivity is known as cultural competence.

When looking at Description of the relevance and relationship between culture/ethnicity, socioeconomic status, and cultural competence

Cultural Competence: Since the employees come from diverse cultural backgrounds it is very important for the diversity and inclusion practitioner to understand the norms and values of different cultures. As employees from different cultures may land into conflicting situations the practitioner must be able to understand the delicate dynamics of cultural conflict and be able to resolve the conflict. He/she should preferably be fluent in more than one language to communicate effectively with the employees. While dealing with individuals he/she should be able to address one’s cultural preferences. He/she should understand complex group dynamics so that can successfully

For this assignment, the cultural intelligence scale was used as guidance to understand cultural competence. The cultural intelligence scale has four main purposes: identify the level of awareness, cultural sensitivity, and how successfully and respectfully an individual will perform regardless the cultural context. The cultural intelligence model scale is a nomological network of predictors and outcomes composed of four CQ capabilities that reflect on cultural intelligence. The CQ capabilities that were develop were the following: CQ drive (motivational CQ) the level of interest and confidence during multicultural interactions, CQ knowledge (cognitive CQ) the level of understanding of how cultures are different, CQ strategy (metacognitive CQ) the ability to plan for multicultural