My Experience Attitudinal Barriers

M1- Explain mechanisms that can reduce the impact of communication barriers. In this assignment I will be explaining mechanisms which can reduce the impact of communication barriers. There are different communication barriers in a workplace. These barriers include physical disabilities, background noises, lack of interest, distractions, concentration level, body language, working through different language, the use of inappropriate language and poor spelling and grammar.

Prejudice and discrimination are linked, however they are different terms, prejudice comprises of preconceived negative thoughts or beliefs about individuals who belong to a particular group, whereas discrimination is bigoted behaviour or action that is motivated by unfair beliefs.

In a study that was reviewed by Deitch and her colleagues (2003), blacks were interviewed at work about whether the felt they were being discriminated. Most participants had difficulty answering because they were not sure whether discrimination was linked to their race or different factors like gender. Such inconclusive research only adds to the haziness of work related issues defined as ones of “racial discrimination” (Deitch, Barsky, Butz, Chan, Brief & Bradley).

Employers are considered to be apart of upper class and are owners of business organizations and corporations (C.E.O.’s) and managers, while employees who are hired as clerks, associates, clerical and auxiliary staff, often times at entry level positions are working towards a pay increase and a promotion to become a part of the elite. There is often conflict between those who are presumed to have power and those who do not. Those without power, employees at times feel victimize, as if they will never achieve success because employers have set up the system for the rich to get richer and the poor to remain in the gutters, as a result they may exhibit signs of resentment which contributes to the conflict.

When discussed what, it means to be a discriminated or oppressed as an individual, especially a person with an intellectual disability, we must first look at the terminology and how it will be relatable for their circumstances. For discrimination, it is described as people or groups of people, which include race, class, gender, age, sexual orientation, who are and continued to be defined as “other,” when they are perceived through “dominant” group values. These groups are treated in exclusionary ways, and subjected to all kinds of social injustice and economic inequality, (Anderson & Collins, 2013). In other words, persons with intellectual disabilities tend to be treated less favorable, or not given

Harassment and discrimination cases are one of the most common HR problems. It’s been in the new lately, with big company bosses being under fire – but it can happen to small businesses as well. To avoid this from blowing into something big, it’s important to create a culture of inclusion and diversity.

I was born in the Philippines, but came to the United States when I was only ten months old. My family and I first lived in Hawaii for a couple months before residing in Los Angeles, where I currently live. I grew up not really aware of the struggles most applicants would talk about in this section. When I was younger, my parents did a great job at sheltering me from them. However, as I grew older I realized that we were not as fortunate as I thought. By the time I learned how to speak our native language, Tagalog and Ilocano, they could no longer hide their problems from me. I heard every detail of family drama or financial struggles or even just fights amongst each other. It was then and there, that I realized I had to grow up. Rather, than hiding behind the parental crutch of my mom and dad, and learn to trudge through the obstacles of life on my own.

Cultural diversity is the power which motivates the development of the thing that makes us different. Cultural diversity is the economic growth, which means leading a more fulfilling emotional, moral and spiritual life. It captures the culture principles, which provide a sturdy basis for the promotion of cultural diversity. Cultural diversity is an asset that is necessary for poverty reduction and the achievement of sustainable development. Cultural diversity, communication and barriers to effective communication works hand in hand. Barriers of effective communication

The language barrier is one of the biggest problems people face when they move to another country. Many immigrants who come from other countries are met with many linguistic challenges that not only impede their control of daily life tasks but also their ability to survive. I believe that it is important for immigrants to speak a national language. If they are unable to speak a national language, they will be unable to function to the fullest and therefore become isolated and disempowered from the community.

In this article, the authors attempt to determine how communication styles and communication difficulties impact the ability of General Practitioners to provide the best possible health care to patients with intellectual disabilities. They highlight the potential difficulties faced when consulting with adult patients with an intellectual disability and their efforts to raise awareness among General Practitioners of the different communication methods used by those with intellectual disabilities.

By having access to quantitative data that shows how NAFLD and other chronic illnesses of the liver can affect a patient’s quality of life, it provides a framework for mental health professionals to utilize when working with specific populations of clients with mental and emotional disorders. From a counseling standpoint, the information collected in HRQOL studies creates a guideline for assessing how a client’s emotional and mental health will change as the client experiences different seasons in their life. More specifically, when working with clients who are undergoing the transplant process, HRQOL studies can be a useful resource to have as they transition from the initial evaluation all the way to post-transplant period. With the understanding that mental and emotional health encompasses all areas of a person’s life, it is best to approach working with clients of specific populations such as those with chronic illness or undergoing the transplant process from a psychosocial aspect.

To test my hypothesis, I utilize five separate research sources: sociocultural barriers data, causes of FGM, descriptive data from international rights sources, the prevalence of FGM in different countries, and data illustrating a decrease of FGM from 1985 to today. Though the practice has continued for many years, evidence suggests that FGM can end in one generation. To begin, my data analyzes psychological reasons behind FGM. It is performed in order to control women’s sexuality, essentially thought as to make sure of virginity before marriage and fidelity afterward. According to WHO, FGM can be classified into four types (WHO 2008). The majority of FGM cases (80%) are type 1 or type 2, with 15% comprising type 3 or infibulation (Leye et al 2008). Type 3 has the highest abnormal affect and significant negative long-term heath consequences (Figure 1). There is further research to be done concerning Type 4 as it pertains to other harmful procedures done to female genitalia. For example, scraping stretching, piercing, and cauterizing the genitalia area (Daughters of Eve 2010). The independent variable is the specific international conversations; while the dependent variable is represented by the actual procedure of FGM and its possible reduction around the globe.

Thirty years ago discrimination was a part of normal business activity. Work place diversity meant hire outside of your family not outside of your race. As a result, the federal government felt impelled to create employment laws. These new laws were implemented to eliminate discrimination and provide the means for advancement. As a consequence of this implementation, these laws have created possible barriers to maximizing the potential of every employee (Chan, 2000).

In my family, ambition is one of our highest values. If it wasn’t for the struggles in which my parents endured throughout their lives thus far I would not have the life chances I have been blessed with today. I have never had to worry about if I was going to be able to eat at night or where I was going to sleep each day. I have never experienced discrimination based on the color of my skin and my only worry about discrimination will ever be in regard to my gender. I have never experienced the struggles my parents and millions of other people have had to experience growing up. My parent’s perseverance through the good and bad times in order to achieve social mobility has always allowed me to live a good and comfortable life and for that I have always been grateful. Neither of my parents had the easiest upbringing and hearing about the experiences they have had in order to be where they are today is remarkable to me.

According to Okazaki, Kassem, & Tu (2014), numerous cultural beliefs interfere with the acceptance of mental health assistance amongst Asian-Americans. Some barriers are related to: the lack of distinction between psychological and somatic symptoms, the belief that mental illness is an indication of personal weakness, and such matters are best kept private. Asians traditionally view their body and mind as indistinguishable and, regardless of acculturation, most continue to hold fast to this belief. Asians may instead seek treatment for somatic complaints that are perceived as more acceptable. Despite the appearance of lower rates of mental illness, multiple factors are associated with diagnosing mental illness in this population. Numerous racial/ethnic characteristics are possible triggers in the onset of mental illness in Asian Americans. For example, generational factors, English speaking abilities, and age at the time of migration are estimates of mental functioning. The very act of emigrating from one country to another has led to depression, anxiety, and post-traumatic stress disorder in some sub-groups.