The Culturally Proficient Professional : An Observation Of A Leader

Cultural competency is critical in psychology practice. In the United States, the groups, which considered as cultural and ethnic minorities, are growing in the population (APA, 2003). Culture often influences the content and quality of people’s experience, perception, and response. Thus, it is important for psychologists to be aware of cultural influences on client’s presenting experience(s) (Gardiner & Kosmitzki, 2010). Without a regard for cultural influence, there is a significant risk for the psychologist to misunderstand, misinterpret, and misguide his or her client. Such misunderstanding, misinterpretation, and misguidance are not only unhelpful but can be detrimental for the client (Corey, Corey, & Callanan, 2011; Pope, & Vasquez, 2011).

For this assignment, I have chosen to reflect on both my school site and the district.

I have learned that it is important that educators  and health providers be trained on cultural competency to understand the population they are serving. Marks, Sims, and Osher (King, Sims, & Osher, n.d.) define cultural competency  as a set of congruent behaviors, attitudes, and policies that come together in a system, agency, or among professionals and enables that system, agency, or those professionals to work effectively in cross–cultural situations" ( as cited in Cross et al., 1989; Isaacs & Benjamin, 1991). Health providers and educators should investigate demographic patterns or trends in the place where they live and work. This brings awareness of the types of cultures that they might come across when they are working with people. Organizations should integrate and implement policies that promote the value of  diversity, self-assessment, manage the dynamics of difference, acquire and institutionalize cultural knowledge, and adapt to diversity and the cultural contexts of communities they serve (Georgetown  University, 2004). Georgetown University (2004) also stresses that culture competency grows gradually and is always open for improvement.

If I were the child protective services worker that was working and involved with the Krasniqi family I would have done several things differently. There are several themes and concepts in this case that should have been dealt with differently than how they were. In particular there are three that I would reexamine first. I would reexamine and address the cultural competency of the workers and the agency. Next I would reexamine the religious competency of the works as well as the agency. I would also look into alternative placements for these children to go to. Within this essay I will examine certain mistakes that were made by child protective services and law enforcement.

Cultural competency is a set of appropriate behaviours, attitudes and policies among professionals and enables them to work efficiently in cross-cultural situations (NCCC, 2006). A culturally competent health care system can eliminate cultural inequities, provide greater quality of care, and have less patient dissatisfaction and more positive health consequences. A conclusion reached in a study (Palafox et al., 2002) states, culture influences the outcome of medical examination and; therefore, it is vital to provide culturally competent health care services. Cultural competency is especially important in the context of radiographic examination due to the variety of culturally different patients a radiographer comes in contact. The following case study effectively highlights the impact of cultural competency.

In nursing school, we are normally taught that we should respect the dignity and rights of all clients. As the "world becomes reduced" and societies and individuals become more mobile, we are progressively able to network with people that are from other cultures. Cultural respect and competence for others becomes particularly significant for us as nurses and patient supporters. Applying the principles and theories of communication is important for sufficient patient care. A lot of various communication methods are executed and have diverse focuses. Small groups use mechanisms such as objectives, standards, cohesiveness, behaviors, and therapeutic issues. Duty, process and midrange groups are separate categories. Orientation, tension, cohesion, working and dissolution are stages groups go through. Successful personal and professional communication profits the patients and other health professionals; however, the lack of applicable communication can lead to poor patient results and a hostile and fruitless work setting (Doane, 2004). However, the cultural group targeted in this paper is the Native Americans because this group has become a challenge for public health nurses.

In order to be a culturally competent practitioner, educators and families could start with critical reflection on attitudes and values and or the ways in which children respond to diversity within their community.

This essay will provide information and outline the importance of being cultural competent, explore issues the Indigenous community have faced, and explain how Doris Pilkington Garimara drew attention to those problems. Cultural competence means to respect, accept and appreciate all cultures without any form of prejudice (Murphy, 2011). In the early twentieth century, Pilkington highlighted the issues about racism and the Stolen Generations to create awareness about those topics, lead people to respect and embrace Indigenous cultures, and hopefully lead those people to become culturally competent too.

The United States has become increasingly a culturally diverse society. The understanding of cultural relativism in a multicultural working environment can be of a great importance to the success or failure of an organization. What is cultural competency? Before we explain it, let’s take a step back and analyze culture, cultural diversity, and Cultural relativism.

Great job on the discussion post. I am in agreement with you that in order to be culturally competent professionals; training, self-awareness of our own culture, as well as others is a necessity. O’Hare, (2016) writes that in order to be a culturally competent practitioner “a genuine awareness of one’s own cultural background…as well as learning about the client assimilation and acculturation challenges” (p.25).

As I entered the home to conduct my interview, I was immediately greeted by very soft spoken female. She’s a 42 yrs old African American female, who’s married with two children. She migrated from the south 30 years ago along with her mother and sister. She’s currently working for the Department of Education as a substitute teacher with aspiration of becoming a child psychologist. The subject was eager to be interviewed. She thought it would be great to sure her views and perspectives of her culture. Culture is defined by Webster’s Dictionary as , the total of the inherited ideas, beliefs, values, and knowledge, which constitute the shared bases of social action. To me culture is rich and fascinating filled with family, traditions, memories, and many dialects.

Cultural shapes how individuals experience the world around them. These experiences are a vital component of how services are both delivered and received. Gladding (2012) describes three key aspects of a multicultural leader. The first key aspect is to be aware of a diverse population and the effect on group work interventions (Gladding, 2012). To better facilitate a multicultural group, a leader

Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be

is an issue of informed consent and in the American culture of liability it is completely necessary to tell the patient not the family.

While knowing the law and how best to serve those who have individual needs is the obvious place for leaders to begin, some supervisors find this difficult in the workplace. Surprisingly, creating a culturally inclusive workplace is actually quite simple according to lawyer Dawn Bennett-Alexander in her TedTalk on Practical Diversity (2015). In her talk, Bennett-Alexander discusses the