Cultural Competencies
Various issues impact the quality of healthcare delivery within the healthcare system. One of these issues is cultural diversity. Healthcare organization strives to offer competent care to all people from diverse backgrounds (Henderson et al., 2018). Studies have so far contended that the inclusion of diversity in healthcare has effectively assisted in meeting patients need. The need to improve care for all patients has compelled healthcare organizations to hire competent healthcare workers from diverse backgrounds. The diverse nature of the human resource in healthcare has led to increased adherence to cultural competence. One of the reasons that compel healthcare organizations to adhere to cultural competence is the need to deliver effective care and increase the quality of care to patients with diverse beliefs, attitudes, and values. Practicing cultural competence requires a system that can personalize healthcare regarding linguistic and cultural differences (Henderson et al., 2018). Again, it requires an understanding of the potential effect that cultural differences have on healthcare delivery. Therefore, the purpose of this assignment is to reflect on my cultural competence and analyze ways of improving my cultural competence. Later, the study will analyze the relationship between culture, leadership, and teamwork and explore the ways communication can be muddled due to cultural differences
Cultural Competence Self Reflection
Culture for diversity is an organizational culture that identifies, esteems, and values all cultures and assimilates those values into the system (Leggett & Price, 2020). A culturally competent organization can address the needs of varied groups of people. For instance, a culturally relevant organization monitors the demographics of the community they serve after a specific period to track the diversity in gender, race, and ethnicity and use the information to determine the strategic planning and outreach arrangement
Results on Cultural Competence
My score for cultural diversity is 49, which is interpreted as an average range on issues related to cultural diversity. An average score from the questionnaire shows that I am moderately interested in including out-group members in the group. Although I might be showing notable interest in including them, I do not make out-group members a concern on my priority list. For instance, if I get the chance to exclude out-group members, I would readily accept that chance and abandon out-group members. I always think that the out-group members have brought their out-group behaviors among themselves, thus supporting my decision of not including them in my lead. However, I would probably work with them if they sought to join my group.
My score surprised me because it referred to the ultimate truth about me. On most occasions have always limited my interaction with a diverse group as I believe that they would limit my choice of words and explanation on certain aspects. However, I have been denying this fact because I find myself working well with diverse groups and realizing an outcome I could not expect. The results have revealed an improvement in my relationship with out-group members because if I depended on the earlier perception about out-group members, it would be a worse scenario. Despite my recent relationship with the out-group members, I have failed to meet the overall threshold that could rate me as highly interested in including the out-group members on my team. These results further show that I need to realize the importance of workplace diversity and find it a habit of including out-group members on my team. I should be moving from the score of 49 to either 56 or 70. The high scores would show that I have constantly worked on improving my diversity skills among team members.
Ways of Improving My Cultural Diversity Skills
One of the ways to improve my diversity skills is by interacting more with diverse groups. Fixing myself to working with people from the diverse group would help me learn the beauty of diversity. The interaction with people from diverse groups would not only allow me to learn the ways of operation of other cultures but also appreciate their beliefs in association with the common goal (Leggett & Price, 2020). The interaction would as well improve my communication skills with other people and make it possible to work together to meet the desired goal. One of the issues limiting me from interacting with people from diverse backgrounds is ways of communication. Sometimes I feel that my choice of words is not significant in developing an effective relationship with such a team. However, through the constant interaction with the team, I am able to find ways of managing my emotions by incorporating the feelings of other people in my team. This would as well develop a common interest within my team.
Another way of improving my cultural diversity skills is by attending diversity-focused conferences. These conferences can evaluate the cultural and ethnic diversity of the people they serve to enable the recognition of the needs of cultural diversity within a health organization (Rissel et al., 2022). This training would also inform me of the latest research on cultural diversity. In this training, I would understand how the recent scientific world is aligning with cultural diversity. Again, they would equip me with the necessary skills on how modern science can impact diverse communities that have been marginalized in the past. The need for exposure to cultural diversity would not only expand my thinking on the topic but also change my behavior on culturally related issues. The training is meant to move my score from an average to a high one.
The development of my cultural competence skills would have a positive impact on my career and future relationships with people. For example, I will be able to launch several diversity initiatives in my organization. First, I would ensure that the organization has a diverse committee consisting of fifteen members whose primary function is to situate a strategy and evaluate its achievements (Rissel et al., 2022). Besides, I will enroll in programs for mentoring minority women professionals and appreciate the need for a diverse human workforce. The main of will be to enlarge the pool of qualified talent for superior stature positions historically closed due to the lack of knowledge of career prospects. Also, the organization has ensured that each employee undergoes diversity and cultural competency training to promote a culturally proficient culture.
My cultural competence skills would also play a significant role in managing a diverse workforce. The goal of any leader is to streamline the workforce and allow them uniquely perform their duties. This objective could only be achieved by enhancing team diversity. Managing a diverse workforce can be challenging but an essential skill for every nurse leader and in the entire healthcare sector (Rissel et al., 2022). I will be able to establish this by focusing on three critical things in my area. The first thing is to connect with diverse employees. A culturally competent nurse leader needs to connect with his workforce to determine what inspires them and engage each nurse by availing the information they need in the best way possible. Another initiative I would adopt creative collaboration (Rissel et al., 2022). This would include building a cohesive team that entails the institution of innovative partnerships that address gender, generational characteristics, and ethnic diversity. For the last initiative, I would apply constant communication to get necessary feedback and provide insights to junior nurses where appropriate. These measures would be imperative in meeting the desired goal and improving my skills in cultural diversity.
Assessment 3 Instructions: Cultural Competence
Reflect on your strengths and areas for improvement in cultural competence, as well as analyze the ways in which cultural competency can help promote teamwork and collaboration in a 6-9-page paper.
INTRODUCTION
The United States is one of the most culturally diverse nations in the world. Diversity refers to the idea that people are different based on age, race, gender, marital status, lifestyle, religion, and other factors (Daft, 2015). Health care leaders must be able to work with colleagues, followers, patients, and any internal or external stakeholder different from them. Leaders must recognize that everyone, regardless of their background, have something to contribute.
You will be required to explore cultural intelligence (CQ) in this assessment. Cultural intelligence refers to the idea that an individual can successfully read or interpret unfamiliar situations and verbal and non-verbal communication and respond appropriately (Daft, 2015).
As a health care leader, you will work with people from different countries, different backgrounds, and different beliefs. It is important that you respect and understand people (patients, employees, physicians, and all stakeholders) who are different from you while operating in an environment of dynamic change and thus exceed the standards of care that patients deserve. Being aware of these cultural differences is one of the first steps to becoming an inclusive leader.
Reference
Daft, R. L. (2015). The leadership experience (6th ed.). Stamford, CT: Cengage.
DEMONSTRATION OF PROFICIENCY
By successfully completing this assessment, you will demonstrate your proficiency in the course competencies through the following assessment scoring guide criteria:
Competency 1: Assess one’s leadership style in a professional setting.
Discuss the results of cultural diversity assessment.
Describe areas of improvement of cultural diversity skills.
Competency 2: Explain cultural competence and its relevance to health care management.
Analyze the relationship between cultural competence, teamwork, and collaboration.
Distinguish between cultural awareness, cultural knowledge, cultural competence, and cultural sensitivity.
Competency 3: Analyze communication styles and its impact on teamwork and collaboration.
Explain how verbal and non-verbal communication may be misunderstood due to cultural differences.
Competency 4: Communicate in a manner that is scholarly, professional, and respectful of the diversity, dignity, and integrity of others and is consistent with health care professionals.
Demonstrate effective communication through writing and proper use of APA style.
Communicate in a professional and effective manner, writing content clearly and logically, with the correct use of grammar, punctuation, and spelling.
PREPARATION
This assessment is based on the media piece in the Culture, Diversity, and Out-Groups in Leadership activity.
To prepare to complete the assessment, work through the presentation and questionnaire in it. Reflect on the results by considering the following:
Discuss the results of your cultural diversity assessment. What was your score? Were you surprised by the results?
Discuss at least two areas of improvement that you would like to focus on over the next year.
You may also want to begin conducting independent research using the Capella University Library for this assessment. View the assessment instructions and scoring guide to ensure you meet all grading criteria.
INSTRUCTIONS
This assessment has two main parts. The first is a self-reflection of your results on the questionnaire from the media piece, as well as a description of areas in which you would like to improve your skills with regards to cultural competence and diversity. The second part is an analysis of the various cultural components that go into leadership and how they drive teamwork and collaboration.
Part 1: Cultural Competence Self-Reflection
Relevant Scoring Guide Criteria:
Discuss the results of cultural diversity assessment.
Describe areas of improvement of cultural diversity skills.
Demonstrate effective communication through writing and proper use of APA style.
Communicate in a professional and effective manner, writing content clearly and logically, with the correct use of grammar, punctuation, and spelling.
In this first part of the assessment, relate your findings and self-reflection with regards to the Culture, Diversity, and Out-Groups in Leadership media piece. Consider the following as you construct this part of your assessment:
What was your score?
Were you surprised by the results? If so, in what ways were you surprised?
How was working through this exercise informative with regards to your current personal and professional cultural competence?
Describe at least two areas of improvement that you would like to focus on over the next year.
What potential benefits will you have in your career by improving in these areas?
What plans do you have to ensure you are making progress towards improvement?
Part 2: Analysis of Culture, Leadership, and Teamwork
Relevant Scoring Guide Criteria:
Analyze the relationship between cultural competence, teamwork, and collaboration.
Distinguish between cultural awareness, cultural knowledge, cultural competence, and cultural sensitivity.
Explain how verbal and non-verbal communication may be misunderstood due to cultural differences.
Demonstrate effective communication through writing and proper use of APA style.
Communicate in a professional and effective manner, writing content clearly and logically, with the correct use of grammar, punctuation, and spelling.
This second part of the assessment focuses on differentiating between various aspects of culture, examining how verbal and non-verbal communication can be impacted by cultural differences. It also explores how culturally competent leaders in an organization can help to encourage teamwork and collaboration. Consider the following as you work to complete this section:
How does cultural competence impact teamwork and collaboration?
Based on any relevant personal or professional experiences, what are the differences (if any) that you have observed with how individuals collaborate with the cultural competence of the organization or individuals?
How are cultural awareness, cultural knowledge, cultural competence, and cultural sensitivity related yet different?
Why is it important for a health care leader to understand all?
In what ways can verbal and non-verbal communication be misunderstood due to cultural differences?
What are the potential impacts of these misunderstandings?
How can a health care leader minimize these misunderstandings?
Additional Requirements
Structure: Include a title page and a reference page.
Length: 6–9 pages, not including the title and reference page.
References: Cite at least 3 current scholarly or professional resources.
Format: Use APA style for references and citations.
You may wish to refer to the following APA resources to help with your structure, formatting, and style:
APA Style and Format.
APA Paper Tutorial.
APA Paper Template.
Font: Times New Roman font, 12 point, double-spaced for narrative portions only.Resources: Cultural Competence
CULTURAL COMPETENCE
Bahreman, N. T., & Swoboda, S. M. (2016). Honoring diversity: Developing cultural competent communication skills through simulation.Journal of Nursing Education, 55(2), 105–108.
This article examines best practices regarding education and practice for cultural competence, diversity competence, and humility.
Dauvrin, M., & Lorant, V. (2015). Leadership and cultural competence of healthcare professionals: A social network analysis.Nursing Research, 64(3), 200–210.
This article presents a study that explores the impact of leadership on the cultural competence of health care practitioners and organizations.
Powell, D. L. (2016). Social determinants of health: Cultural competence is not enough.Creative Nursing, 22(1), 5–10.
This article presents ways in which cultural competence helps to reduce health disparities; it also argues that other considerations are necessary.
Resources: Health Care Leadership and Diversity
HEALTH CARE LEADERSHIP AND DIVERSITY
Desir, E. (2014). Exploring obstacles to success for early careerists in healthcare leadership.Journal of Healthcare Management, 59(4), 250–253.
This article examines the challenges and needs of health care professionals early in their careers.
Silver, R. (2017). Healthcare leadership’s diversity paradox.Leadership in Health Services, 30(1), 68–75.
This article presents a study in which health care executives share their perspective regarding the importance of diversity at the executive level.Resources: Capella Library and APA Style
CAPELLA UNIVERSITY LIBRARYHealth Care Administration Undergraduate Library Research Guide.This library guide provides many useful links to resources that are relevant to research. It also helps in locating resources related to health care topics.APA STYLE AND RESOURCESAPA Style and Format.A general guide to APA style and formatting.APA Style Paper Template [DOCX].A template that has been set up with some APA formatting and style rules.APA Style Paper Tutorial [DOCX].A guide on how to make use of the APA Style Paper Template.APA Citation: Citing a Book.This media piece provides a walkthrough and practice for how to correctly cite books using APA style.APA Citation: Citing a Journal Article.This media piece provides a walkthrough and practice for how to correctly cite journal articles using APA style.APA Citation: Citing a Website.This media piece provides a walkthrough and practice for how to correctly cite websites using APA style.CAPELLA UNIVERSITY WRITING CENTER
Capella Writing Center.
This links out to numerous resources and tutorials that can help you improve the quality of your academic writing.
Cultural Competence Scoring Guide
CriteriaNon-performanceBasicProficientDistinguishedDiscuss the results of a cultural diversity assessment.Does not discuss the results of a cultural diversity assessment.Identifies the results of a cultural diversity assessment.Discusses the results of a cultural diversity assessment.Explains the results of a cultural diversity assessment and identifies unexpected results.Discuss areas of improvement for cultural diversity skills.Does not discuss areas of improvement for cultural diversity skills.Lists but does not discuss areas of improvement for cultural diversity skills.Discusses areas of improvement for cultural diversity skills.Analyzes areas of improvement for cultural diversity skills, providing examples for action.Analyze the relationship between cultural competence and teamwork and collaboration.Does not analyze the relationship between cultural competence and teamwork and collaboration.Describes but does not analyze the relationship between cultural competence and teamwork and collaboration.Analyzes the relationship between cultural competence and teamwork and collaboration.Analyzes the relationship between cultural competence and teamwork and collaboration and explains why teamwork and collaboration are important.Distinguish between cultural awareness, cultural knowledge, cultural competence, and cultural sensitivity.Does not distinguish between cultural awareness, cultural knowledge, cultural competence, and cultural sensitivity.Defines but does not distinguish between cultural awareness, cultural knowledge, cultural competence, and cultural sensitivity.Distinguishes between cultural awareness, cultural knowledge, cultural competence, and cultural sensitivity.Distinguishes between cultural awareness, cultural knowledge, cultural competence, and cultural sensitivity, and provides reasons for why it is important for a health care leader to understand each.Explain how verbal and non-verbal communication may be misunderstood due to cultural differences.Does not explain how verbal and nonverbal communication may be misunderstood due to cultural differences.Identifies but does not explain how verbal and nonverbal communication may be misunderstood due to cultural differences.Explains how verbal and nonverbal communication may be misunderstood due to cultural differences.Explains how verbal and nonverbal communication may be misunderstood due to cultural differences, and includes ways health care leaders can minimize these misunderstandings.Adhere to the rules of grammar, usage, and mechanics.Does not adhere to the rules of grammar, usage, and mechanics.Errors in grammar, usage, and mechanics inhibit readability and comprehension and detract from good scholarship.Adheres to the rules of grammar, usage, and mechanics.Exhibits strict and nearly flawless adherence to the rules of grammar, usage, and mechanics.Apply APA style and formatting to scholarly writing.Does not apply APA style and formatting to scholarly writing.Applies APA style and formatting to scholarly writing incorrectly and/or inconsistently, detracting noticeably from good scholarship.Applies APA style and formatting to scholarly writing.Applies APA style and formatting to scholarly
