...CULTURAL COMPETENCY Policy: SCOPE: This policy impacts all staff and departments in National Psychiatric Care and Rehabilitation Services PURPOSE: This policy demonstrates a commitment to a comprehensive linguistic and cultural competency plan and describes how it will meet the linguistic and cultural needs of the residents it serves. The objectives of this policy include the following: 1. To ensure that National Psychiatric Care and Rehabilitation Services is aware of and identifies enrollees who may need additional resources to meet their cultural and linguistic preferences. 2. To ensure that National Psychiatric Care and Rehabilitation Services meets the language requirements of its client health plans and their State mandated requirements to provide enrollee materials in easily understandable formats, including special attention to the reading level requirements set forth. 3. To ensure that National Psychiatric Care and Rehabilitation Services meets the needs of enrollees who may require materials in additional formats such as large font, braille, audio recordings, etc. 4. To ensure that National Psychiatric Care and Rehabilitation Services meets the needs of enrollees in providing access to interpreters, onsite and offsite when speaking with National Psychiatric Care and Rehabilitation Services staff. POLICY: National Psychiatric Care and Rehabilitation Services has developed a Cultural Competency Plan and training program to create an awareness of and sensitivity...
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...Cultural competence is highly important in the human services profession and is part of the National Organization for Human Services (NOHS) standards of ethics. As human service professionals we work with people from all different backgrounds, socioeconomic classes, and ages. We have to be aware the people we work with values and beliefs so that we do not offend them or cause conflict with them when we are supposed to be assisting them. On a practice level to me cultural competency means that we are respectful of not only our clients, but every one we work with. Our clients will come from different backgrounds and have different values and beliefs along with our coworkers also. When we look at the definition of cultural competence according...
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...Business Studies (2006) 37, 525–543 & 2006 Academy of International Business All rights reserved 0047-2506 $30.00 www.jibs.net Cross-cultural competence in international business: toward a definition and a model James P. Johnson1, Tomasz Lenartowicz2 and Salvador Apud3 Crummer Graduate School of Business, Rollins College, Winter Park, USA; 2Deparment of Management, International Business and Entrepreneurship, College of Business, Florida Atlantic University, Boca Raton, USA; 3LBJ School of Public Affairs, The University of Texas, Austin, USA Correspondence: Dr James P. Johnson, Crummer Graduate School of Business, Rollins College, Office number 204, Winter Park, FL 32789, USA. Tel: þ 1 407 646 2486; Fax: þ 1 407 646 1550; E-mail: jpjohnson@rollins.edu 1 Abstract Many international business failures have been ascribed to a lack of crosscultural competence (CC) on the part of business practitioners. However, the international business literature appears to lack an adequate conceptualization and definition of the term ‘CC’, focusing instead on the knowledge, skills and attributes that appear to be its antecedents. In this conceptual study, we propose a definition of CC as it applies to international business and develop a model for understanding how CC is nurtured in individuals, linking our definition to the concept of cultural intelligence. We discuss the components of the model and suggest that there are environmental and contextual impediments to the effective application...
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...A competency may be described as a combination of skill, attitudes and behavior that an individual or an organization is competent at, that is, the ability to deliver; perform (a set of tasks with relative ease and with a high level of predictability in terms of quality and timeliness)(Spencer & Spencer,1993). Competencies are important, as they help to communicate what an individual stands for or what the expectation is (Ernest, 1989). The proper and careful use of competencies is important as it will help increase clarity in the system, bring transparency and build trust by avoiding multiple interpretations of the competence concept, both by the employees and the organizations (Tripathi, Ranjan & Pandeya, 2010). McClelland (2003) defined...
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...leaderships. Researchers have approached the construct of global leadership from different perspectives of cognitive complexity, competency, behavioral, human capital, personality process and global mindset. In relation to these perspectives and the contextual elements of global business environment, a model of global leadership is derived. The key content variables of global leadership are explained in the realms of cognitive complexity, emotional resilience, cultural intelligence, motivational processes and related facets which interact with the global business environment. Introduction In organizational behavior, leadership appears to be the most researched, debated and discussed topic, and researchers have analyzed what leaders are like, what they do, how they are effective, what are the conditions/situations that make them effective, how do they bring about changes among the followers, the styles of their interactions with the followers and how they go about achieving their individual, group and organizational goals (George, 2000). The traditional focus of leadership is the organization that operates within a limited boundary. However, the changed context of globalization and the emergence of multinational and transnational corporations necessitate the consideration of leadership in the changed focus of global leadership. Definition of Global Leadership: Different Perspectives The general understanding of leadership involves the “process of social interaction...
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...[pic] The British Council [pic] Behavioural Competency Dictionary External Version: August 2006 Contents [pic] 1. Introduction and explanation of behavioural competencies 3 2. Behavioural Competencies 5 1. Introduction and explanation of behavioural competencies [pic] Introduction The purpose of the British Council is to build mutually beneficial relationships between people in the UK and other countries and to increase appreciation of the UK’s ideas and achievements. The work of every British Council member of staff contributes in some way to the achievement of this purpose through contributing to one or more of the following outcomes: • Improved perception of the UK in other countries • Greater mutual understanding between the UK and other countries • Stronger ties between the UK and other countries It is therefore important that we all have a clear understanding of what our role is and what is expected of us. To do this we use job descriptions which describe the aims and objectives of jobs and the behavioural competencies and generic skills required to do a specific job. These form part of the Organisational Skills Profile together with a third element, job families. At the British Council we use a standard set of 13 behavioural competencies. This dictionary describes them in further detail. For further information on any aspect of the person...
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...journey with managing the condition and the cultural barriers that posed great challenges in Lia’s care. Lia was diagnosed with epilepsy during infancy. Her family’s opinion was that the condition was a spiritual gift. Lia’s parents, Nao Kao and Foua, were wary of the American medical system, preferring to care for Lia in the Hmong way. Throughout the considerable conflict surrounding her care, Lia continued to have seizures; at the age of 4 ½, after a particularly devastating episode of status epilepticus, she slipped into a persistent vegetative state that would last...
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...Management is only the act of decision making, however leadership is a way of life. It requires one to understand, embrace, evaluate and work to improve upon though out one’s entire lifetime. It is a multifaceted, complex and constantly evolving vision that requires one to be competent in many different areas. As stated by Hellriegel and Slocum (2010) a competency is an interrelated cluster of knowledge, skills, and abilities needed by an individual, team, or organization for effective performance. Most competencies are learned behaviors that can positively or negatively affect a single person or an entire company. There are seven competencies that are found to be the most crucial for a person or company to be endowed with in order to obtain leadership success. The seven competencies are: Ethics, Self, Diversity, Across Cultures, Communication, Teams, and Change. In the following text, I will show how Carter Ham has demonstrated these competencies, allowing him to become one of very few who has risen from a private to a four star General in the United States Army over his 40 year career. First, Ethics Competency is the knowledge and aptitude to make...
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...Standards of Care The Office of Minority Health defines the term “cultural competency” as “a set of congruent behaviors, attitudes, and policies that come together in a system, agency, or among professionals that enables effective work in cross-cultural situations” (“What is Cultural Competency, n.d.). Health care providers have begun focusing on ways to create culturally appropriate and effective health care policies. These policies will lead to culturally sensitive care provided to patients. The diversity within the world’s population is changing hastily and impacting health care globally. Although, many organizations have provided their definitions of cultural competence regarding health care, all organizations, health care providers, and patients have their own vision of what cultural competency entails. It is important that all providers use their individual understanding of the term to analyze ways to meet the standards of nursing care. With standards in place, organizations can develop tools which measure individual patient needs as well as measuring the effectiveness of the organization’s culturally diverse practices. As populations become more diverse, it is imperative that the gap in disparities of health care be closed. To ensure these differences are addressed, health care providers and patients must discuss the concerns without cultural differences hindering the discussion (What is Cultural Competency, n.d.). All categories and specialties within the health care...
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...teaching career. The paper covers three dimensions from the perspective of pedagogical competences. The first dimension is on the definition of pedagogical competence. The concept of pedagogical competence tends to be used with the meaning of minimum professional standard, often specified by law, which should raise a person in fulfilling a particular role of the teaching profession. The second dimension is based on representative taxonomies and highlights current pedagogical competences. The taxonomic classification, which we provide below only refers to the basic competences involved in the based role of a teacher to lead one of the educational activities with students. The third dimension is represented by a proposal in a narrow framework of a holistic representation of pedagogical competences for the teaching career. In the holistic view, we delineate two broad categories of pedagogical competences in accord with current approaches: general pedagogical competence and special pedagogical competence. After analyzing the pedagogical competences taxonomies, we obtained a comprehensive and actual representation. This representation allows a better understanding of the general and secondary categories of pedagogical competences. The study was unfolded in CNCSIS – TE 282/July 2010 “INOVACOM – Curricular innovations for the development of the pedagogical competencies of teachers of Romanian Language and communication through initial training programmes for teachers”. Key Words: pedagogical...
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...Multiple stakeholders * Dynamic/uncertainty * Key skills required of a PM * Readings that tie in to the key required skills of a PM * Question: UNCERTAINTY - for sure * How do you bound the uncertainty? * How do you deal with the uncertainty? * Hints: * Competencies * Question: Stakeholders * Competencies - expressed through BEHAVIORS * Do you know the competencies at all three levels? * Know the names, the definition of the competency * When asked a question on competency, need to be able to explain the WHY * WHY is ALWAYS answered by the BEHAVIORS * It is not just about listing the behaviors, but talk about the behaviors of the managers in a way where you actually APPLY the behaviors to the situation * Behaviors help justify why you believe the competency is relevant to the problem * Memorize the competencies inside and out Readings * Triple Constraint, project - know what they are, how to talk about them but no questions on the background readings * Project Life Cycle - should know what it is * Refer to quiz * Definition, Planning, Implementation, Monitoring/Control, Wrap-Up * Nothing about Mission 2020 * Lessons for an Accidental Profession - IMPORTANT * Research that identified the twelve things...
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...2013), as a group, Aboriginal people still have the shortest life expectancies and poorest health (HCC, 2012). Literature and antidotal research as cited several factors they negatively affect health outcomes. An important barrier that this paper will discuss the concept of cultural safety as a barrier to access health care by Canadian Aboriginals. It will then define cultural safety and discuss the evolution of...
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...for further analysis. Further participants were involved until no new topics were offered. The findings of this research both supported and disproved previous work discussed throughout the article, concluding that the view of Dyche & Zayas; Tsang, Bogo, & George (2003) of the importance of and reliance of cultural knowledge was unrealistic, and may lead to cultural stereotype (Thomas & Weinrich, 2004), and that respect and mutual trust (Colins & Arthur, 2010), and flexibility (Cadwell et. al 2008) were more effective. The study concluded that it was much more important to approach CALD clients as individuals. The authors highlighted Stuart’s (2005) views that self-awareness and skills, and building a rapport with the client compensated for any lack of cultural competence. The only difference concluded in the study would be the need to slow the process and assessment to allow time to gain relevant cultural knowledge and needs from the client, as well as individual beliefs, needs and expected outcomes, as with all mainstream clients. Cadwell, L. D., Traver, D.D., Iwamoto, D. K., Herzberg, S. E., Cerda-Lizarraga,P., & Mack, T. (2008). Definitions of multicultural competence: Frontline human service...
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...HRM328 Essay Plan * RBV definition: internal resources, capabilities and competencies of the firm * Such as knowledge, learning and dynamic capabilities * Definition of a resources: physical capital, human capital and organisational resources- these resources are the ingredient in creating a sustainable competitive advantage * Definition of a competitive advantage and the characteristics of a sustainable competitive advantage- Barney’s Criteria * Human resources as a firms source of competitive advantage * Need for high-cognitive workforce (build core competencies through distinct capabilities)- static and dynamic environments * Need to build strategic management processes * Human resource practices- the source of sustained competitive advantage lies in the human resources themselves, not the practices used to attract, utilise and retain them (practices are not rare, inimitable and non-substitutable) * The role of managers in developing human resources * Developing practise and programs such as training and appraisals to enhance the capabilities of the pool of human resources- therefore contributing to a sustainable competitive advantage * Cultural diversity in human capital serves as a source of sustained competitive advantage because it creates value that is both difficult to imitate and rare * Practical application of the theory * Implications for strategic human resource management * Benefits...
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...Globalization Competencies Intercultural Management Lecture by Melanie Hiller Faculty of Mathematics and Economics University Ulm polymundo - Consultancy for Globalization Intercultural Management ISP Melanie Hiller 06.07.2010 1 Content 1. Globalization and Culture?! 2. Culture – What is that? 3. Intercultural Management! Intercultural Management ISP Melanie Hiller 06.07.2010 2 Intercultural Management ISP Melanie Hiller 06.07.2010 3 World Production World Trade World Market Forms of Globalization World Communication Economy World Information World Standards Technique Environment Environmental Consciousness Ecology Environmental Crisis World Politics Politics World Society World Culture Intercultural Management ISP Melanie Hiller 06.07.2010 4 Definition Globalization "Globalization is the continuous interlinking process of different worldwide happening occurrences in the fields of economy, technique, politics, culture and social aspects of nations with interlinked interdependencies and consequences.“ Stehr, C. (2003), p. 47 Intercultural Management ISP Melanie Hiller 06.07.2010 5 Multi-dimensional Process Economy Politics Ecology Technique Social Culture Cp: Teusch, U. (2004) Intercultural Management ISP Melanie Hiller 06.07.2010 6 The cultural Process? Cultural Homogenization? World Culture? Cultural Heterogenization...
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