...due to the poor quality and accessibility of health care services. As the population of diversity continues to grow rapidly so does the importance of cultural competence in healthcare. Cultural competence is a set of behaviors, attitudes, and skills that enables nurses to work effectively in cross-cultural situations ("Cultural Competence", 2014). Organizations must have the capacity to value diversity, conduct self-assessment, manage the dynamics of difference, institutionalize cultural knowledge and adapt to the diversity and the cultural context of the communities they serve. The Office of Mental Health and Substance Abuse Services (OMHSAS) stated that inequities in service delivery and care in the health care system are associated with discrimination, and a lack of culturally competent practices, including a lack of cultural awareness and sensitivity by health care providers (Upsher, n.d). Substance abuse is defined as a chronic, relapsing brain disease that is characterized by compulsive drug seeking and use, despite harmful consequences ("The Science Of Drug Abuse And Addiction: The Basics", 2014). This paper will discuss and define the appropriateness of competent care in Substance abuse care and identify the populations served and issues of population vulnerability. In addition, exploration of standards of cultural competence with substance abuse, the delivery of nursing care and potential impact, and the resolutions of implementation of standards that did not met...
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...Why has the idea of competency become so important and outline its application to staff undertaking international assignments? Introduction Competency is defined as a constitution of a specific set of attributes such as knowledge, skills, attitudes and other characteristics (KSAO) people processes in which they use in accomplishing their tasks (Velde 2009). In general, competency is made up of three components. Firstly the KSAOs that contribute to successful and effective job performances, secondly, KSAOs can be evaluated, in other words they must be measurable and observable, and lastly, through KSAOs, managers are able to distinguish the superiors performers form others. Importance of competency Armstrong (2010) explains that ‘competency represent the language of performance. They can articulate the expected outcomes from individual efforts and from the manner in which the activities are carried out. Because everyone in the organization can learn to speak this language, competencies provide a common universally understood means of describing performance in many different contexts.’ Competency based approaches takes the view of the abilities of employees to shift between jobs as well as proficiencies in the associated tasks for various positions. The human resources managers need to identify the KSAOs that are essential for the organization to achieve its strategic goals. Traditionally, competency based approaches identifies the required KSAOs regardless of jobs, however...
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...relationship is essential to successful outcomes in working with clients. The rationale for the appropriateness of multicultural counseling competency and the impact of culture in the counseling process will be discussed as will multicultural counseling in the framework of career counseling. Culture & Counseling Counseling provides support, assistance and helps individuals to transition through developmental stages and life challenges. The study of human development, personality, psychopathology and multi-cultural issues in counseling has increased this writer’s awareness of the importance of counseling in the lives of human beings. According to Kluckhohn & Strodtbeck, human beings share biological traits and characteristics that form the basis of the development of culture (Kluckhohn & Strodtbeck, 1961). Kluckhohn & Strodtbeck further contend that people feel that their beliefs and values are normal and that other people’s values are abnormal or strange (Kluckhohn & Strodtbeck, 1961). The counselor must be able to incorporate cultural values and norms of the client in the process of their approach in order to have successful outcomes. The self concept, worldview, life experience, socio-economic status, gender, development and racial identity of the client and the counselor can and will be part of the counseling process; the need for acceptance-self-awareness and congruence leads to successful outcomes in counseling. Multi-cultural Counseling & Bias The culturally...
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...Recruitment and selection of employees who can succeed at their jobs and who will stay with your organization, and * Making sure that employees' abilities are optimally nurtured and developed so that the company can receive an optimal return on the investment made in these employees.Recruitment and SelectionThis is particularly challenging in a global organization where one of your biggest challenges will be finding, retaining and developing a superior global workforce. ITAP knows how to identify the "success factors" of a position…which is a key to identification of superior candidates. Successful companies know what the jobs entail and seek to hire those candidates who can be more successful/effective with the lowest amount of support. Well written job descriptions, andcompetency models that clearly delineate success behaviors make for effective selection and hiring. Understanding cultural differences in the recruitment process, the selection of candidates and what motivates employees in various cultures is crucial to the success of global organizations.Targeted Interview TechniquesIn addition ITAP can support your selection process using and teaching you to use Behavior Event Interviewing (BEI) or Targeted Interview (TI) techniques. While not difficult to learn, they are far more effective at identifying exactly what capabilities particular candidates could bring to your organization. This is particularly important when recruiting and selecting across cultures.Assimilating...
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...considering creating mentor-mentee pair across different backgrounds: socio-economic, racial, ethnic, gender and sexual identity and such. In this reference guide, I shall focus on exploring issues related to intra- and cross-racial mentoring, from things to consider before making matches to carrying out certain initiatives to ensure a successful mentor-mentee relationship/mentorship program. Before we delve into other details, the one thing the three documents analyzed for this report...
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...an unsatisfactory grade for the work submitted or for the entire course. It may also result in academic dismissal from the University. | | HRM5000-8 | S. Manlove | | | Human Resources Management | 6 | ------------------------------------------------- ------------------------------------------------- Faculty Use Only ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- ------------------------------------------------- Identify The Elements Of Globalization To Determine Their Impact On The HR Function Marqueze Sawyers Northcentral University Introduction Human Resource mangers who want to be successful in global endeavors must posses a solid set of core...
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...1. How can you use the textbook chapter to gain competencies that employers in international business are looking for? Give examples directly connecting the concepts in the textbook chapter to the competencies in the document. Today's companies are doing business more and more in a global context. The people that count in any business from the suppliers to clients to employees are increasingly based in remote locations in foreign countries. People should be able to understand the historical, cultural, economic and political forces that build a particular society. The need for effective and clear intercultural communication is becoming vital in securing success in today's global workplace. Global competencies are required for business success, but determining which competencies are most important is difficult. There is often a temptation to begin training without thoroughly analyzing the instructional needs of those to be trained. For leaders to be successful in multicultural interactions abroad and domestically, they must be globally literate. To be globally literate means seeing, thinking, acting, and mobilizing in culturally mindful ways. It’s the sum of the attitudes, beliefs, knowledge, skills, and behaviors needed for success in today’s multicultural, global economy. To be globally literate, leaders must possess the following competencies: Personal literacy (understanding and valuing oneself) Social literacy (engaging and challenging other people) Business literacy...
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...erratic changes in their environment. In their run to achieve organizational effectiveness, the constant need to monitor and adjust to the environment is critical. Jobs and employees are essential buffers for uncertainties in organizations to their environment. But for it to be effective, a good fit between both employee and the job is necessary so as to have a competent and dynamic workforce. Therefore, the purpose of this essay analyses on a Human Resource (HR) perspective what is competency, the importance of competencies in the current workforce and its tandem relationship to staff undertaking international assignment. Importance of Competency in workforce Mcshane, Olekalns & Travaglione (2010) mentioned that information technology and transport systems enhanced the effects of globalization by bringing connectivity and interdependence between countries around the globe to a whole new level. Therefore, in order to meet the competitiveness of the environment, recognizing core competencies needed by the organizations in its employees is essential as it promotes customer value on the external aspect and allows creation of new business through innovation on the internal aspect (Nankervis et al 2011). As such, it’s no surprise that the same job of past and present now has very different scope of duties. Cooper, Robertson & Tinline (2003) affirm the above by highlighting that in the global environment, jobs are constantly changing due to both internal and external factors....
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...Foundations of Human Development in the Social Environment Meagan Corbett BSHS/325 February 29, 2016 Thomas Kareck Foundations of Human Development in the Social Environment Working in human services is why we are all here, in school, learning about all the dimensions of human behavior, why humans do the things we do, and what makes us tick. Understanding human development and how it affects an individual is an essential theme in human services. Having the knowledge and understanding of the bio-psycho-social dimensions that make up human development, cultural competency and diversity, and how the general systems theory and social order relate to one another will give us the tools necessary to be able to effectively help our future clients. The bio-psycho-social dimensions of human development consist of three parts that try to give explanation to human behavior: biological, psychological, and social. The biological approach states that behavior can be explained through genetics. The psychological approach states that human behavior can be explained through cognitive development. Finally, the social approach states that we can understand human behavior by looking at the influences of culture and family on an individual. All three dimensions relate to one another and if just one dimension is off or not right there will be a domino effect, causing the other dimensions to follow suit and be off as well. For example, take a child that is living in a home with...
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...foreign-born, with different cultural, ethnic, and racial backgrounds, and spoke in more than 31 foreign languages. (Population Structure 2014, Statistics Finland). This change in population has required various personnel, such as nurses, social workers, and counselors, to obtain suitable qualifications in order to be able to assist this diverse population. These qualifications are especially...
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...STAFF COMPETENCY FRAMEWORK July 2006 The Charles Darwin University Staff Competency Framework This booklet contains the Staff Competency Framework for Charles Darwin University. The Competency Framework outlines the range of knowledge, skills and attributes required of employees of the University for proficient workplace performance. Application of the framework occurs in the context of an individual’s role, and the recognition that different competencies, and different levels of competency, are necessary to perform a given set of activities. DEFINITION Competency is defined as the ability to perform tasks and duties to the standard expected in employment. A competency standard is an industry-determined specification of performance which sets out the skills, knowledge and attitudes required to operate effectively in employment. Standards are made up of units of competency, which are themselves made up of elements of competency, together with performance criteria, a range of variables, and an evidence guide1. A competency framework describes a set of competency standards for employees and makes the expected knowledge and capabilities of employees explicit for those within and outside of the University. This set of standards has been determined by the University through a process of consultation and benchmarking. Competency frameworks are used by organisations to: • • • • • • Focus workplace performance on the organisation’s vision and values Align workplace behaviours...
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...Another trend is the shift away from branded food and beverages towards cheap non-branded foods and beverages. Nevertheless, the introduction of non-brand own labelled products such as Food Lion offers only makes sense in a large scale in order to achieve economies of scale. As a result of increasing non-brand cheap products offered by rivals, Nestle find itself in an even more embattled market and needs to develop a new strategy either away from branding or towards a higher degree of international market penetration. Since Nestle stands for high quality and has distinctive competencies in producing higher quality food, it would not make sense to change the strategic group, because it would most likely get stuck in the middle. The right strategy is to expand into new markets such as Asia, Eastern Europe and South America. Logically, in these markets the consumer behaviour, macroeconomic environment and cultural habits are different in contrast to western economies....
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...international companies. GVTs, which are groups of people working together even though they are geographically separated, have the potential to be catalysts in effectively utilizing a company’s human resources (HR). Even though GTVs show great promise, problems associated with an interconnected global work force are amplified and new issues have arisen which include difficulty working with individuals from differing cultures, decreased ability for members to build social/cultural capital within a team, difficultly to asses performance, and GVTs cannot convey informal rules or norms which in turn would lead to an increase in misunderstandings and confusion. GVTs value-creating competencies can be broken down into: self-related competencies, team context-related competencies, and vision-related competencies. These competencies, if bundled together effectively, will foster a sustainable competitive advantage over the firm’s global rivals. Another determining factor in how to efficiently use an organizations competencies would be the balance between the development of a firm knowledge base and the knowledge shared by collaborating GVT members, or the management of corporate HR architecture. Human capital needs to be invested in, trained, highly adaptable to change, and most importantly and perhaps the most difficult task, it needs to be measured in order to add value to an...
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...Strengths Competencies | | Innovating | | Adapting to Change | | Writing | | Applying Expertise | | Coping with Pressure | | Strategizing | | Competencies are the skills, knowledge, experience, qualities, and characteristics one develops and consistently develops in every aspect of their life. The development of competencies is also an on-going and ever-changing arrangement of processes. My main competencies defined through the survey are innovation, ability to adapt to change, writing, applying expertise, coping with pressure, and strategizing. These qualities are very present in my personal and professional life. I have learned to use critical thinking and to apply logic to the vast majority of decisions I make. Understanding your strengths is very important in the personal growth process. When faced with making a decision, regardless of the simplicity or difficulty of the determination, ones competencies are the defining factor in reaching a decision. Whether or not the evaluation is of quality is also dependent upon ones competencies. Depending on the competencies of an individual, they may assist or desist in accurately evaluating an argument. In today’s workforce, management is focusing more on candidate competencies in the hiring process. Since there are an abundance of qualified candidates in many fields, employers have redefined the process to better benefit the organization to include personality, cultural, and lifestyle compatibility...
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...open to looking beyond our personal norms to care for patients with unique cultural backgrounds and beliefs. As a dialysis nurse, we are seeing the effects of chronic kidney disease affecting a larger, more diverse population of patients. Patients are going into renal failure earlier, family dynamics are uniquely affected, and patients from all walks of life are affected. The paper will look at dialysis at Fresenius Medical Care in St Louis Missouri located in The Hill neighborhood. It will define cultural competency, identify the different cultures served, discuss how the standards of culture competency are being met and what areas are not, and discuss nursing care delivery and possible solutions for areas lacking in cultural competency. Culturally Competent Care at Fresenius Dialysis Centers It is imperative as health care providers that we not only care for a verity of people with different health conditions, but also from different backgrounds. We are given the task of caring for the physical and mental wellbeing of patients. Acknowledging and working with culture differences can help a patient feel safe and it shows the compassion of the health care team. According to "National Center For Cultural Competence" (n.d.), “cultural competence requires individual providers at a minimum to: acknowledge cultural differences, understand your own culture, engage in self-assessment, acquire cultural...
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