Abstract This paper explains that cultural competence refers to one's ability to understand, interact and respond to individuals with different world views or cultures. The author points out that it differs from cultural awareness or sensitivity in that it is a set of congruent behaviors, attitudes and policies, which come together in a system, agency or among professionals and enables them to work effectively in cross-cultural situations The paper stresses that cultural competency includes being sensitive to individuals of different races, ethnicities, ages, religions, sexual orientations, and socioeconomic status, among others. The author underscores that cultural competency is reflected in the professional's attitude and communication style. The paper suggests several steps to develop personal cultural competency.
From the Paper "Right now, there are many things I can do to promote my own cultural awareness and sensitivity. Of course, I can (and have) take course work in sociology, culture, and communication. However, traditional coursework can only provide factual and historical knowledge, which is why it is important to take courses with an experiential focus where one must interact with others and then reflect upon and self-assess their experiences. Another thing I can do is participate in social activities with a diverse array of individuals."
Tags:diversitysetsensitivestyle, training programs.
Abstract The paper discusses diversity in learning styles, gender differences, ethnicity and social class and students with disabilities. The paper focuses on five aspects of ethnicity that are potential sources of student-student and student-teacher misunderstandings: verbal communication, nonverbal communication, time orientation, social values and instructional formats and learning processes. The paper emphasizes how teachers must create instructional opportunities that are adapted to fit the needs of all the students in the classroom.
From the Paper "A learning style can be defined as a consistent preference over time and subject matter for perceiving, thinking about, and organizing information in a particular way. As stated in Temple University's Performance standards for Teachers, "Teaching that facilitates active learning is characterized by competence in involving students in lessons by providing a non threatening environment which allows them to ask questions, seek solutions, share thinking about a theme or topic, and respond to other's viewpoints." "Standards IV: Diversity." [NBPTS Career and Technical Education Standards.]"
"Some students, for example, prefer to think about the nature of the task, collect relevant information, and formulate a detailed plan before taking action, while others prefer to run with the first idea they have and see where it leads. Some students prefer to work on several aspects of a task simultaneously, while others prefer to work on one aspect at a time in a logical sequence."
Abstract The writer of this paper discusses the need for a more expanded and defined multicultural curriculum in present classroom settings. This paper explores the various teaching styles and approaches that need to be introduced in order to present different cultures and nationalities, including: Films, plays, biographies and other forms of literature. An additional style includes having students participate in joint activities which improves inter-group relations amongst different cultures. When students do things together they have opportunities to judge people on their own merits rather than on stereotypes. The writer contends that today's educators need not only support but the relevant teaching tools to deal with cultural diversity in the classroom. This paper also examines the various approaches available that will help decrease the differences amongst minorities in the classroom.
Table of Contents:
Introduction
What to Teach
How to Teach
References
From the Paper "In our institutions we have diverse classrooms. Students having an alike cultural heritage do not mean that they are all similar. They may dress alike or they might be bond in a systems compelling them to do things like others however if the are provided the chance, most of the high school students will disclose their dissimilarities. The main thing is to provide them a chance. Now taking into account these factors it is a challenge for the teacher to be able enough to effectively distinguish and value the aesthetic ways that students feel free to express themselves and to effectively take advantage of their actions, words, or habits to argue on issue of diversity."
Tags: education, culture, minority, curriculum, diverse
A review of the article, "Serving Culturally Diverse Children with Serious Emotional Disturbance and Their Families," by Gwendolyn Cartledge, Cathy Kea and Evette Simmons-Reed.
Abstract The paper reviews the article, "Serving Culturally Diverse Children with Serious Emotional Disturbance and Their Families", which is concerned about how cultural insensitivity harms children from diverse backgrounds. The paper explores why this issue is important - especially when it comes to educating young people - and outlines the difficult situations which can arise when teachers fail to understand the cultural impetuses which guide and shape behavior. Finally, the paper looks at what cultural sensitivity (and a lack thereof) means for professionals who must work regularly with non-European children.
From the Paper "A recent article by Gwendolyn Cartledge, Cathy Kea, and Evette Simmons-Reed (2002), "Serving Culturally Diverse Children with Serious Emotional Disturbance and Their Families," reveals the importance of cultural sensitivity when dealing with children coming from diverse backgrounds. To wit, the United States is now a nation with a remarkably polyglot population; this trend will continue. In light of this, those involved in the field of counseling and social work (and many other occupations that deal with troubled young people) will have to develop sophisticated understandings of how culture interacts with social behavior if they are to provide unbiased interventions to children afflicted by behavioral problems. Finally, the authors seem to favor an approach which recognizes that other ways of doing things need to be recognized insofar as the needs of minority children may not be assessed properly simply because the counselor or professional dealing with them is viewing their problems through the wrong cultural lens and is not appreciative of the reality that culture guides behavior (Cartledge et al, 2002)."
Abstract In this article, the writer notes that the United States is home to an ever-growing, ever-changing racial, ethnic, cultural, and religious mosaic. The writer also points out that millions of immigrants arrive each year in search of work, and in the hope of finding opportunities and freedoms that are unavailable in their homelands. The writer states that many Americans that suffer from disabilities come from a bewildering array of backgrounds and are in great need of the assistance of others. The writer maintains that those who reach out to the mentally retarded must begin to comprehend, and to make provisions for diverse circumstances and points of view. Learning to deal with diversity, and working with multiculturalism demands a new mindset, an awareness of cultural sensitivities and the concerns of others. The writer discusses that providers of training and care to the mentally retarded must be willing to learn other languages, and to learn about the different cultures in which those requiring special attention are being raised. Attention to issues of multiculturalism and diversity is one of today's primary challenges in assisting the mentally retarded.
From the Paper "Similarly, caregivers must attempt to uncover and comprehend other attitudes toward care of the mentally handicapped that may be masked by these traditional family relationship patterns. Perhaps, the desire to keep mentally retarded individuals at home is a symptom of a desire to keep these individuals away from those whom present the potential for harm. A family might now wish to expose a mentally handicapped child to a public school environment because of fears that the child will be taunted or otherwise ostracized. Groups may not trust external caregivers. Despite serious efforts to control for specific biases, minorities are frequently overrepresented in special care environments as the results of culturally biased tests and evaluation procedures."
Abstract This paper presents a research proposal to identify pertinent traits that characterize effective leaders in various societal settings. The importance of these outcomes relates to the increasingly multicultural society in the United States and the forces that are fueling globalization of the marketplace. The paper provides a review of the relevant peer-reviewed and scholarly literature concerning organizational culture in general as well as a discussion of cultural aspects of organizational leadership. The paper also presents an assessment of the relationship between organizational leadership and society. A description of the methodology to be used for the study follows the assessment.
Outline:
Introduction
Aims and Objectives
Significance of the Study
Review of Related Literature
Methodology
Description of the Study Approach
Data-gathering Method and Database of Study
From the Paper "Not only is it no longer true, but the very opposite seems to be actively occurring: Differences between our citizens, be they real, pseudo-cultural, substantial or insignificant are being used as catalysts to stratify the melting pot. Commonalties of our society are being ignored in favor of differences" (p. 23). These problems, though, are certainly not unique to the United States. Across Europe in general and the United Kingdom in particular, for example, multiculturalism is the theme and increasing social unrest has been the response. Consequently, Parvis (2003) first points out that, "In every society, community, and workplace alike, diversity is prominent," and then recommends, "We should not only focus on diversity within each culture, but also address cultural diversity as a national theme. Most diversity experts believe that the significant distinctions are race, ethnicity, culture, religion, language, nation of origin, gender, sexual orientation, age, physical abilities, occupation, and class".
Abstract In this article the writer discusses gender perspectives as they relate to leadership issues, focusing specifically on nursing. The writer points out that as more men enter the nursing profession, diversity is becoming the order of the day in healthcare at all levels. Another aspect of diversity is race and ethnicity since many nurses are black or nurses of color. The writer argues that the traditional strict lines of command are beginning to be replaced by an integrated workforce and decentralized decision making. The writer maintains that in certain cases, the nursing leader will find it essential to change her leadership style.
Outline:
Introduction
Practice Situation
Significance
Analysis
KEEP/CHANGE
Strategies for Change
Conclusion: My Learning
From the Paper "The practice situation is a labour and delivery unit. This unit demonstrated that male nurses are concerned with technical issues and are great with problem solving, whereas female nurses tend to focus on relationships. This balance would seem to be ideal so that males and females would complement one another. However, what evolved on the unit was far from ideal. There had been a number of complaints relating to relationships between mothers and nurses. The vast majority of the nurses involved were male. Complaints mainly concerned lack of attentive listening. However, quality of care was high. Communication between the unit manager and staff was often confusing and ambiguous. Staff members were not working well as a team. The morale of the nursing staff on the ward was very low. A large number of nurses were women of color whose needs and concerns were not heard."
Tags:style, decision, organizational, communication
Abstract This paper evaluates methods organizations can adopt to help promote greater gender diversity. These methods include conducting annual diversity surveys, providing team building seminars and encouraging team building efforts within the organization. Such efforts lay the groundwork for building a culture that promotes diversity and encourages women to excel at all levels of the organization. It also works to provide women the tools they need to succeed within the organization and within a group setting.
Outline:
Intervention Methods and Diversity in the Organization
Direct Methods of Establishing Diversity Competence
Indirect Methods of Establishing Diversity Competence
Conclusions
From the Paper "Traditional intervention methods may include various techniques and tools used to eliminate the cultural biases that exist within enterprises large and small. Intervention methods basically involved direct and indirect actions that one engages in to alter certain events or behaviors to improve the performance of a group and reduce behaviors considered undesirable (Garmston, 2004). Interventions may be helpful in promoting greater empowerment among groups that are traditionally singled out in the workplace, including women."
This paper is a study of how globalization has affected the workplace and examines how this diversity has transformed the face of the work environment.
Abstract This paper discusses how diversity in the work place has affected business practices in the United States. The author explores different diverse populations such as gender, age, race and personalities and discusses the problems and benefits of having such diversity in any given company. Using different examples, the author also presents some solutions to various problems that may arise as a result of this new diverse work environment.
From the Paper "As the world continues the process of globalization workplace diversity is becoming more and more common. The world will only become grayer as cultural and geographical walls are dismantled and in their place a blended society will emerge. The diversity in the workplace is something that has been addressed in seminars and theory classes for many years but the actuality of its existence on a day-to-day basis is something that is fraught with benefits as well as negatives. Diversity in the workplace can be a positive aspect for any company if it is cultivated as a positive aspect, or it can turn negative with the wrong handling. There are many ways to encourage and grow positive diversity in the workplace and with that success the workplace will flourish."
Abstract This paper presents and discusses the implications of the findings of a study of two high school classes, one taught in the traditional way, and one where different learning styles were used. The author discusses the importance of reaching students and opening up to them, and different kinds of intrinsic and extrinsic motivation that can be used by their educators. Effective use of motivation and rewards can contribute to a student's success both in high school and in life. The author explains that diversity in teaching styles allows all of the students to benefit from the lesson, instead of only those students that have a particular, specific learning style. The author points out the limitations of the study and provides recommendations for further research. The paper includes tables.
Outline:
Chapter 1
Introduction
Description of Findings
Summary of Results
Summary
Chapter 2
Introduction
Conclusion
Implications
Recommendations
Summary
From the Paper "Opening up to students is very important for teachers. While it is obviously not appropriate for a teacher to confide intimate personal details to the class, or gossip about others to try to be more accepted, there are ways that a teacher can seem more 'real' to the students. For example, crying over something very sad or letting the students know when the teacher is getting angry with their misbehavior goes a long way toward having students see teachers as real people. Children in the second and third grades often react very positively to this behavior, but there are ways to reach high schoolers and older students as well."
Abstract This paper addresses differences in learning styles between boys and girls. It looks at culture and social issues of gender differences. The paper cites studies that show differences between boys and girls in terms of cognitive processing, not cognitive abilities. The paper looks at the need of schools to tailor instruction to students' diverse learning styles.
From the Paper "Learning style according to Gurian simply refers to the individual and diverse ways in which students process information. With respect to learning styles Miller informs that existing ..."
Abstract The paper discusses the periods of development in children between birth and six which is referred to as the "sensitive period." The underlying description in the paper is based on the theories of
Dr. Maria Montessori and explains that a child of that age group has an uncontrollable urge to learn and investigate new horizons. The paper fully explains the sensitive periods and discusses these at length with examples.
From the Paper "Up to age six, children are in a unique period of learning and development where certain information is absorbed by their personalities without any conscious effort. Young children learn to walk, talk and do hundreds of things without formal instruction or being aware of learning. Dr. Maria Montessori (1870-1952), an Italian physician, described these stages as sensitive periods of development. A sensitive period is essentially an "irresistible impulse" (Standing, pg.119) the child cannot control, urging him/her to focus on one or more certain aspects of their environment at a time. This is completely unconscious and driven from within the child without their knowledge or instigation."
Abstract This paper is an analysis of the characteristics of diversity, focusing on benefits, challenges and finally scrutinizing various techniques of managing the diversity at individual and organizational levels. It discusses the workforce in terms of diversity as a legal obligation and also changing workforce demographics due to organizations' needs. The paper aims at highlighting various characteristics of diversity while focusing on benefits, challenges and finally scrutinizing various techniques of managing the diversity at individual and organizational level.
Table of Contents:
Abstract
Introduction
What is Diversity Reasons for Emergence of Diversity Characteristics of Diversity Different Communication Patterns
Benefits of Diversity The Challenges
Individual Approaches to Managing Diversity Organizational Approaches to Managing Diversity Conclusion
References
Table-1: Salary Differentials
Table-2: Overall Population Growth and Racial Composition
From the Paper "No two humans are alike. People are different not only in gender, culture, race, social and psychological characteristics but also in their perspectives and prejudices. Society had discriminated on these aspects for centuries. Women and minority groups were denied of their due rights. But not any more. Since 1960s, when federal legislation prohibited employment discrimination, minorities and female applicants have become the fastest-growing segment in the work force. Diversity makes the work-force heterogeneous. The work-force diversity used in the corporate world today is the varied characteristics of employees working in same organization. Despite the magnitude of the ethical, legal, economic, social, and political dimensions that define diversity initiatives in the workplace, the fields of human resource development and continuing professional education have yet to develop an integrated vision for creating more inclusive work environments. There are issues being raised. Dominant groups including top level managers are not fully prepared to accept the reality. There are communication problems as well. But then there are enormous benefits too. Organizations that are still lacking in this field will have to initiate measures to make their workforce diverse in order to compete or even survive in the coming decades."
Abstract The purpose of this study is to identify effective strategies that may be applied by employing organizations to attain diversity goals. Data was collected and analyzed from a sample of 32 private sector organizations with 500 or more employees. The study found that both functional and hierarchical diversity in organizations are related significantly to: diversity program structure, rank and file support for the program, community support for the program, top management support for the program, program participation requirements, and program communications. The paper includes charts and statistics as well as the questionnaire used in the study.
Contents:
Introduction to the Study
Statement of the Problem
Purpose of the Study
Importance of the Study
Scope of the Study
Rationale of the Study
Definitions of Terms
Overview of the Study
Review of the Literature
Introduction
Group Values and Social Identity
Formation and Roles of Groups
Governmental Framework for the
Management of Diversity The "Glass Ceiling" Issue
Alternative Explanations for the
Under Representation of Women in
Top Management
The Role of Achievement Motivation
Organizational Strategies for the
Management of Diversity Dimensions of Diversity and
Diversity Management
Responses to Increased
Cultural Diversity Discussion of the Literature
Review Findings
Literature Review Summary
Methodology
Introduction
Research Design
Hypotheses
Operationalizing the Variables
Population and Sample
Instrumentation and Data Collection
Data Analysis
Data Analysis
Overview of the Findings
Results of the Hypothesis Testing
Hypothesis 1 Results
Hypothesis 2 Results
Hypothesis 3 Results
Hypothesis 4 Results
Summary, Discussion and Recommendations
Summary of the Study
Discussion of the Findings
Recommendations for Further Research
Appendix
References
From the Paper "Mandatory participation in diversity programs was found to be associated with the highest levels of diversity, and optional participation in diversity programs was found to be associated with higher levels of diversity than that found in organizations with no diversity programs. Program communication that was both frequent and scheduled was found to be associated with the highest levels of diversity, and programs were communication was sporadic were found to be associated with higher levels of diversity than that found in organizations with no diversity programs."
Tags: management, business, organization, flexibility, diverse
Abstract This paper uses the example of Con Edison as a company that has successfully tapped into the talents of a diverse workforce. The paper discusses ways that companies can take advantage of the different cultural backgrounds of their employees and use these differences to benefit the company.
Defining Diversity Tapping into Diverse Talents
How to Capitalize on Diversity The Paradigm Shift from Diversity as Liability to Diversity as Opportunity
Incorporating Diversity into Decision Making
Corporate Strategies to Capitalize on Diversity Communication Issues
From the Paper "Con Edison is a major employer in the greater New York City area providing energy and energy-related products and services. In addition to the five boroughs of New York City, it serves Westchester County in New York and small areas of New Jersey and Pennsylvania. It is located in the area of the country that has long been the first destination of many people immigrating to the United States. In addition it has well-established ethnic communities comprised of the descendants of people who brought new cultures to New York City and then put down roots there. As a result, the employment pool for Con Edison is one of the most diverse in the nation, including people not only of both genders but also of all ages and ethnic backgrounds. "
Tags: ethnic, communities, employment, pool, diversity, of, background, cultural, assumptions
