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Task description
Demonstrate your application of cultural competence through your approach to the given scenario. Imagine you are engaged as a consultant to identify the issues of cultural competence present in the scenario and prepare a report which addresses the following criteria.
Assessment criteria
1. Recognises and explains key unit concepts raised in scenario 2. Considers the different worldviews within scenario 3. Considers the impact of the specific context in which the scenario occurs 4. Demonstrates an academic approach to discussing cultural competence issues
Solution
Introduction:
Identify the scenario, the role you are providing, and the purpose of your report (50 words approximately)
The video describes the cultural competence between the two employees of XBR Minerals, Tachibana and Edwards who hails from Japan and Australia respectively. Tachibana, is a geologist from Japan who comes to visit Edward, an Australian geologist employed in this organisation to understand the loopholes of the project and the reasons for finding out why the company has failed to meet it deadline.
Analysis of the cultural competence issues present in this scenario, using relevant theory and literature to discuss the problems (500 words approximately)
According to Betancourt et al.(2016), it has been found that cultural competence involves being respectful and responsive to the culture of the people from different country. In every organisation, the individuals must be culturally competent and this will help to carry out the work in the organisation in a better way. The development of cultural competence is also considered to be a dynamic and evolving process and thus it takes time to develop with a continuum. To build a positive culture in the organisation. , the employees must try to understand the cultural context throughout the planning process and this ensures that all members must be represented in a better way. In the case study, it has been found that the employees of XBR Minerals have shown due respect and consideration for their culture. It is necessary to understand the risk and protective factors, obstacles of that particular community or population that is considered to be crucial in the development of the organisation.
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According to Hays (2016), cultural competence is considered to be the most important factor to deal with the people of other cultural in an effective way. This also helps an individual to learn and build on varying culture and the cultural norms of their friends, colleagues and other people engaged in the organisation. It also helps to understand the inter-group differences and thus helps in understanding the group variations that helps in the growth and development of the organisation. Huang & Rundle-Thiele (2014) has stated that the organisations must try to create regular assessments and there will be different experiences of the employees who are engaged in the particular organisation. This helps in assessing the range of values, experiences and knowledge and thus it would help the members to work in groups. Similar is the case with the employees of XRB Minerals. The two employees from different cultural backgrounds have met each other to deal with the failure of the project and to discuss important steps to deal with the project in an effective way. However, none of the employees disrespected each other culture’s and thus tried to conduct the business activities in a better way. It can be said that it is necessary to invest in capacity building that is necessary for inclusion and cultural competence. The organisations must have proper policies, resources and procedures for the ongoing development of cultural competence in the organisation.
According to Pucetaite, Novelskaite & Markunaite (2015), it is necessary for the organisation to collaborate their employees with the members of different culture and thus encourage supportive relationship with the other community groups. It is necessary to focus on the population group and thus develop better relationship with the people of other culture. This helps in building trust and respect towards each other and it also helps in the delivery of the project on time by increasing the satisfaction of the clients. This will be beneficial for the organisation as well as the employees who are engaged in the organisation.
Conclusion: Sum-up what you have discussed, and the main findings. (50 words approximately)
Therefore, it is the responsibility of the employees who are involved in a particular organisation to create or review the procedures and the services of the organisation. The employees must try to create a forum and thus collect both formal and informal feedback for the prevention and protection of cultural competence.
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Betancourt, J. R., Green, A. R., Carrillo, J. E., & Owusu Ananeh-Firempong, I. I. (2016). Defining cultural competence: a practical framework for addressing racial/ethnic disparities in health and health care. Public health reports.
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Hays, P. A. (2016). Addressing cultural complexities in practice: Assessment, diagnosis, and therapy. APA Books.
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Huang, Y. T., & Rundle-Thiele, S. (2014). The moderating effect of cultural congruence on the internal marketing practice and employee satisfaction relationship: An empirical examination of Australian and Taiwanese born tourism employees. Tourism Management, 42, 196-206.
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Pucetaite, R., Novelskaite, A., & Markunaite, L. (2015). The mediating role of leadership relationship in building organisational trust on ethical culture of an organisation. Economics & Sociology, 8(3), 11.
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