FNU Cultural Competence Multiculturalism Reflection Paper

FNU Cultural Competence Multiculturalism Reflection Paper

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 SelfReflection 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 selfreflection 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 nonverbal 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. ? • Culture, Diversity, and Out-groups in Leadership Purpose: • To identify your attitudes toward out-group members. • To explore how you, as a leader, respond to members of the out-group. Instructions: • Place yourself in the role of a leader when responding to the questionnaire. • For each of the statements, select the number that indicates the degree to which you agree or disagree. 1 If some group members do not fit in with the rest of the group, I usually try to include them. Strongly Disagree Disagree Neutral Agree Strongly Agree 2 I become irritated when some group members act stubborn towards the majority of the group. Strongly Disagree Disagree Neutral Agree Strongly Agree 3 Building a sense of group unity with people who think differently from me is essential to what I do. Strongly Disagree Disagree Neutral Agree Strongly Agree 4 I am bothered when some individuals in the group bring up unusual ideas that hinder or block the progress of the rest of Strongly Disagree Disagree Neutral Agree Strongly Agree the group. 5 If some group members cannot agree with the majority of the Strongly Disagree Disagree Neutral Agree Strongly Agree groun give them snecial attention 5 If some group members cannot agree with the majority of the group, I give them special attention. Strongly Disagree Disagree Neutral Agree Strongly Agree 6 Sometimes I ignore individuals who show little interest in group meetings. Strongly Disagree Disagree Neutral Agree Strongly Agree 7 When making a group decision, I always try to include members who have different points of view. Strongly Disagree Disagree Neutral Agree Strongly Agree 8 Strongly Disagree Disagree Neutral Agree Strongly Agree Trying to reach a consensus (complete agreement) with out- group members (i.e. members who feel left out of the group) is often a waste of time. 9 I place a high priority on encouraging everyone in the group to listen to the minority point of view. Strongly Disagree Disagree Neutral Agree Strongly Agree 10 When differences exist between group members, I usually call for a vote to keep the group moving forward. Strongly Disagree Disagree Neutral Agree Strongly Agree 11 Listening to individuals with extreme ideas is valuable to my leadership. Strongly Disagree Disagree Neutral Agree Strongly Agree 12 When a group member feels left out, it is usually his or her own fault. Strongly Disagree Disagree Neutral Agree Strongly Agree 13 I give special attention to out-group members. Strongly Disagree Disagree Neutral Agree Strongly Agree 14 Strongly Disagree Disagree Neutral Agree Strongly Agree I find certain group members frustrating when they bring up issues that conflict with what the rest of the group wants to do. YOUR RESULTS On a scale of 14-70, your score was... 64 If your score is 57-70, you are in the very high range If your score is 50-56, you are in the high range If your score is 45-49, you are in the average range If your score is 38-44, you are in the low range If your score is 14-37, you are in the very low range A high score indicates on the questionnaire that you try to help out-group members feel included and become part of the whole group. You are likely to listen to people with different points of view and to know that hearing a minority position is often valuable in effective group work.