Cultural Competence in Organizations
Cultural competence is the interaction of different individuals of different cultures, social and economic backgrounds, in business organizations, government agencies, non-profit organizations and human resource departments. It incorporates four essential and fundamental concepts: consciousness of perception on culture, differences attitude regarding culture, information on cultural practices and perception and .
Cultural competence is the interaction of different individuals of different cultures, social and economic backgrounds, in business organizations, government agencies, non-profit organizations and human resource departments. It incorporates four essential and fundamental concepts: consciousness of perception on culture, differences attitude regarding culture, information on cultural practices and perception and skills regarding cross-culture. The development of cultural competence can assist in ensuring that people of different culture can effectively interact, understand and communicate with one another.
In order to understand the concept of cultural competence, it is essential to understand the word culture. Culture is defined as the traditions, customs, language, values and norms that group of individuals share and live together in one community in order to interact with one another. In simple terms, it is considered to be the pattern of behavior of individuals, which incorporates communication, interaction, interpersonal relationships, beliefs and values. Cultural competence is associated with diversity as well as the communication and interaction within the organization (Goodman, 2012). The Hainan Incident is an important incident that occurred between China and United States and it is essential in understanding the significance of cross-culture and cultural competence in resolving conflicts. The incident started with in 2001, when a U.S. surveillance plane entered Chinese land and two Chinese jetfighters had been sent.
The U.S. plane was damaged and had to make an emergency landing and 24 American crews were detained. Negotiations between the Chinese and Americans sides were successful as the 24 members of U.S. crew were freed. Both of the sides had their “diplomatic victories” (Huang & Bedford, 2009). According to Huang & Beford (2009), “The effective image (or face) restoration (Benoit, 1995) and crisis communication strategies that were employed took into consideration the Chinese rhetorical characteristics that allowed a face-saving mechanism and led to the eventual resolution of the diplomatic crisis. Cultural factors indeed play a significant role in crisis management and should be considered integral components of crisis communicative strategy” (574). In terms of organizations and academic settings, cultural competence can assist in resolving conflicts.
Role of Cultural Competence in Organizations
The role of cultural competence in terms of organizations and academic settings is to understand the diverse culture. Cultural competence can assist in forming congruent policies that can be applied in cross cultural settings in order to allow professionals to work together as global teams and to resolve conflicts through understanding one another’s culture (Xue&Zhong, 2012). The goal of cultural competence is to ensure that business organizations formulate and establish such values and principles that are integrated to form a unique organizational cultural and where people of different cultures work together in order to create a positive organizational culture.
Cultural competence allows organizations to on knowledge in order to ensure that global team building is incorporated. Furthermore, it requires to create an awareness on personal perception of the culture. This can only be achieved through the development of global mindset. The first essential aspect of cultural competence is virtual communication. Virtual communication can be done through emails, chats and social media and can easily be understood. Therefore, it is essential that communication is strong between global teams (Goodman, 2012). Cultural competence also promotes team building, global leadership development, new business opportunities and profitability and applying knowledge.
Cultural Competence and Future Policy
Cultural competence can have a significant on influencing and devising future policies of the organization. It allows the organization to devise a conflict management resolution through which conflicts can be easily resolved. Furthermore, it can allow the organization to formulate strong business policies and strategies, which can allow it to expand its business internationally and work with other cultures (Kaye’s et.al, 2005). It can assist in shaping the organizational structure and improving business efficiency and in return, increasing performance and profitability of the organization. It can allow organizations to integrate team building and global leadership programs as part of their future policies in order to ensure that every member of the organization works effectively and collaboratively to improve the business performance and efficiency (Goodman, 2012). It can allow the organizations to become aware of the significance of cultural differences and how cultural competence can be incorporated in organizational mission statement and vision.
Cultural competence is an important aspect of organizations and academic institutions as it allows individuals of different cultures to interact and communicate with one another. It creates an awareness of different cultures. Furthermore, it can allow the individual to change his or her personal opinion and bias regarding a particular group. It can offer employees to work as global teams. Team leaders can practice global leadership and can easily communicate with their culturally diverse teams. The development of cultural competence can assist in ensuring that people of different culture can effectively interact, understand and communicate with one another.
Yi-Hui Huang and Olwen Bedford. The Role of Cross-Cultural Factors in Integrative Conflict Resolution and Crisis Communication: The Hainan Incident. American Behavioral Scientist 2009 53: 565
Neal Goodman. Training for cultural competence.VOL. 44 NO. 1, 2012 .INDUSTRIAL AND COMMERCIAL TRAINING
LanXue and KaibinZhong. Domestic reform and global integration: public administration reform in China over the last 30 years. International Review of Administrative Sciences. 2012 .78: 284
Kayes, D Christopher;Kayes, Anna B;Yamazaki, Yoshitaka. Essential competencies for cross- cultural knowledge absorption.Journal of Managerial Psychology; 2005; 20, 7; ProQuest Centralpg. 578
Recruiting Employees through
Recruiting Employees through Social Media Networks
As a part of recruitment process, social media profiles are used by employers to attract potential applicants. From research, it is evident that social media networks are not reliable sources for recruiting new applicants as these profiles are used to judge the applicant
Recruiting Employees through Social Media Networks
In recent times, social media network and websites have been utilized by organizations in order to recruit potential applicants as part of their recruitment strategy and process. Facebook, Twitter, orkut, etc. are some of the popular social media sites that are used by different individuals to create a strong and dynamic presence on the World Wide Web. The goal of social media networks is to allow individuals to communicate with families and friends and to share interests on communities. As a part of recruitment process, social media profiles are used by employers to attract potential applicants. From research, it is evident that social media networks are not reliable sources for recruiting new applicants as these profiles are used to judge the applicant. The comments, posts and opinions posted on these sites are primarily used to evaluate the applicant. can give misleading information regarding the applicant. The likes, dislikes, status messages and comments are just personal opinions and thus, applicants can be misjudged if they have shared images or joined communities that are related to substance abuse, violent images or any inappropriate images (Fernandez, 2011). Professional and personal life are two different and opposite poles and must not be mixed together. The outlooks and perceptions on social media profiles must not be used to analyze the participant.
Internal promotion is considered to be fiscally responsible for organizations. In recent times, American companies have concentrated on creating multigenerational workforce in order to improve business performance and efficiency. Multigenerational workforce can allow different age group employees to work as a team, share knowledge and create a culture of learning and development (Fernandez, 2011). The challenges that may occur in such a workforce is communication issues. Multigenerational teams must collaborate effectively in order to communicate with one another. For this purpose, it is essential that each member understands and respect one another.
Fernandez, J.P. (2011). Managing a Diverse Workforce. Massachusetts: D.C. Heath and Company.