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Administration and Culturally Competent Advocacy Discussion
Discussion 2: Administration and Culturally Competent Advocacy
Social work administrators can use their roles as leaders to increase cultural competency within their organizations and, thus, help to create positive social change. As social work administrators critically assess situations in which social injustice or inequality has taken place, they may discover an organizational need for increased cultural competency. However, changing the culture of an organization is not an easy task since administrators must address personal and organizational assumptions about diversity and cultural competency simultaneously.
For this Discussion, consider how social work administrators might apply their leadership roles to increase cultural competency within their organizations.
BY DAY 4
Post at least two strategies social workers may use to become advocates for social change through cultural competence. In addition, identify at least twochallenges administrators may face in developing cultural competency within their organizations.
Support your post with specific references to the resources. Be sure to provide full APA citations for your references.
BY DAY 6
Read a selection of your colleagues’ posts.
Respond by to at least two colleagues who identified strategies and/or challenges that differ from the ones you posted, and respond in at least one of the following ways:
State whether you think the strategies your colleague identified would be effective in advocating for social change through cultural competence, and explain why.
Identify a strategy social work administrators might use to address one of the challenges your colleague identified, and explain why this strategy might be effective.
Colleague 1: Rojelio ContrerasSOCW 6070 Week 4 Discussion II: Administration and Culturally Competent Advocacy2 Strategies for Aspiring Advocates to Utilize through Cultural Competence There are several strategies that come to mind when considering how social workers can approach cultural competence and advocacy. One such strategy includes participation in educational courses/trainings with focus on diversity, marginalization, and understanding the various aspects of diversity and associated differences (NASW, 2021).
Another strategy may include gaining insight into personal biases and ideas based on the differences observed or not observed within cultures (NASW, 2021). Assumptions can be easily formed around what is not understood or familiar. 2 Challenges in Developing Cultural Competence within an Organization There are
of course potential challenges to developing cultural competence. Within an organization, some of these challenges can include ethnocentrism and by extension, prejudice. Ethnocentrism can be observed in groups who hold their own perspectives in higher regard when compared to other groups (Northouse, 2013).
It is the failure to consider differences in beliefs, ways of living, and other components of culture. Ethnocentrism can be problematic for leadership due to miscommunication and lack of understanding (Northouse, 2013). This may be observed in the type of work ethic observed among employees. Some may believe in
getting tasks done as quickly as possible while others may take more time if a deadline is provided and not immediate. The reality rests that ethnocentrism is common and leaders must learn to manage their own areas of ethnocentrism as well as those of their employees (Northouse, 2013).
Another challenge can be in the form of prejudice. Prejudice can be characterized by the fixed nature of an individual’s or group’s perception of people and groups different from themselves (Northouse, 2013). Prejudice can be our individual way of systemic observation I which we never engage the other but allow our
perceptions to dictate our understanding (Northouse, 2013). This can be problematic in interpersonal relationships and working as a team with others. A leader again, must be aware of their own prejudices to manage the prejudices of their employees. Consideration for diversity should be given in an organization and it
is administration’s responsibility to foster an environment that welcomes differences offered by diversity (NASW, 2021). ReferencesNational Association of Social Workers. (2021). Code of ethics of the National Association of Social Workers. https://www.socialworkers.org/About/Ethics/Code-of-Ethics/Code-of-Ethics-
EnglishNorthouse, P.G. (2013). Leadership: Theory and practice (6th ed.). Los Angeles: Sage Publications
Colleague 2: Joy SnellPostTwo strategies social workers may use to become advocates for social change through cultural competence. In addition, identify at least two challenges administrators may face in developing cultural competency within their organizations.Two strategies I may use to become advocates for
social change through cultural competence would be the following: Value Diversity and Self-Awareness.
Diversity is the amount of difference among members of a group or organization (Northouse, 2021). To better understand the complexity of diversity it is useful to briefly describe how diversity has been addressed in the past and then to discuss how theses descriptions influences the meaning of diversity today. By
valuing diversity and self-awareness, a social worker can advocate for everyone and how each individual must be aware with one self. Cultural competence is ability to understand, appreciate and interact with people from cultures or belief systems different from one’s own.
Two challenges administrators may face in developing cultural competency within their organizations would be the following: biases and prejudices. At the leadership level, which is indispensable to promoting inclusion at all levels, leaders need to set the tone for inclusion and hold followers accountable for inclusion practices (Northouse, 2021). Unconscious bias is when individuals have attitudes toward people or associate stereotypes with them without our conscious knowledge that we are doing so.Prejudice is an assumption or an opinion about someone simply based on that person’s membership to a particular group. It is
vital for leaders to recognize not only their own unconscious bias, but those of their followers. Organizations that are culturally competent have improved health outcomes, increased respect and mutual understanding from patients, and more. ReferenceNorthouse, P. G. (2021). Introduction to Leadership: Concepts and practice (5th ed). Sage Publications, Inc.
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Excellent Quality 95-100%
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Introduction
45-41 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Literature Support
91-84 points The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned. |
Methodology 58-53 points Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met. |
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Average Score 50-85% |
40-38 points More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided. |
83-76 points Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration. |
52-49 points Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met. |
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Poor Quality 0-45% |
37-1 points The background and/or significance are missing. No search history information is provided. |
75-1 points Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration. |
48-1 points There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met |
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Administration and Culturally Competent Advocacy Discussion |
Administration and Culturally Competent Advocacy Discussion