Displaying Competence in Organizations by Katja Pelsmaekers download in pdf, ePub, iPad
This can be burdensome, if not offensive, to that person. Identify cultural knowledge that you must obtain to gain a better understanding of your client. Findings should be made available to staff, clients, community members, boards, and managers.
For many organizations, hiring outside consultants is financially prohibitive. Representation should include clients, alumni, family members, and community-based organizations and institutions e. Perhaps the organization arranges committees and meetings, purporting that they want staff input despite the fact that decisions have already been made.
The development of timelines and methods to evaluate progress, obstacles, and directions for each goal are equally important. Compile and analyze the data. Assessment is not a one-time activity. General mental health and substance abuse information. The system can actually impede efforts made by counselors invested and trained in cultural competence.
Evaluation and Monitoring To develop a viable cultural competence plan, information must be gathered from all levels of the organization, from clients and community, and from other stakeholders. Identify and clearly articulate an understanding of the ethnic, cultural, linguistic, and social groups in the area your agency serves.
To review a sample assessment guide, refer to Appendix C. He found no cultural cues with which to identify or connect.
Opportunities for cultural competence training abound. Task overlap across domains may require work on several tasks at once.
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