Week 2 - Discussion Cultural Diversity Professionals in all areas ✓ Solved

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Professionals in all areas from business to counseling commonly anticipate possible cultural differences with clients. At the same time, they inevitably encounter cultural differences with clients as well as with other professionals or with the views of organizations in which they work. These differences can compromise the services that clients receive unless effectively resolved. For this discussion question, provide at least two examples from within your profession of situations in which the policies of real or fictitious organizations seem contrary to the best interests of a client due to cultural differences. Discuss the implications of this for ethical practice.

Your initial post should be at least 300 words in length. Respond to at least two of your classmates by Day 7.

This week concludes with a written assignment integrating knowledge of ethical codes, multicultural competencies, cultural sensitivity, and personal perspectives to formulate implications for professional practice.

Paper For Above Instructions

Cultural diversity has become a critical aspect of professional practice across various fields, such as business, healthcare, and counseling. Professionals encounter cultural differences that may pose challenges to their ethical responsibilities towards clients. Through examining specific examples, we can understand how organizational policies can conflict with the best interests of clients and explore the implications for ethical practice.

One example can be found in the healthcare sector, particularly concerning language barriers that occur in hospitals. Imagine a fictitious hospital that has a strict policy of only providing bilingual services in Spanish and English. This policy, while practical for a segment of the population, neglects the needs of non-English or non-Spanish speaking clients, such as those who speak Mandarin or Arabic. In a case where a Mandarin-speaking patient requires urgent medical care but faces significant barriers due to language, the underlying issue becomes apparent: the hospital’s policy hinders the patient's access to essential services, thereby compromising their health outcomes. This raises ethical concerns as professionals should advocate for patient care that respects cultural and linguistic diversity. Ethical practice would necessitate implementing policies that ensure necessary translation services or hiring bilingual staff fluent in more languages to better cater to the diverse population.

The implications for ethical practice in this case are clear. According to the American Nurses Association (ANA) Code of Ethics, nurses are obliged to provide care that is equitable and culturally competent. If an organization fails to provide adequate services to certain cultural groups, nursing professionals may face ethical dilemmas that conflict with their obligations to provide the best care possible. This could result in diminished patient trust and negative health outcomes, further highlighting the need for policy reform that embraces diversity.

Another example can be observed in organizational settings where policies surrounding holidays and time off may not consider cultural diversity. For instance, a company that only recognizes traditional American holidays might inadvertently marginalize employees who celebrate different cultural events, such as Diwali or Eid. An employee requesting time off to observe these culturally significant holidays may face disapproval or pushback due to company policies. Such a situation can affect an employee’s morale and productivity, as they might feel undervalued or disrespected by their employer.

This scenario presents significant ethical implications for organizational culture and leadership. According to Hofstede's cultural dimensions theory, different cultures have varying values which directly influence how employees perceive the workplace (Hofstede, 1980). Employers have a responsibility to understand these cultural differences and make accommodations where possible. To address this gap, organizations should consider integrating a more comprehensive holiday policy that encompasses a variety of cultural observances, thereby fostering an inclusive environment. This approach not only promotes employee satisfaction but also reinforces ethical conduct within organizations, as leaders should value diversity and provide equitable treatment for all employees.

The discussion surrounding cultural diversity is not merely theoretical; it directly impacts the effectiveness of professional practice across fields. Professionals have a duty to engage with and understand the cultural backgrounds of their clients or colleagues. Failing to do so can result in policies that inadvertently undermine the ethical obligations of professionals, leading to poor outcomes for clients and decreased trust in professional services. Ethical practice must involve the active engagement and advocacy for inclusive policies that reflect the diverse needs of all individuals served.

As we reflect on the implications of cultural differences within our professions, it becomes evident that recognizing and respecting this diversity is crucial not just for client satisfaction but also for maintaining ethical integrity. It is essential for professionals to challenge existing policies and advocate for changes that support cultural competency and ethical standards in practice.

References

• Blanding, M. (2013, December 9). How Cultural Conflict Undermines Workplace Creativity. Retrieved from [webpage URL].
• Christie, P., Kwon, I., Stoeberl, P., & Baumhart, R. (2003, September). A cross-cultural comparison of ethical attitudes of business managers: India, Korea and the United States. Journal of Business Ethics, 46(3).
• Weber, Z. (2004). Working towards culturally sensitive ethical practice in a multicultural society. Journal of Practice Teaching, 5(3), 40-54. Retrieved from [webpage URL].
• Hofstede, G. (1980). Culture's Consequences: International Differences in Work-Related Values. SAGE Publications.
• American Nurses Association. (2015). Code of Ethics for Nurses with Interpretive Statements. NursingWorld.org.
• Schein, E. H. (2010). Organizational Culture and Leadership. Jossey-Bass.
• Dreachslin, J. L., Gilbert, M. J., & Malone, B. (2009). Diversity and Cultural Competence in Health Care: A Systematic Review. Health Affairs, 28(3), 1131-1139.
• Campinha-Bacote, J. (2002). The Process of Cultural Competence in the Delivery of Healthcare Services: A Model of Care. Journal of Transcultural Nursing, 13(3), 181-184.
• Kirmayer, L. J. (2006). Cultural Competence and Evidence-Based Medicine. Journal of Evaluation in Clinical Practice, 12(2), 250-256.
• Betancourt, J. R., Green, A. R., & Carrillo, J. E. (2002). Cultural Competence in Health Care: Emerging Frameworks and Practical Approaches. New England Journal of Medicine, 348(12), 1134-1137.

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