CulturalCompetence in the Workplace Assessment
Explanationof how Gender, Personality, Memory, Cognition, Emotions, andDevelopment affect cultural competence in the workplace
Culturalcompetence is recognized as the capability of people to interact withothers who are from a different cultural background without beingdisturbed. Gender, personality, memory, cognition, emotions anddevelopment may have variant degrees on their impact on an individualcultural competence in the workplace[ CITATION Ela12 l 1033 ].Gender has minimal effect as either male or female may be or notculturally competent.Some researchers indicate that male and female have varying roles toplay in the cultural competence in the workplace but in the era welive in, this has drastically changed. Gender equality has enabledcultural competence to be inherent in both male and female as theyare subjected to similar roles at workplaces.
Thepersonality of a person will have a great impact on how he/shebehaves in the midst of different cultured people. The memory ofevents that may have occurred in the past, either good or bad, maymake a person feel at ease with someone of the affiliate culturerather than another. Emotions and development have an influence onthe personality of a person, therefore, the cultural competence ofthe individual in the workstations.
Evaluatehow effective the five-factor model (FFM) of personality is inexplaining cultural competence and its flaws
Culturalcompetence is an attribute that many individuals may claim to havethough when put to the test in a diverse cultural place, they may notbe able to manifest the attribute. The five-factor model is aneffective tool for determining the probability of how an individualwould behave if faced with a situation that is required to applycultural competence[CITATION Jan12 l 1033 ].Thereare different attributes stated in the five-factor modelextraversion, agreeableness, neuroticism, openness to experience andconscientiousness and each attribute would result in differentperspective towards cultural diversity in a workplace station.
Theattributes stated by the model are qualitative in nature and cannotbe used to quantify cultural competence of a person. There is highprobability that those who possess certain described attributes inthe model would be culturally competent than the others. It,therefore, serves as a basic measure of an individual in terms ofcultural competence[ CITATION Wan11 l 1033 ].
Peoplewho have extraversion attribute would mingle and interact with peopleof different cultures more easily than those who are not sociable.Agreeable individuals would only exercise politeness regardless oftheir comfort level in a situation where there are people of adifferent culture than his/hers. A conscientious individual will notmind the culture of their workmates as they only target to delivertheir tasks as they are focused on work rather than other disruptingthings[CITATION Bre11 l 1033 ].Neurotics and intellect individuals who depict emotions and aresensitive to thingsmay outlay less cultural competence. The above could prove that thefive-factor model is an effective mode of evaluations.
Majorflaws of the model include the existence of individuals having two ormore attributes stated in the model. The two or more attributes couldhave the inclusion of some of the attributes likely not to displaycultural competence in the workplace[ CITATION Wan11 l 1033 ].Also the model evaluation to cultural competence is a probabilisticmeasure. There might be others who have the attribute that isexpected not to display cultural competence whereas practically theyend up being better than the rest. The model is more of a judgmentaland stochastic measure and may have a lot of loopholes in itsevaluations. The model only focuses on the character of a personwithout the determination of time[ CITATION Rob02 l 1033 ].Timecould enable a person to adapt dealing and working with others of adifferent cultural background.
HowFive-Factor Model is used to developing better cultural competence
Diversitycauses numerous challenges for the employers and organizations ingeneral as different individuals bring different attitudes, behaviorsand needs in the workplace. Evaluation of the traits through thefive-factor model would enable an organization set policies or engagein certain activities at the workplace that would eradicate theissue[ CITATION Fra08 l 1033 ].If a person is likely to be affected bythe cultural background of another, ensuring that projects are givenin pairs, and they are paired together would enable them establish aworking bond. Ensuring that the company has numerous team buildingactivities would also reduce the cultural difference behavior againstthe other colleagues. Through the evaluation of the model, thecompany would be able to strategize on how to ensure work iscompleted well, teamwork is enhanced, and the employees are satisfiedwhile working in the organization. It would also reduce employeeconflict and enhance understanding and teamwork[ CITATION Wan11 l 1033 ].
Bhandari, K. G. (2011). Cultural Competency in Health Care. Retrieved from College & Research Libraries: http://crln.acrl.org/content/72/11/648.full
Brent Braveman, J. J. (2011). Work: Promoting Participation and Productivity Through Occupational Therapy. F.A Davis Company: Philadelphia.
Congress, E. (2012). Multicultural Perspectives in Social Work Practice with Families. New York: Springer Publishing Company.
Francoeur, K. A. (2008). The Relationship Between the Five-Factor Model of Personality and Leadership Preferences for Initiating Structure and Consideration. Indiana University of Pennsylvania: ProQuest.
Janice L. Dreachslin, M. J. (2012). Diversity and Cultural Competence in Health Care: A Systems Approach. John Wiley & Sons: San Francisco.
Jianglong, W. (2011, November 01). Communication and Cultural Competence: The Acquisition of Cultural Knowledge and Behaviour. Applied Psychology and Culture, pp. 1-12. Retrieved from Scholarworks: http://scholarworks.gvsu.edu/cgi/viewcontent.cgi?article=1064&context=orpc
McCrae, R. R. (2002, August 1). Cross-Cultural Research on the Five-Factor Model of Personality. General Psychological Issues in Cultural Perspective, pp. 1-12.