Cultural Competence In The Workplace

Cultural Competence In The Workplace

Write 6–7 pages in which you examine cultural competencies necessary to be successful in a culturally diverse work environment, along with what skills are required to
develop cultural competency.

Most occupations involve working with people from different cultural backgrounds. These individuals may be coworkers, clients, students, supervisors, or subordinates.
In order to be successful, it is important to develop the ability to work with people from different cultures, that is, to develop cultural competence.

Suggested Resources
The following optional resources are provided to support you in completing the assessment or to provide a helpful context. For additional resources, refer to the
Research Resources and Supplemental Resources in the left navigation menu of your courseroom.

Library Resources
The following e-books or articles from the Capella University Library are linked directly in this course:

Kitayama, S. (2002). Culture and basic psychological processes—toward a system view of culture: Comment on Oyserman et al. Psychological Bulletin, 128(1), 89–96.
Triandis, H. C. (1989). The self and social behavior in differing cultural contexts. Psychological Review, 96(3), 506–520.
Wainryb, C. (2004). The study of diversity in human development: Culture, urgencies, and perils. Human Development, 47(3), 131–137.
Weisner, T. S. (2010). John and Beatrice Whiting’s contributions to the cross-cultural study of human development: Their values, goals, norms, and practices. Journal
of Cross-Cultural Psychology, 41(4), 499–509.
Assessment Instructions
Complete the following:

Describe the cultural competencies necessary to be successful in a culturally diverse work environment.
Examine the skills and abilities required to become culturally competent.
Explain how gender, personality, memory, cognition, emotions, and development affect cultural competence in the workplace.
Evaluate how effective the five-factor model (FFM) of personality is in explaining cultural competence. Are there flaws in the model?
Explain how you would use the five-factor model to help develop better cultural competence.
Additional Requirements
Ensure your finished assessment is 6–7 pages in length, excluding the title page and references page.
Include a title page and a references page.
Include an introductory paragraph and a concluding paragraph.
Include a minimum of two research resources.
Follow APA guidelines for style and formatting.

CULTURAL COMPETENCE IN THE WORKPLACE SCORING GUIDE GRADING RUBRICCriteria Non-performance Basic Proficient Distinguished Explain how you would use the five-factor
model to help develop better cultural competence.

Does not explain how you would use the five-factor model to help develop better cultural competence. Lists how you would use the five-factor model to help develop
better cultural competence. Explains how you would use the five-factor model to help develop better cultural competence. Analyzes how you would use the five-factor
model to help develop better cultural competence. Describe the cultural competencies necessary to be successful in a culturally diverse work environment.

Does not describe the cultural competencies necessary to be successful in a culturally diverse work environment. Lists the cultural competencies necessary to be
successful in a culturally diverse work environment. Describes the cultural competencies necessary to be successful in a culturally diverse work environment. Analyzes
the cultural competencies necessary to be successful in a culturally diverse work environment and analyzes the relationships between the competencies. Evaluate the
effectiveness of the five-factor model of personality in explaining cultural competence.

Does not evaluate the effectiveness of the five-factor model of personality in explaining cultural competence. Evaluates the effectiveness of the five-factor model of
personality in explaining cultural competence using inaccurate or incomplete information. Evaluates the effectiveness of the five-factor model of personality in
explaining cultural competence. Evaluates the effectiveness of the five-factor model of personality in explaining cultural competence and clearly articulates how
effective this model is in an organization. Examine the skills and abilities required to become culturally competent.

Does not examine the skills and abilities required to become culturally competent. Examines the skills and abilities required to become culturally competent using
inaccurate or incomplete information. Examines the skills and abilities required to become culturally competent. Analyzes the skills and abilities required to become
culturally competent and exhibits critical thinking skills in suggesting new behaviors that would encourage better cultural competence in organizations. Explain how
gender, personality, memory, cognition, emotions, and development affect cultural competence in the workplace.

Does not explain how gender, personality, memory, cognition, emotions, and development affect cultural competence in the workplace. Explains how gender, personality,
memory, cognition, emotions, and development affect cultural competence in the workplace using inaccurate or incomplete information. Explains how gender, personality,
memory, cognition, emotions, and development affect cultural competence in the workplace. Analyzes how gender, personality, memory, cognition, emotions, and
development affect cultural competence in the workplace and exhibits critical thinking skills in suggesting new behaviors that would encourage better leadership in
organizations. Communicate in a manner that is scholarly, professional, and consistent with expectations for professionals in the field of psychology.

Communicates in a manner that is not professional or consistent with expectations for members of the psychology profession. Communicates in a manner that is
inconsistent with expectations for members of the psychology profession. Communicates in a manner that is professional and consistent with expectations for members of
the psychology profession. Communicates in a manner that is professional, scholarly, and consistent with expectations for members of the psychology profession. Apply
proper APA formatting and style.

Does not apply proper APA formatting and style. Uses adequate written communication but includes some APA errors and inconsistencies. Applies proper APA formatting and
style. Applies scholarly writing and uses proper APA formatting and style throughout the assessment.

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