Introduction
The modern world is constantly evolving and striving to embrace the diversity of each individual. This is manifested in all vital areas of everyday human life. An inclusive and supportive environment for all employees should always prevail in every organization’s workplace.
This article aims to develop a comprehensive action plan for implementing the necessary cultural competence within the organization. The developed case of Maria and Ahmed’s conflict allows a broader consideration of possible problems that often arise in cultural emergence. Addressing the personal, interpersonal, and organizational levels, the action plan will include strategies to increase cultural awareness, communication, and inclusion.
Case Background
A prime example of a multi-cultural workplace scenario is the conflict between two colleagues, Maria and Ahmad. For background, it is worth noting that Maria, the team’s head, is of Latin American origin. She noticed that Ahmed (a colleague from the Middle East) consistently received less recognition for his achievements and contributions during team meetings.
The woman sensed potential bias and decided to intervene after first discussing it with Ahmed. The man felt the team did not accept or understand him, despite his efforts. Ahmed explained that due to his cultural background, his statements could be misunderstood.
After that, Maria realized the full extent of the situation, including issues of ethnicity, communication style, and potential language barriers. The conflict centered on a cultural difference between colleagues, and Maria, as a manager, felt it was her responsibility to resolve it to ensure an inclusive work environment for all team members.
Variations in communication styles, limited awareness of cultural intricacies, and potential biases are among the cultural factors and obstacles that may impact comprehension and acceptance within the team (Shepherd et al. 2019). Maria recognized that using cultural competency skills was key to overcoming these challenges and creating a more inclusive and supportive team environment.
Developing an Action Plan for the Case
It is worth developing a comprehensive action plan based on the workplace conflict between Maria and Ahmed in a different cultural context. The action plan covers the personal, interpersonal, and organizational levels to promote cultural competence fully. Employees and the organization as a whole must always be fully immersed in the problem and its solution.
At the personal and interpersonal levels, goals and objectives include the imperative to increase awareness and understanding of each individual’s cultural differences. As a result, this will lead to better communication skills and conflict avoidance. In terms of concrete actions, this includes providing training on cultural sensitivity, facilitating discussions on the topic, and providing support to improve the necessary skills.
At the organizational level, the action plan aims to implement policies and procedures that promote cultural competence, but the steps vary. They aim to create a supportive, inclusive work environment where workers feel valued and needed. Companies seeking to achieve this should review and update their policies, build support networks for employees from diverse backgrounds, and regularly evaluate the effectiveness of their diversity initiatives. Each tier’s schedule includes a three-month timeframe that requires ongoing support networks and quarterly evaluation of diversity initiatives.
Through collaborative problem-solving and thoughtful planning, it is possible to develop an action plan that addresses the complex issues of workplace cultural diversity and promotes a more inclusive and supportive environment for all employees (Chevalier & Buckles, 2019). According to Sun et al. (2019), “Collaborative problem solving (CPS) is an essential skill in the 21st century” (p. 1). Measures of progress include employee feedback surveys, the number of reported incidents of cultural insensitivity or discrimination, and employee retention rates and engagement levels across various groups.
Conclusiong and Reflection
Reflecting on this exercise, the personal skills demonstrated include empathy, communication, cultural awareness, and conflict resolution. It is worth noting that, at the personal level, it is also important to foster among workers characteristics such as respect for other people’s feelings (Hogan, 2012). Measures of progress are mentioned, including employee surveys and tracking incidents of cultural insensitivity or discrimination. This provides valuable information for evaluating the impact of cultural competency initiatives and making informed decisions about improvement.
References
Chevalier, J. M. & Buckles, D. J. (2019). Participatory action research: Theory and methods for engaged inquiry. (2nd ed.). Routledge.
Hogan, M. (2012). The four skills of cultural diversity competence: A process for understanding and practice.(4th ed.). Cengage Learning.
Shepherd, S. M., Willis-Esqueda, C., Newton, D., Sivasubramaniam, D. & Paradies, Y. (2019). The challenge of cultural competence in the workplace: Perspectives of healthcare providers. BMC Health Services Research, 19(135).
Sun, C., Shute, V. J., Stewart, A., Yonehiro, J., Duran, N. & Mello, S. (2019). A generalized competency model of collaborative problem solving. Computer & Education, 143.