The Importance of Language Proficiency in a Culturally Diverse Workplace
Prior to commencing the assessments, your trainer/assessor will explain each assessment task and the terms and conditions relating to the submission of your assessment task. Please consult with your trainer/assessor if you are unsure of any questions. It is important that you understand and adhere to the terms and conditions, and address fully each assessment task. If any assessment task is not fully addressed, then your assessment task will be returned to you for resubmission. Your trainer/assessor will remain available to support you throughout the assessment process.
Assessment tasks are used to measure your understanding and underpinning skills and knowledge of the overall unit of competency. When undertaking any written assessment tasks, please ensure that you address the following criteria:
- Address each question including any sub-points
- Demonstrate that you have researched the topic thoroughly
- Cover the topic in a logical, structured manner
- Your assessment tasks are well presented, well referenced and word processed
- Your assessment tasks include your full legal name on each and every page.
It is a condition of enrolment that you actively participate in your studies. Active participation is completing all the assessment tasks on time.
Plagiarism is taking and using someone else’s thoughts, writings or inventions and representing them as your own.Plagiarism is a serious act and may result in a learner’s exclusion from a course. When you have any doubts about including the work of other authors in your assessment, please consult your trainer/assessor.The following list outlines some of the activities for which a learner can be accused of plagiarism:
- Presenting any work by another individual as one’s own unintentionally
- Handing in assessments markedly similar to or copied from another learner
- Presenting the work of another individual or group as their own work
- Handing in assessments without the adequate acknowledgement of sources used, including assessments taken totally or in part from the internet.
If it is identified that you have plagiarised within your assessment, then a meeting will be organised to discuss this with you, and further action may be taken accordingly.
Collusion
Collusion is the presentation by a learner of an assignment as their own that is, in fact, the result in whole or in part of unauthorised collaboration with another person or persons. Collusion involves the cooperation of two or more learners in plagiarism or other forms of academic misconduct and, as such, both parties are subject to disciplinary action. Collusion or copying from other learners is not permitted and will result in a “0” grade and NYC.
Assessments must be typed using document software such as (or similar to) MS Office. Handwritten assessments will notbe accepted (unless, prior written confirmation is provided by the trainer/assessor to confirm).
Competency outcome
There are two outcomes of assessments: S = Satisfactory and NS = Not Satisfactory (requires more training and experience).
Once the learner has satisfactorily completed all the tasks for this module the learner will be awarded “Competent” (C) or “Not yet Competent” (NYC) for the relevant unit of competency.
Challenges Faced by Healthcare Professionals in Caring for Culturally Diverse Patients
If you are deemed “Not Yet Competent” you will be provided with feedback from your assessor and will be given another chance to resubmit your assessment task(s). If you are still deemed as “Not Yet Competent” you will be required to re-enrol in the unit of competency.
Additional evidence
If we, at our sole discretion, determine that we require additional or alternative information/evidence in order to determine competency, you must provide us with such information/evidence, subject to privacy and confidentiality issues.We retain this right at any time, including after submission of your assessments.
Confidentiality
We will treat anything, including information about your job, workplace, employer, with strict confidence, in accordance with the law.However, you are responsible for ensuring that you do not provide us with anything regarding any third party including your employer, colleagues and others, that they do not consent to thedisclosure of. While we may ask you to provide information or details about aspects of your employer and workplace, you are responsible for obtaining necessary consents and ensuring that privacy rights and confidentiality obligations are not breached by you in supplying us with such information.
If you feel that you have been unfairly treated during your assessment, and you are not happy with your assessment and/or the outcome as a result of that treatment, you have the right to lodge an appeal.You must first discuss the issue with your trainer/assessor.If you would like to proceed further with the request after discussions with your trainer/assessor, you need to lodge your appeal to the course coordinator, in writing, outlining the reason(s) for the appeal.
Recognised prior learning
Candidates will be able to have their previous experience or expertise recognised on request.
Special needs
Candidates with special needs should notify their trainer/assessor to request any required adjustments as soon as possible. This will enable the trainer/assessor to address the identified needs immediately
Assessment can either be:
- Direct observation
- Product-based methods e.g. reports, role plays, work samples
- Portfolios – annotated and validated
- Questioning
- Third party evidence.
If submitting third party evidence, the Third Party Observation/Demonstration documentmust be completed by the agreed third party.
Third parties can be:
- Supervisors
- Trainers
- Team members
- Clients
The third party observation must be submitted to your trainer/assessor, as directed.
The third party observation is to be used by the assessor to assist them in determining competency.
The assessment activities in this workbook assess aspects of all the elements, performance criteria, skills and knowledge and performance requirements of the unit of competency.
To demonstrate competence in this unit you must undertake all activities in this workbook and have them deemed satisfactory by the assessor. If you do not answer some questions or perform certain tasks, and therefore you are deemed to be Not Yet Competent, your trainer/assessor may ask you supplementary questions to determine your competence. Once you have demonstrated the required level of performance, you will be deemed competent in this unit.
The Impact of Attitudes and Communication Skills on a Diverse Group
Should you still be deemed Not Yet Competent, you will have the opportunity to resubmit your assessments or appeal the result.
As part of the assessment process, all learners must abide by any relevant assessment policies as provided during induction.
If you feel you are not yet ready to be assessed or that this assessment is unfair, please contact your assessor to discuss your options. You have the right to formally appeal any outcome and, if you wish to do so, discuss this with your trainer/assessor.
Objective: To provide you with an opportunity to show you have the required knowledge for this unit.
The answers to the following questions will enable you to demonstrate your knowledge of:
- Concepts of cultural awareness, cultural safety and cultural competence and how these impact different work roles
- Concepts and definitions of diversity
- Own culture and the community attitudes, language, policies and structures of that culture and how they impact on different people and groups
- Features of diversity in Australia and how this impacts different areas of work and life:
- political
- social
- economic
- cultural
- Legal and ethical considerations (international, national, state/territory, local) for working with diversity, how these impact individual workers, and the consequences of breaches:
- discrimination:
- age
- disability
- racial
- sex
- human rights:
- Universal declaration of human rights
- relationship between human needs and human rights
- frameworks, approaches and instruments used in the workplace
- rights and responsibilities of workers, employers and clients, including appropriate action when rights are being infringed or responsibilities not being carried out
- Key areas of diversity and their characteristics, including:
- culture, race, ethnicity
- disability
- religious or spiritual beliefs
- gender, including transgender
- intersex
- generational
- sexual orientation/sexual identity – lesbian, gay, bisexual, heterosexual
- Key aspects, and the diversity, of Australia’s Aboriginal and/or Torres Strait Islander cultures, including:
- social, political and economic issues affecting Aboriginal and/or Torres Strait Islander people
- own culture, western systems and structures and how these impact on Aboriginal and/or Torres Strait Islander people and their engagement with services
- Potential needs of marginalised groups, including:
- protective factors
- physical, mental and emotional health issues/care needs
- consideration of impacts of discrimination, trauma, exclusion and negative attitudes
- Resources that support individuals and organisations to embrace and respond to diversity
- language and cultural interpreters
- imagery
- Influences and changing practices in Australia and their impact on the diverse communities that make up Australian society
- Impact of diversity practices and experiences on personal behaviour, interpersonal relationships, perception and social expectations of others.
- What information about a cultural group may you have to become aware of in order to work effectively with them?
While working with a culturally diverse group, I should be aware of their language proficiency as it is the most important aspect of effective working in a diverse organization. If the person is not able to talk in a language in which I am communicating, it will become difficult for me to understand the need of the group or I will not be able to make them aware of my position. Therefore, language proficiency is the first thing I would like to be aware of while working in a diverse group.
- What types of diversity may you encounter in your role?
As a practice nurse, I might face several culturally diverse patients. Those patients may be culturally orthodox and do not allow me to implement modern interventions for their betterment. Further, their language can be a barrier for me to understand the need of the patient and my gesture can be offensive to them. Further, their food and nutritional habit can be limiting as well.
- How can your attitudes impact diverse groups of people?
My attitude can affect the diverse group of people both negatively and positively. My positive body language while working with a diverse group effects the environment positively. Effective communication skills and listening capacity will enhance the communication and its effect. However, poor communication skills and negative attitude will hamper the organizational work culture.
- How may cultural diversity impact different areas of work?
Culturally diverse group has people of different culture and ethnicity working together. Therefore, their behaviour, their language proficiency, their religious beliefs and festivals are different. This difference can affect the workplace negatively as well positively. The workers may demand leaves or incentives on their cultural festivals that can affect the potential of the However, if the organization manages the situation with effective strategies and policies, the cultural competency will be managed.
- What legal methods are there of protecting diverse people from discrimination?
The first law that can help diverse people in the case of discrimination, in work or other platforms is the Human Rights act. This act protects the right of every individual irrespective of his or her caste, creed, origin, and ethnicity and helps them to stand against social, cultural and mental discrimination. Further, the Australian discrimination law, workplace health and safety, ethical code of conduct are the laws that involves the legal parameters to decide the level of discrimination and after that helps the diverse people to stand against discrimination.
- Choose one of the following areas of diversity and explore in detail their characteristics and factors that may affect people in the group:
- Culture, race, ethnicity
- Disability
- Religious or spiritual beliefs
- Gender
- Generational
- Sexual orientation.
Managing Cultural Competency in the Workplace
Gender is one of the abovementioned aspect, people are being judged for globally. From the primitive age, female gender is fighting for its rights, and basic needs. Further, they are being discriminated based on their gender and people generally assume that they are not being able to fight for their right. This is the reason for the increased crimes against them. Therefore, the gender discrimination is a major issue in today’s work culture and in a diverse social and work environment, it is highlighted effectively.
- What social, political and economic issues affect Aboriginal and Torres Strait Islander people?
Economic issue: income and education is the main issues that helps to engage the society and influence others. The aboriginals and Torres Strait islander people are lowest in the Australian economy and they have poor socio-economic status, education level, employment level. Therefore, the debt, poverty and homelessness, social isolation and crime.
Socio-political issue: the social factor that affect these people are discrimination by state and its people. Such people used to study two type of history, one taught by their families and other, a humiliating history taught by the state. Due to such social discrimination, they are not been given any powerful position in the government and this shows the political discrimination. These factors shows the racial, political and social discriminations that affect the lives of Torres-strait islanders and aboriginals life in every aspect.
- What could the impact of adversity from being part of a diverse group include?
In a diverse group, one of the main goal is to think positively and towards a common goal. However, it might happen that some of the group member do not think commonly abut a topic and behaves adversely. This hampers several aspects of that culturally or socially diverse group.
- It hampers the interpersonal communication, as diverse people can take this situation negatively.
- It hampers the unity between the team and team members and it might possible that the team cannot work together ahead in the organization.
- What resources may you need to work effectively with diverse groups?
The first resource that will be important while working in a culturally diverse group is an interpreter, who can understand entire language spoken in the organization and can translate that in English.
Further access to internet would be required as graphical, pictorial and videos can help to communicate the messages that cannot be spoken.
Finally, using verbal as well as non-verbal communication skills to address the situation is mandatory in multi-diverse team.
- What may affect people’s attitudes to diverse groups?
People’s attitude in a diverse group can be hampered if one of the group member uses poor communication skills and negative attitude while talking to other group members. Despite knowing the fact that all the group, members are not able to speak in English, if someone do not speak slowly and use clear language, then in can change the attitude of people in the group.
- Give an example of a time in your experience when diversity practices have improved an interpersonal relationship.
Diverse practices are useful in developing interpersonal relationships. One such example can be my example while working with a culturally diverse group. I was working with this group in my semester assignment, our duty was to find out the reason of extended hospital stays, and we were four practice nurses working on the assignment. Other than me, there was an aboriginal student, one Indian student and one Chinese student. The first cultural barrier I faced was language and working culture. Further, there were instances when usage of body language and gestures in between conversation, irritates some of the members. However, positive attitude and good communication skills helped me to resume the conversation and further improved the interpersonal relationship.
Objective: To provide you with an opportunity to demonstrate the required performance elements for this unit.
This activity will enable you to demonstrate the followingperformanceevidence:
- Undertaken a structured process to reflect on own perspectives on diversity
- Recognised and respected the needs of people from diverse social and cultural backgrounds in at least 3 different situations:
- selected and used appropriate verbal and non-verbal communication
- recognised situations where misunderstandings may arise from diversity and formed appropriate responses.
Answer the activity in as much detail as possible, considering your organisational requirements.
- Undertake a structured process to reflect on own perspectives on diversity.
- Every individual has his or her own social perspective and biases. My social perspective is the perspective of human behaviour around myself and the connection of it to the society. I usually assess the behaviour of people around me as their collective behaviour structures the society. Negative attitude and poor communication skills affect to stop conversation with such people.
- I am not able to talk in public and the nervousness hampers my communication skill in diverse group and makes me less socially aware.
- I will try to converse in diverse groups, so that my poor communication skill in public forum can be minimized or improved. Further, to become more a3are socially, I will converse in groups having knowledgeable people and will educate myself about all the diversity my workplace or my society has and will try to learn their cultural and social habits. This will help me to grow as a socially aware people.
- Identify and reflect on your own social perspectives and biases
- Identify your limitations in self and social awareness
- Identify and act on ways to improve own self and social awareness.
- In a workplace or simulated workplace environment, recognise and respect the needs of people from diverse social and cultural backgrounds in at least 3 different situations.
Ensure that you:
- Select and use appropriate verbal and non-verbal communication
- Recognise situations where misunderstandings may arise from diversity and form appropriate responses.
- In a situation, where a misunderstanding in the process effects the workflow and everybody thinks the diversity is the reason of it. In such situation, the diverse people need to be supported and his/her point of view about the topic should be taken into consideration.
- in a situation, where the culturally diverse individual has been judged because of his/her appearance. In such situation, everyone judging the individual need to be educated about the cultural belief of the individual and further, the individual need to be supported as discrimination may harm his morality.
iii. In a situation, where not every employee use non-verbal communication while communicating in a group discussion, involving the diverse person. This can affect the mental strength of the diverse person and ethically this is against the policy of healthy work culture.
References
Chakraborty, T. and Bakshi, S.K., 2016. English language premium: Evidence from a policy experiment in India. Economics of Education Review, 50, pp.1-16.
Gambino, C.P., Acosta, Y.D. and Grieco, E.M., 2014. English-speaking ability of the foreign-born population in the United States: 2012. population, 10(11).
Nelson, R. and Staggers, N., 2016. Health Informatics-E-Book: An Interprofessional Approach. Elsevier Health Sciences, 2nd edn, Greenleaf publishing limited, California https://books.google.co.in/books?hl=en&lr=&id=RfvxAAAAQBAJ&oi=fnd&pg=PP1&dq=professional+opportunities+within+organisation++that+improve+social+awareness.+&ots=IDut8G9K1K&sig=MesHTCrx6kx7bz-dKihd3Ab-Rg4#v=onepage&q&f=false
Order an Essay Now & Get These Features For Free:
Turnitin Report
Formatting
Title Page
Citation
Outline
