Cultural Competence Report and Recommendations

The assignment is a cultural competence report that focuses on the XBR sales company. It starts by defining culture diversity as making differences among people based on backgrounds, language, dress, and tradition. The report then delves into relevant theories to understand the culture competence issue at hand. Finally, it offers suggestions to bring about cultural competence within the enterprise.

XBR104 Template for Assessment Task 2:
Report Two
Student name and ID: _________________________________
Chosen scenario (A, B or C): _____________________________
Word Count: __________________________________________
Cultural Competence Report
Introduction: Identify the scenario, the role you are providing, and the
purpose of your report (50 words approximately)
XBR104 Sales employs individuals from various backgrounds. Even though equality and
diversity policies are present in the company, there have been recent cases of offensive
jokes and hate comments. I, as a consultant at XBR sales will ensure that each employee
is treated with quality. This will allow them to fulfill their potential while working (J.
Cole, Oliver and Blaviesciunaite, 2014). This report will address issues faced by workers
at company and creation of safe and inclusive workplace will be done.
Analysis of the cultural competence issues surrounding this situation,
using relevant theory and literature to discuss the problems (200 to 300
words approximately)
According to Schim and Doorenbos, 2010 Systems theory for Culture Competence
analyses issues that occur in workforce through proper research. Organizations
management has to monitor and communicate with employees, so that there are able to
understand problems that there are dealing with, on a cultural basis. This will help in
determining social issues about the environment. There are standards of systems through
which consultants can use this theory and resolve conflicts are the workplace. This makes
it easier as there are guidelines through which analyses behaviors of employees and
empowerment can be given to those individuals that are discriminated in the organization.
Ashkinazy, 2017 argued that contemporary theories can be used to assess cultural
competence at a workplace. There is no need to monitor employees and instead

management can educate employees about consequences of inequality and offensive jokes
in organization's culture. This is help everyone to understand how they have to treat each
other, and therefore leading to increase in competence of workers.
Hence, these theories can be used to address issues that are occurring at XBR, so that
resolutions can be made by consultants. This will lead to complete utilization of potential
in employees and effectiveness while working at XBR sales.
Plan and suggestions for how to work with this situation, providing
culturally competent approaches and drawing on relevant literature (500 to
600 words approximately)
As per Henderson and et.al., 2018 cultural environment is a set of beliefs that are quite
common in every working place. This can be determined by stage of many different
aspect of a culture that are influence by personal choices and behaviors. Moreover, in the
case of XBR, it has a broad and workforce profile which almost supports sustainability
and provides deep understanding of their clients need and even they are quite serious
about equity and diversity. But in the same time they faces some problems related to
offensive jokes related to organizational culture. Therefore, Eisenberg, 2018 says that
cultural competence is quite necessary for XBR to build better understanding between
peoples in order to maintain better relationship with their customers as well as peers.
Cultural competence also refers to be respectful as well as open to different cultural
perspectives to strengthen cultural security and work towards equality.
As XBR faces offensive jokes and to minimizes this, Stevens and et.al., 2018 states that
by creating linguistically and culturally competent, peoples of Australia must provide
them knowledge related to cultural environment so that they come to know there is no
race discrimination in the working place but all the employees of a company are working
with good collaboration. By using their knowledge they will promote different peoples to
do work together. Moreover, by understanding the meaning of different race and religion
or culture to indigenous peoples, it will also helps not to use any offensive jokes in the
sites which creates issues in the working environment.
According to the view of Eisenberg, (2018) states that the culture diversity can be
mitigated if manager of the firm work as to conducting training program on intervals for
employees. This will helps to create open environment as they get opportunity to have
their voice heard, by giving permission to ask questions and encourage them to listen.
With help of establishing clear company guidelines it is possible to prohibits
discriminatory behaviors. Each individual should work as to respect and embrace culture
differences so that leads to build positive working environment. As per the view of
Henderson and et.al., (2018) states that dealing with complaints of discrimination

promptly and confidentially by developing comprehensive anti-discrimination policy.
Thus, it is essential to develop and institute appropriate anti discrimination program to
train employees that how to understand and abide by the employers anti-discrimination
policy. Furthermore, it is essential to motivating employees to be open and honest about
the events are happening in surrounding and complaint against it must be filed so that
fully one proper decision can be taken. In addition to it, recognize and celebrates culture
difference is one of vital aspect to a health working environment. Lastly, leaders of the
entity must show that they embrace diversity with their words and actions.
Conclusion: Sum up what you have discussed and the main
recommendations. (50 words approximately)
Hereby, it can be concluded that culture diversity refer as to make difference among
people on basis of backgrounds, language, dress and tradition. The present report was
based on XBR sales. The report has covered the relevant theory that helps to understand
the culture competence issue. Lastly, suggestion has given to bring cultural competence in
the enterprise.

References
Books and Journals
J. Cole, R., Oliver, A. and Blaviesciunaite, A., 2014. The changing nature of workplace
culture. Facilities. 32(13/14). pp.786-800.
Schim, S.M. and Doorenbos, A.Z., 2010. A three-dimensional model of cultural congruence:
Framework for intervention. Journal of social work in end-of-life & palliative care. 6 (3-4).
pp.256-270.
Henderson, S. and et.al., 2018. Cultural competence in healthcare in the community: A concept
analysis. Health & social care in the community.
Eisenberg, J., 2018. Developing Students' Cross-Cultural Competence Through Academic
Programs: Analytical Review of Empirical Findings. In Handbook of Research on Cross-
Cultural Business Education (pp. 36-47). IGI Global.
Stevens, S. T. and et.al., 2018. Cultural competence: A form of stereotype rationality.
In Cultural Competence in Applied Psychology (pp. 651-664). Springer, Cham.
Online
Ashkinazy, B., 2017. Cultural Competence in Theory and Practice. [Online]. Available through:
<https://scholarworks.gsu.edu/cgi/viewcontent.cgi?article=1131&context=anthro_theses>