Professional Standpoint Concerning Cultural Competence

This article discusses cultural competence in clinical settings and how it improves healthcare provision. It also covers social, institutional, and historical factors relevant to the project. The article provides insights into the relevance of trust for medical organizations and the importance of establishing collaborative partnerships with indigenous groups.

Running Head: SOCIAL SCIENCE 1
Social Science
Student’s Name
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Social Science
Professional Standpoint Concerning Cultural Competence
Cultural competence details the ability of companies to effectively deliver services as per
the linguistic, cultural and social requirements of the clients (Romios et al., 2013). The concept
involves identifying the customs of the society and upholding them during customer-seller
interactions. However, it relies on specific factors including gender, race, ethnicity, sexual
orientation, disability and age. Also, linguistic diversity is part of the competence. According to
(Cai, 2016) the client population involves a variety of similarities and differences regarding
cultural variables. Professional competence requires the seller to practise speech-language and
other activities in a way that suits the customers, patients or family's cultural characteristics – this
involves the use of effective intervention services. However, developing cultural competence is a
dynamic process involving self-assessment and continuous evaluation of other beliefs. It requires
interactions with people from various customs and extends through a person's lifelong
professional career.
Notably, the National Aboriginal Community Controlled Health Organisation provides
health services by employing indigenous health workers who maintain close relationships with
the community; and improve health care services. In this case, clinical competence involves the
assessment tools, interview styles and therapeutic techniques which suit the target market. It is
essential to identify the unique influences culture has on the clients; as per the customer’s
circumstances – this allows adjustments to the clinical methods and approaches. Reed (2017)
suggests that the concept abolishes the disparities in health status of individuals, depending on

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their cultural, ethnic or racial backgrounds. Also, it improves the competitive edge of health
providers and reduces the possibility of malpractices among clinical officers.
Social, Institutional, and Historical Factors relevant to the Project
Cultural competence in clinical settings improves the healthcare provision. Conceptual
models of patient-centered care and social collaboration ensure health care providers and patients
interact at the interpersonal level – which enhances the quality of health care for communities
and indigenous groups (Marie & Vincent, 2015). However, the concept involves the adoption of
social, institutional and historical factors directly related to the project. Notably, patient care
consists of the use of clinical methods to understand the sickness; the patient’s ailments; and
promote health practices. The principles of clinical competence entirely address cross-cultural
health care, but not racial disparities – this is because racial inequality continually creates
barriers. For instance, minority groups might distrust health providers based on historical
experiences of discrimination. In some cases, clinics harbour biases about individuals depending
on their culture, background, health status and gender – this influences the patient-provider
relationships and health care experiences (Gawlinski & Becker, 2012). The relevance of trust for
the medical organisation is vast; because it creates potential distrust among the minority groups
based on current or past discriminations.
Social factors influencing the project include literacy, support systems and reflections on
racial interactions and stereotypes. While the issue of race overlaps the definition of culture, its
relevance exceeds the concept due to its massive influence in ethnically diverse countries.
According to (Papadopoulus et al., 2015) cultural competence is dismissive of the institutional or
interpersonal racism taking place within healthcare settings. Notably, the concept evolved to

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entail relevant topics of ethnic and racial disparities in medical institutions. However, the
numerous changes in healthcare systems accommodate the values and preferences of diverse
populations within Australia.
Reed (2017) defines cultural competence as congruent policies, behaviours, and attitudes
which combine to enable the agency or system to operate over different regions effectively. In
this case, culturally competent systems value diversity; institutionalise cultural knowledge; and
promote healthy social interactions. Notably, cultural competence arose from efforts to address
social concerns such as ethnic and racial diversity in healthcare provision. Even though the
concept evolved, it entails core principles in patient care. Other social issues include age, gender,
religious affiliation, sexual orientation, ethnicity, gender, sex and physical abilities (Truong,
2014). The above problems directly relate to diversity – which includes the uniqueness or
differences among each of us.
Institutionally, the project faces issues relating to teamwork. Cultural competence entails
changes which allow professionals to serve minority groups as per their customs. Therefore, the
nurses must accept and respect differences among patient by self-assessment, expansion of their
cultural knowledge, and consideration of the dynamics of diversity. Competent professionals
improve their knowledge base by experimentation and research; thereby establish positive
relationships with their patients. Barrow et al., (2011) explain that workers must preserve their
beliefs and attitudes; and develop skills and knowledge to work with patients of different cultural
backgrounds efficiently. According to (Gore, 2015) ethical issues are activities which require
individuals or organisations to select between alternatives of wrong or right. In this case, they

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include provisional health and safety conditions for the health providers; and conservation
measures aimed at protecting the environment and the local communities.
Establishing Collaborative Partnerships
Today, the global society utilises various methods to improve market share, gain
competitive advantage and achieve organisational goals. One of the principles is enhancing
collaboration with the target market which is the indigenous people. Reed (2017) suggests that
companies continually mould their processes, practices, and activities to produce goods and
services which suit the dominant cultures. By providing high-quality services, the organisations
attract the target market – this is because the products exemplify the team’s effectiveness.
Another principle of improving collaboration with the indigenous groups is hiring
creative teams to promote the organisations culture. The recruitment process must identify team
members with complementary skills to complete the projects. Having a diverse team encourages
creativity, different viewpoints and multiple perspectives which promote quality discussions
around critical issues in the company's processes. Further, it provides excellent leadership and
allows individuals to nurture brilliance and high performance.
According to (Betancourt & Green, 2010) utilising the best practices and nurturing
healthy relationships with the indigenous groups improves collaboration. Further, engaging the
local community in meaningful discussions, sporting activities and resolving disputes are
essential ingredients to unity (Beach et al., 2005). Other activities include providing avenues of
social interaction and engaging in charity work concerning the less privileged and elderly. Also,
when the company hires professionals from the local community, it gains the client's trust, and
respect. Notably, the diversity of thought and skill means the organisation create better decisions,

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and faster. Another way is to provide resources which allow learning, unity and communication
with the local groups. The organisation can also enact policies to address the cultural issues
which limit collaboration.
References

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Beach, M. et al. (2005). Cultural competence: A systematic review of health care provider
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Cai, D.-Y. (2016). A concept analysis of cultural competence. International Journal of Nursing
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Gore, J. (2015). Ethical Issues. American Journal of Nursing, 115 (3), 3-13.
Green, J. B. (2010). Commentary: Linking cultural competence training to improved health
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Papadopoulus, I. et al. (2015). Developing tools to promote culturally competent compassion,
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Reed, C. (2017). Cultural Competence. The American Journal of Nursing, 117 (7), 9-13.
Romios, P. et al. (2013). The effectiveness of cultural competence programs in ethnic minority
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for Quality in Health Care, 25 (3), 261–269.
Truong, M. (2014). Interventions to improve cultural competency in healthcare: a systematic
review of reviews. PMC Journals.

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Vincent, D. M. (2015). Leadership and Cultural Competence of Healthcare Professionals: A
Social Network Analysis. Nursing Research, 64 (3), 200-210.