Reflective Responses using the 5R Framework in Cultural Studies

Running head: REFLECTIVE RESPONSES
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Cultural studies
Reflective responses using the 5R framework
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REFLECTIVE RESPONSES
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Reflective responses using the 5R framework
The role of culture in ethics and social responsibility
The concept of culture has always left me trying to visualization the most suitable
contexts that determine the actual definition of the term. This is due to the dynamic human
behaviour in different settings ranging from the workplaces, social gatherings, and within the
family set up at large. Although l had some background knowledge about the impacts or the
influences of cultural alignments among the people, it was through my current studies that l
realized how extensive the aspects of culture could affect the interaction among the people, the
quality of social services, and even the corporate responsibility in healthcare facilities as
demonstrated by the author.
I felt challenged when reading this article in the way the author has extensively
collaborated different definitions of the culture with regard to moral responsibility in the society
(Schwartz, 2017). Additionally, it was very satisfying noting that the author acknowledged
culture as the existence of some unwritten rules and regulations that govern the individuals in
daily interactions and an ethical guideline among individuals as l had always thought of defining
culture in this similar manner.
Concisely, this article made me relate to the quality of the services given on several
occasions l have visited my local pharmacy in my region. For instance, l have gone for my
medical routine checkup whereby different nurses have attended to me on different occasions.
Despite the facility having its own code of ethics to be observed by its employees, the level of
services offered is varied from one employee to another. After reading this article, l can attest

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that culture is like an internal ethical guideline that can enhance ethical responsibilities as
acknowledged by (Farooq and Rupp, 2017, pp.954-985).
On the other hand, the works of (Menges, Tussing, Wihler, and Grant, 2017, pp.695-719)
demonstrated the employee intrinsic versus intrinsic motivation could be useful in addressing the
aspects of cultural practices and the resultant attitudes that define the performance of medical
practitioners in healthcare. In my understanding, the managers in the healthcare can harness
more results from their staff if they acquire the knowledge depicted by the author about the
cultural information of their employees thus. Furthermore, the cultural background could enable
the managers to determine different weaknesses within the taskforce thus giving a clue on
addressing the issues and boosting performance.
Learning of this topic has changed my perception on the positive impacts that can be
obtained from a firm cultural practice in healthcare. This would be useful for my future studies
and professional practices since l have acquired a background information that would help me to
understand my colleagues’ behaviour and responses at the workplace. Moreover, with the
knowledge on the role of the culture in the ethics and moral responsibility, l would be able to
maintain a high ethical standard, which is not swayed by my cultural traits that could affect the
delivery of quality services in the execution of my duties and responsibilities.
Questioning the validity of race as a social construct:
The idea of profiling the people based on their race and ethnicity has been perceived
differently among the people. For instance, (Heere et al., 2015) acknowledges that the
government of South Africa categorised its people based on the race and ethnic grounds for the
purposes of achieving equal distribution of resources and group equality among the citizens.