Report: Cultural Competence Development Project, BUS 8702

This report details a Cultural Competence Development Project implemented by a team lead to enhance employee interactions and reduce attrition within an organization. The project aimed to improve employees' cultural competence, eliminate culture-related conflicts, and strengthen bonds between employees and clients. The leadership approach involved defining clear goals, conducting a cultural audit, educating employees, and incorporating activities to improve cultural understanding. The project's outcome included enhanced cultural competence, reduced attrition, a more collaborative work environment, and stronger employee and client relationships. The report also includes reflections on team member behaviors and how the team lead addressed issues of lacking cultural competence and cooperation. The project highlights the critical role of cultural competence in fostering a harmonious and productive workplace.

CONTEMPRARY ISSUES IN
BUSINESS LEADERSHIP

Importance of Cultural
Competence in workplace
 form a system or agency which allows
cross-cultural groups to effectively work
professionally in situation
 enhances the communication and bondage
between the employees of an organization
 reduces employee attrition (Ang & Van
Dyne, 2015)
 enhances innovation
 cultural competent employees are more
efficient to deal with clients

Description of the
project
 The name of the project was Cultural
competence development Project
 The project has been designed by
my supervisor, who was the
operational manager of the
organization I work for.
 I had been assigned as the team
lead of the project
 The project was designed to enhance
cultural competence of the

Aim of the project
 To enhance the cultural competence
of the employees
 To ensure elimination of conflicts
associated with cultural competence
 To enhance the bond between the
employees of the organization
 To enhance the bondage between
the employees and clients
 To enhance the revenue of the
company

What leadership actions was
employed and why?
 Defining the vision and goals for
cultural competence
 Conducting a cultural audit
 Educating the employees about the
importance of cultural competence
 Incorporating activities that will
enhance their cultural competence

What team member behavior
or responses were observed ?
 Lack of cultural
competence in
one member of
my team
 Lack of
cooperation
from several
members of my
team.

How I deal with them?
 I conducted a one to one meeting
 I educate them about the necessity
of cultural competence
 I demonstrated efficient
communication skills with them
 I conducted periodic monitoring.

What was the outcome of the
project?
 Enhanced cultural
competence
 Lack of attrition due
to conflict
 Enhanced bondage
between the
employees
 An work friendly
environment has
been established in
the workplace.

Reference List
 Ang, S., & Van Dyne, L. (2015). Handbook of cultural intelligence.
Routledge.
 Dauvrin, M., & Lorant, V. (2015). Leadership and cultural competence of
healthcare professionals: a social network analysis. Nursing
research, 64(3), 200.
 Dreachslin, J. L., Weech-Maldonado, R., Gail, J., Epané, J. P., & Wainio, J. A.
(2017). Blueprint for sustainable change in diversity management and
cultural competence: Lessons from the National Center for Healthcare
Leadership diversity demonstration project. Journal of Healthcare
Management, 62(3), 171-183.
 Bird, A., & Mendenhall, M. E. (2016). From cross-cultural management to
global leadership: Evolution and adaptation. Journal of World
Business, 51(1), 115-126.
 LaFleur, R. C., Truscott, S., Graybill, E., Crenshaw, M., & Crimmins, D.
(2018). Improving culturally congruent health care for children with
disabilities: Stakeholder perspectives of cultural competence training in an
interdisciplinary leadership training program. Journal of Transcultural
Nursing, 29(1), 101-111.