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Attributable to the ever-growing demographics in the workplace, cultural competence has become an important principle because it ensures that employees from diverse backgrounds interact and coexist peacefully. Cultural competence enables each employee to work effectively with others from diverse ethnic, religious, social, and economic backgrounds (Chae, Lee, Asami, & Kim, 2018). Other benefits that are associated with enhanced cultural competence in the workplace encompass the promotion of psychological wellness and efficient operations, positive behavior and success maintenance, the realization of organizational objectives, and valuing of the contribution of all employees and executives in decision-making.
The principle of cultural competence may be employed effectively in the workplace by holding conferences regularly in an effort of diversity training and encouraging all employees to revere, honor, value, and uphold tolerance both in theory and practice. Moreover, performance rewards should seek to facilitate culturally competent practices by being equally availed to employees from different cultures, religious beliefs, and ethnic backgrounds (Chae et al., 2018).
To assist all employees to become culturally competent, the management should persuade them to work with people from diverse backgrounds, create a list of specialists who may be consulted on multicultural concerns, and engage with all their colleagues to continue to boost cultural literacy.
The measurement of performance improvement outcomes would be realized through a careful assessment of the physical environment and employee understanding of attitudes, values, and effective communication. Evaluation and monitoring of the practices of employees give a chance for improvements in the delivery of culturally competent practices (Chae et al., 2018). The management can identify the employees who take part in culturally competent practices since they will show high self-awareness, a better comprehension of the positive attributes of groups, and an increased possibility of involvement and support of workforce diversity issues in the organization.
Reference
Chae, D., Lee, J., Asami, K., & Kim, H. (2018). Experience of migrant care and needs for cultural competence training among public health workers in Korea. Public Health Nursing, 35(3), 211-219.
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