ORGANIZATIONAL CULTURE AND CULTURAL COMPETENCY
The culture of an organization sets the tone for interactions and attitudes among staff and within teams internally. It also sets the tone for how staff members engage with and advocate for their clients.
The degree to which the culture of the organization supports diversity, equity, and inclusion can impact service delivery and advocacy, particularly when the organization serves a diverse community. In such situations, the population served might not be fully represented in the makeup of the staffin terms of race or ethnicity, social class, age, sexual orientation, gender, and so on. With this disparity may come a lack of knowledge and experience, and the need for greater cultural competence among both leaders and staff.
In this Assignment, you analyze the internal culture of the People First San Diego organization as well as the cultural competencies needed to work with the diverse population served. You also propose how to foster an organizational culture of equity and inclusion.
Be sure to review the Learning Resources before completing this activity.
To prepare:
¢ Review the Learning Resources on climate, culture, and diversity and inclusion.
¢ Explore People First San Diego’s website, focusing on the climate and culture as well as information on the organization’s location and demographics.
BY DAY 7
Submit a 2-page paper (not including title page and references) in which you address the following:
¢ Define organizational culture. Identify elements of the culture at the People First San Diego organization.
¢ Analyze the organization’s location, population served, and demographics of the population and staff. With these factors in mind, describe the cultural competencies you would need to work in this organization.
¢ As a leader, how would you create a culture that sets the tone of equity and inclusion for everyone within the organization?
Use the Learning Resources to support your Assignment. Make sure to provide APA citations and a reference list.
References
¢ Northouse, P. G. (2020). Introduction to leadership: Concepts and practice (5th ed.). SAGE.
o Chapter 8, Establishing a Constructive Climate (pp. 182195)
o Chapter 9, Embracing Diversity and Inclusion (pp. 210231)
¢ Bernstein, R. S., Bulger, M., Salipante, P., & Weisinger, J. Y. (2020). From diversity to inclusion to equity: A theory of generative interactions Links to an external site.. Journal of Business Ethics, 167(3), 395410. https://doi.org/10.1007/s10551-019-04180-1
¢ Esaki, N. (2020). Trauma-responsive organizational cultures: How safe and supported do employees feel? Links to an external site. Human Service Organizations: Management, Leadership & Governance, 44(1), 18. https://doi.org/10.1080/23303131.2019.1699218
¢ Johnson, S. K., Hekman, D. R., & Chan, E. T. (2016, April 26). If there’s only one woman in your candidate pool, there’s statistically no chance she’ll be hired. Harvard Business Review, 26.
Walden University, LLC. (2022). People First San Diego Links to an external site.[Interactive media]. Walden University Canvas. https://waldenu.instructure.com/
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