Week 5 Discussion 1 (Workplace Culture and Competence in Human Service Organizations)

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Prepare: Prior to beginning this discussion question, read Chapter 5 of Making Strategy Count in the Health and Human Services Sector and select a minimum of one scholarly article from the Ashford library that examines the role of workplace culture within a health and/or human services setting of your choice (e.g., community clinic, social services agency, care facility, etc.) . The Olavarria, Beaulac, Bélanger, Young, & Arbry (2009) article is a recommended source that provides more insight into the issue of organizational cultural competence within health and human service organizations (it may be used, but does not replace your required scholarly resource).

Reflect: As you read in Chapter 5 of the textbook, the term “culture” is not limited to our understanding of cultural competency as it relates to client interaction; it is also applicable to our understanding of aspects related to the work environment. In this discussion, we will reflect upon the concept of “workplace culture,” as described in the text, and analyze its pertinence in the development of effective strategy. We will then take this concept a step further and apply it to the notion of organizational cultural competence (see Week 5 Guidance for more details).

Write: Summarize your selected scholarly article (e.g., its aims/purpose along with relevant content or topic areas). Next, analyze culturally competent elements, as they relate to workplace culture, that are necessary for effective service delivery in the setting discussed in the article (you may select elements that are discussed in the article or general elements applicable to health and human service organizations that are supported by a scholarly source). Finally, explain how some of the types of disconnects between strategy and culture (as identified on page 76 in your textbook) might impact an organization’s ability to be culturally competent, either in the workplace or in direct client interaction.

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