Respond by to at least two colleagues who identified strategies and/or challenges that differ from the ones you posted, and respond in at least one of the following ways:State whether you think the strategies your colleague identified would be effective in advocating for social change through cultural competence, and explain why.Identify a strategy social work administrators might use to address one of the challenges your colleague identified, and explain why this strategy might be effective.Use ReferenceDB 1—Zycara—Post at least two strategies social workers may use to become advocates for social change through cultural competence.One strategy social workers may use to become advocates for social change through cultural competence is education. Clay (2010) discusses how learning is the first step to becoming culturally competent (Clay, 2010). Clay also provides areas of learning that need to take place including learning about your personal culture including morals, values, beliefs, and biases (Clay, 2010). Education also allows for learning to take place without stigmatization and exclusion. It is an equal foundation that can enhance and improve all different situations regardless of culture. Awareness and acknowledgment comes from learning and education. Another strategy social workers may use is teamwork. Teamwork allows for multiple perspectives to come together and function as a unit. Teamwork allows for voices to heard and a collaborative learning experience to happen amongst the team members. It also fosters cohesion amongst different groups of people. Chun-Chung Chow & Austin (2008) discuss how organizations need to create responses to cultural differences through programs, services, policies, and more (Chun-Chung Chow & Austin, 2008). This is where teamwork comes in to play. Collaboration and cohesion will be required between the different organizations that develop theses areas of knowledge and training for an organization. Working with vulnerable populations will require teamwork with other practices and professionals in addition to the cultural differences that come with clients. In addition, identify at least two challenges administrators may face in developing cultural competency within their organizations.One challenge administrators may face is opposition. For example, the agency I intern with for my field education experience is run and operated through a religious organization that has certain rules and restrictions that can impede on cultural differences. The beliefs and responses of the governing organization affects the clients we accept into the agency as well as the programs and services that are provided, service delivery, and funding. Another challenge administrators may face is lack of resources. Culture has always been apart of the human services profession however training and education on cultural competence is a fairly new concept that is hard to adapt and incorporate when there is limited resources and material to provide adequate training. For example, I am a resource coordinator at an apartment complex in an area of town that is not as diverse as some of our other sites across the country. I am constantly researching and trying to locate training and education materials to provide to my residents to increase their awareness of cultural differences and ways to become culturally competent. The state that we are located in has a certain mentality that has been projected and indoctrinated to its members that it is hard to change the wys and mindsets of the people. An administrator would need support and networks to increase resources and education within a community. References:Chun-Chung Chow, J., & Austin, M. J. (2008). The culturally responsive social service agency: The application of an evolving definition to a case study. Administration in Social Work, 32(4), 39–64.Clay. (2010). How do i become culturally competent? Retrieved from https://www.apa.org/gradpsych/2010/09/culturally-c...DB 2—James—Administration and Culturally Competent AdvocacyTwo Strategies Advocates use Cultural Competence for Social Change The first strategy social workers use to become advocates for social change through cultural competence is by diversifying the workforce. “The organization should recognize the impetus for the desire to hire multicultural staff and to clarify desired outcomes” (Chung et al., 2008). By diversifying the work-force it not only gives minorities equal opportunities, but it also fosters an environment of understanding, cooperation, friendship, and unity. For example, a church that is multicultural forces the members to interact, communicate and build the church together. If a church is all-white and they live in a community that is predominantly white, and everyone at work is also white, it places people in a bubble of ignorance, biased opinions, and has the danger of fostering racism, prejudice, and discrimination for people different than the majority.When people grow up absent from interaction with individuals from other cultures, it is a recipe for cultural elitism and feelings of superiority over others. For instance, the majority of White America felt themselves above people of color, this was even more evident during the time of segregation. Diversity helps to foster unity and understanding, but I also acknowledge that in some cases diversity also creates hate and acts of racism. This is evident in places where Whites and Blacks live in the same community, but still there are modern day lynching and murder committed out of hate and racism. Diversity only works if both sides are willing to openly learn about each other and embrace one another. Another example of failed diversity is evident in many high schools across America. Many kids will segregate themselves according to certain criteria. When I was in high school, our lunch room cafeteria was segregated by choice, it is was a shame, but it was the truth. The second strategy social workers use to become advocates for social change is through cultural immersion. “Beginning in the 1970s, concerted attention was given to helping agency staff members become more culturally aware, more culturally knowledgeable, and recently more culturally competent” (Chung et al., 2008). Through cultural immersion, it allows people to experience another culture not familiar to themselves. For example, when learning Korean it helps to also listen to Korean music and watch Korean movies. Furthermore, having some Korean friends to practice Korean with is quite helpful. Likewise, the same can be said of cultural immersion. When we sincerely immerse ourselves in another culture it helps us to understand people better. For instance, learning about Mexican culture through the food, history, music, and language can give someone an appreciation for Mexican culture. “In conclusion, it is clear that cultural responsiveness needs to occur at multiple levels inside and outside of the agency, where clients, staff members, organizations, and community members all play an important role in creating a culturally responsive service delivery system. The support of top management is crucial for both the deployment of a diverse workforce and the commitment to create organizational policies and procedures that facilitate organizational change” (Chung et al., 2008).Two Challenges Administrators Face Developing Cultural Competency The first challenge of developing cultural competency is everyone needs to be a willing participant. If an individual is unwilling to learn about another culture, then no matter what, cultural competence will never happen. For example, a racist individual will not be open to immersing themselves in a foreign culture. Their previous prejudice beliefs will stop them from being opened minded about someone else’s culture. “Fong & Gibbs (1995) found that the changes needed to create a culturally responsive organization can threaten the core culture of an agency, foster resistance, and compromise the effectiveness of an ethnically diverse workforce that must conform to preexisting services, rules, and procedures that may not be appropriate for serving diverse communities” (Chung et al, 2008). In order for cultural immersion to work the individuals involved need to have an open heart and an open mind. They need to be willing and wanting to sincerely learn and embrace a culture that is foreign to them. For example, even if you live in a community that is a melting pot of cultures, understanding and acceptance will never occur if no one is willing to immerse themselves in love and friendship. “Agencies today must demonstrate that they value diversity, understand and respect diverse cultures, and plan and provide culturally relevant and responsive programs and services. Agencies need to examine their management and program practices at all levels to determine to what extent they are culturally competent and what steps they can take toward becoming more culturally competent. They must assess what might be less overt and more subtle ways in which they fail to provide effective services and perhaps even offer inappropriate, ineffective, and potentially damaging services to multicultural client populations” (Chung et al., 2008).ReferencesNorthouse, P. G. (2013). Leadership: Theory and practice (6th ed.). Los Angeles: Sage PublicationsChun-Chung Chow, J., & Austin, M. J. (2008). The culturally responsive social service agency: The application of an evolving definition to a case study. Administration in Social Work, 32(4), 39-64Laureate Education (Producer). (2014a). Cortez case study [Multimedia]. Retrieved from https://class.waldenu.edu

Participants must create a thread in order to view other threads in this forum. Remember to: Prepare: Read the directions for this discussion board prior to participating. Fully participate and use Netiquette: Make sure you directly and completely address the discussion forum question(s)/topic. You must respond to at least one of your fellow classmates evaluating their ideas and offering further suggestions for improvement and experimentation. You must post your initial post by (mid-week) (Faculty; add Day) and post your reply by the due date. You must post as instructed so your classmates will have the opportunity to read your work, reflect, and reply. Make sure to use proper grammar and punctuation. Comply with Netiquette Guidelines in the "Getting Started" area and include a salutation to your classmate, such as Dear John Student. Important Financial Fact: Money problems and debt cause more people to drop out of college than any other single factor. Reference: Success in College ebook.Question(s)/Topic:1. Discuss 3 strategies for your stress management and wellness after you have read this week's chapter and watched the videos. Provide at least 2 personal examples on how you will apply the strategies. 2. Discuss 3 strategies for your money management after you have read this week's chapter and watched the videos. Provide at least 2 personal examples on how you will apply the strategies.

PLEASE MAKE SURE YOU USE THE TEMPALTE ATTACHEDFinal Project: Part 3: Interview Write-upFor Part 3 of your Final Project, you will submit the write-up of your interview with the mental health counselor you selected. For your interview and final write-up, you will demonstrate both breadth and depth of knowledge and critical thinking appropriate to graduate-level scholarship. Refer back to any pertinent Learning Resources throughout this course that might support your write-up. The goal of this paper is to demonstrate your mastery of the concepts presented throughout this course. APA style citations throughout your paper are required.To Prepare:Review your notes and the audiotape of your interview with the mental health counselor.Please review the Bureau of Labor Statistics report in this week’s Learning Resources. Relevant labor market information starts on page 12 of the report.For Part 3 of your Final Project, you must follow APA Publication Manual guidelines; eliminate typographical, spelling, and grammatical errors; and adhere to Walden’s Academic Integrity guidelines. (Information on scholarly writing may be found in the APA Publication Manual and at the Walden Writing Center website. Also, see "Policies on Academic Honesty" under Walden University Policies and Information in the Guidelines and Policies area.)Please review the Final Project Rubric located in the Course Information section of the course.Use the Final Project Template found in this week’s Learning Resources to help create your write-up for this Final Project Part 3.Final Project Part 3Your write-up should be 5 to 7 pages in length (double-spaced), not including the title page and references. It should include the following:A detailed write-up of the interview, with links back to the Learning Resources. Note: Your write-up should be presented as a narrative rather than a listing of questions and answers.In your write-up include how this information relates to the material in the course. (Cite the Learning Resources from the course consistently throughout your paper using APA style citations.)Provide a reflection on the following questions:Consider your response to the Week 1 Spark Discussion question. How has your vision changed over the past 10 weeks? What is the same? What new insights have you gained?What did you learn from the interview that you did not learn in the course?What, if anything, did you learn from the interview that contrasted with what you learned in the course?What do you anticipate the impact of being a clinical mental health counselor may be on who you are personally?