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Mar 20, 2017 · Summary. New research shows that the way in which leaders communicate about competition can make employees experience either anxiety or excitement, and those feelings influence whether they react...
- Dan Cable
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- Dan Cable
Feb 25, 2016 · A competency model is a set of key competencies, ideally seven to 10, carefully selected in alignment with an organization’s business goals. High-performance models include four types of competencies: core competencies, leadership competencies, functional competencies, and career competencies.
- Lorri Freifeld
- Thematic Analysis
- What Factors/Skills Do You Think Could Improve Cross-Cultural Health Care?
- What Was The Nature of The Training?
- How Would You Improve The Cultural Competence of Your Organization?
Participants responded to four open-ended questions on cross-cultural health care delivery. They were asked to reflect on ways to improve cross-cultural health care and the extent to which they perceived their organizations to be suitably performing in this area. Each question and the associated response themes are presented below.
Education/training
Many (n= 31) participants believed that formal cross-cultural education and training would indeed improve their organization’s capacity to provide cross-cultural health care. Most of the suggestions were oriented to learning about multi-cultural customs. Some felt that this education should be mandatory or at least regularly provided to staff. Two participants felt that education and training should have a particular focus on systemic issues experienced by patients from minority backgrounds.
Interpreter services
The second most common response theme was having interpreter services available and accessible to all patients. Some participants also suggested that that there should be more bi-lingual professionals.
Diversification of staff
One participant expressed that organizations should aim for cultural diversity when recruiting staff.
This open-ended question followed the initial yes/no question, “Did your health care training include a cultural awareness/competence component”, to which 57.1% (n= 32) participants affirmed that they had received some form of cultural training as part of their professional education. The thematic responses from these 32 participants are illustrate...
Further education/training
Most participants believed that cultural competence training should be “regular” (Interpreter) and “mandatory” (Registered Nurse). More specifically, several participants suggested that training should involve “speakers from different cultural backgrounds” (Hospital/Clinic Administrator). “It would be helpful to have training/discussions with people from different cultures/ethnic backgrounds who are willing to meet with health care staff in order to learn about their cultures/norms and how he...
Staff diversity
Although few participants commented on staff diversity, disagreement was evident. Three participants believed that their organization would be more culturally competent if there was greater cultural diversity among staff members. “Increase the number of staff members of color and staff members who are multi-lingual” (Mental Health Professional). In contrast, two participants stated that cultural background was not the main priority when hiring new staff members. “I hire the best person for th...
Already competent
Several participants believed that their respective organizations were already meeting cultural competence principles. “My clinic provides excellent services and a willingness to diversify amongst multiple different cultures” (Medical Assistant). “I feel we provide all cultures with adequate care” (Physician).
- Stephane M. Shepherd, Cynthia Willis-Esqueda, Danielle Newton, Diane Sivasubramaniam, Yin Paradies
- 2019
Dec 17, 2023 · This research aims to study and analyze the effects of human resource flexibility, employee competencies, organizational culture adaptation, and job satisfaction on employee performance.
This factsheet investigates the nature of competence and competency frameworks, both in theory and practice. It highlights the strengths and weaknesses of competency-based approaches and offers guidance for developing and implementing frameworks effectively.
These arguments concerns the altered and increased requirements on competence that are assumed to follow in the wake of increased internationalization, new production concepts, a wider use of information technology and an increasingly dominant role for knowledge-intensive production in many companies (Adler, 2004; Brown, Green, & Lauder, 2001).
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Apr 7, 2022 · Although the meaningful relationship between organizational culture and employee performance is a widely-researched topic, there is scant research available how organizational culture impacts on employees’ perceived stress in the workplace, affecting their performance.
