Due 06/21/2019 by 6 PM EST (Use 2 APAP references and be detailed in your response)

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.

Response to Hilda
Two Strategies Social Workers Use to Become Advocates for Social Change through Cultural Competence.
The first strategy used will be networking. The networking will consist of building a relationship between community organizations, schools, and churches in the area. The established relationships will assist the social worker to advocate for social change.
The second strategy will be self-awareness and education. Eliminating ethnocentrism and unintentional prejudice will allow a social worker to better understand and advocate Social Change through Cultural Competence. Ethnocentrism is the belief that your culture is superior to any other. Unintentional prejudice is the belief of a culture not based on facts (Northouse, 2013). The social worker becoming knowledgeable of different cultures will allow better advocacy for social change for that culture.
Two challenges administrators Face in Developing Cultural Competency within their organizations
The first challenge in defining cultural competency in an organization is dimensions of culture. Dimensions of culture are the understanding of the unique dimensions of culture. The definition is needed to understand the interaction between cultures (Northouse, 2013). Not being able to define the dimension of a culture can be a barrier to the organization’s cultural competencies.
The second challenge is communication. The organization needs to understand the cultural needs of the population they are serving in order to communicate the needs between coworkers, management, and other stakeholders (Chow & Austin, 2008). Removing the communication barrier will assist the organization with a positive outcome.
References:
Chow, J. C. C., & 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. Retrieved from https://search-ebscohost-com.ezp.waldenulibrary.or”¦
Northouse, P. G. (2013). Leadership: Theory and practice (6th ed). Los Angeles: Sage Publications

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Response to Kristen Cain
For this week’s second discussion we were asked to talk about strategies that can be used to allow social workers to become advocated for social change. We were also talk about the challenges administrators can face when emerging cultural competence within their organizations.
Cultural competence includes specific knowledge about individuals’ cultures, valuing of and sensitivity to cultural differences, awareness of patterns of oppression experienced by those cultures, and the skill to utilize culturally appropriate interventions (NASW, 2007). One way for social workers to advocate for clients and social change would be to learn language that the majority of their clients speak. The social worker will help the client feel like they are someone they can trust if they took the time out to learn their language and speak to them in it. Ethnographic interviewing focuses on learning about the client’s cultural world, including values, behavioral expectations, and language (Kirst-Ashman & Hull, 2012). Another way to advocated for social change would be to go to town meetings and things like that to represent clients who are oppressed and work towards changing policies that could be oppressing them. Administrators can face challenges when trying to make sure that organizations are being culturally competent. One way to combat one challenge would be to have the staff of organizations educate themselves of their own biases. Cultural competency involves increased self-awareness of personal cultural biases (Kirst-Ashman & Hull, 2012). Another way for administrators to combat a challenge would be to hire bi-lingual staff that can translate for clients if needed.
References
Kirst-Ashman, K. K., & Hull, G. H., Jr. (2012). Understanding generalist practice (6th ed.). Stamford, CT: Cengage Learning.
National Association of Social Workers. (2007). Indicators for the achievement for the NASW standards for cultural competence in social work practice. Washington, DC: Author.

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