HHS 497 Health & Human Services WK5-D1

Workplace Cul

ture and Competence in Human Service Organizations

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 Olavarri

a, 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 sc

holarly

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 wo

rk 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 no

tion 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 re

late 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 ar

e 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.

Workplace Culture and Competence in Human Service Organizations

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.