Assignment 2: Self-Reflection and Process Worksheet

Community agency observation proposal

Name

Institution

Course

Date

The G7 firm is a social service type of agency that mainly campaigns and creates awareness of the societal issues to different areas around the globe. The issues dealt with revolve around environmental issues, health issues, and individual and at family level factors that negatively impact the group of people. To understand these aspects, the agency employs the concept of diversity and multicultural, where the different inputs from the participants is essential for the activities carried out by the firm. It is a nonprofit organization.

This international agency incorporates different groups of people from various cultures and ethnic groups. It is among the basic requirements which favor the overall operations in different regions internationally. The agency employs the main principle of multiculturalism: maintenance of the distinct nature of each cultural group but at the same time focuses on narrowing the objectives of these individuals into one. Besides the cultural aspect, the members of this agency have different attributes in terms of religion and gender backgrounds. All these diversified classes of members are equally integrated throughout the roles assigned and membership as well as leadership status of the firm. The socially considered minorities are integrated into both the executive and the management positions of the firm. This results in the aspects of inter-cultural setting among the members of the work force (Baldock, 2010).

In general, the key question lies in determining the strategies undertaken by the company to maintain this complex cultural diversity among the members to avoid ethnic conflicts and segregation. This also places the organization in a better position to be assessed on the aspects of multicultural organization development which is the key to a sustainable environment of diverse groups (Jackson, 2014). The other attributes of collaboration, inclusion, and equity are also of the best interest and the main reason for the choice of this firm. The agency is bound to have undergone through the stages of the development and strategized ways of solving these issues, which brings about the multicultural development stages and phases (Jackson, 2014).

The goals of this observation of the community are as follows: determine the stages of multi-cultural change and development the agency went through. Under this, the model of behavioral change used will be examined, its application and the effectiveness in terms of the period taken to record the change. The observation will also highlight the specific changes covered by evaluating the change of attitudes and consciousness related to multiculturalism as per the stages. These attributes will be the key pointer to the model of change. To evaluate whether an actual change has taken place, the quality of the interaction among the members will be evaluated and compared to their past attributes (Bell, 2011).

The second goal will be to determine how the multicultural aspect of the agency influences the delivery of the social services to the communities in their quest to raise awareness and campaigns. Under this, the key determinants of the quality of service delivery will be highlighted. Examples include language differences, varying cultural beliefs, and diverse beliefs on religion as well as gender indifferences (Bell, 2011 ). Assessment will also be carried out to determine whether the diversity gets in the way of the cultural competence of the service providers. The ability of the members of the group to withdraw from their unconscious setting of their cultural setting to fit the cultural context of the service recipient will be the main agenda to study in this objective (Baldock, 2010). The constructs of cultural competence of the members of the group will be studied. They include cultural desire, cultural awareness, cultural skill and the overall cultural knowledge (Jackson, 2014). Lastly, in relation to the specified time limits, the observation will evaluate how fast the members of the agency adopt to the above contexts in contrast to letting go of their sub-conscious cultural contexts. In general, these are the main determinants of the quality of the service delivery in terms of diversity.

The third goal of the objective will be to determine the best strategies that the agency can adopt to fit effectively within a specific cultural context, irrespective of the influences of their multicultural type of setting. The members of the groups have a sub-conscious cultural setting in their minds that is a key influence on their way of living. In their human service delivery activities, this influences their beliefs and way of interaction as well. The multicultural development models have a significant role to change this type of beliefs in a given way (Baldock, 2010). However, certain conditions are bound to impact this negatively and hence the need to develop a strategy to maintain optimum service delivery. An example of a similar case is the case of a cultural group that holds unethical practices and beliefs that get in the way of the service delivery of the agency. The strategies have to be effectively fast in such cases. This will be carried out by a preview of the similar past cases experienced by the agency.

As a summary, the G7 agency has varied aspects of multicultural settings and diversity from its internal structure and the service delivery activities around the globe. To overcome issues related to the multiculturalism, the agency adopts various models of multicultural development models to enable their members to become culturally competent and promote aspects of inter-culturalism. The above goals determine the development models used, the influence of the diverse cultures of service delivery and the strategies that can be used to overcome the challenges faced.

References Baldock, P. (2010). Understanding cultural diversity in the early years. Los Angeles: SAGE. Bell, M. P. (2011 ). DIVERSITY IN ORGANIZATIONS. Cengage Learning. Jackson, B. W. (2014). Theory and Practice of Multicultural Organization Development. The NTL Institute.