From Mastery to Accountability: Cultural Humility as an Alternative to Cultural Competence

Fisher‐Borne, Marcie; Cain, Jessie Montana; Martin, Suzanne L.

doi:10.1080/02615479.2014.977244

Cited by 473 publications

(305 citation statements)

References 40 publications

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“…Others (Doherty 1991;Gergen 1991;Garran and Rozas 2013;Fisher-Borne et al 2014) have also suggested it is necessary to move from a fixed and concrete way of conceptualizing cultural competence to considering a broader lens that allows for learning from and being with the social work client, who represents the ''other''.…”

Section: Cultural Competence Limitationsmentioning

confidence: 97%

“…The concept falls short because it assumes a level of practice-specific competencies that may not be achievable. As cited by Fisher-Borne et al (2014), the growing body of cultural competence in practice literature (Abrums and Leppa 2001;Dean 2001;Duffy 2001;Furlong and Wight 2011;Gregg and Saha 2006;Jayaratne et al 2008;Kleinman and Benson 2006;Tervalon and Murray-Garciá 1998;Wear 2003) raises concerns regarding the use of the term and suggests that there are explicit and implicit assumptions that are embedded in its interpretation and meaning.…”

mentioning

confidence: 96%

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Cultural Intelligence for Clinical Social Work Practice

Edwards

2015

Clin Soc Work J

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The concept of cultural competence has long been promoted as a key educational practice priority in the profession of social work. However, assuming uniformity in a given culture and its values and beliefs without allowing for within-group diversity and the consideration of the intercultural interaction is problematic. This article delineates the dynamics of tapping into ''cultural intelligence'', which uses a different approach to understanding cultural diversity and cross-cultural interactions by focusing on the interactional field that operates in cross-cultural clinical encounters.

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Section: Cultural Competence Limitationsmentioning

confidence: 97%

mentioning

confidence: 96%

Cultural Intelligence for Clinical Social Work Practice

Edwards

2015

Clin Soc Work J

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“…The CI and Associate Investigator (AI) position themselves within a postmodernist paradigm. They understand that culture and cultural identities are individually constructed and located within personal and social narratives and ideologies (Fisher-Borne et al, 2015;Williams, 2006). The researchers understand that culture and cultural identities cannot be generalised across groups of individuals since cultural meanings and location change in response to different experiences.…”

Section: Methodsology and Methodsmentioning

confidence: 99%

“…The emphasis is on the practitioner's cultural knowledge, awareness, and skills and on being culturally competent. Reduced to formulaic interventions and checklists mapped along a continuum of competence, cultural knowledge, awareness and skills are key performance indicators of how successfully the practitioner (or the organisation) works across lines of cultural difference (Fisher-Borne, Cain, & Martin, 2015). Occupying a position of power, the worker's values, attitudes and beliefs are not exposed or critiqued against the power and privilege afforded to those belonging to the dominant culture.…”

Section: Two Theoretical Perspectives Postpositivismmentioning

confidence: 99%

Hospitals and cultural diversity: social worker experiences and reflections

Testa

2017

ANZSWJ

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INTRODUCTION:Social work accrediting bodies mandate that workers analyse ways in which cultural values and structural forces shape client experiences and opportunities and that workers deconstruct mechanisms of exclusion and asymmetrical power relationships. This article reports the findings of a small-scale qualitative study of frontline hospital social workers' experiences and understanding of their mandate for culturally sensitive practice. METHODS:The study involved one-hour, semi-structured interviews with 10 frontline hospital social workers. The interviews sought to understand how frontline workers and their organisations understood culturally sensitive practice. Drawing on their own social cultural biographies, workers described organisational policy and practices that supported (or not) culturally sensitive practice. Narrative analysis was used to extract themes. FINDINGS:Data indicate that frontline hospital social workers demonstrated their professional mandate for culturally sensitive practice. Workers were firm in their view that working with the culturally other requires humility as well as a preparedness to value and engage the multiple cultural meanings that evolve in the patient-worker encounter. CONCLUSION:The findings highlight that mandating cultural sensitivity does not necessarily result in such practice. Cultural sensitivity requires an understanding of how cultural and social location may be implicated in sustaining the dominant cultural narrative and signals the need for workers, systems and organisations to facilitate appropriate learning experiences to explore culturally sensitive practice.

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“…Stakeholder theory literature also described respective stakeholders' inclusion in processes (Eskerod, Huemann, & Ringhofer,, 2015), definition, and development of mutual goals (Elnashar et al, 2012). Cultural competence literature also described inclusion (Leung, Ang & Tan, 2014), and developing/defining mutual goals (Fisher-Borne, Cain, & Martin, 2015).This indicated the dynamic interactions between respective stakeholders as they interact and work together and how this may influence outcomes in collaboration. Some literature described how the physical and geographical displacement of entities influences landscape (Quigley, 2016).…”

Section: Cultural/stakeholder Collaboration Typology and Research Gapsmentioning

confidence: 99%

Collaboration in Multi-stakeholder, Multi-cultural Organizational Environments

Straka

2017

IISIT

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Aim/PurposeGovernments, private business, and academia have become increasingly aware of the importance of collaboration in multi-stakeholder, multicultural environments. This is due to the globalization and (developing) mutual relationships with other global partners, due to the often varying visions and goals between the respective organizations in managing projects that span those environments. Background This research conducts a survey of literature pertaining to organizational collaboration in multi-stakeholder, multicultural environments in government, private business, and academic sectors, conducting an analysis to identify the gaps in the basic questions thus far explored in the literature. The gap analysis will expose the opportunities for greater collaboration in these environments. MethodologyThe author conducted a literature review to identify existing research gaps to focus interviews that will develop multiple case studies in future research Contribution/Findings This literature review has determined gaps in understanding how contributing factors to cultural communication impact collaboration in multicultural, multi-stakeholder organizations, encouraging additional research in this area Recommendations for Practitioners Practitioners have the opportunity to develop their use of cultural communication contributing factors, potentially increasing their collaboration efficiency. Recommendation for ResearchersResearchers have opportunity to gather empirical evidence that factors of cultural communication may influence collaboration in the multi-cultural, multi-stakeholder environment. Impact on Society Improved understanding of how cultural communication factors influence collaboration in multi-cultural, multi-stakeholder organizations can improve organizational efficiency. Future ResearchGather empirical evidence that factors of cultural communication may influence collaboration in the multi-cultural, multi-stakeholder environment.Multi-stakeholder, Multi-cultural Collaboration 164

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From Mastery to Accountability: Cultural Humility as an Alternative to Cultural Competence

Cited by 473 publications

References 40 publications

Cultural Intelligence for Clinical Social Work Practice

Cultural Intelligence for Clinical Social Work Practice

Hospitals and cultural diversity: social worker experiences and reflections

Collaboration in Multi-stakeholder, Multi-cultural Organizational Environments

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