Cultural Diversity in Perception Alternative Views of...

CHAPTER FOUR CULTURAL DIVERSITY IN PERCEPTION: ALTERNATIVE VIEWS OF REALITY UNDERSTANDING PERCEPTION The physical mechanism of perception is pretty much the same in all people: sensory organs such as the eyes, ears, and nose permit us to sense our environment, and the sensations received by them are routed to our brains, where they are interpreted and accorded meaning in a two-stage sequence. The first stage is recognition or identification, in which a configuration of light or sound waves is identified. At the second stage, the interpretation and evaluation of that which has been identified take place. The result of this process is not the same for all people, however, because the process is learned and therefore influenced†¦show more content†¦DIVERSE CULTURAL PATTERNS Hofstede’s Value Dimensions Geert Hofstede has identified four value dimensions that have significant impact on behavior in all cultures. These are the following: 1. Individualism-Collectivism Individual is the single most important unit in any social setting, regardless of the size of that unit, and the uniqueness of each individual is of paramount value. In individualism, an â€Å"I† consciousness prevails: competition rather than cooperation is encouraged; personal goals take precedent over group goals; people tend not to be emotionally dependent on organizations and institutions and every individual has the right to his or her private property, thoughts and opinions. In collectivism, a â€Å"We† consciousness prevails: identity is based on the social system; the individual is emotionally dependent on organizations and institutions; the culture emphasizes belonging to organizations; organizations invade private life and clans to which individuals belong; and individuals trust group decisions. 2. Uncertainty Avoidance At the core of uncertainty avoidance is the inescapable truism that the future is unknown. Uncertainty and avoidance indicate the extent to which a culture feels threatened by uncertain and ambiguous situations. 3. Power Distance It refers to the extent to which a societyShow MoreRelatedEmpirical Research For Treatment Of Intercultural Marriage856 Words   |  4 PagesMarriage According to Hsu (2001), intercultural marriage is â€Å"marriage formed by partners with relatively diverse cultural backgrounds† (p.225). This is prominently seen through the film, in which Toula, a Grecian-American marries Ian Miller, a Caucasian- American. This film depicts the conflict that surrounds this union prior to marriage, such as planning the wedding, navigating the cultural differences and gaining parental approval for the union. Although it is understandable that intercultural marriageRead MoreCulturally Sensitive Environment730 Words   |  3 PagesSome ways to build a culturally sensitive environment within healthcare It is evident that cultures shape up human’s perception and build the baseline upon which the right and the wrong are judged. For healthcare providers, service should be offered according to patients’ culture and background in order to provide them with the care they deserve in the most efficient and adequate way. Undoubtedly, that does not require full knowledge of all other cultures but rather the awareness, respect and appreciationRead MoreTalking about Cultural Intelligence1887 Words   |  7 PagesWhen talking about cultural intelligence the first thing that comes to mind is the ability of culture, either individually or collectively, to interact with other cultures. Cultural intelligence does not refer to nationality, but rather to culture itself. 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The Effects Of Violent Video Games On Children - 1258 Words

Statistics show that 10 minutes into playing a violent video game the average person becomes desensitized to the fact that they are killing someone. Now it it may seem like nothing when you play these games. But when people, especially children play them often it starts to become the only thing that they think about. Even if it is â€Å"just a character† in a game it becomes so to them to pull that trigger. I’ve witnessed this happen in my own household and I don’t hesitate to say: violent video games are poisonous to the brain. I have two brothers, they are genuinely good kids. When they were about ten years old they really started to get into video games. Especially the war, shooting, and theft games. Games from the Halo, Call Of Duty, and Grand Theft Auto franchises were their favorites. Now they knew they were â€Å"bad† games, so did my sister and I. However, My mother did not. She knew they liked them and wanted the games, so she would buy them these games for birthdays and Christmas. They played them from the second they got home until it was time for dinner. Then after dinner they would return to the virtual reality of being an assassin or a car thief until they were told to go to sleep. I quickly became what I would call an addiction. It was all they ever talked about to anyone. I really started to worry for them. They were video games zombies. Their eyes, dry and tired, were constantly glued to the flat screen in our family room. They even admitted to having sore thumbsShow MoreRelatedThe Effects Of Violent Video Games On Children1074 Words   |  5 PagesVideo Games. Anderson et al. (2008), Anderson et al. (2010), Browne and Hamilton-Giachritsis (2005), Erwin and Morton (2008), Gentile and Stone (2005), and Jason et al. (2005) revealed a correlation between violent video games with immediate and later aggressive behavior. 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This issue is growing because many of these games are featured aggressive elements that lead youngsters towards violence. For most players, video games are fun but also violent games take over the lives of some player. Since the world of video games was started in the 1980s, the video games still getting new level of popularity in this world. Most people are getting really addictive of these violent video games. The first importantRead MoreViolent Video Games and Their Effect on Children2104 Words   |  9 PagesProfessor Colbert English 128-03 7 April 2010 Violent Video Games and Their Effect on Children Ever since the creation of the first video game, they have had a certain effect on the individuals who play them. As video games have become more advanced and elaborate, children’s interest is at an all time high. With the degree of violence that has been a part of video games since the early 1990’s, parents and activists have claimed that these games are affecting children negatively. This claim only seems toRead MoreThe Effects Of Violent Video Games On Children1359 Words   |  6 PagesKhan, Mohammad Salman English 1001 Rebekah Barton 5/4/2015 Effects of Violent Video Games â€Å"Boom! Headshot† â€Å"Time to kill that commie bastard† these are not from some war movies or documentaries. These are the dialogues of some recent games in market. In modern age, children often feel proud about the number of people or enemy they managed to kill when they are playing these games in various console. While even a decade before, this would not be the normal past time of an eleven year old teenage kidRead MoreThe Effects Of Violent Video Games On Children Essay1558 Words   |  7 Pages† Studies has shown that children that play violent video games desensitize players to real-life acts of violence, the Journal of Experimental Social Psychology says that it is a reduction in emotion-related physiological reactivity to real violence. It is also proven that people who are desensitized to violence are likely to commit a violent crime of some type. In 2011 there was a study that resulted in the finding of a link between the exposure of violent vide o games and an increase in aggressionRead MoreThe Effects Of Violent Video Games On Children2016 Words   |  9 PagesMaisonneuve Professor Haynes CENG 102 04 December 2015 The Effects of Violent Video Games On Children Newton N. Minow once said, â€Å"Children will watch anything, and when a broadcaster uses crime and violence and other shoddy devices to monopolize a child’s attention, it’s worse than taking candy from a baby. It is taking precious time from the process of growing up†.The media is a powerful tool that in a very influence on children. 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Diagnosis Of Paranoid Schizophrenia Health And Social Care Essay Free Essays

Simon has a diagnosing of Paranoid Schizophrenia and this is the most common manifestation of Schizophrenia ( Nice 2009, NHS 2009 ) . These symptoms are referred to as â€Å" positive † and â€Å" negative † . The positive symptoms include hallucinations and psychotic beliefs ( Nice 2009, NHS 2009 ) . We will write a custom essay sample on Diagnosis Of Paranoid Schizophrenia Health And Social Care Essay or any similar topic only for you Order Now In Simon ‘s instance these psychotic beliefs are of a paranoid nature where Simon believes that he is being spied on and that the all the wellness professionals are conspiring against him. The negative symptoms are more apparent in the prodromic phase, the early oncoming of the acute phase of the unwellness. These negative symptoms include concentration jobs, apathy and societal backdown, all of which Simon experienced particularly the societal backdown ( Townsend 1999, NICE 2009 ) . As a affair of class Simon ‘s head-shrinker should be contacted and informed of the state of affairs. This being done with a position to them go toing with Simons General Practitioner and an Approved Mental Health Professional ( W.A.G 2008, M.H.A 1983 ) . This would so represent the make-up of a full exigency mental wellness appraisal squad ( W.A.G 2008, M.H.A 1983 ) . When this has been done the appropriate governments, viz. the constabulary, can be informed and asked to go to besides. Their function as a peace keeper and to derive entree is imperative to enable the mental wellness professionals to speak to Simon, and if necessary perform a mental wellness appraisal ( W.A.G 2008 ) . The nurse should put on the line assess the state of affairs to estimate the sum of possible danger, if any, that Simon and others could be in, due to Simons actions ( Wetherell 2001 ) . If the hazard to Simon is assessed as high, due to him one time once more leveling the electrics, so because of â€Å" best involvement † and â€Å" necessity † in coaction with the go toing squad, the constabulary can be asked to measure the demand to derive exigency entree ( P.A.C.E 1984, M.C.A 2005 ) . The constabulary could utilize the powers of the Police and Criminal Evidence Act ( 1984 ) sec 17 ( 1 ) ( vitamin E ) , after advising Simon of the ground, to forcibly come in Simons place as in the instance of Baker v Crown Prosecution Service ( 2009 ) . The constabulary though have to be certain that something serious had happened or was about to go on as in Syed v Director of Public Prosecutions ( 2010 ) .This subdivision provinces that it would be appropriate for the constabulary to come in as it is imperative in â€Å" salvaging life or limb or forestalling serious harm to belongings † ( P.A.C.E 1984 ) . Bing that Simon has stopped leveling the flats electrics a more considered attack could perchance be used. It is recommended though that any intercession be the least restrictive ( M.H.A 1983 ) . Due to this and in the involvement of a collaborative attack it could be an thought if the head-shrinker or approved mental professional could try to prosecute with Simon and seek his cooperation ( N.I.C.E 2009, Barker 2007 ) . This would do deriving entree easier, as it would so be accepting entree, and it would cut down any â€Å" anxiousness † and â€Å" fear † that Simon may digest. Thomas, Cutting and Hardy ( 2004 ) emphasis that if the patient distrusts their nurse they are less likely to accept aid. Mc Cabe and Timmins ( 2006 ) point out that the focal point of communicating ought to be patient centred. This is of import in developing and keeping the curative relationship between Simon and his carers ( Peplau 1997, Rogers 1957, Barker 2007 ) . While Nichols ( 1993 ) found that developing a curative relationship with a patient can help the intervention of patients, and aid pat ients cover with a assortment of unwellnesss and upsets. Even though a less restrictive intervention way is recommended it is argued that the curative relationship would be hindered whilst Simon ‘s paranoia is in the dominance ( Johnstone et al, 1986, N.I.C.E 2009 M.H.A 1983 ) . To assist Simon with this positive symptom it would profit Simon, and aid battle with the nursing squad, to re-start Simon ‘s antipsychotic medicine ( N.I.C.E 2009, Perkins et al 2005 ) . The usage of coercion could be the ground behind Simon ‘s misgiving of nurses and his non harmony ( Kaltiala-Heino et al 1997, Bracken and Thomas 2001 ) . This fright could besides be a symptom of station traumatic emphasis upset, brought on by old forced admittances ( Meyer et al 1999 ) . The wellness systems usage of the jurisprudence to hale could hence be viewed as traumatising, negative and damaging to Simons hereafter intervention harmony ( Monahan et al 2001, Bracken and Thomas2001 ) . With relationship in head the nurse could take a low profile attack due to Simon ‘s paranoia driving his misgiving ( N.I.C.E 2009 ) . If one of the squad did manage to derive Simons trust, and Simon did hold to the least restrictive class of action, that being, one of an informal admittance to an ague psychiatric infirmary. It could be argued that due to the nature of Simon ‘s unwellness this would be short lived and Simon would non remain or accept intervention from the nursing squad ( N.I.C.E 2009 ) . Therefore the mental wellness capacity of Simon should be taken into history every bit good at this phase so that his admittance does non go improper, as in the instance of Bournewood NHS Trust ( ECHR 2004, M.C.A 2005 ) . This is because under common jurisprudence informal patients have two basic rights. The first is that they may go forth infirmary whenever they like and secondly that they may decline to accept any signifier of intervention that they do non desire ( Hogge t 1996 ) . Given so this highly complex and potentially volatile set of fortunes the Approved Mental Health Professional could, after measuring Simon ‘s behavior, use to the Magistrates Court for a subdivision 135, to derive entry ( M.H.A 1983, W.A.G 2008 ) . The magistrate has to be satisfied that Simon is enduring from a mental upset as defined in the Mental Health Act 1983.The Magistrate besides has to be satisfied that there is a sensible cause to surmise that Simon has been, or is being, abused, neglected or kept otherwise than under proper control, in any topographic point within the legal power of the justness or is populating entirely and unable to care for himself ( M.H.A 1983 ) . This would, if the warrant was granted, let the constabulary to coerce entry if necessary, so that a full and formal mental wellness appraisal could be carried out ( M.H.A 1983, W.A.G 2008 ) . It is non purely a necessity though to hold to transport out an appraisal instantly on the use of a subdivision 135 warrant ( M.H.A 1983 ) . The constabulary so have the power to transport and keep Simon for 70 two hours in a â€Å" topographic point of safety † , which could be an acute psychiatric infirmary ( M.H.A 1983, W.A.G 2008 ) . Once things have settled down and are less nerve-racking for Simon, a full mental wellness appraisal with the aforesaid squad, Psychiatrist, General Practitioner and an Approved Mental Health Professional could be undertaken ( Peplau 1997, Rogers 1957, Barker 2007, Nichols 1993, W.A.G 2008, M.H.A 1983 ) . On finishing the mental wellness appraisal, the measuring squad demand to make up one’s mind the best class of action to suite Simon ‘s currant needs. This determination would finally be made by the Approved Mental Health Professional who has measure the societal and medical grounds presented ( W.A.G 2008 ) . They would hold to make up one’s mind whether to acknowledge Simon under a subdivision of the mental wellness act 1983 and which subdivision would outdo enable the nurses to handle Simon ‘s symptoms and construct a curative relationship, section2 or the more restrictive subdivision 3 ( W.A.G 2008 ) . If the two physicians agree that Simon is enduring from a mental upset, and that this is of a nature or to a grade that, despite his refusal to travel to infirmary, he ought to be detained in infirmary in the involvement of his ain wellness, his safety, or for the protection of others, they can finish a medical recommendation signifier and give this to the Approved Mental Health Professional ( W.A.G 2008, M.H.A 1983 ) . If the Approved Mental Health Professional agrees that there is no other alternate but to confine Simon in infirmary, an application signifier bespeaking that the infirmary directors detain the individual could be completed ( W.A.G 2008, M.H.A 1983 ) . Simon ‘s period of appraisal in infirmary could so lawfully get down. Consensual intervention whilst under this Section, such as medicine, is permitted but can besides be given against Simon ‘s wants under Section 2 appraisal orders, as observation of response to intervention is considered portion of the app raisal procedure ( W.A.G 2008, M.H.A 1983 ) . This subdivision would compulsorily acknowledge Simon for a period of 20 eight yearss upon which it expires and can non be renewed ( W.A.G 2008, M.H.A 1983 ) . Simon will hold the right to appeal against this subdivision and can use to a Tribunal during the first 14 yearss ; the Tribunal should so take topographic point within seven yearss of the application ( W.A.G 2008, M.H.A 1983 ) . The chief determination would be how to ease intervention given that Simon is unwilling to prosecute with the nursing squad. With this in head, the other possibility unfastened to the Approved Mental Health Professional is mandatory entree of Simon using Section 3 of the Mental Health Act 1983 ( W.A.G 2008, M.H.A 1983 ) . This Section is a intervention order, and can ab initio last up to six months ( W.A.G 2008, M.H.A 1983 ) . It can so, if needed, be renewed after six months, the following order lasts up to six months and each subsequent order lasts up to one twelvemonth ( W.A.G 2008, M.H.A 1983 ) . If Simon is admitted under Section 3 he may appeal to a Tribunal one time in a six month period ( W.A.G 2008, M.H.A 1983 ) . The hearing normally takes topographic point within six to eight hebdomads of the application. One major difference is that for Section 3 intervention orders, the physicians must be clear about Simon ‘s diagnosing and proposed intervention program, and be confident that â€Å" appropriate medical intervention † is available for him ( W.A.G 2008, M.H.A 1983 ) . Most interventions for mental upset can be given under Section 3 intervention orders, including injections of psychoactive medicine such as major tranquilizers. However, after three months of detainment, either the Simon has to accept to their intervention or an independent physician has to give a 2nd sentiment to corroborate that the intervention being given remains in the individual ‘s best involvements ( W.A.G 2008, M.H.A 1983 ) . In decision, given these utmost fortunes the mental wellness professionals need to continually hazard assess his behavior to safeguard Simon. If Simon ‘s behavior alterations and, through leveling the electrics, seting himself in danger, so the constabulary could utilize their powers of entry. Bing that Simon is moderately settled though using a Section 135 is the path directed by the Mental Health Act. The Mental Health Team already know Simon from old successful intervention waies, hence he is presently populating in the community. So the demand for appraisal and diagnosing does non imminently exist. Even though the usage of coercion may be worsening Simon ‘s paranoia it is necessary to acknowledge Simon utilizing Section 3 of the Mental Health Act. This would enable the squad to instantly re-start Simon on his antecedently identified intervention way. Once this has been achieved and Simon ‘s symptoms have become more manageable for Simon the curative relationship can be rebuilt and strengthened. The nursing squad can collaboratively work with Simon to place what led to this backsliding and with Simon construct a hereafter program to place backsliding signatures and discourse any jobs Simon has, if any, with his medicine government. How to cite Diagnosis Of Paranoid Schizophrenia Health And Social Care Essay, Essay examples

Cultural Diversity and Cultural Competence

Question: Describe about advantages of diversity in a MNC organization and How the managers will manage the cultural differences at the workplace? Answer: Introduction Different people have different values to follow and hence, it is the responsibility of the manager in the organization to address to the cultural differences. If the cultural differences are ignored then the productivity at the workplace will reduce and at the same time, the employees may fight with each other. There are various things that create an impact on the culture that one holds. Education, age, disability, ethnicity, gender, geographic background, race, political affiliation and others are few of the things that create a different impact on the culture that one holds. It is the responsibility of every manager to understand the different cultures that prevail in the workplace. It is very important to manage multi-cultures so that the productivity of the employees isnt affected. Advantages of diversity in a MNC organization There are various advantages of diversity in a MNC organization and hence, organizations embrace diversity. Few of the reasons due to which employees with diverse culture is liked by the management are discussed below. First and foremost, if an organization has diverse range of employees then they will come across diverse range of solutions. Organizations today are accepting to the fact that the culture and the background of an individual creates an impact on the decisions that they make and hence, it is always better to have people from diverse backgrounds so that diverse solutions can be accepted. It is highly recommended to have employees with different background as these employees will be able to give wide range of solutions and the management can choose something that they find to be the best. If people from diverse culture are present in the organization then these people will be having diverse talent. The management can utilize the talent for the betterment of the organization. These employees may have the knowledge of diverse languages and hence, the organization can acquire clients from different locations. The communication between the client and the project team will be very easy. The fluctuating market needs and requirements of the customers can be well taken care by the people with diverse background and culture. The organization will have multiple cultures present in it and hence, they can adapt to the changing environment easily. If the organization is planning to enter a new country then they will have the required resources with them. If the required resources arent present in the organization then they will have hire and train new resources which can be very expensive. It is the responsibility of the management to identify and retain the variant cultures that are present in the organization as this increases the adaptability of the organization. How the managers will manage the cultural differences at the workplace? The managers will have to manage the cultural difference tactfully so that the workplace can be better place to work. Few of the ways by which the cultural differences at the workplace can be managed are discussed below. Communication is one of the key strategies that can be used by organizations to manage cultural differences. The employees should be frequently communicated about the equality possible that is maintained in the organization. This will allow the employees to respect the people from different cultures. Regular meetings can be conducted at the workplace and during the meetings, the manager can talk about the cultural differences at workplace and also the importance of respecting the cultural difference. Team building activities should be conducted regularly at the workplace. This will help the employees to get to know each other and hence, the employees will interact with each other on personal level. The team building activities should be well planned rather than that of just making last minute preparations. The employees can be motivated to take leaves on their cultural festivals rather than that of having a fixed set of holidays. This will allow the employees to form a personal bond and at the same time, the employees will get to know about the different cultures that prevail in the organization. Hofstede's 5 Cultural Dimensions It is very important for the management to understand and implement the Hofstedes 5 cultural dimensions. A brief on all the different cultural dimensions are discussed below. Power distance reflects the degree to which power is accepted in the society. It is very important for any organization to understand the distance between the superiors and the subordinates in the organization. An employee whos been in a culture where the managers are treated differently will find it difficult to work in an environment where in the superiors and the subordinates work together. Taking up or avoiding uncertainty is also dependent on the culture to which an employee belongs. Certain societies may prefer to avoid taking risk rather than that of taking risks that can lead to increased profits. The management will have to choose employees accordingly. A risk taking employee shouldnt be given the responsibility of taking up an opportunity wherein things are very smooth. The employee may get bored of the task that he is assigned. Certain professions would require the employees to be masculine while few of the professions may require the employees to be feminine. Being feminine would mean that the employees will have to gentle and tender with the clients or fellow employees while being masculine would mean that lot of physical work. The management of any organization should decide and choose the employees accordingly. Few of the societies would be concerned about the results that they can gain in the short term while few of the societies may be willing to take up pain in the short term so that they can gain benefits in the long run. Employees will short term orientation can be given small tasks to handle and at the same time, they should be appreciated for the regular tasks that they complete. While an employee will long term orientation will look for bigger results and hence, they can be given tasks that can yield results in the long run. Few of the societies may be concerned about the betterment of the individual while few societies would be concerned about the betterment of the team. It is highly recommended for the management to hire employees who are concerned about the betterment of the organization rather than that of themselves only (Randall 2014). Recommendations for diversity implementation plan in the organization Diversity will have to be implemented in the organization so that the employees can accept the change. If a management thinks that diversity will be automatically accepted by the employees in the organization then they are completely wrong. Few of the suggestions that would help the workplace to be better are as follows: - 1. All the employees in the organization should be included in the decision making rather than that of including selected employees only. Inclusion of certain employees only may make the employees from diverse culture feel separate and different than the other employees in the organization. This can be beneficial to the management as they will get better ideas and suggestions for sorting the problem.2. The employees should be open enough in accepting the culture of the organization. The employees should feel that the management values their view points and hence, they should feel free in communicating about their ideas to the management.3. The leaders in the organization should be from any particular community. If the leaders in the organization is from the other community only then the employees may feel that they are left out. Leaders from different community in the organization mean that diversity is accepted by the management and hence, employees from all communities will be equa lly motivated to work hard.4. All the employees in the organization should be provided training on how to work in a diverse work environment. This will help the employees in the organization to interact with employees from diverse culture. If the employees arent trained appropriately then few employees may accept the employees from different background while others may not be willing accept (Singh 2010). Conclusion The employees should be frequently communicated about the equality possible that is maintained in the organization. This will allow the employees to respect the people from different cultures. The employees should be open enough in accepting the culture of the organization. This will help the employees in the organization to interact with employees from diverse culture. References Banerjee, L, 2012, CulturalDiversityandCulturalCompetence, SRNA News Bulletin, Vol. 14, no. 3, pp. 24 Kohler, M, 2013, Culturaldiversityand responsivity, Childhood Education, Vol. 89, no. 6, pp. 403 Cfarku, M, 2009, ExploringCulturalDiversity, Biology of Blood and Marrow transplantation, Vol. 15, no. 2, pp. 142 Randall, R, 2014, Culturaldiversity: is it present in American Law Schools and the legal profession?, Journal of diversity management, Vol. 9, no. 1, pp. 75-82 Singh, A, 2010, McDonald's Makes Diversity About the BottomLine, Viewed on February 08, 2015, https://www.forbes.com/sites/csr/2010/09/08/mcdonalds-makes-diversity-about-the-bottom-line/