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Cultural_Competence.docx CULTURAL COMPETENCE1 Cultural Competence Capella University L

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Cultural_Competence.docx CULTURAL COMPETENCE1 Cultural Competence Capella University Leadership Communication in Health Care Organizations CULTURAL COMPETENCE2 Cultural Diversity Assessment On ... the culture, diversity, and Out-groups in Leadership assessment, my score was 58. It states in the assessment that "a high score indicates that you try to help out-group members feel included and become part of the whole group. You are likely to listen to people with different points of view and to know that hearing a minority position is often valuable in effective group work." My results did not surprise me. I try to always include everyone during our company meetings and am friendly/kind to everyone in my workplace. When incorporating minority positioned people boosts their morale and makes them feel better about themselves. They also usually have great ideas or different approaches to problems that I would not have been aware of otherwise. When working in group work, it is essential to include everyone. Improvement of Cultural Diversity Skills Diversity management is a process intended to create and maintain a positive work environment where individuals' similarities and differences are valued (Patrick et al., 2015). The area I would like to improve for my cultural diversity in the workplace is to incorporate sensitivity training for all employees. I will also encourage a culture day where everyone can bring something important to their culture, whether it be food, an object. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . . . . .. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .. . .. .. . . . . . . . . . . . . . . . . . .. . . . . [Show More]

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