Human Service Integrative Course

I am currently employed at a group home that houses sex offenders and mentally ill consumers. As far as the staff, majority of them are African American women that work there and deal with these consumers. All of the consumers are white men that come from two parent homes from suburbia .These consumer, really don’t have to deal with diversity because they are only dealing with themselves and there is really no diversity in this population. As far as the staff we have all different population that we deal with. We just got on training on diversity, and that was during orientation. Because of this there are times when I’m not open minded to the needs of the consumer? This can be difficult at time because we are not focusing on the needs of the consumers, because we are looking at them like their all the same and their not. Harvey& Allard (2015) To understand where diversity management is today, it is necessary to examine where it has been. Management need to do better and needs to look out for the needs of the people. Diversity should come natural

Bottom of Form

Reference Harvey, C., & Allard, M. (2015). What do organizations do to manage diversity? In Understanding and managing diversity: Readings, cases, and exercises 6th Ed.

Terri Hooper-u09d1

For generations, all around the world, men have benefited from women’s disadvantages. In most every society, men have held a hierarchy over women. Harvey and Allard (2015) stated how men in most societies have become known as doing what is considered as important or distinctive, which has led men into the center of who sets the courses. Men from these societies have molded themselves around the disadvantages of women and have set courses for women employment. For example, women employment in most societies include nursing, teaching, becoming a maid, and childcare. Lambert (2014) described in the sixteenth and seventeen centuries women held jobs as tailors, dyers, shoemakers, embroiderers, washwomen, bakers, food preparers, and domestic servants. Further, described how women in these centuries were mostly housewives and never became employees; but, supported the men in their employment choices, which was mainly farming.

Benefiting from Diversity Training

Hays-Thomas, Bowen, and Boudreaux (2012) explained how organizations benefit from diversity training because most customers come from a variety of socioeconomic and racio-ethnic groups and how co-workers vary in education, religion, age, disability status, languages, among other differences. Further, explained that when diversity training becomes implemented, organizations benefit because they can establish a level of awareness toward societal discrimination. Once the awareness becomes established the organization can better work with and understand customers and employees from varies backgrounds and become more sensitive towards their customers’ and employees’ races and cultures. Thereby, diversity training has benefits for organizations for conducting business with a variety of customers and with having a diverse workforce. In addition, when an organization establishes an awareness toward diversity, the organization can break down societal discrimination and hire, train, and promote employees based on their competencies and not their based on their sex, religion, age, origin, or any other cultural variable.

One company that could benefit from diversity training for the employees is Presbyterian Children Services. At Presbyterian Children Services, the employees do not receive training toward diversity, which the employees could benefit from. If Presbyterian Children Services provided diversity training the employees could become more equipped to work as a team to better understand each other’s needs and supporting those needs. Presbyterian Children Services hires women to look after and care for girls from ages twelve to eighteen, who have been removed from their homes because of abusive situations. The female workers become treated more like babysitters than human services professionals. The female workers work individually with little input on the girls’ background and how to care for them and help them reach their intended goals. Presbyterian Children Services do not appear to have any confidence in the skills of their youth workers to work as a team and work to better the clients’ needs in which the workers are supposed to be helping.

Management of the Company

The female caregivers working at Presbyterian Children Services become treated as mere babysitters, and not as working professionals to help the clients to reach their expected goals. The female caregivers are not included in the set treatments of the clients, nor are the female caregivers informed on the past abuses suffered by the clients. With so little knowledge and support provided to the caregivers, the caregivers cannot effectively perform to the best of their abilities, nor can they provide the necessary care the clients to best handle their past situations.

The ideological framework set at Presbyterian Children Services, suggests this company views women more as caregivers than professionals capable in assisting in the treatments of their clients. The way Presbyterian Children Services treats their female employees is not only sexist; but, also demeaning in how they do not provide any diversity training and education to form a team of well-versed employees; thereby, suggesting that they have no interest in supporting and contributing toward their female employees’ working abilities. Presbyterian Children’s Services could benefit from diversity training through providing training specific to skill sets needed to assist their client’s mental and physical needs, which could target change toward formulating group or team efforts in achieving their clients’ needs and supporting their clients’ goals.

References

Harvey, C. P., & Allard, M. J. (2015). Understanding and managing diversity (6th ed.). Hoboken, NJ: Pearson Education, Inc. ISBN: 139780133548198

Hays-Thomas, R., Bowen, A., & Boudreaux, M. (2012). Skills for diversity and inclusion in organizations: A review and preliminary investigation. Psychologist-Manager Journal (Taylor & Francis Ltd), 15(2), 128-141. doi:10.1080/10887156.2012.676861

Lambert, T. (2014). A history of women’s jobs. Retrieved from http://www.localhistories.org/womensjobs.html

U.S. Air Force Case study

Reply to two student assignment listed below:

Jasmine Smith

In this case regarding military training between the U.S. Air Force and U.S. Allies in Central American Countries. The Air Force was sent to train the Honduran Air Force there were a few issues that resulted in the efforts not being successful. There was a language barrier that was present between the two military groups that made it challenging for the training to be successful. The American soldiers were primarily English speaking individuals and the Honduran soldiers spoke minimal English, and had difficulty understand the English language. Diversity training would have been beneficial in this situation there could have been other ways to communicate for example signs, hands on communication instead of verbal communication, or a translator who could translate between the two military groups and insure there is a clear understanding for the training, and learning to be a success. The diversity training would allow the groups to communicate effectively. Also, if the diversity training was in place the military groups would have known their was a communication barrier and they could have taken the necessary steps to have things in order before even going to train the Honduran Air Force.

Tracy Clubb

In the Case of Air Force and the mobile training team sent to Honduras to train the Honduran allies against communist influences there was a lot of cultural misunderstanding that took place. The Captain assigned to the mission did not understand the Hispanic culture nor, the need for them to have a Spanish speaking training officer who could communicate with them in their native language. Captain Anderson was not at all culturally sensitive of the Honduran people nor of the beliefs, customs and perceptions. This lack of cultural sensitivity caused great distress to the trainees as their cultural beliefs kept them from complaining because they did not want to appear ungrateful to the US military nor could they afford to lose our support. Ultimately because Captain Anderson was unaware of cultural sensitivities of the Spanish culture it nearly cost him his life when he insulted the Honduran officer’s mother. This all could have gone much smoother and been more cost effective if the Air Force had thought to do research on the Honduran culture and trained those going on the training mission to be culturally sensitive and to build rapore with the officers so they could be more effective as well as, to bring Spanish speaking trainers, of course.

According to Wunderle, lessons learned from recent missions have shown the greater need of greater cultural knowledge and foreign language capability as it is needed to best be able to assist those whose foreign land you are in (2006).

As for the military culture and sexual assault and religious intolerance, the US military could benefit from cultural sensitivity training whether or not they are sent to a foreign land because, the US is full of diversity within itself because of all of the different races and nationalities with their different cultures and beliefs making the US their home.This is especially true of those military officers that are be assigned to assist in a foreign land. When someone speaks to me in a language I do not understand my first reaction is confusion; as I can not properly communicate with them but, I strive to try to communicate the best way I can and seek assistance from someone who can help so that they feel more comfortable. I in turn feel better about helping them to communicate. This type of attitude is beneficial in helping those visiting a foreign land or relocating to a place that is foreign to them. If the military officers have a better understanding of the foreign culture and religious beliefs the mission/training will go better as they will be less likely to offend those in the country they are visiting. It would also help reduce sexual assault as their would be less miscommunication if the officers were educated even in a conversational version of language that the majority of the country speaks. This being said it will not lilkely eliminate all sexualt assault that occurs but, that still happens on US soil to US citizens by our own people and we haven’t been able to eliminate it here either.

References

Wunderle, W. D. (2006, June 22). Through the lens of Cultural awareness. Retrieved from http://usacac.army.mil/cac2/cgsc/carl/download/csipubs/wunderle.pdf