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Walden University *

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6070

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Management

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Apr 3, 2024

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1 ORGANIZATIONAL CULTURE AND CULTURAL COMPETENCY Kesha Baker Walden University SOCW-6070-13 Superv, Ldshp, & Admin SW Org-Spring Dr. Tracey Mcelwee March 24, 2024

2 ORGANIZATIONAL CULTURE AND CULTURAL COMPETENCY In this paper, I will define organizational culture and explain how it is reflected in the fictional corporation People First San Diego, produced by Walden University, LLC (2022). I will investigate People First San Diego's location, population served, and demographics of its clients and employees. Using this knowledge, I will determine the cultural competences that I would use in this organization. I will also discuss the particular efforts I would take as a leader to promote an equitable and inclusive culture within the organization. Define organizational culture "Organizational culture (OC) is the set of values and expectations held by members of an organization. Organizational culture is defined as "the shared norms, values, and beliefs of individuals within a group" (Chalmers & Brannon, 2023). This description of organizational structure aligns nicely with the discussion in our textbook of the significance of a leader or leadership body providing structure for group members (Northouse, 2020). Elements of the culture at People First San Diego The organization emphasizes the necessity of creating an open and welcoming environment in which all perspectives are welcomed and valued. They are a non-profit organization that operates mostly via donations and grants and invites volunteer assistance in order to serve as many people as possible. People First San Diego's CEO and founder has a strong commitment to serving the needy and incorporates this into the organization's culture. People First San Diego also loves their employees and offers salaries and an excellent benefits package. Analyze People First San Diego's Data from the organization's website

3 People first. San Diego is located in Logan Heights. Last year, they assisted more than 3,500 community members. The majority (80%) of their clients are Latino. Other racial/ethnic groups served are white (7%), black (6%), Asian (4%), and other/multicultural (3%). In terms of gender, they serve 53% men, 46% women, and 1% nonbinary/nonconforming people. The age distribution shows that the middle-aged group (35-50 years) accounts for 35%. Their location and services serve a large number of persons living below the poverty line and suffering homelessness. Their primary focus areas include housing, medical services, employment, and treatment. (People First San Diego. [Interactive media]) Cultural competencies needed to work in this organization To work at People First San Diego, one must be culturally competent and comprehend the community members' different origins. It is critical to recognize the issues that vulnerable populations experience, particularly in areas of poverty and homelessness. Recognizing and recognizing the significant Latino population served is critical. As a leader, I would encourage ongoing diversity and inclusion training for employees. I'd like to underline the necessity of providing equitable treatment for all clients, regardless of their background. Developing solid partnerships with local communities and organizations would broaden our reach and influence. We can find areas for development by reviewing our organization's processes on a regular basis and soliciting input. Celebrating diversity and promoting success stories will lead to a more inclusive environment. Steps to take to support a culture of equity and inclusion within the organization As a leader, promoting equity and inclusiveness would be an ongoing process. Regular training sessions would be required to ensure that all team members have the necessary knowledge and abilities to promote these ideals. Including varied perspectives in decision-

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4 making processes would be critical. Feedback methods would ensure that the company is continually evolving and adapting, so that everyone, from employees to the people they serve, feels truly involved and valued. (Northouse, P. G. (2020) One of the first steps toward addressing specific steps you would take to create a culture of equity and inclusion is to embrace diversity. Organizations can attract and retain a more diverse set of competent personnel. A diverse workforce provides access to a larger talent pool, resulting in a more skilled and capable staff. The next step would be improved decision-making to create a more diversified organization. Good decision-making with cultural competence will benefit from a diverse range of viewpoints and ideas, resulting in more well-rounded and informed processes. Diverse perspectives challenge biases, foster critical thinking, and aid in the identification of blind spots.

5 Reference NASW. (2023).Standards and indicators for cultural competence in social work practice.https://www.socialworkers.org/Practice/NASW-Practice-Standards-Guidelines/ Standards-and-Indicators-for-Cultural-Competence-in-Social-Work-Practice Northouse, P. G. (2020).Introduction to leadership: Concepts and practice(5th ed.). SAGE.Walden University, LLC. (2022). People First San Diego. [Interactive media]. WaldenUniversity Canvas.https://waldenu.instructure.com/

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