Description
The culture of an organization sets the tone for interactions and attitudes among staff and within teams internally. It also sets the tone for how staff members engage with and advocate for their clients. The degree to which the culture of the organization supports diversity, equity, and inclusion can impact service delivery and advocacy, particularly when the organization serves a diverse community. In such situations, the population served might not be fully represented in the makeup of the staff—in terms of race or ethnicity, social class, age, sexual orientation, gender, and so on. With this disparity may come a lack of knowledge and experience, and the need for greater cultural competence among both leaders and staff. To prepare: Review the Learning Resources on climate, culture, and diversity and inclusion.Explore People First San Diego’s websiteLinks to an external site.. For this Assignment, focus on the climate and culture as well as information on the organization’s location and demographics. This can be found on the Who We Are, What We Do, and Whom We Serve tabs, and the Dashboard. Submit a 2-page paper (not including title page and references) in which you address the following: Define organizational culture. Identify elements of the culture at People First San Diego using data from the organization’s website.Analyze People First San Diego’s location, population served, and demographics of the population and staff using data from the organization’s website. With these factors in mind, describe the cultural competencies you would need to work in this organization.As a leader, explain the specific steps you would take to support a culture of equity and inclusion within the organization. Provide examples and draw from the Learning Resources in your explanation. Use the Learning Resources to support your Assignment. Make sure to provide APA citations and a reference list. References Northouse, P. G. (2020). Introduction to leadership: Concepts and practice (5th ed.). SAGE.Chapter 8, “Establishing a Constructive Climate” (pp. 182–195)Chapter 9, “Embracing Diversity and Inclusion” (pp. 210–231) Bernstein, R. S., Bulger, M., Salipante, P., & Weisinger, J. Y. (2020). From diversity to inclusion to equity: A theory of generative interactionsLinks to an external site.. Journal of Business Ethics, 167(3), 395–410. https://doi.org/10.1007/s10551-019-04180-1 Esaki, N. (2020). Trauma-responsive organizational cultures: How safe and supported do employees feel?Links to an external site. Human Service Organizations: Management, Leadership & Governance, 44(1), 1–8. https://doi.org/10.1080/23303131.2019.1699218 Johnson, S. K., Hekman, D. R., & Chan, E. T. (2016, April 26). If there’s only one woman in your candidate pool, there’s statistically no chance she’ll be hired. Harvard Business Review, 2–6. Walden University, LLC. (2022). People First San DiegoLinks to an external site. [Interactive media]. Walden University Canvas. https://waldenu.instructure.com/ Walden login: [email protected] PW: Walden1894!
