- Quote: "Cross-cultural competence refers to the knowledge, skills, and affect/motivation that enable individuals to adapt effectively in cross-cultural environments."
Understanding the diverse culture, race, ethnicity, and identities of military community.
Cultural Competence: This topic focuses on the ability to interact effectively with people from different cultures, to understand their perspectives, and to adapt one's behavior accordingly.
Cultural Sensitivity: This topic emphasizes the importance of being aware of one's own cultural biases and assumptions, and developing an open and respectful attitude towards other cultures.
Diversity and Inclusion: This topic covers the importance of valuing diversity and promoting inclusion within a military social work setting.
Intercultural Communication: This topic discusses the challenges of communicating across different cultures, and the strategies that can be used to overcome these challenges.
Cross-Cultural Conflict Resolution: This topic focuses on the techniques that can be used to manage cross-cultural conflicts, and the importance of cultural humility in conflict resolution.
Ethnocentrism and Stereotyping: This topic highlights the dangers of ethnocentrism and stereotyping, and the role they play in creating cultural misunderstandings.
Cultural Norms and Values: This topic examines the cultural norms and values that underlie behavior in different cultures, and the importance of understanding and respecting these norms.
Cultural Competency in Military Social Work: This topic discusses the specific challenges and opportunities of providing military social work services to individuals from diverse cultures.
Cultural Adaptation and Integration: This topic covers the strategies that can be used to adapt to new cultural environments, and the importance of cultural integration in building effective cross-cultural relationships.
Cross-Cultural Leadership: This topic focuses on the skills necessary for effective cross-cultural leadership, including the ability to adapt to different cultural contexts, build relationships across cultural boundaries, and promote diversity and inclusion.
Cultural Awareness: Refers to the ability to recognize, appreciate, and respect the cultural differences of other individuals or groups, including their values, beliefs, and norms.
Cultural Sensitivity: Involves being attuned to the cultural factors that impact how people communicate and interact with one another, and taking these factors into account when providing military social work interventions.
Cultural Humility: Means being aware of and continually reassessing our own beliefs, biases, and assumptions, and being open to learning from and collaborating with people from different cultures.
Cultural Competency: Refers to the ability to adapt one's behaviors, attitudes, and policies to meet the needs of different people or groups, and to work effectively in a culturally diverse environment.
Cross-Cultural Communication: Involves the ability to effectively communicate with people from different cultures, which may involve understanding nonverbal cues, adapting language and tone to different audiences, and using effective listening and empathy skills.
Cross-Cultural Negotiation: Refers to the ability to navigate cultural differences and negotiate effectively across different cultural boundaries, whether that be negotiating with other military social workers, service members, or members of the community.
Cross-Cultural Conflict Resolution: Involves the ability to manage and resolve conflicts that may arise between different cultures or groups in a sensitive and respectful manner.
Cross-Cultural Leadership: Refers to the ability to lead diverse teams or communities, create inclusive environments, and build relationships across cultural boundaries.
Cross-Cultural Problem Solving: Involves the ability to identify and solve complex problems involving individuals or groups from different cultures, while taking into account cultural differences and sensitivities.
Cross-Cultural Adaptation: Refers to the ability to adjust and thrive in a new cultural environment, which may involve new customs, language, values, and beliefs.
- Quote: "Cross-cultural competence is defined here as an individual capability that contributes to intercultural effectiveness regardless of the particular intersection of cultures."
- Quote: "The concept may overlap to that of so-called cultural agility."
- Quote: "Although some aspects of cognition, behavior, or affect may be particularly relevant in a specific country or region..."
- Quote: "Cross-cultural competence is not an end in itself..."
- Quote: "Research indicates that the outcomes are linked, with personal and interpersonal adjustment linked to work adjustment, which has in turn been linked with job performance."
- Quote: "Some research has demonstrated that subjective outcomes can diverge from objective outcomes..."
- Quote: "Cross-cultural competence refers to the knowledge, skills, and affect/motivation..."
- Quote: "The concept may overlap to that of so-called cultural agility."
- Quote: "Cross-cultural competence refers to the knowledge, skills, and affect/motivation that enable individuals to adapt effectively..."
- Quote: "Cross-cultural competence is defined here as an individual capability..."
- Quote: "...contributes to intercultural effectiveness regardless of the particular intersection of cultures."
- Quote: "Outcomes of interest here include both subjective and objective outcomes."
- Quote: "...personal and interpersonal adjustment linked to work adjustment..."
- Quote: "...work adjustment, which has in turn been linked with job performance."
- Quote: "...expatriates sometimes showing relatively poor adjustment but high effectiveness in their organizational role."
- Quote: "Cross-cultural competence is not an end in itself, but is a set of variables..."
- Quote: "Whereas previous models have tended to emphasize subjective outcomes..."
- Quote: "Cross-cultural competence refers to the knowledge, skills, and affect/motivation..."
- Quote: "Objective outcomes, such as job performance, have been addressed in previous research..."