evaluation of the effects that culture has on the development of a nation

In this paper, the evaluation of the effects that culture has on the development of a nation of the society shall be undertaken. There are a couple of ways in which culture affects the interactions of people, especially with the people that one does not necessarily share the same culture with. In most cases employment settings involves a lot of interaction with persons that are of different cultural background owing to the dynamism of the given workplace.

In different settings, the relationships with these individuals could be on a peer to peer level or subordinate to supervisor level or even clientele to employees’ level. There has to be a lot of emphasis on cultural competencies of individuals in their abilities to interact with the rest of the population in the workplace and its environs. Culture is a term that is used to refer to the different forms of processes, activities, conduct, occurrences and the societal structures that are commonplace to a given group of people who are within the same environmental conditions.
There is a host of factors that affect the cultural components of people, which are economic, political, social and the biological makeup factions. To be aware of how to handle the issues of culture is the beginning of appreciating the art of cultural competence. The cultural competence is the collection of the converging attributes. The paper involves at looking at one of the stories in the Cultural Competence Resources List media. From there, the paper will delve into the psychological theory as seen from a cultural view. The other issue is the description of the cultural differences yielding to the misunderstanding involved in the given issue. The other issue is to review the recommendations to ameliorate the cultural dilemma. The other issue is to describe the competencies that are vital in operating in a dynamic cultural condition. Lastly, the evaluation will be the manner in which the attitudes that are concerned with the culture ethnicity and culture dynamism, may impact on the later professional conducts.
Culture Wars Hit Corporate in America
And the Psychological Theory
This is the story that I have identified in the list of the resources provided. The main issue is the fact that the persona considered to leave the Microsoft firm due to the lack of appreciation of the minority rights such as the gay rights. The company was left at a crossroad as there was no clear choice as to whether the public organizations ought to take societal positions or not (Bloomberg Business Week, 2005).
The physiological theory that the story looks into the Self-Verification Theory. This is the theory that looks into the manner in which the people’s desires prefer to be known and comprehended by the other members of society. The main assumptions of the theory are that upon the people developing strongly held ideologies, on their opinions about themselves, they often develop the preference that the other people view them as a similar manner in which they see them. The ideology is seen in the petition by the employees that opted to come up with the appending of 1741 signatures for the anti-discrimination bill (Bloomberg Business Week, 2005).
How Culture Dynamism led to the Misunderstanding in the Extract
The issue at hand is the heated debate that rocked the Microsoft firm upon the argument as the company opted to withdraw from the support of the gay rights regulations in the state of Washington (Bloomberg Business Week, 2005).
As a result of the cultural deviation, there were activists that were from the political domain who repeatedly targeted the Corporate American faction. The gay rights group made the pressure be felt on the Home Depot (HD) so as to add domestic partner benefits (Bloomberg Business Week, 2005). However, the much of the cultural upheaval came from the American Family Association who bought in the campaigns to support the Gay Olympics. The organization felt that the corporation had taken a divisive stand in the anti-gay campaign.
The cultural pressure to conform to either conservative views on the specific subject or even embracing the gay rights was a complicated one. However, the leadership in the company thought it best that the company takes a position in the divisive cultural matters. The reason as to why this was thought the fit was because it was thought to be the corporate citizenship in the new 21st century (Bloomberg Business Week, 2005).  The solution to this cultural debacle was the fact that the corporates ought to go back to the core values of whom they identify themselves as and what they stand for in particular (Bloomberg Business Week, 2005).
Solutions to the Cultural Dilemma
As seen the extract some of the issues in the cultural debacle is to understand the fact that the corporates ought to go back to the core values of whom they identify themselves as and what they stand for in particular. The other preventive measure in such a situation is approximate and pre-empt the likely impact that the cultural debacle may result to at the very end (Sue, 2001). This is because, for example, Microsoft leadership did not consider this to be a complicated issue that would have been easily cleared by the avoidance of participation in the gay campaign owing to the values that the company was originally founded in (Betancourt, 2003).

The other issue that helps in solving the cultural debacle is to be a non-partisan to any of the conflicts. It helps in giving liberty to all the factions in the given corporate. There are different cultural factions that may identify with particular beliefs while there are those that fight against them. It can be categorically seen in this setting where there was the tug of war between the supporters of the gay movement against the setting of the corporate position.
Arbitration cannot work in this given faction as it is a matter of supporting a course of not. It is not a matter of agreeing to a particular degree that can be talked about. However, given a certain circumstance that would have warranted the need to have a lower claim to the claims on any of the groups, therefore arbitration could have worked. Arbitration works best when a neutral party comes into the setting to try and resolve the cultural disputes from both sides, by having what is considered as buy-in from both sides of the argument.
The other method that would help in the solving of cultural disputes is the fact that the disputing parties can choose to borrow attributes that fall into the two categories and are often positive. The method is best than doing what is commonly known as withdrawal. As the withdrawal is when the perceived weaker party is compelled to lower the claim or stake on the argument. Therefore, the party leaves disgruntled and often dissatisfied with the outcome. The other issue is that the outcome is likely to result when there is a forced decision to be undertaken by a given party as compelled upon by the more powerful party.
The other issue that Microsoft ought to have done was to consider the general and current trends in certain sensitive issues in the cultural domain. In this manner, Microsoft leadership did not consider this to be a complicated issue that would have been easily cleared by the avoidance of participation in the gay campaign owing to the values that the company was originally founded in.


Competencies in Cultural Diverse Environment
The first one is to have ethics and values. The employees are supposed to function within a particular code of conduct. The second is having self-awareness, there is a school of thought that goes that when an employee becomes self-aware of their culture, they are also likely to conform to adopt the cultural diversity (NASW, 2015). The other competency is the cross-cultural knowledge where the employees are likely to embrace the specialized know-how and the understanding of the cultural values of the rest of the societies as well (Campinha-Bacote, 2002). The other issue is the adoption of the cross-cultural skills; they are therefore likely to understand the micro and mezzo plus the macro skills (NASW, 2015).
The other issue is to embrace service delivery. It allows the employee to offer their unconditional support to the clientele and the corporate in their plausible capability. The other issue is the empowerment and advocacy (Cultural competence., 2014). This is the ability of the employees to be informed of the effects of the social factions, procedures and advocating for the multicultural stakeholders. The other competence is the acquisition of leadership to advance cultural competence (NASW, 2015). It is vital as it helps the demonstration that the employees can show the responsibility of advancing cultural competence amidst the firm.
Cultural Affiliations’ Effect on Professionalism
It is imperative that the cultural domain and background values should never come in the way of the professional conduct. In the event this happens, there is usually what is considered as the conflict of interest. The conflict of interest results as the professional areas are bound to be composed of people from different domains. To some extent, the cultural diversity is a positive addition due to enriching the status quo of the said working environment. However, the negative aspects come in when cultural pride comes in the way performing professionally (Cultural competence., 2014). An example is the formation of cultural groupings in the workplace or alienation of the minority cultural groups. As a result, the output to be yielded in a firm becomes compromised as there is the lack of coordination or goal congruence (TED Conferences. , 2009).
Conclusion
The paper delved into a particular cultural conflict scenario. The other thing was to identify the sources of the conflicts and the plausible solutions that could have been applied in the situation. The other issue was to look into the cultural competencies that define a professional employee. Finally, the paper delved on the impact that cultural diversity may have on professional conduct.











References
Betancourt, J. R.-F. (2003). Defining cultural competence: a practical framework for addressing racial/ethnic disparities in health and health care. Public health reports, 118(4), 293-302.
Bloomberg Business Week. (2005, May 25). Culture Wars Hit Corporate America: Increasingly, business must weigh in on hot social issues -- and suffer interest groups' slings and arrows . Retrieved from The Bloomberg App: https://www.bloomberg.com/news/articles/2005-05-22/culture-wars-hit-corporate-america
Campinha-Bacote, J. (2002). The process of cultural competence in the delivery of healthcare services: A model of care. Journal of transcultural nursing, 13(3), 181-184. Retrieved from . Journal of transcultural nursing, 13(3).
Cultural competence. (2014). Centers for Disease Control National Prevention Information Network (CDC NPIN). Retrieved from Cultural competence.: http://www.cdcnpin.org/scripts/population/culture.asp
NASW. (2015). Standards and Indicators for Cultural Competenc in Social Work Practice. National Association of Social Workers.
Sue, D. W. (2001). Multidimensional facets of cultural competence. The counseling psychologist, 29(6),, 790-821.
TED Conferences. . (2009). Chimamanda Ngozi Adichie: The danger of a single story [Video]. . Retrieved from TED Conferences. : http://www.ted.com/index.php/talks/chimamanda_adichie_the_danger_of_a_single_story.html?awesm=on.ted.com_3k&utm_campaign=ted&utm_medium=on.ted.com-ChimamandaAdichie&utm_source=blog.ted.com&utm_content=site-custom