Personal Reflection on the Cultural Competence

PersonalReflection on the Cultural Competence

PersonalReflection on the Cultural Competence


Unsurprisingly,my performance in the cultural competence assessment pleased me.According to Rose(2013), such a high profile performance is a reflection of thediversity of the western societies and health care’s commitment toprovide care that is responsive to the values and beliefs of all whorequire treatment or any other medical services. However, it would bemy pleasure to improve my performance in the future assessments. Inthis regard, I will explore more on the moral relevance of the valuerootedness in different cultural backgrounds as well aslocatingpatients’ cultural autonomy in order to improve my performance oncultural competency. In my opinion, the two aspects are vital inimproving my cultural competence performance since they enhance myexpertise in honoring cultural values that are strongly committed tothe patients’ welfare. Undeniably, the assessment represents anexcellent measure of cultural competency.


Inmy current role as a nurse, the assessment was not only a measure ofcultural competence but also a source of knowledge and skillsnecessary in my day-to-day activities in health care setting.Thenursing practice requires competency measures for the health careproviders to make informed decisions on the cultural competence(Brannigan,2012).With regard to the set checkmarks, I strongly agreed with themajority of the check marks. Indeed, I was only neutral in only fiveof the checkmarks, including the response to other’s insensitivecomments or behaviors, participation in insensitive comments orbehaviors, influence of culture on toileting practice, the value ofwestern medical treatment, and cultural norm influence on topics ofconversation. Arguably, my assessment results indicate the respectand value I bestow on various cultural diversities in order to servemy clients’ in the most suitable way.


Afterthe assessment, I realized the importance of addressing effectivelythe differences between oneself and others particularly when it comesto the interactions with clients. It is important to acknowledge anydifference that may cause the client to feel uncomfortable with anurse from a different cultural background (Rose,2013).By addressing these concerns, the nursing practice could be moreefficient and that provide for a better self-exploration on both theclient and nurse’s part.Arguably, those nurses who are afraid toaddress their clients’ cultural differences end up providing adisservice to those clients.


Essentially,the awareness creation on the cultural competency and the exercise ofcultural humility are two main areas that require improvement.Currently, various trainings in cultural competence focusconsiderablyon teaching healthcare service providers concerning the traditionalcultural perceptions and practices of the ethnic and racial minoritypatients they serve in order to ascertain and avert healthdisparities. However, incorporation of a dynamic quality of culturein training could make the health care providers more cognizant ofthe cultural backgrounds and philosophies of their clients and thusmaking the communication easy. On the other hand, embracing acultural humility enhances more complex cultural aspects rather thanethnic cultures. Dana(2009) argues that health care providers should develop a respectablepartnership with their clients through a client-focused interviewingthat explores the similarities and the differences between them andeach client’s priorities, capacities and goals. Irrefutably, thetwo areas remain inevitablein enhancing our future culturalcompetency.


Thereare various suggestions for improving the provision of transculturalhealth care. Firstly, health care practitioners such as nurses anddoctors should become more knowledgeable about different populationsand more specifically focus on skills that are applicable to eachpopulation (Brannigan,2012).By attending professional conferences and workshops on diversitytraining, healthcare providers would continue to evolve theirknowledge and self-awareness. Secondly, retention and promotional ofa diverse staff and leadership at all levels remain pivotal inprovision of transcultural healthcare. It is important to create aconsistent and a sustainable health care environment characterized bygood cultural practices. Making a healthcare setting adaptive tocultural competence is a critical element for a change. There is needto avoid cultural stereotyping and misdiagnosis as they may lead tomisinterpretations of certain behaviors.Lastly, I suggest for anorganizational approach to cultural competence that emphasizes on theoverall organizational preparedness.


Brannigan,M. (2012). Culturalfault lines in healthcare: Reflections on cultural competency.Lanham, Md.: Lexington Books.

Dana,R. (2009). A Cultural Competency Training Model. Internationaland Cultural Psychology Cultural Competency Training in a GlobalSociety,12(2),179-204.

Rose,P. (2013). Culturalcompetency for the health professional.Burlington, MA: Jones &amp Bartlett Learning.