04 May 2-Classmates Response
I have two examples of situations that are contrary to the best interest of a client because of cultural differences that took place where I worked. The first situation there was a married couple that were in the retirement home where I worked. Due to their cultural beliefs they could not eat pork because in their culture, it was considered to be unclean. It had been clearly stated that there were to be no alterations to the menu except for medical conditions (high blood pressure, high cholesterol, high blood sugar, and allergies to certain foods). To complicate the issue even further these individuals would not even eat food that was on the same plate as a pork product. The supervisor refused to make any changes to accommodate this couple. Because of these issues the couple elected to eventually be transferred to another facility because of feeling like outcasts within the small facility they were in in the one in which I worked.
This next example happened at an assisted living facility. There was a lady that in her culture if a woman needed assistance in dressing or bathing it had to be a female that assisted her otherwise it would bring disgrace upon the family and to this lady also. I had no issues with this, and tried to be the one that helped her dress and bathe. On the day I learned that the assisted living facility had no intentions of following these wishes of making sure that a female that assisted this woman. On the same day that I found out about the facilities rules I went into her room because it was her day for a bath. When I arrived at her room I was very shocked to see a man that worked there bathing her when he had no reason to be in my section. The young lady was hysterically crying, and I proceeded to give this young man a royal chewing. I was asked by the lady to not let her family know what had happened. I did not tell the family. I did however proceed to go to management and discuss the situation. Unfortunately, because of the chewing out that I gave this young man I was relieved of duty.
When it comes to the implications of these, regarding ethical practice, in my opinion, I think the implications are endless. For example, neither of these places did not have sensitivity to cultural differences and this can cause a lot of major issues when it comes to differences in how a person functions in life. For example, the young lady that her culture demanded that she be dressed and bathed by a female and not a male, this not only went against ethics when this young man proceeded to bathe her it caused major distress for the shun lady and if it were to be relayed to her family what it happened she would’ve been disowned because of bringing dishonor and shame to the family. By not being open to ethnic differences and cultural differences again in my opinion shows disrespect to any individual who sees things different and does things different in their everyday living. And in some cases, it can bring lawsuits against the facilities. Now as the worker I had a very hard time with the way these facilities operated because I felt ethically it would be in the best interest of the individual to follow their beliefs systems and how they functioned. This also considers the couple that could not eat. Pork their beliefs where you could not pork because it was unclean and if you ate the pork you became unclean and were turned away in some cases from family and the community. As the worker I did my best but unfortunately there were some parts that I could not control due to the ethical practices of the facilities in which I was employed. The ramifications are that the clients will feel dishonored and disrespected. By not following and doing what you can to accommodate the cultural differences for these individuals it can cause psychological issues as well as issues amongst of their community as well as being un-trusting to other individuals.
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D.M.
In some countries that have a tradition of diversity such as the U.K., there is a rising fear of the other”. (Search Light, Educational Trust 2011) however, at the same time, cultural diversity has undoubtedly influenced organizational competitiveness and performance. (Das Neves and Mele 2013) Cultural Diversity is an essential trust of humankind and it is a moral imperative to take into consideration when we coordinate people. One example that I’ve seen in my workplace is cultural differences with hairstyles. Two female employees wear braids in their hair one lady is from Jamaica and the other lady is from Detroit. The lady from Jamaica wears braids because this is her culture the lady from Detroit wears braids just for style. Some of the employees and management feels wearing braids on the workforce is not professional and should not be worn. Management asks the ladies to take the braid out of their hair.The lady from Detroit took the braids out and wore a ponytail the next day.The lady from Jamaica did not because this is her culture so went to human resources and reported management a meeting was held and management was told she is allowed to wear any hairstyle she pleases know where in the policy it states braids are not allowed it states to put on a cap to cover hair when working with instruments at all time so hair doesn’t get on the instruments.They also were told to respect everyone culture and beliefs whether you like it or not. Another incident I’ve seen on my job is discriminating against female. A position was open for central storage two employees applied for the position a male and a female management felt the position should go to a male because it requires lifting and storing away instruments on the shelves female cannot handle this position. This became a huge problem for all the female in the department they felt female were look at as being incapable of doing any heavy work, Cultural diversity is difference and similarities between the client whether it be male, female, old, young, tones of shades when a client is involved it is very important for the Practitioner to consider the clients gender, their identity and sexual orientation and the view of their culture.
Searchlight Educational Trust. (2011). Fear and Hope. The new politics of identity. Retrieved March 10, 2016, from http://www. fearandhope.org.uk/2011-report/. Sen, A. (1999). Development as Freedom. New York: A
Mele´, D., & Sa´nchez, C. (2013). Cultural diversity and universal ethics in a global world. Journal of Business Ethics, 116, 681–687. Mill
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