Sample Essay Paper on Communicating Effectively with Others

Communicating Effectively with Others
Introduction to the Subject Matter
Cultural competency is a factor that more or less emphasizes more than merely cultural awareness or sensitivity. It involves not only comprehensive cultural awareness and value for diverse cultural perceptions but also the possession of skills and the capacity to utilize them successfully in cross-cultural circumstances. Cultural competency explains more about the existence of commitment to laws and policies that govern or control diverse populations. Some members of organizations have often pushed for cultural competency so as to enhance justice in the social community. According to this perspective, the high value the society places on informed consent, choice of providers, and equity creates an entitlement to cultural competency regardless of its impact on outcomes (DuBrin, 2009). Several models have come up to explain in detail what cultural competency is. To start with, Hall’s Model (1976) has tried to discuss more cultural competency as an existing element in society. However, the model has been undergoing generational changes since its inception in 1976. Therefore, this paper will try to compare Hall’s Model (1976) of cultural competency to the scholarly content under Generational Diversity. The apparent changes in the context of the model since 1976 will also be noted.
Comparison and Analysis of Content requested
Hall’s Model of cultural competency and the scholarly content under Generational Diversity can be compared in a number of ways. To begin with, Hall (1976) articulates that the way information is viewed by people in various cultures is very different. The transfer of information from one individual to another in society has often influenced how things are to be done in a society. Besides, the manner in which the information is transferred influences people’s perception of it. In spite of the necessity for context in comprehending information being universal, Hall contends that various cultures depend more on the context in their awareness and interrelations. In several global communities, something that people do not talk about all the time is always more significant than whatever is written down. Furthermore, trust is valuable in consultations and settlements, and individual relations are a major part of all interactions. However, in other cultures, more emphasis is always put on what is written or said than what is not said or written. Handshakes are part and parcel of communication with their main objective being to establish contractual agreements. Hall also argues that many cross-cultural problems can be understood by examining differences in how context is viewed. The main thing leaders should consider when managing organizations is the difference in the culture of members and how they interact day in and day out. Taking into consideration two people working in two different environments with different cultures; in case there are no good interactions, performance deficiencies will be witnessed (Denhardt, Denhardt & Aristigueta, 2013).
Conversely, General Diversity has often acted as a catalyst to change in various organizations. Diversity is often considered through various aspects such as age and organization. Diversity training also forms an integral part of General Diversity in organizations and it also determines whether the success or failure of an organization will be arrived at. This aspect attempts to enhance or rather promote peaceful coexistence and harmony in workplaces. Quite often, in organizations, the program is aimed at minimizing open expressions of racism and sexism. The major role played by a good number of diversity training forms is to increase the awareness of people in the society. Diversity training sessions that are embraced in organizations often focus majorly on the cultural background of the members of the organizations. These sessions can vary from several hours to several days. The other aspect of General Diversity that has been beneficial to organizations and other institutions is age. People of different ages have different ideologies and policies concerning development. If the different ideologies are put together, they would be very beneficial to organizations.
There are a variety of changes that have been noted in both contexts since 1976. To begin with, for Hall’s Model, there has been a noticeable change in culture and this has really influenced the relationships among people in the society. For General Diversity, noticeable changes have been seen as organizations have adopted the idea of engaging people of different ages, capabilities, and training (Kennedy, 2008).
In summary, cultural competency has been vital to organizations and institutions for a very long time. The significance of the impacts of cultural competency forced a number of people to come up with models to try to support cultural competency. All organizations that have in the past been successful in their day-to-day activities must have put in place measures to ensure cultural competency and general diversity. Cultural competency consists of all the societal factors or rather the norms of the society that have to be followed by the members working in a certain organization or institution. Besides, general diversity has to deal with a variety of factors such as age and capabilities or skills of the members of an organization and how they influence the daily operations.

Denhardt, R. B., Denhardt, J. V., & Aristigueta, M. P. (2013). Managing human behavior in public and nonprofit organizations. Los Angeles: Sage Publications.
DuBrin, A. J. (2009). Essentials of management. Mason, Ohio: South-Western/Cengage Learning.
Kennedy, E. (2008). Generational diversity as a catalyst to change. Ottawa: Library and Archives Canada = Bibliothèque et Archives C