Introduction important to note that adapting to a

IntroductionA society can be defined as an aggregate of individuals living together in anordered community. In other words, it is an organized group of peopleassociated together for cultural, religious, political, patriotic, benevolent,or other purposes (Fielding & Harbon, 2013). Each society has its owncultural norms, which define its critical values that govern its people.However, of interest to this study is the mode of cultural adaptation andsocial workplace.Cultureinfluences the manner in with people see themselves along with the environmentat each and every level of the entire ecological system.

In essence, culturalgroups are basically living organisms with members portraying varying levels ofidentification with their general culture, and for that reason, they areimpacted by various intersecting identities (Fielding & Harbon, 2013).It is paramount to note that culture is fluid in nature, and thus, it is everchanging making the whole process of adaptation extremely complex and dynamic. Indeed,social work as well as other helping professionals have attempted time andagain to integrate culture of origin to the key interventions applied with ethnicminorities both in the U.

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S and even globally. In the current ever changingcultural setting, there is a converted need to adequately examine social workeducation along with the interventions social workers adopt with culturaldiverse communities. Adapting to a New Society            A society is fullof diversity in terms of the existing cultures, religious affiliations, and thepolitical frameworks. It is therefore important for individuals to bear in mindthe abovementioned diversities when they come in contact with a new society.

Therefore, when adapting to a new society individuals should practice culturalcompetence (Mok & Morris, 2010). Cultural competence is ideally awell-established theoretical concept that was formulated following years ofdevelopment in a variety of practice-based setting. By definition, culturalcompetence is a plethora of practices, congruent attitudes, policies,practices, procedures, as well as structures that combine together in a systemto enable professionals to coordinate more effectively and efficiently withindiverse cross-cultural situations (Brigid & Yin, 2012).

            Owing to the above alluded facts, it is important to notethat adapting to a new society does not entirely necessitate a matter ofcompletely adapting to the cultural practices of the new society at the expenseof your own culture. Consequently, it does not entail remaining steadfast inyour personal culture to the detriment of your social experience in that newsociety. Rather, adapting to a new society encompasses attempting to find abalance by developing a bicultural identity that respects both your personalculture and that of your new society. By definition, bicultural identity refersto a condition of being oneself as a result of the combination of two cultures.

Within cultures, there are cultural effects, which are the shared customs andbehaviors that individuals learn from institutions surrounding them. Theseinstitutions include family, peer groups, organizations, communities, andinstitutions. In review, let’s have a look how these social institutionsinfluence the development of different modes of cultural adaptation. Family Inthe context of the human society, a family entails a group of individualsaffiliated by affinity, consanguinity, and a shared consumption. Generally, theimmediate family comprises of spouses, parents, and sons or daughters.

Thefamily plays a critical role in the development a traditional mode of culturaladaptation since it paves way for the reception of new cultural ideas that arein accordance to one’s ethnic composition. In this case, the family ensuresthat an individual its traditional values are safeguarded whilst admitting newnorms from the new society. Peer groups Peergroups entail a group of individuals of approximately the same status, age andinterest. They are very instrumental in the development of one’s culturaladaptive features in that they define an individual’s critical interests. Forthat reason, peer groups influence the development of the assimilation mode ofcultural adaptation since personal interests of individuals belonging to acertain peer group are all assimilated into one leading to the development ofcommon behavior. Communities Acommunity is in essence a collective social unit of any magnitude encompassingshared values, and is located within a given geographical region.

However,within a community there are different categories of individuals ranging fromthe upper class, the middle class, and the lower class. Therefore, communitiesaid in the development of marginal modes of cultural adaptation, which oftenencompasses values from different categories of people in the society. Organizations Anorganization is an entity that comprises of multiple individuals such as anassociation that has a mutual goal and is connected to an external environment.Since this entity entails workplace diversity it aids in the development ofbicultural mode of cultural adaptation. Institutions Theterm institution has a diverse meaning in that it may refer to political,economic, social, religious, or even leaning institutions. Nevertheless,institutions contribute greatly in the development of an individual’s culturaladaptation framework.

In this case, institutions lead to the development of theassimilation modes of cultural adaptation in that people learn and getassimilated to the norms and ethics of a given institution in which theybelong. Roleof Social Worker in Helping Clients Socialworkers should bear in mind that the face of today’s workplace is entirelydynamic in that most organizations are in a state of continuous progress andchange of events, development, oppressive rules, beliefs, and ideologies. Forthis reason, stereotypes have continued to erode the moral fabric of mostorganizations thus threatening to bring the affected organizations into loomingextinction.

However, if social workers exhibit cultural competence they mayrescue the horrific state of racial discrimination in the workplace by comingup with an approach that can be used to manage diversity and address the issueof racism in the workplace atmosphere. Socialworkers should exercise diversity management, which prevents the occurrence ofa number of backlash effects often resulting from affirmative action withinorganizations since the approach seeks to develop an atmosphere in which allemployees freely interact and work to their uttermost potential regardless oftheir race, gender, social, religious affiliations, or cultural backgrounds.            Ideally, culturally grounded social work darespractitioners to see themselves equally as the other, and acknowledge that thetask of   cultural adaptation resides notexclusively on clients but on everyone involved (Brigid, & Yin, 2012).

Social work practitioners should therefore access the interventions thatconform to the culturally grounded approach. This entails engaging clients fromdiverse cultural settings without comprising their effectiveness thus leadingto a more productive and equitable helping relationship. Therefore, a socialworker can help their clients with cultural adaptation process without losingtheir personal cultural identity and without disrespecting the culture of thenew society by considering the cognitive, affective, and the environmentalaspect of clients, which is essential in the entire adaptation process.

ConclusionOwingto the increasing demand of workforce by most organizations, it is apparentthat organizations should device a manner in which they can accommodate theirlabor force diversity.  This is mainlybecause of increased threat of racial discrimination within the workplace asthese organizations strive towards increasing their scope of employees.   ReferencesFielding, R.

,& Harbon, L. (2013). Examining bilingual and bicultural identity inyoung students. ForeignLanguage Annals, 46(4),527-544. doi:10.1111/flan.

12051Mok, A.,& Morris, M. W.

(2010). Asian-Americans’ Creative Styles in Asianand American Situations: Assimilative and Contrastive Responses as a Functionof Bicultural Identity Integration. Management and Organization Review, 6(3), 371-390.doi:10.1111/j.1740-8784.

2010.00190.xBrigid,T., & Yin, P.

(2012). Organizational Assessment:  An Overlooked Approach To Managing DiversityAnd Addressing Racism In The Workplace. Journalof Diversity Management, 7(1), 11-26.