Introduction important to note that adapting to a

Introduction

A society can be defined as an aggregate of individuals living together in an
ordered community. In other words, it is an organized group of people
associated together for cultural, religious, political, patriotic, benevolent,
or other purposes (Fielding & Harbon, 2013). Each society has its own
cultural norms, which define its critical values that govern its people.
However, of interest to this study is the mode of cultural adaptation and
social workplace.

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Culture
influences the manner in with people see themselves along with the environment
at each and every level of the entire ecological system. In essence, cultural
groups are basically living organisms with members portraying varying levels of
identification with their general culture, and for that reason, they are
impacted by various intersecting identities (Fielding & Harbon, 2013).
It is paramount to note that culture is fluid in nature, and thus, it is ever
changing making the whole process of adaptation extremely complex and dynamic. Indeed,
social work as well as other helping professionals have attempted time and
again to integrate culture of origin to the key interventions applied with ethnic
minorities both in the U.S and even globally. In the current ever changing
cultural setting, there is a converted need to adequately examine social work
education along with the interventions social workers adopt with cultural
diverse communities.

Adapting to a New Society

            A society is full
of diversity in terms of the existing cultures, religious affiliations, and the
political frameworks. It is therefore important for individuals to bear in mind
the abovementioned diversities when they come in contact with a new society.
Therefore, when adapting to a new society individuals should practice cultural
competence (Mok & Morris, 2010). Cultural competence is ideally a
well-established theoretical concept that was formulated following years of
development in a variety of practice-based setting. By definition, cultural
competence is a plethora of practices, congruent attitudes, policies,
practices, procedures, as well as structures that combine together in a system
to enable professionals to coordinate more effectively and efficiently within
diverse cross-cultural situations (Brigid & Yin, 2012).

            Owing to the above alluded facts, it is important to note
that adapting to a new society does not entirely necessitate a matter of
completely adapting to the cultural practices of the new society at the expense
of your own culture. Consequently, it does not entail remaining steadfast in
your personal culture to the detriment of your social experience in that new
society. Rather, adapting to a new society encompasses attempting to find a
balance by developing a bicultural identity that respects both your personal
culture and that of your new society. By definition, bicultural identity refers
to 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 and
behaviors that individuals learn from institutions surrounding them. These
institutions include family, peer groups, organizations, communities, and
institutions. In review, let’s have a look how these social institutions
influence the development of different modes of cultural adaptation.

Family

In
the context of the human society, a family entails a group of individuals
affiliated by affinity, consanguinity, and a shared consumption. Generally, the
immediate family comprises of spouses, parents, and sons or daughters. The
family plays a critical role in the development a traditional mode of cultural
adaptation since it paves way for the reception of new cultural ideas that are
in accordance to one’s ethnic composition. In this case, the family ensures
that an individual its traditional values are safeguarded whilst admitting new
norms from the new society.

Peer groups

Peer
groups entail a group of individuals of approximately the same status, age and
interest. They are very instrumental in the development of one’s cultural
adaptive features in that they define an individual’s critical interests. For
that reason, peer groups influence the development of the assimilation mode of
cultural adaptation since personal interests of individuals belonging to a
certain peer group are all assimilated into one leading to the development of
common behavior.

Communities

A
community is in essence a collective social unit of any magnitude encompassing
shared values, and is located within a given geographical region. However,
within a community there are different categories of individuals ranging from
the upper class, the middle class, and the lower class. Therefore, communities
aid in the development of marginal modes of cultural adaptation, which often
encompasses values from different categories of people in the society.

Organizations

An
organization is an entity that comprises of multiple individuals such as an
association that has a mutual goal and is connected to an external environment.
Since this entity entails workplace diversity it aids in the development of
bicultural mode of cultural adaptation.

Institutions

The
term 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 cultural
adaptation framework. In this case, institutions lead to the development of the
assimilation modes of cultural adaptation in that people learn and get
assimilated to the norms and ethics of a given institution in which they
belong.

Role
of Social Worker in Helping Clients

Social
workers should bear in mind that the face of today’s workplace is entirely
dynamic in that most organizations are in a state of continuous progress and
change of events, development, oppressive rules, beliefs, and ideologies. For
this reason, stereotypes have continued to erode the moral fabric of most
organizations thus threatening to bring the affected organizations into looming
extinction. However, if social workers exhibit cultural competence they may
rescue the horrific state of racial discrimination in the workplace by coming
up with an approach that can be used to manage diversity and address the issue
of racism in the workplace atmosphere.

Social
workers should exercise diversity management, which prevents the occurrence of
a number of backlash effects often resulting from affirmative action within
organizations since the approach seeks to develop an atmosphere in which all
employees freely interact and work to their uttermost potential regardless of
their race, gender, social, religious affiliations, or cultural backgrounds.

            Ideally, culturally grounded social work dares
practitioners to see themselves equally as the other, and acknowledge that the
task of   cultural adaptation resides not
exclusively on clients but on everyone involved (Brigid, & Yin, 2012).
Social work practitioners should therefore access the interventions that
conform to the culturally grounded approach. This entails engaging clients from
diverse cultural settings without comprising their effectiveness thus leading
to a more productive and equitable helping relationship. Therefore, a social
worker can help their clients with cultural adaptation process without losing
their personal cultural identity and without disrespecting the culture of the
new society by considering the cognitive, affective, and the environmental
aspect of clients, which is essential in the entire adaptation process.

Conclusion

Owing
to the increasing demand of workforce by most organizations, it is apparent
that organizations should device a manner in which they can accommodate their
labor force diversity.  This is mainly
because of increased threat of racial discrimination within the workplace as
these organizations strive towards increasing their scope of employees. 

 

References

Fielding, R.,
& Harbon, L. (2013). Examining bilingual and bicultural identity in
young students. Foreign
Language Annals, 46(4),
527-544. doi:10.1111/flan.12051

Mok, A.,
& Morris, M. W. (2010). Asian-Americans’ Creative Styles in Asian
and American Situations: Assimilative and Contrastive Responses as a Function
of Bicultural Identity Integration. Management and Organization Review, 6(3), 371-390.
doi:10.1111/j.1740-8784.2010.00190.x

Brigid,
T., & Yin, P. (2012). Organizational Assessment:  An Overlooked Approach To Managing Diversity
And Addressing Racism In The Workplace. Journal
of Diversity Management, 7(1), 11-26.