Globalization And The Challenges of Public Administration

Page 64

GLOBALIZATION AND HUMAN RESOURCES MANAGEMENT IN THE PUBLIC…

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Organization and the Organization for Economic Cooperation and Development. Public personnel management needs to develop ways to understand global culture. Public sector personnel management must develop training so that all the personnel are able to deal with people of different cultures and races. “Culture is a set of distinctive spiritual, material, intellectual, and emotional features shared by society or a social group. Culture encompasses language, communication patterns, lifestyles, practices, customs, a body of learned behaviors, value systems, traditions, shared beliefs, and views on roles and relationships” (Betancourt 2004, p. 53). Cultural competency involves the knowledge, awareness, sensitivity, attitudes, skills, and encounters by individuals in organizations and the respect for the cultural traditions of the clients and their communities (Farr 2005). In essence, cultural competency reflects the role culture plays in shaping an individual or group’s attitudes, values, and beliefs, which evolve through a long-time process of development (Cross et al. 1989). Cultural competency has been defined as a set of congruent behaviors, attitudes, and policies that enable an agency, or the professionals within an agency, to work effectively in cross-cultural situations (Cross et al. 1989; Isaacs and Benjamin 1991). Cultural competency is the integration and transformation of knowledge about individuals and groups of people into specific standards, policies, practices, and attitudes used in appropriate cultural settings to increase the equality of services, thereby producing better outcomes (Davis 1997). Lindsey et al. (2003) have developed a “cultural proficiency continuum” to depict how public agencies respond to and react to “difference.” This continuum ranges from cultural distinctiveness to cultural proficiency: Cultural destructiveness: negating, disparaging, or purging cultures that are different. Cultural incapacity: emphasizing the superiority of one’s cultural values and beliefs and suppressing cultures that are different. Cultural blindness: ignoring differences among cultures and refusing to recognize any differences. Cultural pre-competence: recognizing the lack of knowledge, experience, and understanding of other cultures limiting the ability to interact with people from different background. Cultural competence: the ability to interact effectively with people from diverse background. Cultural proficiency: respecting the differences among cultures and recognizing the benefits of different cultures. (Roberts and Jones 2005).


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Articles inside

Index

12min
pages 207-216

Appendix

2min
pages 203-206

8 Conclusion

1min
pages 201-202

References

11min
pages 193-200

Equity and Environmental Justice

4min
pages 185-186

Public Procurement

1min
page 189

International Trade and Sustainability

1min
page 184

International Collaboration

1min
page 183

Ideological Divide

3min
pages 181-182

Cooperation Between the Public and Private Sectors

1min
page 179

Institutional Capacity

1min
page 178

What Is Sustainability?

1min
page 171

The Evolution of Environment Policy

6min
pages 172-174

7 Globalization and Sustainability

3min
pages 169-170

Developing the Mission on Sustainability

1min
page 177

Consequences of Climate Change

1min
page 175

Planning and Policy-Making

1min
page 176

References

7min
pages 164-168

Dependent Variable = E-Governance

1min
page 162

Training and Learning

1min
page 160

E-Governance and Trust

1min
page 159

The Challenges of Local Government

1min
page 157

The Reduction of Corruption

1min
page 158

Social Media

1min
page 156

Must Be Citizen Centered

2min
page 155

Human Connections

1min
page 154

Security

1min
page 152

Flexi-Time/Flexi-Place

1min
page 150

Participation and E-Democracy

5min
pages 147-149

Transparency and Accountability

2min
page 146

6 The Challenges of E-Governance in Public Administration

3min
pages 143-144

References

8min
pages 137-142

Improvement in Efficiency

1min
page 145

Justice

1min
page 130

Fairness

2min
page 129

Ethical Decision-Making

1min
page 126

Organizational Politics and Ethics

1min
page 125

Privatization Movement and Ethics

3min
pages 119-120

Moral/Ethical Leadership

4min
pages 122-123

Challenges of Maintaining Privacy

2min
page 124

Ethics in Contracting

1min
page 118

Globalization and Corruption

3min
pages 116-117

Ethics for Good Governance

1min
page 115

5 Ethics and Accountability and the Challenges

3min
pages 109-110

References

14min
pages 100-108

Crisis Leadership

6min
pages 96-99

Organizational Culture and Leadership

1min
page 93

Partnership, Collaboration, and Leadership

1min
page 95

Moral and Ethical Leadership

1min
page 92

Transformational Leadership

2min
pages 90-91

Cultural Competence and Leadership

4min
pages 87-89

What Kinds of Leadership Skills?

3min
pages 84-85

References

13min
pages 69-76

4 Globalization and Leadership Challenges

2min
pages 77-78

Leadership Theories

6min
pages 79-81

Spreadable Diseases

2min
page 67

Strategic Planning and Human Resource Management

1min
page 61

Diversity

3min
pages 64-65

The Challenge of Cultural Competence

3min
pages 62-63

Challenges of Participation

1min
page 60

Motivation

2min
page 54

Implement a Change Culture

4min
pages 57-58

Technology and Training

3min
pages 55-56

Productivity/Performance

3min
pages 52-53

Decentralization

1min
page 51

Compensation

3min
pages 47-48

Public Service Ethics

2min
page 49

Demand for Accountability

1min
page 46

Loss of Prestige in Government Employment

3min
pages 43-44

Loss of the Tenure System

2min
page 45

The Challenges of Recruitment

1min
page 42

References

9min
pages 35-40

Capacity Building and Challenges

1min
page 34

Public Enterprises

1min
page 31

The Rise of Civil Society

1min
page 21

Globalization of Demands

2min
page 17

Globalization

1min
page 16

Innovation

1min
page 19

Openness and Transparency

1min
page 18
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