I scored 48 points in the cultural assessment test. This score is within the average range. The score is interpreted as the bearer being moderately interested in involving people from other communities and cultural backgrounds ( Betancourt, Carrillo, Green, & Owusu, 2016; Huang, Lin, & Lee, 2017) . The average score is an indication of how I fail to reach out to people from other communities and cultures and only wait for them to make the first move. However, whenever they make a move, there are high chances of a positive response that involves engaging them where possible. The score further shows my perception and attitudes towards people of a different origin as they are likely to exhibit their behaviors and practiced their cultures to the group yet it is not an idea that is very welcome. I was not surprised by the results of the questionnaire since it exhibited high accuracy levels and the conclusions from the findings were all true.
From the findings, I plan to change my attitudes towards people of different cultural origins and practices. I plan to appreciate diversity and stop judging people on the basis of their cultural beliefs and practices. Also, I want to accommodate diversity by working on being the initiator of the interactions and conversations with people from other cultures.
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Cultural competence is the ability to appreciate and accommodate different cultures ( Dauvrin, & Lorant, 2015) . It is an essential requirement for teamwork and collaboration as persons who practice it shall always be able to allow people from different cultures into their teams and also work with them with minimum rifts or misunderstandings that could be associated with cultural differences.
Cultural competence entails accommodating the diversity of culture while cultural awareness entails having vast knowledge about a person's cultural beliefs and values ( Dauvrin, & Lorant, 2015) . On the other hand, Cultural understanding is the attribute of being familiar with the information that pertains a specific culture. Cultural sensitivity, on the other hand, entails incorporating the aspects of knowledge, awareness, and competence when working with people of diverse cultures (Arikan, & Gozum, Meydanlioglu, 2015) . A healthcare leader has to be aware of these concepts since s/he is mandated to work with people from diverse cultures and is expected to be at ease when interacting with every member of the society.
Different cultures have different languages. The linguistic interpretation of both verbal and non-verbal language differs with culture such that a word in one language could mean something different from what it means in another language. Also, a gesture may be interpreted differently by people that do not share a cultural origin. A healthcare leader can minimize the lingual misunderstandings by finding a neutral language that both parties can understand ( Papadopoulos et al., 2016).. . Alternatively, the leader may find a translator for any of the parties to enhance understanding.
References
Arikan, F., Gozum, S. & Meydanlioglu, A., (2015). Cultural sensitivity levels of university students receiving education in health disciplines. Advances in Health Sciences Education , 20 (5), 1195-1204.
Betancourt, J. R., Carrillo, J. E., Green, A. R., & Owusu Ananeh-Firempong, I. I. (2016). Defining cultural competence: a practical framework for addressing racial/ethnic disparities in health and health care. Public health reports .
Dauvrin, M., & Lorant, V. (2015). Leadership and cultural competence of healthcare professionals: a social network analysis. Nursing Research , 64 (3), 200.
Huang, M. C., Lin, C. J., & Lee, C. K., (2017). Cultural competence of healthcare providers: A systematic review of assessment instruments. Journal of nursing research , 25 (3), 174-186.
Papadopoulos et al, (2016). Developing tools to promote culturally competent compassion, courage, and intercultural communication in healthcare. Journal of Compassionate Health Care , 3 (1), 2.
