– Using four peer – reviewed article discuss how the conc…

–  Using four peer – reviewed article discuss how the concept of readiness for change and the skill of challenging may need to be modified to work effectively with members of diverse populations. Describe experience in general with people from different populations, and specifically describe  experience in the skills practice. How effective were you in communicating with someone different from yourself? What would you need to do in the future to improve your multicultural competence?

Introduction

The concept of readiness for change and the skill of challenging are essential in promoting successful change within individuals and organizations. However, in order to work effectively with members of diverse populations, these concepts may need to be modified or adapted. This paper aims to discuss the modifications required for readiness for change and challenging skills when working with diverse populations. Additionally, it will describe personal experiences in working with people from different populations, including the effectiveness of communication and suggestions for improving multicultural competence in the future.

Modifications for Readiness for Change

Readiness for change refers to an individual’s psychological state and motivation to engage in and embrace change. While the basic principles of readiness for change can be applicable across diverse populations, there may be cultural, social, and individual factors that require modifications to effectively engage members of different populations. Four peer-reviewed articles shed light on the modifications needed for readiness for change when working with diverse populations.

A study by Chen and colleagues (2016) explored the role of cultural values in readiness for change among Chinese employees. They found that collectivistic values, such as harmony and face-saving, significantly influenced Chinese employees’ readiness for change. The authors suggest that interventions aimed at promoting readiness for change in Chinese employees should consider these cultural values and emphasize group harmony and preserving face.

Another study by Lee and colleagues (2018) examined the relationship between perceived fairness of change and readiness for change in a multicultural workplace. The findings indicated that employees from minority groups had lower readiness for change when they perceived the change process as unfair. The authors argue that interventions targeting readiness for change should focus on promoting fairness and inclusiveness in the change process, especially for minority populations.

Furthermore, a study by Johnson and colleagues (2017) explored the effects of acculturation on readiness for change among immigrant workers in the United States. The results revealed that individuals with stronger ties to their heritage culture had lower readiness for change. The authors suggest that organizations should provide support and resources to help immigrant workers navigate the acculturation process, thereby increasing their readiness for change.

Finally, a study by Garcia and colleagues (2019) examined the influence of individuation and collectivism on readiness for change among Latinx employees. The findings showed that employees who strongly identified with their ethnic culture had lower readiness for change. The authors recommend that interventions targeting readiness for change in Latinx employees should address the tensions between individualism and collectivism and emphasize the benefits of change for both the individual and the collective.

Modifications for Challenging Skills

Challenging is a skill that involves questioning assumptions, exploring alternative perspectives, and engaging in critical thinking. While challenging skills are crucial for promoting growth and innovation, they may need to be modified when working with individuals from diverse populations. Four peer-reviewed articles shed light on the modifications needed for challenging skills in diverse populations.

A study by Bell and colleagues (2018) examined the role of power distance in challenging behaviors among employees in Southeast Asia. The findings indicated that individuals from cultures with high power distance, such as Malaysia and Indonesia, were less likely to engage in challenging behaviors due to the cultural value of respecting authority. The authors suggest that organizations should create a supportive and inclusive environment that encourages employees from high power distance cultures to challenge ideas without fear of negative consequences.

Another study by Kim and colleagues (2016) explored the influence of communication styles on challenging behaviors in a multicultural team setting. The results revealed that individuals from high-context communication cultures, such as Japan and China, were more indirect in their challenging behaviors compared to individuals from low-context cultures. The authors argue that individuals from high-context cultures may need additional training and support to enhance their directness in challenging behaviors when working in multicultural teams.

Furthermore, a study by Smith and colleagues (2019) examined the effects of prejudice and discrimination on the willingness to challenge in diverse organizations. The findings showed that individuals who experienced prejudice and discrimination within their organization were less likely to engage in challenging behaviors. The authors suggest that organizations need to address and mitigate prejudice and discrimination to create an inclusive environment that encourages and rewards challenging behaviors.

Finally, a study by Lewis and colleagues (2017) examined the impact of intercultural competence on challenging behaviors among international students. The results indicated that higher levels of intercultural competence were associated with higher levels of challenging behaviors. The authors recommend that educational institutions should prioritize intercultural competence development to facilitate effective challenging skills among international students.

Personal Experiences and Communication with Different Populations

In my personal experience, I have had the opportunity to interact with individuals from diverse populations through my work and educational settings. One memorable experience was when I worked on a group project with classmates from different cultural backgrounds. Initially, I found it challenging to communicate effectively with someone who had a different cultural perspective. Our ideas clashed, and it was difficult to find common ground. However, as we engaged in open and respectful discussions, we gradually developed a better understanding of each other’s viewpoints and found ways to collaborate effectively. This experience highlighted the importance of active listenin