Cultural Competency

The Detroit Economic Growth Corporation (DEGC) has been doing well in its deed of providing public services, guidance, resources and promoting economy growth in Detroit, Michigan using one-sided race revitalization, until I was hired as a consultant to assess how DEGC facilitates and promotes economic growth in the city. Upon my investigation, examination and analysis on how city businesses, private sectors, and public services leverage opportunities to serve the needs of regular citizen in Detroit, I come across one-sided problem of city revitalization of racial inequality center on cultural incompetency. Upon further investigation for conclusive understanding on how things have unfolded under his perfect city leadership, there was a serious …show more content…
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 quality of services delivery, thereby producing better outcomes (Powell, J. A.
(2012). Bear in mind this definition may not be how DEGC defined it cultural competency in it leadership system, otherwise, there wouldn’t be a pitfalls of racial inequality. The idea bury inside leadership of cultural competency is that it requires organizations to have a clearly defined, congruent set of values and principles, and demonstrate behaviors, attitudes, policies, structures, and practices that enable them to work effectively cross-culturally oriented in public or private workforce environment (Wilson. W. J (2009). On this memorandum, cultural competence is important in the context of economic development in following ways; (1) the ability to effectively operate within different cultural contexts can help drive-end results after full ratio force of all races, ethnicity, cultures and minority value is incorporated. (2) Cultural competence can sensitize mutual understanding toward members of other ethnic groups and such understanding can enhance corporate positive value …show more content…
Firstly, the Director needs to hold his leadership accountable for the new practice. Under Director`s leadership, the organization needs to set up an infrastructure that lobbied, racially dialogue, and pressed for change in the company workplace, and elsewhere in order to create the window of opportunity to pave way for social justice reform polices (Jonas, G. (2005). A Director needs to integrated leadership base on balance and check for the newly active procedures such as; implies movement of new social justice policies, recognize weaknesses in working with minorities, an attempts to improve practices and increase knowledge awareness on new platform of cultural competence leadership. Innovated tool of integrated changes would be center on transforming leadership style to; acceptance and respect new cultural difference, continuing self-assessment regarding culture, careful attention to dynamics of difference, continuous expansion of cultural knowledge and resources. Finally, detailing the forum’s new model for a community to find solutions to social justice and economic challenges through dialogue and the creation of a focused and holistic common agenda on cultural

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