Assess Guidelines #1 and #2, located in the following article in the Electronic Reserve Readings for...

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Assess Guidelines #1 and #2, located in the following article in the Electronic Reserve Readings for this week: American Psychological Association (2003, May). Guidelines on multicultural education, training, research, practice, and organizational change for psychologists. American Psychologist, 58(5), 377. o Prepare a 700- to 1,050-word paper based on your assessment, in which you apply these multicultural guidelines and standards to your personal life and workplace. Answer the following questions: ? What biases, perceptions, attitudes, and beliefs might you hold about culturally different groups? ? How might attitudes or perceptions influence your interaction with individuals who are culturally different from yourself? ? How knowledgeable are you about the values, practices, and experiences of individuals who are culturally different from yourself? Explain your answer. ? What are your strengths and weaknesses in interacting with culturally different individuals and how might you address shortcomings? o Format your paper according to APA standards.

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Guidelines on Multicultural Education, Training, Research, Practice, and Organizational Change for Psychologists American Psychological Association Preface This document was approved as policy of the American Psychological Association (APA) by the APA Council of Representatives in August All individuals exist in social, political, historical, and 2002. This document was drafted by a joint task force of APA economic contexts, and psychologists are increasingly Divisions 17 (Counseling Psychology) and 45 (The Society for the calledupontounderstandthein?uenceofthesecontextson Psychological Study of Ethnic Minority Issues). These guidelines have individuals’ behavior. The “Guidelines on Multicultural been in the process of development for 22 years, so many individuals and groups require acknowledgment. The Divisions 17/45 writing team Education, Training, Research, Practice, and Organiza- for the present document included Nadya Fouad, PhD (co-chair); tional Change for Psychologists” re?ect the continuing Patricia Arredondo, EdD (co-chair); Michael D’Andrea, EdD; and evolution of the study of psychology, changes in society at Allen Ivey, EdD. These guidelines build on work related to multicul- large, and emerging data about the different needs of par- tural counseling competencies by Division 17 (D. W. Sue et al., 1982) and the Association of Multicultural Counseling and Development ticular individuals and groups historically marginalized or (Arredondo et al., 1996; D. W. Sue, Arredondo, & McDavis, 1992). disenfranchised within and by psychology based on their The task force acknowledges Allen Ivey, EdD; Thomas Parham, PhD; ethnic/racial heritage and social group identity or member- and Derald Wing Sue, PhD, for their leadership related to the work on ship. These “Guidelines on Multicultural Education, Train- competencies. The Divisions 17/45 writing team for these guidelines was assisted in reviewing the relevant literature by Rod Goodyear, ing, Research, Practice,...

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RUNNING HEAD: MULTICULTURAL COMPETENCY 
 
Multicultural Competency  
Student’s name 
Name of the Institute
MULTICULTURAL COMPETENCY  2
Contents 
Biases, perceptions, attitudes, and beliefs for culturally different groups .......................................... 3 
Attitude and Perception influencing interaction ....................................................................................... 3 
Knowledge about the values, practices, and experiences of different cultures .................................. 4 
Strengths and Weaknesses in interacting with culturally different individuals ................................ 5 
References ........................................................................................................................................................... 7
MULTICULTURAL COMPETENCY  3 
Biases, perceptions, attitudes, and beliefs for culturally different groups
Every work environment, institution et cetera possess people belonging to different 
cultures and societies. They might be working together for a common purpose or are engaged 
in their individual tasks. But, in such situation, majority of the times it happens that people 
belonging to similar cultures tend to form an informal group in which they follow and 
practice their common culture. These practices might be different from the ones followed in 
the workplace and thus neglect people belonging to a different culture (Finlay, K. A., & 
Stephan, W. G., 2000).  
 I have been in this situation multiple times when I felt left out of a certain group due 
to a difference in my cultural belong and the other group’s culture. In such situations, I feel 
guilty and the odd one out in the group as I do not share their language or their common 
jokes. Sometimes, I even become their topic of joke that I am from a different culture and 
don’t belong in that group. Although they do not intentionally mock me, but it is the group 
dynamics and informality, which tends to diminish the mannerism from any particular 
person. Thus, after such situation, the workplace, institution or another place feels like a 
place I work with many people and I may know their name and bio data, but I am not aware 
of their personality as I do not share the same comfort zone and a sense of friendliness, as 
they share among themselves. This affects the person’s behavior and the group’s perception 
about him/her.

Assess Guidelines #1 and #2, located in the following article in the Electronic Reserve Readings for this week: American Psychological Association (2003, May). Guidelines on multicultural education,...

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