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Question1:Terese is an elderly lady whose family has decided to put her into care with some reluctance –the matriarch is generally cared for by the family, but unfortunately Terese’s sons and...

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Question1:Terese is an elderly lady whose family has decided to put her into care with some reluctance –the matriarch is generally cared for by the family, but unfortunately Terese’s sons and daughterscannot manage with the high level of care she now requires. Terese speaks only a limitedamount of English but can mostly understand what is being said to her. Her family has alwayscommunicated to others for her, and have previously taken her to all doctor appointments,specialist appointments and even banking and other daily needs.: a) Explain the role of a language interpreter and how it differs from a cultural interpreter. Explain which interpreter is required in this scenario and how it will help Terese.b) Terese’s family has given permission that the services of an interpreter can be used. Use theInternet to locate an interpreting/translation services provider in your own local area. (You canchoose Terese’s cultural background to locate specific translation/interpretation services.) Writedown their name, address and telephone number.A group of community services workers are planning a social night out. Their manager isorganising dinner at a local pub, and advises staff they are welcome to bring a friend or partnerand to respond via email of their acceptance and if they will bring someone. A new employee,Tom, is keen to attend – it’s a great opportunity to social and get to know his new colleagues in amore relaxed environment. He decides he will bring his partner of 5 years, Dave. Tom respondsto the email invite his manager has sent out, saying in the body of the email that Dave will attendtoo. The next day, the date of the dinner changes due to ‘a number of staff being unable toattend’. Tom accepts the new date. Two days later it changes again. He is unable to attend thistime, Dave has his own work function and Tom always attends them. A couple of days later, Tomis in the lunch room telling a colleague about Dave’s work function and how much of a good timethey had. Two staff get up and leave the kitchen during this chat. The colleague tells Tom it’sfantastic that Dave’s work is so accepting, and rolls their eyes in the direction of those whodeparted the room. Tom discovers that some people in the department were uncomfortable withthe idea of Dave going to the dinner, and that the manager kept changing the dates with thehope that Tom would be busy, and that the rest of the staff could still come. Tom’s manager hasdemonstrated conduct that has breached legislative and workplace requirements. Indicate inyour answer: :a) The type of legislation and types of workplace procedures that have been breached and how.b) How this situation can impact the cultural safety of the workplace.c) How this situation can impact Tom socially and professionally. Consider in your response the impact on his relationships with others in the workplace and his relationship with Dave. d) What actions could Tom take in this situation? Imagine that his workplace does not handle thesituation and Tom continues to be excluded. What could he do next?Giovanni has a guide dog. One day he is out with his carer, Cathy, who suggests they stop byone of her favourite cafés for something different. As Giovanni’s guide dog is working, it isharnessed. They approach a table and start to sit down. An employee quickly meets them andquietly asks them to leave. Cathy is taken aback and asks why. The employee states that petsare not permitted inside. Cathy says that Giovanni’s ‘pet’ is clearly a guide dog and they areallowed in the premises – health regulations have exemptions for guide dogs.The employee says their manager has requested they leave and they cannot do anything morefor them. Answer the following questions about Giovanni and Cathy’s situation.: What breach has the café committed?What could be the consequences of this scenario?What do you think would be the impact on both Martin and Cathy in this situation?Umair has finished his Certificate III in Individual Support. He has passed all his assessmentsand the feedback from his trainers has been very positive. Umair is very excited to get a job – heenquires at his placement organisation, but unfortunately, they do not have any jobs available atthe moment. The manager promises to let him know if any jobs are going to be advertised, asshe was very impressed with his work. Umair finds that a lot of his job applications do not lead toany interviews. With the urging of his friends, he decides to call the last workplace his applied toand ask why he wasn’t considered for an interview. He is put through to someone called Bri, whosays, ‘Oh Umair, that’s right. I heard about you. Yes, the manager didn’t want to put yourapplication through further because they thought some of our elderly clients might be unsettledby a Muslim on the staff.’ Umair hangs up in shock – he can’t believe what he has just heard!Answer the following questions about Umair’s situation.: What breach has the workplace committed?What could be the consequences of this scenario?What do you think would be the impact on Umair in this situation?a) Someone of an older generation.b) A person with a disability. Question2: Review the Universal Declaration of Human Rights and identify Article/s that are being breachedin Umair’s story.In a short paragraph, describe at least three cultural biases or social expectations which mayexist when working with: Joan is a new, Aboriginal carer at Elise’s service. Lately Joan has had a couple of days off work,and has also had a few days where she has started work later than others in her team.Hani, another carer who is also one of Elise’s good friends, begins to gossip about Joan atlunchtime. She says that Joan excludes herself because she is always so quiet and avoids eyecontact with people. Hani doesn’t like the fact that Joan is new but gets special treatment – noone else comes in late and takes time off, especially in their first two months at a new job!Elise is not impressed by Hani’s behaviour and decides to remove herself from the lunch group.She instead begins to spend some of her lunchtimes with Joan and some different carers. Shelearns that Joan takes time off to help with the care of one of her Aunties, who is very ill.One afternoon Joan approaches Elise and tells her that she will be taking time off work due toSorry Business. Elise is not sure what this means but does not want to appear ignorant and gives Joan her best wishes – she assumes it must not be good news due to the word ‘sorry’. Joan saysthat their supervisor is very compassionate, and she is lucky to work for a company that respectsher cultural traditions, but says that some of the staff make her feel shame.The next day, Hani is talking negatively about Joan again. Elise has had enough, she decides toresearch Aboriginal culture so she can educate Hani before she gets herself into trouble.: 1. Research Aboriginal culture and explain:• Why Hani’s opinion of Joan’s approach to communication is incorrect and inappropriate. • Why Joan was caring for her Auntie.• Sorry Business and how Joan, her family and community would mourn.• Why Joan’s community has a tradition to not say the name of the deceased for some time
2. What impact is Hani’s behaviour having on Joan? What did Joan mean about feelings ofshame?3. How do you think that Elise is contributing to a culturally safe and culturally competentworkplace?4. How should the workplace support Joan in terms of her absences?Fadi has just come into full-time residential care. Fadi tells his son that the food is mainly westernstyle, is very dull and often tough. As he is a Muslim, Fadi does not eat pork.The staff always provide another alternative when pork is on the menu but yesterday, when porksausages were on the menu, the only alternative was fish – which Fadi has a strong aversion toand cannot eat without being ill.When he said he couldn’t eat the sausages or the fish, he was told by staff that he would have tohave a Vegemite sandwich.Fadi’s son is shocked – this is hardly enough for the main meal of the day!Fadi’s son encourages his father to complain, but Fadi says he doesn’t want to cause trouble, heis new and is still trying to settle in.Fadi’s son decides to put in a formal complaint about the food that is served to his father.The manager explains that there are many different nationalities and it is impossible for everycultural food requirement to be catered for all the time. However, the kitchen is keen to help outas much as they can so long as it is within their tight budget, therefore this is why Fadi was givena sandwich. :1. As a client, what rights does Fadi have that are being breached?3. Suggest three strategies that might solve Fadi’s problem.2. What process should be undertaken to investigate this complaint in a culturally sensitivemanner? Joan is a new, Aboriginal carer at Elise’s service. Lately Joan has had a couple of days off work,and has also had a few days where she has started work later than others in her team.Hani, another carer who is also one of Elise’s good friends, begins to gossip about Joan atlunchtime. She says that Joan excludes herself because she is always so quiet and avoids eyecontact with people. Hani doesn’t like the fact that Joan is new but gets special treatment – noone else comes in late and takes time off, especially in their first two months at a new job!Elise is not impressed by Hani’s behaviour and decides to remove herself from the lunch group.She instead begins to spend some of her lunchtimes with Joan and some different carers. Shelearns that Joan takes time off to help with the care of one of her Aunties, who is very ill.One afternoon Joan approaches Elise and tells her that she will be taking time off work due toSorry Business. Elise is not sure what this means but does not want to appear ignorant and gives Joan her best wishes – she assumes it must not be good news due to the word ‘sorry’. Joan saysthat their supervisor is very compassionate, and she is lucky to work for a company that respectsher cultural traditions, but says that some of the staff make her feel shame.The next day, Hani is talking negatively about Joan again. Elise has had enough, she decides toresearch Aboriginal culture so she can educate Hani before she gets herself into trouble.: 1. Research Aboriginal culture and explain:• Why Hani’s opinion of Joan’s approach to communication is incorrect and inappropriate.• Why Joan was caring for her Auntie.• Sorry Business and how Joan, her family and community would mourn.• Why Joan’s community has a tradition to not say the name of the deceased for some time.2. What impact is Hani’s behaviour having on Joan? What did Joan mean about feelings ofshame?
3. How do you think that Elise is contributing to a culturally safe and culturally competentworkplace?4. How should the workplace support Joan in terms of her absences?Question3: Did your perspective or opinion of each of these cultural groups change due to the informationyou learned during this research task? If yes, explain what you learned and how your perspectivehas changed. If no, explain why you feel your perspective has remained the same.Explain how your learnings will help you appreciate and value diversity in your day-to-day workactivities (if you are not currently employed, consider how you will demonstrate this once you areworking).Now research Aboriginal or Torres Strait Islander culture and answer the following questions.Which culture did you research? (Tick the appropriate box.)¤ Aboriginal culture ¤ Torres Strait Islander cultureResearch the social, political and economic issues that are affecting Aboriginal or Torres Strait Islander people and write at least two paragraphs about each issue you identify and its impact.Research at least three important cultural customs for Aboriginal or Torres Strait Islander people,and write at least one paragraph about each. For example, you may like to research Men’s andWomen’s Business, Dreaming, smoking ceremonies, the importance of kinship and so on.Consider how Western society and culture has affected Aboriginal or Torres Strait Islanderpeople. Provide five examples.Identify two issues that impact Aboriginal or Torres Strait Islander people and describe whatprograms and projects have been developed by the Australian government or other stakeholdergroups to address the issues. You may like to use the table format below to present yourresponses.What are four issues that Aboriginal or Torres Strait Islander people face when engaging with health and community services?Question4:DIVERSITY IN THE WORKPLACE -Note to the student: where you refer to specific colleagues, supervisors or clients, do not identify them by name. You may like to use ‘Colleague A’ or ‘Client 1’ or similar.• Provide some detail about your workplace (or the service you are doing your placement at). How diverse is this workplace in terms of staff and client base? Consider race, gender, sexual identity, religious and spiritual beliefs and other areas that define diversity in your response.• How do you, in your day-to-day work activities, show that you value and respect people from different cultures and backgrounds to your own? Provide at least three examples.• How culturally competent is your workplace? Give a reason for your ratings.Did your perspective or opinion of each of these cultural groups change due to the informationyou learned during this research task? If yes, explain what you learned and how your perspectivehas changed. If no, explain why you feel your perspective has remained the same.Explain how your learnings will help you appreciate and value diversity in your day-to-day workactivities (if you are not currently employed, consider how you will demonstrate this once you areworking).• How do you think your ability to build professional relationships with your colleagues and clients encourages a culturally safe work environment?• How does your own cultural background affect the way your communication style and delivery in the workplace? Have you been involved in a cross-cultural misunderstanding with anyone in the workplace, or experienced a difficult situation that stemmed from diversity?• If yes, explain the situation and the strategies you used to bring it to a respectful, sensitive resolution.• If no, explain a situation you have either seen occur between others in the workplace, or have heard about. Discuss the strategy used to deal with the situation – do you agree with the way in which it was handled, or would you have done it differently?• What is one limitation or barrier you feel you have when working with people from backgrounds or cultures different to your own? What do you think you can do to remove the barrier or address the limitation?• What frameworks, approaches and instruments are used in your workplace to not only champion human rights, but to also adhere to legislative and ethical requirements? In your response, ensure you are also referring to frameworks and procedures that deal with discriminatory practices and behaviours.• What interpreter services does your workplace use or make available to its staff and clients? What is the process used? How does your workplace ensure that the situation requires an interpreter, and that the person’s communication needs are met?• What imagery is used in your workplace to assist with a cultural competent and culturally safe workplace?YOUR OWN CULTURE -• Discuss your cultural/social background and that of your family. What language, policies/structures and customs are relevant to your own culture? How do you think your own background impacts on people from backgrounds/cultures different to your own?• How do your cultural beliefs, values and experiences affect your own behaviour, your relationships with others and your social expectations of others from different cultures?• How do you think your culture has impacted Australian society – consider now and its impacts in the future? Do you think there has been positive change?• What changing practices to Australia’s political, economic and social landscape do you believe has directly impacted your culture?• Consider what you have learned during this unit of competency. What cultural biases or assumptions did you have before undertaking this unit?
Answered Same DayFeb 24, 2022

Solution

Deblina answered on Feb 24 2022
68 Votes
Response to the Questions         2
RESPONSE TO THE QUESTIONS
Table of Contents
Question 1    3
Question 2    5
Question 3    6
Question 4    7
Question 1
Case Study 1: Teresa
The language interpreter in the scenario will be able to communicate to others for Teresa. Because she can only speak a few words in English it is effective to have a language interpreter to convey her difficulties to the health care professionals and other professionals accordingly. A language interpreter passively conveys the message of the speaker to the listener from one language to another language that the listener understands. In this case, the language interpreter is aware of both the languages in which the speaker and the listener are conversing. On the other hand, the cultural mediator can shape the exchange of different cultural aspects between the two parties. A cultural interpreter plays a critical role in facilitating successful communication between an institution and an individual.
The type of legislation that is effectively
eached in the scenario is the Fair Work Act of 2009 and the Anti-Discrimination Act. Legislative compliances that have also been
eached are the provisions under the Human Rights and Equal Opportunity Commission Act that has the power to look into discrimination based on sexual preferences. The manager is not comfortable with allowing Tom to attend the dinner because he is interested in
inging his male partner Dave. So this is a complete
each of the aforementioned legislation and the diverse workplace procedures.
Case Study 2: Tom & Dave
Tom may not be comfortable anymore in the workplace because of the injustice and silent harassment that he faced in the workplace. He may not be comfortable because you feel that he is looked down upon because of his sexual preferences. This would affect the communication between the employees and thereby affect the performance in the workplace.
Tom may turn up socially uncomfortable and this would affect his professional performance. His relationship with Dave is indirectly discarded by his colleagues in his new workplace. This may also put stress on his relationship with Dave if he is emotionally not strong. This is a specific injustice that is a very common aspect in the society from which people from minor sexual orientation suffer.
Tom should exclusively refer to the work, health, and safety act and other legislative compliances that will effectively focus on protecting his social rights and the harassment that he faced in his workplace.
Case Study 3: Giovani & Guide Dog
The Royal National Institute of blind people has stated that under the Equality Act of 2010 it is illegal for an organization to refuse entry to a person because they are a guide dog user. Rather no organization can refuse the entry of Guide dogs. This scenario is a complete
each of the Equality act of 2010 and Disability Discrimination Act 2010.
In such a scenario Giovanni and Cathy protest and complain to the local...
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