Introduction
Being an American Caucasian, I understand that though I live in an America, my lineage can be traced back to Western Europe (Nadel, 2005). Despite the fact that I have been in America for quite a considerable length of time, I still hold on to some elements of our culture. Considering that America has its cultural identity defined by some particular elements, I have since acclimatise with the culture. In this case, the two cultural backgrounds that makeup my cultural identity are the American culture and the Caucasian culture.
Features that illustrate the Two Cultures
Being a Caucasian American, I have since gained a number of physiognomies that define my cultural identity. I can communicate with people confidently and eloquently. Being in America, where leisure is highly embraced, I often take my time to vacations and have fun with my friends and family (Slapin, 2013). Considering that the Western Europe people share a common virtue of putting family in high regards, I often spent time with my family and communicate easily with my siblings and parents. It’s quite easy for me to communicate with strangers making them comfortable.
How My Cultural Identity Has Influenced My Work
Apparently, leaning to the American Caucasian culture has affected my job in many ways. I can easily and comfortably communicate with my colleagues, and strangers. I am patient in nervous instances. I believe in the freedom of choice, even when under situations that I have influence. I view everyone equal in the workplace irrespective of his or herreligion race or colour (Matsumoto, 2011).
How My Cultural Background and Identity May Influence Work As Chair of the Committee
My cultural background may influence my work as chair of the committee in many apparent ways. Considering that I work with people that come from different cultural background, disputes may arise in the process since we all have differing believes that are likely to conflict. Conflict may stem from how we conduct our responsibilities since we lean on differing cultures (Avruch, 1998). Misunderstandings may also arise subsequent to behaviour and style difference, modes of negotiation, and how we create our relationships.
Reasons as to why the committee members ought to complete a similar self-analysis
It offers a platform where one can easily understand himself or herself better. It will enhance communications and mutual understanding amongst the other committee members (Mason, & Williams-Murphy, 2008). Undertaking a self-analysis enables one passably to overcome obstacles ensuing the fact that he or she is already conversant with his or her weakness. It enables one comprehend his or her limits of competence and tolerate ambiguity.
Benefits of multiple perspectives and world views of the individuals on the committee.
Considering that the committee will consist of people from differing cultural backgrounds, the resultant perspectives and world views of the individuals on the committee will be of benefit to the committee in many ways. The committee members will be in a good position to appreciate the multiple identities. People will acknowledge biases and assumptions ensuing to the differing cultures. The differing multiple perspectives and world views encourage the members to tolerate indistinctness (Martin, 2001).
An issue that may cause controversy within the committee and how to solve it
The most vulnerable issue that may cause controversy in an environment where people of differing culture, sex, religion, lifestyles and race is communications. To help solve and prevent such instances from happening in such a setting, it is important to: take into account the cultural considerations of different people present in the committee (Hill, & Dik, 2012), encourage the committee members to address issues together in harmony and seek quittance when necessary, and finally take an initiative of dealing with the root cause in an effort to avoid similar mistakes in future.
Guidelines essential in eradicating cultural bias
References
Avruch, K. (1998). Culture & conflict resolution. Washington, D.C: United States Inst. of
Peace Press.
Hill, P. C., & Dik, B. J. (2012). Psychology of religion and workplace spirituality. Charlotte,
N.C: Information Age Pub., Inc.
Martin, G. (2001). Human values and ethics in the workplace. Cherrybrook, N.S.W.: Glenn
Martin.
Mason, J. L., & Williams-Murphy, T. (2008). Cultural competence self-assessment
Questionnaire: A manual for users. Portland, Or. (P.O. Box 751, Portland 97207-0751: Research and Training Center on Family Support and Children's Mental Health, Regional Research Institute for Human Services, Graduate School of Social Work, Portland State University
Matsumoto, D. (2001). The Handbook of Culture and Psychology. New York: Oxford
Lawrence: U.P. of Kansas.
Richards, E. R., & O'Brien, B. J. (2012). Misreading Scripture with Western eyes: Removing
Cultural blinders to better understand the Bible. Downers Grove, Ill: IVP Books.
Slapin, B. (2013). Basic skills caucasian Americans workbook. Oakland, CA: PM Press.
