Rethinking Cultural Competence in Higher Education: An Ecological Framework for Student Development: ASHE Higher Education Report, Volume 42, Number 4

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Take a holistic look at an intentional educational ecosystem that builds cultural competence, a critical skill college graduates need for careers and citizenship in a diverse global society. This monograph unpacks the multilayered meanings of cultural competence and offers a term, “diversity competence,” that is more consistent with the broad spectrum of diversity learning outcomes that occur on campus.

Drawing on the findings of a survey of recent college graduates now working as professionals, the monograph offers:
  • leading-edge, integrative models that bring together the multidimensional components of the learning environment including curricular, co-curricular, and service learning,
  • research-based factors contributing to a campus environment that encourages cultural competence,
  • in-depth assessment and analysis of best practices, and
  • concrete recommendations that offer a transformative pathway to the attainment of diversity competence in the undergraduate experience.

This is the fourth issue of the 42nd volume of the Jossey-Bass series ASHE Higher Education Report. Each monograph is the definitive analysis of a tough higher education issue, based on thorough research of pertinent literature and institutional experiences. Topics are identified by a national survey. Noted practitioners and scholars are then commissioned to write the reports, with experts providing critical reviews of each manuscript before publication.

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Publisher
John Wiley & Sons
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Published on
Jun 21, 2016
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Pages
176
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ISBN
9781119295358
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Language
English
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Genres
Education / Administration / General
Education / General
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This content is DRM protected.
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In a turbulent, unstable era of severe financial pressures, the development of strategic human resource (HR) practices has become an urgent mandate in higher education. With significant and widespread institutional shifts resulting from globalization, heightened competition, and rapid innovation, educational leaders must optimize their most significant resource—human capital—and align HR strategies, structures, and processes with organizational goals. Due to substantial cuts in state appropriations and rapidly diminishing budgets, public institutions of higher education in particular are struggling to realign resources and programs to fulfill their educational missions and maintain academic quality, while simultaneously responding to complex external legislative and accreditation mandates.

In light of these challenges, Creating a Tipping Point: Strategic Human Resources in Higher Education breaks new ground by presenting a research-based approach that supports the evolution of HR practices from siloed, transactional models to strategic operations that serve the entire university. This monograph provides a concrete, progressive road map to developing organizational capabilities in support of the university's academic mission and illustrates this pathway with examples drawn from public research universities. It offers strategies, tools, metrics, and action steps that support the development of an effective and efficient strategic HR operation in higher education. For institutions seeking to implement strategic HR, this book is a practical and invaluable resource.

From a distinguished clinician, pioneer in working with behaviorally challenging kids, and author of the acclaimed The Explosive Child comes a groundbreaking approach for understanding and helping these kids and transforming school discipline.

Frequent visits to the principal's office. Detentions. Suspensions. Expulsions. These are the established tools of school discipline for kids who don't abide by school rules, have a hard time getting along with other kids, don't seem to respect authority, don't seem interested in learning, and are disrupting the learning of their classmates. But there's a big problem with these strategies: They are ineffective for most of the students to whom they are applied.

It's time for a change in course.

Here, Dr. Ross W. Greene presents an enlightened, clear-cut, and practical alternative. Relying on research from the neurosciences, Dr. Greene offers a new conceptual framework for understanding the difficulties of kids with behavioral challenges and explains why traditional discipline isn't effective at addressing these difficulties. Emphasizing the revolutionarily simple and positive notion that kids do well if they can, he persuasively argues that kids with behavioral challenges are not attention-seeking, manipulative, limit-testing, coercive, or unmotivated, but that they lack the skills to behave adaptively. And when adults recognize the true factors underlying difficult behavior and teach kids the skills in increments they can handle, the results are astounding: The kids overcome their obstacles; the frustration of teachers, parents, and classmates diminishes; and the well-being and learning of all students are enhanced.

In Lost at School, Dr. Greene describes how his road-tested, evidence-based approach -- called Collaborative Problem Solving -- can help challenging kids at school.

His lively, compelling narrative includes:

• tools to identify the triggers and lagging skills underlying challenging behavior.

• explicit guidance on how to radically improve interactions with challenging kids -- along with many examples showing how it's done.

• dialogues, Q & A's, and the story, which runs through the book, of one child and his teachers, parents, and school.

• practical guidance for successful planning and collaboration among teachers, parents, administrations, and kids.

Backed by years of experience and research, and written with a powerful sense of hope and achievable change, Lost at School gives teachers and parents the realistic strategies and information to impact the classroom experience of every challenging kid.
 Being different from the masses is one of the greatest gifts that you possess! Let s face it: Who wants to be just like everyone else? Talk about boring! People come in all shapes and sizes and are born with natural and unnatural gifts and talents like no other, and your greatest challenge is to discover your gifts and then apply them to the world to create a better place, a better planet, a better universe! That is my challenge to you so that all of us can get along peacefully and become truly a population of one. I would like to ask you some questions to help you discover what makes you unique, different, and awesome. Are you different? Are you unique? Do you look different than others? Talk differently than others? Do you walk differently than others? Have you been born with talents that very few others have? Have you been brainwashed to look at your talents as a disability? Do you stay up nights dwelling on all the things in life you don t have, rather than focus on all the blessings you do have? Have you ever been bullied at school, at home, and in many areas in your life? Have you ever been called a retard, dumb, disabled ? If you have answered yes to any of these questions, perhaps you have yet to understand, accept, and apply your unique gifts to make the world a better place. If you have answered Yes to any of these questions, I feel your pain, I have walked in your shoes, and I can empathize with your situation. I have been bullied, called a retard, told that I am disabled, put in special classes, advised that I should not expect to reach my goals. My name is Tyler McNamer and I have been called ALL of the above many, many times in my life. I am nineteen years old and have been blessed with autism my entire life. I have chosen to accept my label of autism not as a disability but as an extraordinary ability and I want to help you overcome the label that you may have suffered from for many years of your life. So what is autism? The dictionary defines autism as a mental condition, present from early childhood, characterized by great difficulty in communicating and forming relationships with others. Also, it is defined as a mental condition in which fantasy dominates over reality. So just how many people today are affected by this condition? According to a recent WebMD study, 1 in 88 kids today has autism and for boys the numbers is 1 in 54. Also you might be surprised to learn that since 2002, autism has increased by 78 percent. Let s put those numbers in perspective. A high school with 1,000 students enrolled is going to have 11 students with this condition, and a bigger high school with 2,500 students is going to have 28 students with autism. So, now that you know more about autism, let me highlight some of the things you will learn by reading this book since I want to assure you that this book is not just a book about autism it is a book about how we can all live together in harmony regardless of our differences. In this book, you are going to learn that, despite our differences and diversities, we can get along and become a population of one to serve others. In this book, you will learn the importance of becoming the leader in your own life, following your dreams. You will learn to focus on your blessings instead of being discouraged by your challenges. In this book, you will learn to embrace change and continue to learn for a lifetime. In this book, you will learn what it is like to be blessed with the unique ability of having autism. You will learn how not only to cope with your gifts, but to thrive in life and pursue your goals despite your challenges. In this book, you will learn how to turn your ability into a blessing to serve others
* Full of concrete strategies and practical tools for implementing a successful and sustainable talent management program* The first book to provide a concrete roadmap to integrated HR and diversity strategyFor HR professionals and leaders, chief diversity officers, line managers, and executives in the private and public sectors and higher education, this book presents a systematic approach to integrating HR practices and strategic diversity initiatives to create the inclusive, high performance workforce that every enterprise and institution needs to succeed in an increasingly multicultural society and global marketplace.The authors point of departure is that talent is the primary strategic asset necessary for organizational success in a demographically diversifying and globally interconnected world. Organizations must optimize their human capital resources by the deliberate development of synergy between human resource (HR) and diversity programs. The authors identify two critical practices: "talent management" through the orchestration of HR and diversity programs to enhance organizational capability by unleashing, mobilizing, nurturing, and sustaining the contributions of a diverse workforce; and "talent sustainability" through the close integration of HR and diversity to continuously develop systems, structures, processes, and a culture that heighten employee commitment, engagement, and inclusion. They further believe that there should be a commonality of practice across all types of organizations, so that each sector can learn from the others to accelerate its adaptation to today s rapidly shifting national and global realities.Edna Chun and Alvin Evans are award-winning authors and human resource and diversity. Two of their books, Are the Walls Really Down? Behavioral and Organizational Barriers to Faculty and Staff Diversity (2007) and Bridging the Diversity Divide: Globalization and Reciprocal Empowerment in Higher Education (2009) were recipients of the prestigious Kathryn G. Hansen Publication Award. Their most recent publications include Diverse Administrators in Peril: The New Indentured Class in Higher Education (2012) and Creating a Tipping Point: Strategic HR in Higher Education (2012). Alvin Evans serves as Interim Vice President of Human Resources for Kent State University and Edna Chun is Associate Vice Chancellor for Human Resources at the University of North Carolina at Greensboro.
Awarded a Silver Medal in the category Human Resources and Employee Training from the 2014 Axiom Business Book Awards

• Create the inclusive, high performance workforce needed to succeed in an increasing multicultural society and global marketplace

• Learn how global organizations and leading professional associations develop integrated HR/diversity talent strategies, and the specific challenges they face

• Get practical tools to assess integrated HR/diversity strategic planning, and see why organizations are not making more diversity progress

• Develop specific performance indicators to track your progress in implementing synergistic HR/diversity approaches

• Case studies of SHRM, federal and state government, global corporations, and higher education illustrate systematic, integrated HR/diversity efforts

For HR professionals and leaders, chief diversity officers, line managers, and executives in the private and public sectors and higher education, this book presents a systematic approach to integrating HR practices and strategic diversity initiatives to create the inclusive, high performance workforce that every enterprise and institution needs to succeed in an increasingly multicultural society and global marketplace.

The authors’ point of departure is that talent is the primary strategic asset necessary for organizational survival and success in a demographically diversifying and globally interconnected world. Organizations seeking to attain their full potential in this new talent frontier must optimize their human capital resources by the deliberate development of synergy between human resource (HR) and diversity programs. Failure to integrate and coordinate these two functions will erode organizational competitiveness, whether it is in developing new markets, products, programs, or services.

As the first book to provide a concrete roadmap to integrated HR and diversity strategy, the authors identify two critical practices: talent management through the orchestration of HR and diversity programs to enhance organizational capability by unleashing, mobilizing, nurturing, and sustaining the contributions of a diverse and talented workforce; and talent sustainability through the close integration of HR and diversity to continuously develop systems, structures, processes, and a culture that heighten employee commitment, engagement, and inclusion.

They further believe that there should be a commonality of practice across all types of organizations, and that each sector can learn from the others to accelerate its adaptation to today’s rapidly shifting national and global realities.

Based on the most current research and on interviews with HR and diversity leaders in major organizations, this book provides the reader with concrete strategies and practical tools for implementing a successful and sustainable talent management program. It also addresses common barriers to the development of synergistic HR and diversity strategy, and how to overcome them.

Given the evolutionary nature of the integration of HR and diversity, the authors present nine extensive case studies from all organizational sectors, as well as from the two leading Human Resource professional associations – the Society for Human Resource Management (SHRM) and the College and University Professional Association for Human Resources (CUPA-HR) – to illustrate the dynamic intersection between HR and diversity practices.
With the imminent demographic shifts in our society and the need to prepare students for citizenship in a global, knowledge-based society, the role of the academic department chair in creating diverse and inclusive learning environments is arguably the most pivotal position in higher education today.

In the United States, increasing minority student enrollment coupled with the emergence of a minority majority American nation by 2042 demands that academic institutions be responsive to these changing demographics. The isolation of the ivory tower is no longer an option. This is the first book to address the role of the department chair in diversity and addresses an unmet need by providing a research-based, systematic approach to diversity leadership in the academic department based upon survey findings and in-person interviews.

The department chair represents the nexus between the faculty and the administration and is positioned uniquely to impact diversity progress. Research indicates that more than 80 percent of academic decisions regarding appointment, curriculum, tenure and promotion, classroom pedagogy, and student outcomes are made by the department chair in consultation with the faculty.

This book examines the multidimensional contributions that chairs make in advancing diversity within their departments and institutions in the representation of diverse faculty and staff; in tenure and promotion; curricular change; student learning outcomes; and departmental climate. The scope and content of the book is not limited to institutions in the United States but is applicable to academic institutions globally in their efforts to address the access and success of increasingly diverse student populations.

It addresses institutional power structures and the role of the dean in relation to the appointment of chairs and their impact on the success of chairs from non-dominant groups, including female, minority, and lesbian/gay/transgendered individuals who serve in predominantly white male departments.

Using qualitative and quantitative research methods, the book analyzes predominant structural and behavioral barriers that can impede diversity progress within the academic department. It then focuses upon the opportunities and challenges chairs face in their collaborative journey with faculty and administration toward inclusive departmental and institutional practices. Each chapter provides concrete strategies that chairs can use to strengthen diversity in the academic department.

Addressed to department chairs, deans, faculty, and administrative leaders in higher education in all Western societies facing demographic change and global challenges, this book offers a critical road map to creating the successful academic institutions that will meet the needs of our changing populations.
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