Week 2 Differing Cultures Needs

Week 2 Differing Cultures Needs

“Multicultural leadership is the ability, in the role of a manager/leader to recognize and understand how cultural background may affect a person’s attitude and work performance in different situations (Multicultural leadership, 2014).

Post a brief description of two challenges associated with multicultural leadership in public health. 

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The difficulties related with multicultural leadership in public health wellbeing can’t be over-underlined. As portrayed by Dowell et al., (2011), one of the difficulties related with multicultural initiative in general wellbeing is imparting under troublesome conditions. This is related with cooperating with people from all works of life who will in general have different individual social foundations. Subsequently, imparting adequately or passing messages across might now and then be an enormous assignment to achieve with respect to the leader.

Provide strategies for addressing these challenges. 

According to Bücker and Poutsma (2010), there are series of strategies that could be adopted in addressing the various challenges associated with multicultural leadership in public health; one of which is to consciously develop some projects that give people from different cultural backgrounds opportunity to work together, this will not only strengthen cohesion and teamwork but also help create mixed teams or small groups so that people gain more experience in working collaboratively together in the long run. Other ways to address these challenges could be the leader taking the initiative to address all tasks by overseeing the project time-lines and team representatives.

Finally, explain how multicultural competencies might influence your public health leadership philosophy.

As a public health leader, multicultural competencies may influence my philosophy by providing a more strict view on assignments. multicultural competencies will help in the creation of awareness of differing cultures needs especially the ones to be included in all processes of planning, implementation as well as evaluation as a public health professional by helping me to focus on community-based health program planning, research, and not forgetting the cultural competence which implies that it is possible for public health professionals to completely know another culture. By focusing on community-based health program planning and research, cultural competence implies that it is possible for public health professionals to completely know another culture, whereas intercultural competence implies it is a dual-sided process. Incorporating cultural diversity training into public health curricula presents opportunities to improve programming, research, and policy around health disparities from a preventative approach. Overall, The concept of multicultural leadership in public health has been around for a while and cannot be underestimated, according to Nahavandi (2014), multicultural leadership not only involves deep immersion within different cultures but to also gain insightful understanding to their various values as well as specific context.


Bücker, J., & Poutsma, E. (2010). Global management competencies: a theoretical foundation.

Journal of Managerial Psychology, 25(8), 829–844.

Dowell, S. F., Tappero, J. W., & Frieden, T. R. (2011). Public health in Haiti: Challenges and

progress. New England Journal of Medicine, 364(4), 300-301.

Fleckman, J., Dal Corso, M., Ramirez, S., Begalieva, M., & Johnson, C. (2015, September 2). Intercultural competency in public health: A call for action to incorporate training into public health education. Retrieved March 09, 2021, from https://www.ncbi.nlm.nih.gov/pmc/articles/PMC45569…

Multicultural leadership starts from within. (2014, July 23). Retrieved March 09, 2021, from https://hbr.org/2012/01/multicultural-leadership-s…

Nahavandi, A. (2014). The art and science of leadership (7th ed.). Upper Saddle River, NJ:


.1 day ago

Beatrice Mbaocha 

RE: Discussion – Week 2


A brief description of two challenges associated with multicultural leadership in public health.

The escalating rate of globalization and cultural diversity has its leadership challenges and managerial complexities. These challenges associated with multicultural leadership span from cultural gaps to gender bias. These multicultural challenges do not only pose a challenge for public health leadership but affect population health outcomes. However, the ability to understand, appreciate, respect, and embrace cultural differences is key to the growth and sustainability of an organization and improved population health (Nahavandi, 2014).

Then, provide strategies for addressing these challenges

Strategies for addressing challenges associated with multicultural leadership include but are not limited to public health leaders’ ability to be culturally sensitive, appreciate cultural differences and adopt an inclusive leadership approach. According to Nahavandi (2014), organizations that value diversity and inclusivity have more satisfied employees and better employee retention rates. It is also very pertinent for public health leaders to engage stakeholders in policy decision-making and implementation.

Finally, explain how multicultural competencies might influence your public health leadership philosophy

Acquisition of Multicultural competencies may influence my public health leadership philosophy in various ways that will improve population outcomes. The fundamental influence will involve personal cultural awareness, advocacy for policies to implement free cultural competency continue education for employees.  According to Younas (2020), public health leaders and health care providers have the fundamental responsibility of being aware of their own culture. This awareness will potentially impact delivery quality culturally competent care and optimum population health outcome. Also, acknowledging generational and gender differences and contribution to organizations potentially creates positive energy and improves productivity (Nahavandi, 2014).


  Nahavandi, A. (2014). The art and science of leadership (7th ed.). Upper Saddle River, NJ: Pearson

               Younas, A. (2020). Self-awareness: A tool for providing culturally competent care. Nursing, 50(2), 61–63. https://doi-org.ezp.waldenulibrary.org/10.1097/01.NURSE.0000651628.71776.b32

1 hours ago

Mya Win
RE: Discussion – Week 2
Multicultural Leadership
It is very important for leaders to understand multiculturalism as they often have to manage a culturally diverse force (Lisak & Erez, 2015).  Culture includes commonly held values within a group of people such as a set of norms, customs, values, and behavior of a group (Nahavandi, 2014).  The leaders often have to face the twin challenges of creating synergy among their culturally diverse team members and coordinating their activities to maximize efficiency to accomplish the goals (Lisak & Erez, 2015).   Leaders who have multi-culture awareness and who can highlight meaningful cultural differences can effectively lead a diverse workforce and can bring out the best outcomes for the organization.
Multicultural Leadership in Public Health and Challenges
In the public health field, it is vital to honor a wide range of different cultures and understand different backgrounds to develop new innovative approaches.  However, there are several challenges that leaders can face.  The two main challenges include a lack of acceptance and communication barriers.  A good leader who leads a multicultural group much promote mutual acceptance and tolerance of an individual’s behavior that is influenced by his or her nationality, tradition, culture, beliefs, values, and experience (Ramthun & Matkin, 2012).  Understanding different racial origins, faiths, and values is a very important characteristic of a multicultural leader.  Therefore, a multicultural leader must learn to balance and cultivate the will of acceptance and tolerance for each other within a team while establishing cultural competency in terms of their understanding and beliefs (Ramthun et al., 2012).  Another challenge is the communication barriers.  Many workplaces have diverse workforces.  Especially public health leaders need to deal with English-speaking employees as well as limited-English speaking members.  When communicating with the team, the leaders need to make sure the message is clear, easy to understand, and not ambiguous.  Moreover, the leader should not speak too fast, mumbles, or use jargon that can lead to misunderstanding (Aritz & Walker, 2014).  Other strategies to mitigate communication barriers include listening attentively, speak clearly with compassion, and create an environment in which every team member feels comfortable communicating freely in a manner that others can understand (Aritz & Walker, 2014).
Explain how multicultural competencies might influence your public health leadership philosophy
I believe the multicultural competencies have a very high impact on public health leadership philosophy.  Effective multicultural public health leaders need very high cultural intelligence to motivate, cultivate, and lead a diverse team.  McQueen (2003) states that emotional intelligence is the ability of a leader to understand and manage their own emotions and the emotions of their followers allow leaders to recognize, connect, and learn from their own and other mental states (McQueen, 2003).  Effective leaders pay attention to body languages, service-oriented, and have the ability to respond to feeling in an empathic manner (Kerr et al., 2006).  Leaders who are great at communications and who are open-minded are emotionally intelligent leaders.
Aritz, J., & Walker, R. C. (2014). Leadership Styles in Multicultural Groups. International Journal of Business Communication, 51(1), 72–92. https://doi.org/10.1177/2329488413516211
Joshi Pant, J., & V., V. (2015). Challenges in Diversity Management: A Case Study of MediHealth Systems. South Asian Journal of Management, 22(1), 159–186.
Kerr, R., Garvin, J., Heaton, N., & Boyle, E. (2006). Emotional intelligence and leadership effectiveness. Leadership & Organization Development Journal, 27(4), 265–279. https://doi.org/10.1108/01437730610666028
Lisak, A., & Erez, M. (2015). Leadership emergence in multicultural teams: The power of global characteristics. Journal of World Business, 50(1), 3–14. https://doi-org.ezp.waldenulibrary.org/10.1016/j.j…
McQueen, A.C.H. (2003). Emotional intelligence in nursing work. Journal of Advance Nursing, 47(1); 101-108.
Nahavandi, A. (2014). Art and Science of Leadership, The (7th ed.). Pearson.
Ramthun, A. J., & Matkin, G. S. (2012). Multicultural Shared Leadership. Journal of Leadership & Organizational Studies, 19(3), 303–314. https://doi.org/10.1177/1548051812444129