1

Name – Izrein Shaikh

Roll – MAPS2424
CULTURE AND PSYCHOLOGY
ASSINGMENT 1: Review on any two theoretical models of cultural competence.
1)Purnell's Model for Cultural Competence is a widely used framework that provides
a comprehensive understanding of the various aspects of culture that influence health
and healthcare. Developed by Larry Purnell, the model is particularly valuable for
healthcare professionals who interact with patients from diverse cultural backgrounds.
Key components:
• Holistic Approach: The culture is a complex system that encompasses multiple
dimensions, including demographics, beliefs, values, behaviours, and roles.
• Interconnectedness: These dimensions, highlighting how changes in one
aspect can impact others.
• Individual and Community Perspectives: Both individual and community-
level cultural factors, providing a nuanced understanding of cultural influences
on health.
• Comprehensive Approach: The culture is a multifaceted construct
encompassing demographics, beliefs, values, behaviours, and roles. By
examining these interconnected dimensions, healthcare professionals can gain
a more nuanced understanding of their patients' experiences.
• Individual and Community Perspectives: This recognition highlights the
interplay between personal beliefs and societal influences, providing a more
comprehensive view of cultural dynamics.
Cultural Domains:
1. Demographics: Age, gender, ethnicity, race, socioeconomic status.
2. Health Beliefs: Perceptions of health, illness, and disease.
3. Values: Principles that guide behaviour and decision-making.
4. Time: Orientation to time and its impact on health behaviours.
5. Space: Use of personal space and the concept of crowding.
6. Communication: Verbal and nonverbal communication styles.
7. Nutrition: Food preferences, dietary restrictions, and cultural significance of
food.
8. Family: Structure, roles, and relationships within families.
9. Social Organization: Social groups, networks, and institutions.
 2

10. Religion and Spirituality: Beliefs, practices, and the role of spirituality in
health.
11. Biocultural Ecology: Genetic variations and environmental factors that
influence health.
12. Workforce Issues: Cultural diversity within the healthcare workforce and its
impact on patient care.
Assumptions:
1. Linear Cultural Development: Assumes a linear progression of cultural
evolution, which may not accurately reflect the complexities of cultural
change.
2. Cultural Homogeneity: Overlooks variations within cultural groups,
assuming a single cultural identity.
3. Static Culture: Presents culture as fixed, while it's dynamic and ever-
changing.
4. Individual - Centered Focus: Prioritizes individual experiences,
potentially neglecting societal and structural influences.
5. Western Perspective: May be biased towards Western cultural values,
limiting its applicability to other cultures.
Applications:
• Cultural Assessment: Understanding patients' cultural beliefs, values, and
behaviours.
• Education and Training: Educating healthcare professionals about cultural
competence.
• Research: Investigating the relationship between cultural factors and health
outcomes.
• Program Development: Developing culturally appropriate health programs and
interventions.
Principles:
1. Cultural Sensitivity: Recognizing and respecting the cultural beliefs, values,
and behaviours of individuals and communities.
2. Cultural Humility: Acknowledging one's own cultural biases and limitations,
and actively seeking to learn from others.
3. Cultural Competency: Possessing the knowledge, skills, and attitudes
necessary to provide culturally appropriate healthcare.
4. Culturally Congruent Care: Providing healthcare services that are consistent
with the cultural beliefs and values of the patient.
 3

5. Cultural Safety: Creating a healthcare environment that is inclusive,

respectful, and free from discrimination.
Practices:
1. Cultural Assessment: Conducting a comprehensive assessment to understand
the patient's cultural beliefs, values, and behaviours.
2. Cultural Adaptation: Modifying healthcare practices and interventions to be
culturally appropriate and relevant.
3. Culturally Appropriate Communication: Using language and communication
styles that are respectful and understandable to the patient.
4. Involving the Community: Collaborating with community members and
organizations to address cultural health disparities.
5. Ongoing Learning and Development: Continuously seeking to learn about
different cultures and improve cultural competence.
Strengths:
• Comprehensive Approach: Considers multiple dimensions of culture.
• Individual and Community Focus: Recognizes both individual and
community-level factors.
• Practical Applications: Can be applied to various aspects of healthcare.
• Flexibility: Adaptable to different cultural contexts and healthcare settings.
Limitations:
• Complexity: Can be challenging to apply in clinical settings.
• Static Nature: May not capture the dynamic nature of culture.
• Cultural Bias: May be influenced by the creator's cultural perspective.
• Limited Empirical Evidence: May lack empirical support for its effectiveness.
•

Sue's Multicultural Counselling Competence Model: A Deeper Dive

Sue's Multicultural Counselling Competence Model offers a comprehensive
framework for understanding and addressing cultural issues in counselling and
therapy. It provides a systematic approach to developing the knowledge, skills, and
attitudes necessary for effective cross-cultural interactions.
Key Components:
1. Confrontation: Directly addressing cultural biases, stereotypes, and
discriminatory behaviours is essential for creating a safe and inclusive
 4

therapeutic environment. Confrontation can help to challenge harmful

assumptions and promote cultural sensitivity.
2. Empathy: Understanding and appreciating the client's cultural perspective is
crucial for building rapport and trust. Empathy involves actively listening,
validating the client's experiences, and showing respect for their cultural
beliefs and values.
3. Knowledge: Acquiring knowledge about different cultures and their values,
beliefs, and behaviours is essential for effective cross-cultural counselling.
This knowledge can help to avoid misunderstandings, communicate
effectively, and provide culturally appropriate interventions.
4. Awareness: Recognizing one's own cultural biases and limitations is crucial
for providing culturally competent care. Self-awareness can help to identify
potential blind spots and avoid projecting one's own cultural values onto
clients.
5. Skills: Developing the skills necessary to communicate effectively with clients
from diverse backgrounds is essential for building rapport and providing
culturally sensitive care. These skills include active listening, nonverbal
communication, and adapting one's counselling style to meet the client's
cultural needs.
Applications:
• Cultural Assessment: Assessing the client's cultural background and
identifying any potential cultural barriers to counselling.
• Cultural Formulation: Incorporating cultural factors into the counselling
process to develop a comprehensive understanding of the client's issues.
• Cultural Interventions: Using culturally appropriate techniques and
interventions to address the client's needs.
• Cultural Supervision: Providing supervision and training to counsellors to
enhance their multicultural competence.
Assumptions:
1. Western-centric Focus: May be influenced by Western cultural perspectives.
2. Individualistic Approach: Primarily focuses on individual cultural experiences.
3. Linear Progression of Multicultural Competence: Assumes a linear
progression, which may not always be the case.
4. Focus on Microaggressions: May not fully capture the impact of systemic
racism and cultural oppression.
5. Assumption of Shared Goals: Assumes shared goals between counselors and
clients, which may not always be the case.
 5

Principles and Practices:

• Cultural Awareness and Confrontation: Recognizing and addressing cultural
biases and stereotypes.
• Empathy and Knowledge: Understanding and appreciating clients' cultural
perspectives.
• Skill Development: Developing skills to communicate effectively with diverse
clients.
• Cultural Assessment and Formulation: Incorporating cultural factors into the
counseling process.
• Culturally Appropriate Interventions: Using culturally sensitive techniques.
• Community Engagement: Collaborating with the community to address
cultural health disparities.
• Ongoing Learning: Continuously seeking to learn about different cultures.
Strengths:
• Comprehensive Framework: Addresses multiple aspects of cultural
competence.
• Practical Applications: Can be applied to various counseling situations.
• Focus on Individual and Cultural Factors: Recognizes the interplay between
the two.
• Clear Guidelines: Provides clear guidelines for developing cultural
competence.
Limitations:
• Western-Centric Focus: May be limited in its applicability to non-Western
cultures.
• Individualistic Approach: May overlook broader societal and structural
factors.
• Limited Empirical Evidence: May lack empirical support for its effectiveness.
• Complexity: Can be challenging to implement in practice.
Comparing the Two Models:
Similarities:
• Cultural Sensitivity and Competence: Both emphasize the importance of
cultural sensitivity, humility, and competence.
• Cultural Assessment: Both advocate for cultural assessments to understand the
client's cultural background.
 6

• Cultural Adaptation: Both suggest adapting practices to be culturally

appropriate.
• Community Involvement: Both emphasize the importance of community
engagement.
Differences:
• Focus: Purnell's Model focuses on healthcare, while Sue's Model focuses on
counselling.
• Domains of Culture: Purnell's Model identifies 12 domains, while Sue's Model
focuses on five components of multicultural competence.
• Levels of Competence: Sue's Model has three levels, while Purnell's does not.
• Application: Purnell's Model applies to various healthcare settings, while Sue's
Model is more specific to counselling.
Comparing Applications in Counselling Practice:

Purnell's Model is primarily focused on cultural competence in healthcare,

emphasizing cultural assessment, formulation, and the selection of culturally
appropriate interventions. It also highlights the importance of community engagement
in addressing cultural health disparities.

Sue's Multicultural Counselling Competence Model is specifically designed for

counselling and therapy. It focuses on the counsellor's self-awareness, empathy, and
skills in communicating effectively with clients from diverse backgrounds. It also
emphasizes the importance of addressing cultural biases and stereotypes.

Comparing Implications:
• Cultural Sensitivity: Respecting clients' cultural beliefs and values.
• Cultural Competence: Developing knowledge, skills, and attitudes to provide
culturally appropriate care.
• Culturally Appropriate Interventions: Tailoring interventions to clients'
cultural backgrounds.
• Community Engagement: Collaborating with communities to understand and
address cultural needs.
• Continuous Learning: Staying informed about different cultures to improve
cultural competence.