College of Health Sciences, School of Nursing, University of Delaware, 25 North College, Newark, DE 19716, USA.
J Transcult Nurs. 2011 Jan;22(1):7-14. doi: 10.1177/1043659610387147.
The journey to organizational cultural competence for a health care organization, educational setting, freestanding clinic, or long-term-care organization is a process that requires the collaborative efforts from people at all levels in every department as well as external consumers such as public policy officials, students, and community leaders. Broadly speaking, four main but overlapping areas must be considered in institute activities and strategies to accomplish a comprehensive culturally competent organization. These four areas are (a) administration and governance, (b) orientation and education, (c) language, and (d) staff competencies. This article presents key content areas and activities to consider on the journey to cultural competence. Tables with suggested departmental responsibilities for implementation are included. In some cases, the journey may best be facilitated by a consultant who is well versed in cultural competence and organizational dynamics.
医疗机构、教育机构、独立诊所或长期护理机构实现组织文化能力的过程需要各个层面、各个部门的人员以及外部利益相关者（如公共政策官员、学生和社区领袖）共同努力。广义而言，要实现全面的文化能力组织，必须在机构活动和策略中考虑四个主要但重叠的领域。这四个领域是(a)管理和治理，(b)定位和教育，(c)语言，和(d)员工能力。本文介绍了实现文化能力过程中需要考虑的关键内容领域和活动。还包括了建议的部门实施职责表。在某些情况下，最好由精通文化能力和组织动态的顾问来促进这一进程。
