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Ideology of Supervision and Cultural...

Holloman-Hunt, Felicia Monique.

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Ideology of Supervision and Cultural Competence: How Individual and Intercultural Group Supervision Break Cultural Barriers.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Ideology of Supervision and Cultural Competence: How Individual and Intercultural Group Supervision Break Cultural Barriers./
Author:	Holloman-Hunt, Felicia Monique.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2023,
Description:	151 p.
Notes:	Source: Dissertations Abstracts International, Volume: 85-05, Section: A.
Contained By:	Dissertations Abstracts International85-05A.
Subject:	Cultural resources management. -
Online resource:	https://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=30571781
ISBN:	9798380850650

Ideology of Supervision and Cultural Competence: How Individual and Intercultural Group Supervision Break Cultural Barriers.
Holloman-Hunt, Felicia Monique.

Ideology of Supervision and Cultural Competence: How Individual and Intercultural Group Supervision Break Cultural Barriers. - Ann Arbor : ProQuest Dissertations & Theses, 2023 - 151 p.

Source: Dissertations Abstracts International, Volume: 85-05, Section: A.

Thesis (Psy.D.)--The Chicago School of Professional Psychology, 2023.

This paper explores the intersection of the ideology of supervision and cultural competence within the context of individual and intercultural group supervision. The aim is to investigate how these approaches can effectively break cultural barriers and promote inclusive practices within supervisory relationships.The paper begins from a historical perspective to show how the field of psychology was dominated by white ideologies that did not include people of color. Most theories pathologized people of color without knowing the lived experiences for a true and correct diagnoses.This paper highlights the definitions of race, culture, and supervision because the investigator wanted to make sure that there was a working knowledge of these words. The investigator wanted to explore culture rather than race due to the complexities that race was designed to eradicate blackness.The study examines the benefits and challenges associated with supervisors and interns, in the field of marriage and family therapy (MFT) and clinical social work (CSW) in individual and group supervision in addressing gaps and cultural barriers. It explores how supervision can provide personalized support and address specific cultural needs if one is willing to do so. While exploring if the participants who have supervised intercultural group supervision, thought about a continued educational training program regarding cultural competence would offers a platform for dialogue, collaboration, and shared learning among supervisors to take back the information that would create a triad effect for the diverse interns who service patients from multicultural backgrounds.Furthermore, the paper investigates specific strategies and techniques the supervisors thought would be useful in a program for supervisors that would take on the challenges of supervision to enhance cultural competence and break cultural barriers. It revealed the importance of cultural humility, self-reflection, culturally responsive feedback, and to hear the needs of the patients in fostering an inclusive and effective supervisory relationship.Additionally, the study explores the social considerations and potential pitfalls of white supremacy that supervisors may encounter when addressing cultural competence within the supervisory context due to racism, and bigotry. It highlights in the responses of the participants the need for ongoing self-assessment, how critical race theory could be used to educate interns on why a patient might be behaving the way that they are, and explored cultural sensitivity, and humility with a commitment to promoting inclusive practices.In conclusion, this paper emphasizes the significance of cultural competence within the ideology of supervision. By being aware that there is much more to include in a successful program, and that stereotypes of people of color cannot be the reason for the creation of a cultural competence continued education training program. Principles and practices must go into individual and intercultural group supervision, supervisors with the best practices can create a supportive and inclusive environment that breaks cultural barriers and promotes professional growth and development for interns from diverse cultural backgrounds if they are willing to allow the conversations in the space.

ISBN: 9798380850650Subjects--Topical Terms:

2122774
Cultural resources management.
Subjects--Index Terms:

Cultural competence

Ideology of Supervision and Cultural Competence: How Individual and Intercultural Group Supervision Break Cultural Barriers.
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300 $a 151 p.
500 $a Source: Dissertations Abstracts International, Volume: 85-05, Section: A.
500 $a Advisor: Bacon, Melody;Nazarian, Christine.
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520 $a This paper explores the intersection of the ideology of supervision and cultural competence within the context of individual and intercultural group supervision. The aim is to investigate how these approaches can effectively break cultural barriers and promote inclusive practices within supervisory relationships.The paper begins from a historical perspective to show how the field of psychology was dominated by white ideologies that did not include people of color. Most theories pathologized people of color without knowing the lived experiences for a true and correct diagnoses.This paper highlights the definitions of race, culture, and supervision because the investigator wanted to make sure that there was a working knowledge of these words. The investigator wanted to explore culture rather than race due to the complexities that race was designed to eradicate blackness.The study examines the benefits and challenges associated with supervisors and interns, in the field of marriage and family therapy (MFT) and clinical social work (CSW) in individual and group supervision in addressing gaps and cultural barriers. It explores how supervision can provide personalized support and address specific cultural needs if one is willing to do so. While exploring if the participants who have supervised intercultural group supervision, thought about a continued educational training program regarding cultural competence would offers a platform for dialogue, collaboration, and shared learning among supervisors to take back the information that would create a triad effect for the diverse interns who service patients from multicultural backgrounds.Furthermore, the paper investigates specific strategies and techniques the supervisors thought would be useful in a program for supervisors that would take on the challenges of supervision to enhance cultural competence and break cultural barriers. It revealed the importance of cultural humility, self-reflection, culturally responsive feedback, and to hear the needs of the patients in fostering an inclusive and effective supervisory relationship.Additionally, the study explores the social considerations and potential pitfalls of white supremacy that supervisors may encounter when addressing cultural competence within the supervisory context due to racism, and bigotry. It highlights in the responses of the participants the need for ongoing self-assessment, how critical race theory could be used to educate interns on why a patient might be behaving the way that they are, and explored cultural sensitivity, and humility with a commitment to promoting inclusive practices.In conclusion, this paper emphasizes the significance of cultural competence within the ideology of supervision. By being aware that there is much more to include in a successful program, and that stereotypes of people of color cannot be the reason for the creation of a cultural competence continued education training program. Principles and practices must go into individual and intercultural group supervision, supervisors with the best practices can create a supportive and inclusive environment that breaks cultural barriers and promotes professional growth and development for interns from diverse cultural backgrounds if they are willing to allow the conversations in the space.
590 $a School code: 0971.
650 4 $a Cultural resources management. $3 2122774
650 4 $a African American studies. $3 2122686
650 4 $a African history. $3 3172531
653 $a Cultural competence
653 $a Race
653 $a Racism
653 $a Clinical social work
653 $a Cultural humility
690 $a 0436
690 $a 0296
690 $a 0331
710 2 $a The Chicago School of Professional Psychology. $b Marriage and Family Therapy, Los Angeles. $3 3771054
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