Importance of Cultural Competency (Extension Workers)

I am so privileged to have been invited yesterday by the Philippine Ambassador to Papua New Guinea, his honorouable Amb. Bienvenido Tejano, to witness the "first" harvesting of Philippine hybrid seeds here in Papua New Guinea.  It is a pilot rice farming all-mechanical project spearheaded by the Philippine Embassy where the seeds and the technology all originated from the Philippines and brought here.  And yesterday, was their first successful harvest, that I'm more than grateful to be part of.


the Ambassador of the Philippines to Papua New Guinea H.E. Dr. Bienvenido Tejano

the working Ambassador, Ambassador Tejano

ultimate photobomb

the long and winding road to Gabali Farm

my newfound friends, Lily and Naomi

local television news channel

A highly-technologically advanced machine 

called "harvester"

the river where the source of irrigation comes from

group picture with the Ambassador and the hardworking local crew

They used all automatic mechanical sprinklers to water the farm.  No manual watering.  A technology that I can't still get over with.  Wishing to see the same in the Philippines.

 

the freshly harvested hybrid grains

The project was assisted by the Village Garden Ltd to empower rural people to use high technology in modern commercial rice farming.  The rice is grown using one of the best irrigation methods and rice farming methodology and technology from the Philippines.

That being said, I’d like to discuss cultural competency in the light of the hardworking agricultural extension workers who are bringing social development and transformation through technology and research here in Papua New Guinea.
 

First, let us dissect the meaning of culture.  Culture has many definitions, it is often used to represent ways of life included rules, values, expected behaviors, shared ideas and beliefs about what are morally right or wrong, or what is culturally acceptable (Brennana, 2005).

On the other hand competency is defined as knowledge, skills, or abilities required of the job (Cooper & Graham, 2001). Therefore cultural competency is knowledge and skill on the culture of client system. Extension worker must be culturally competent and it means to understand the cultural values of the rural people system and use them in planning and implementing extension program and services (Fong and Furuto, 2001).

Similarly Olsen, et all. (2006) defined cultural competency as the ability to work effectively across cultures. It is an approach to learning, communicating and working with people different from themselves. Culture can refer to an individual’s race, class, gender, sexual orientation, religion, immigration status and age, among other things.

In developing countries such as Papua New Guinea, rural people have depended on extension worker for technical advice and information. The success of extension programs will be determined to a large degree by the ability of the extension worker to be qualified and competent since the whole extension process is dependent on them to transfer new ideas and technical advice to the rural people. Productivity of the extension organization also highly depends upon the function of extension workers. In fact competent extension workers ensure the success of the extension services and extension organizations as well.

Although majority of extension worker transfer technical advice to the rural people however extension is known as a human system. Extension therefore is a human process as well in which technical information are integrated and used to help rural people achieve their potentials (Boone, 1990).

Since the most important interface in technology transfer is human; therefore the key point in technology transfer is how to transform the rural people into a new idea (Jon Chang Hong, 1994). Furthermore human attitudes and behaviours are influenced by their society’s culture, it therefore important for extension workers to have knowledge on the culture of the rural people before embarking transferring of technologies to them. In fact in all societies there are accepted ways of doing things and these ways are related to the culture of the society. Okley and Garforth (1985) stated an extension worker will be more effective if understands the cultural background of the rural people with whom he works. He will be better able to offer advice and useful information that fits in with the culture of the society, and can use the culture of the society to the benefit of his work.  Thus, extension workers must be culturally competitive.

Can cultural competency among extension workers make a difference?

Cultural competency has become a necessity for service providers, professionals and agencies (Laurie Olsen, et all. 2006). Since extension is a non-formal educational function that applies to any institution/agency that disseminates information with the intention of upgrading knowledge, attitudes, skills and aspirations of the people (Rivera & Qamar, 2003), cultural competency indeed appear to be necessity for extension agency and extension worker as well.

Oakley and Garforth (1985) reported some areas of competency as important for the extension workers to perform their job effectively such as rural life competency or cultural competency; this includes local traditions, practices, culture and values of the clients. The more extension workers learn about the culture of rural people the more he will be accepted by them and the more he will also know type of advice will be useful for them.  . A working knowledge of these groups’ cultures and values helps extension workers tailor care so it is effective and appropriate for the stakeholders needs.

Similarly Warrix and Bocanegra (1998) stated that extension worker must understand the culture of the rural people in order to develop effective training programs. Extension worker need to view culture as an enabler before developing extension activities. Extension worker’ failure to understand rural people’ culture will result in under- used extension programs.

The culture of Papua New Guinea is many-sided and complex. It is estimated that more than 7000 different cultural groups exist in Papua New Guinea.  These groups vary in culture, language, socioeconomic status, race and religion. Culturally competent services are needed beyond race and ethnicity. Extension worker are dealing with these ethnics to transfer advice and new technology to them.  There is great urgency for extension service and extension organizations to reach these groups and be able to serve them effectively.  Within this county more than 850 languages are spoken.  These languages are spoken by the inhabited tribal groups of Papua New Guinea making it the most linguistically diverse place on earth.  Culturally competent extension workers are also better able to address issues underlying technology and development.  One factor that affects successful transfer of technology is the involvement of a committed bilingual extension worker who can provide ongoing communication to the different clients.

With the help of this competency extension worker will be able to serve all rural people and bridge across culturally differences, and ultimately improve the extension outcomes and performances. As a result one factor that affects successful transfer of technology is the involvement of culturally competent extension worker to understand the cultural values of the rural people and use them in planning and implementing extension program and moreover provide advisory services to the rural people that fit in with the culture of society. Extension workers should respect and work through the existing culture. It is important that the extension worker be aware of the existence of local norms and to take them into account in the process of technology transfer.  Hence this competency can improve extension performance.

It can be persuasively argued that effective development is impossible without a working knowledge and understanding of a person’s or group’s culture and background. As we move into an ever more pluralistic and multicultural society, extension workers are among those best-equipped to deliver that technology and to empower people from all backgrounds to lead connected, developed lives.

FURTHER READINGS

HYBRID RICE:

http://www.emtv.com.pg/article.aspx?slug=Philippines-Ambassador-Encourages-PNG-To-Grow-Rice

https://www.facebook.com/villagegarden.pg

CULTURAL COMPETENCY :

http://www.nccccurricula.info/culturalcompetence.html

http://www.nea.org/home/39783.htm

REFERENCES

Boone, E. J. (1990). Crossing Lines. Journal of Extension. 28 (3). www.joe.org.journalof Extension. Accessed on 25 October 2007.

Cooper,A.W.andGraham,D.L.(2001).CompetenciesNeededtobeSuccessfulCountyAgents and County Superiors. February 39 (1). Journal of Extension.

Fong, R. & Furuto, S. (Eds.) (2001). Culturally competent practice: Skills, interventions, and evaluation (pp. 11-32). Boston: Allyn & Bacon.

Oakley, P. and Garforth, C. (1985). Guide to Extension Training. Rome: Food and Agricultural Organization of the United Nations.

Olsen,L. Bhattacharya, J. and Scharf, A. (2006). Cultural Competency: What It Is And Why It Matters. California Tomorrow. Prepared by California Tomorrow, was part of a convening of grantees that the Lucile Packard Foundation for Children's Health held on Thursday, Dec. 7. www.lpfch.org/informed/culturalcompetency.pdf.

Warrix,M.B.andBocanegra,M.(1998).KeystoBuildingSuccessfulTraining Day Care Providers. December 1998.

36 (6). Journal of Extension.http://www.joe.org/joe/1998december/a4.html.