In order for people to commit to working on diversity, you must gain an understanding of the concept, and accept the learning process. Each member of the group deserves to feel included and important regardless of whether the member is a Indian-American woman, a white man, a Jew, a gay person, an African-American, an Arab-American, a fundamentalist Christian, or Chinese-American that speaks with an accent, has a disability, is poor and can’t afford the same luxurious life like the wealthy individual. I feel as though each member needs to feel welcomed in the effort to create a diverse community/groups. Each member needs to feels as though their culture is important to the other group members. I believe that culture shapes how people experience the world; it is how we communicate with each other both orally and through the practice of written language. Cultural competence begins with an awareness of your own cultural beliefs and practices, including the acceptance and acknowledgment that people from other cultures may not share the same beliefs and practices. It is evident that cultural differences means more than speaking another language or a practicing another religion - it means changing prejudgments, stereotypes, or biases you may have previously had of others’ cultural beliefs and customs. Regardless of your personal origins or place of residences, it important to practice and promote mutual respect. The core of accepting different social and cultural perceptions and expectations that are different from your own is practicing respect for these individuals, and by doing so your ethnocentric views. For example, my boyfriend, who is Italian American, suffered form a serious pain in his neck last week. His family practices more modernized customs than my family does so when my boyfriend was not feeling well, they advised him to seek the expertise of a medical doctor whereas I took the traditional route of practicing home remedies to relieve the pain. Although these practices were successful in moderately relieving the pain, his family insisted for him to seek medication from a medical professional. My boyfriend’s family exhibited their very strong beliefs in Western medicine. Professionals, such as medical doctors, must have an understanding of other’s cultural practices and beliefs in order to serve their clients successfully and appropriately. There isn’t a particular measure of how much you should know about the cultural practices and beliefs of others, however, as stated in the three layers of diversity in our text, knowing the internal dimension of each group member is of the upmost importance since the internal dimension reflect permanent core attributes such as your race. The dimension of diversity that is mostly likely to influence how well group members work together lies within the internal dimension. Before I explain the exact meaning of the internal dimension, I would like to first define diversity. Diversity is more than just differences in gender, class, race, and religion; it encompasses all potential differences in how we interpret and behave. The internal dimension of diversity encompasses aspects of diversity of which we have no control over such as age, gender, race, ethnicity, physical ability, sexual orientation and etc. Such attributes create many divisions among people, however, these are attributes that cannot be changed. This dimension is also the first thing we notice or see when we meet an other individual. As previously mentioned, in order for people to commit to working on diversity, you must gain an understanding of the concept, and accept the learning process, which can be achieved in the internal dimension of diversity. When placed in a group, you must take into account these different factors and accept each member despite the difference in race, age, gender etc. in order to achieve the overall goal of the group. A conflict could arise, however, having this knowledge will help you to understand the reasoning behind their opinions and perspectives. Group Leadership There are four theoretical approaches to leadership-trait theory, style theory, situational theory, and transformational theory. Which is the best predictor of leadership? In our book the situational theory is the best predictor leadership because the situational lead