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Sets out to report on an exploratory study in which perspectives on cross‐cultural counselling in mental health care in Auckland, New Zealand, are to be examined.

The study utilised a single questionnaire which sought mental health professionals' perceptions on issues and concepts of cross‐cultural counselling. The questionnaire was administered in the nine public psychiatric units in Auckland.

Apart from the health units providing bicultural (European and Maori) counselling services, there was little cross‐cultural counselling available to an increasingly multicultural community.

With regard to the need for cross‐cultural counselling, rather than address the issue of population change this study examines the effect that lack of diversity would have on the gains that would otherwise be made in the health‐care system of Auckland, New Zealand.

The Omari Project has been working with heroin users in the Kenyan towns of Watamu, Malindi and Mombasa for the past five years. The paper reports on the piloting, adaptation and evaluation of motivational interviewing carried out with 20 heroin users living in coastal Kenya, a cultural context in which participatory approaches and counselling in general, and motivational interviewing in particular, are not familiar. The findings indicate that motivational interviewing was nevertheless acceptable and useful to the study participants.

The purpose of this paper is to demonstrate insights into cross‐cultural conflict, identity and values amongst selected managers within a South African management context. It aims to increase the understanding of these complexities from an academic managerial perspective, thereby providing in‐depth information which can lead to the development of managerial training tools for improving diversity and conflict management in the described context.

The authors selected qualitative data from a case study that was conducted in the international South African automotive industry. The case study was based on the post‐modernist premise by considering phenomenological and interpretative paradigms most relevant.

Findings show conflicts in managerial communication and treatment, position and competition, organisation, race and gender and are often defined as “cross‐racial” conflict fuelled by the society's past.

The generalisability is limited to this specific context and needs to be proven by follow‐up studies which expand the context and the methodological approach of the study.

Practical suggestions address the implementation of training tools, coaching and counselling in cross‐cultural conflict management. They are anticipated to create awareness on managing the present challenges and are aimed at managers and international organisations investing in South Africa.

The paper provides new insights into the discussion on human resource management in a specific South African management context by referring to the highly important topics of cross‐cultural conflict, values and identities.

Since the 1970s, occupational burnout has become a popular topic of research and an important concern for career counsellors. The majority of studies on burnout focussed on documenting its existence within certain occupational groups. The assumption underlying these studies is that occupational burnout is a universal phenomenon that can be best explained by the stresses characterising a particular occupation or organisation. Few studies examined burnout cross‐culturally. The present study attempted to demonstrate the importance of such a cross‐cultural perspective using a comparison between Israeli Jews and Arabs, who live in the same country but are culturally different: Arabs traditional and collectivist, Jews modern and individualistic. Interviews with representative samples of the Jewish and Arab populations in Israel show significant differences in occupational burnout and various burnout correlates. Thus, Arabs’ burnout correlated negatively with the quality of relationships with mother and father, Jews’ with superiors and co‐workers. Arabs were significantly less likely than Jews to talk about a work‐related problem or approach a counsellor. These findings have both theoretical and practical implications for career counselling.

The purpose of this paper is to examine how multicultural counseling students expressed their understandings about themselves and others in relation to diversity. The authors wanted to know how cognitive development, affective development, and sense of self-evolved during a multicultural counseling class to examine all aspects of growth.

Themes from a phenomenological qualitative analysis of journals from a multicultural counseling class suggest that students struggle with cognitive challenges (dealing with ambiguity, internalizing multicultural concepts, and self- and other-acceptance) and affective challenges (anger, guilt, and fear) in attaining multicultural growth.

This expanded view of multicultural growth that includes affective challenges can fill a prior gap in understanding how multicultural learning occurs.

Implications are explored for counselor educators and supervisors.

Recent use of journals to provide empirical insights into student growth include a study by Cohen et al. (2015), who used qualitative analyses of journal contents to examine growth in student attitudes toward geriatric clients, death, and dying. Knowing that student journals can provide insights into changing multicultural attitudes, and that qualitative methodology can provide tools for analysis, the authors decided that it might be possible to better understand multicultural growth by studying the journals written in a multicultural counseling class.

Attempts to shed light on the mental health needs of ethnic minorities and the inadequacies of the existing mental health needs for them. Considers the drawbacks in the delivery system and provides guidelines for improved assessment, treatment, treatment strategies and preventative measures. Uses analysis of recent psychological and sociological developments in the field of mental health.

Neurolinguistic Programming (NLP) represents a new approach to understanding the process of human communication. Developed by Richard Bandler and John Grinder in the early 1970s, it is derived from linguistics, psychology, neurophysiology, kinetics, and cybernetics. NLP is designed to help its users—whether they are therapists, salespersons, or teachers—more quickly gain rapport with their subjects.

The recognition of the importance of addressing cultural issues in psychotherapy and counseling has been increasing. The present paper seeks to contribute to the specification of multicultural competencies in the fields of counseling and clinical psychology, based on clients’ perspectives. In particular, its objectives were to explore the experiences of individuals of ethnic minority groups regarding their access to the Portuguese healthcare system and to identify the multicultural competencies of the clinicians (as perceived by the clients) which would be required to improve culturally sensitive treatments.

The sample included 40 adults from different ethnic minority groups in Portugal – a total of 30 women and ten men – with a mean age of 34. Participants took part in one of eight focus groups, which were conducted using a semi‐structured interview plan.

Content analysis revealed that, generally, participants had experienced discrimination in the healthcare system, and that mental healthcare was perceived as mixed (both positive and negative). Furthermore, participants identified specific aspects of multicultural awareness, knowledge, and skills required of clinicians to provide culturally sensitive treatments, providing support for the tridimensional model of multicultural competencies.

Implications are discussed for ethical guidelines and clinical training of counselors, clinical psychologists, and other social and health professionals in Europe.

The “adult third culture kid” (ATCK) is an individual who has spent significant periods of childhood living outside his or her parents’ culture(s). Research is needed to identify specific experiential variables responsible for the development of components of cross-cultural competencies (CC) in ATCKs. The goal of this study is to gain insight into these relationships and provide a foundation for continuing investigation by examining how early international experience and personality variables impact CC in ATCKs. Specifically, the study examines how four components of early international experience and two characteristics of stable CC impact three dynamic characteristics of CC.

Study participants (159) had spent their childhood years living in one or more foreign countries. In all, 54 percent of the sample was women, and the average age was 22 (SD=1.52). None of the subjects had any international work experience, allowing us to look at the impact of non-work experience without the confounding effect found in other research of this type. Data were collected at the beginning and end of a three-week period.

There are five important predictors of CC in ATCKs: variety of early international experience (number of different countries lived in), language diversity (the number of languages they speak), family diversity (the number of different ethnicities in their family's background), and the personality trait of openness to experience.

The generalizability of study findings is limited by the nature and size of the sample. In addition, the single source sample of this study is also a limitation, as single source samples are subject to common method bias. We reduced this potential bias by using a time lag (Podsakoff et al., 2003) to create a temporal separation between the measurement of the predictors and the dependent variables, a procedural remedy suggested by Podsakoff et al. (2003).

The practical uses for the findings of this study by human resource management (HRM) professionals are in the areas of hiring and assignment of expatriate managers. Study findings provide HRM professionals with an initial set of criteria to assist in the process of identification and training of expatriate managers. Global organizations have traditionally used training to increase the pool of effective global managers. This study provides initial evidence that identification of individuals with early international experiences should prove a useful addition to the process of selecting candidates for foreign assignment.

The practical uses for the findings of this study by HRM professionals are in the areas of hiring and assignment of expatriate managers. Study findings provide HRM professionals with an initial set of criteria to assist in the process of identification and training of expatriate managers. Global organizations have traditionally used training to increase the pool of effective global managers. This study provides initial evidence that identification of individuals with early international experiences should prove a useful addition to the process of selecting candidates for foreign assignment.

To the best of our knowledge this is one of the first studies to empirically examine ATCKs and provides a starting point for future researchers in this area. Obtaining a sample of ATCKs is extremely challenging.

An urban mental health service undertook a quality improvement programme to involve staff in the identification and resolution of cross‐cultural issues. The programme involved clinical file audits, staff survey and workshops, and a focus group for consumers and their carers. It was found that non‐English speaking patients received a different spectrum of services from English speaking patients. Non‐English speaking patients were found to receive more pharmacological treatments and less cognitive behavioural therapy. In seeking to address these issues and improve their service delivery to all patients, the mental health service is now in the process of developing cross‐cultural training; revising policies and procedures; and engaging bilingual mental health counsellors in a revision of their roles, particularly to increase their availability to staff as cultural consultants.