A number of studies have examined how counselor educators can facilitate counselor development of multicultural competence within the context of graduate counseling programs (e.g., Chu-Lien Chao, 2012; Constantine, 2001; Constantine, Juby, and Liang, 2001; Dickson and Jepsen, 2007; Sodowsky et al., 1998). Much less research has focused on counselor development occurring in students' personal lives, yet some evidence has shown that students report the impact of extracurricular experiences on counselor development (Coleman, 2006; Furr and Carroll, 2003; Rønnestad and Skovholt, 2003). Many qualitative studies have demonstrated positive effects of cultural immersion experiences, yet much less research in this area has utilized the quantitative measures related to cultural awareness. Few studies have also examined the effects of living among a different culture instead of visiting a different culture short term. After a thorough review of the literature on cultural immersion experiences, this study was designed to fill the gap that presently exists in quantitative findings exploring differences in multicultural competence and universal-diverse orientation, which is an awareness and accepting attitude for those who come from diverse backgrounds. The sample for the study consisted of students experiencing cultural immersion by means of relocation for their graduate training program. Additional analysis examined how universal-diverse orientation and duration of graduate training predicted multicultural competence scores. The results were not significant showing any differences in either multicultural competence or universal-diverse orientation scores based on cultural immersion. Similarly, no differences were found for either of these variables based on amount of multicultural training either. One finding that was statistically significant was a strong, positive correlation, as well as predictive ability, between universal-diverse orientation and multicultural knowledge and awareness. Implications of the findings could be applicable to clinicians and counselor education programs. By fostering more universal-diverse orientation, counselor educators could work towards increasing multicultural competence as well. This study was found to have some limitations, primarily a small sample size for quantitative analysis. These results do have implications for future research to continue studying multicultural competence, universal-diverse orientation, and cultural immersion. / Doctor of Philosophy / Much research has examined how people who train mental health professionals can facilitate counselor development of multicultural competence, an awareness for cultural differences and an ability to work with people from many cultural backgrounds. Much less research has focused on counselor development occurring in students’ personal lives, yet some evidence has shown that students report the impact of events in their personal lives on counselor development. Many studies have demonstrated positive effects of cultural immersion experiences, in which participants immerse themselves in a different culture for a time period. A few studies have also examined the effects of living among a different culture instead of visiting a different culture short term. After a thorough review of the literature on cultural immersion experiences, this study was designed to research how living among a diverse culture could result in differences in multicultural competence and universal-diverse orientation, which is an awareness and accepting attitude for those who come from diverse backgrounds. The study focused on students who moved to live in a different culture as part of their graduate training program in a counseling related field. The researcher also explored the relationship between universal-diverse orientation and multicultural competence scores. The results were not significant showing any differences in either multicultural competence or universal-diverse orientation scores based on whether or not participants had experienced cultural immersion. Similarly, no differences were found based on amount of multicultural training either. One finding that was significant was a strong relationship between universal-diverse orientation and multicultural knowledge and awareness. Implications of the findings could be applicable to counselors and counselor education programs. By fostering more universal-diverse orientation, counselor educators could work towards increasing multicultural competence as well. This study was found to have some limitations, primarily having few participants take the study’s survey. These results do have implications for future research to continue studying multicultural competence, universal-diverse orientation, and cultural immersion.

Made available in DSpace on 2016-03-15T19:26:30Z (GMT). No. of bitstreams: 1 Marcelo Albuquerque.pdf: 2272309 bytes, checksum: 4ef1b740690562a0f669d11d82ad977e (MD5) Previous issue date: 2016-01-27 / The transformation of societies due to globalization presents a new challenge to organizations, as diversity has placed side by side people from different origins, races and cultures to work together in increasingly heterogeneous environments. Hence, a successful management of diversity requires that managers understand the differences among people at the workplace. Therefore, to know managers' attitudes in relation to diversity is an essential condition for a good management. Thus, the objective of this study was to investigate the Universal Diverse Orientation (UDO) of Brazilian managers, regarding the dimensions gender, race, age, time of experience as manager, and country s region of work, and also to validate the M-GUDS S scale in Brazil. A descriptive and quantitative research was carried out using a sample of Brazilian managers. Until now, no studies about UDO in Brazil were identified, and research in other countries were performed only with university students. The results showed acceptable levels of validity and reliability, and validated the M-GUDS S scale for Brazil. However, when comparing the survey results with the theoretical framework, a limitation was perceived, related to the sample profile. Although the literature has pointed to the possibility of a higher level of openness toward diverse by women, non Caucasian individuals, older individuals and more experienced ones, the statistical results did not go in this direction. What could be inferred was that the sample, composed by managers from a single company, was homogeneous and might have influenced the results. For this reason, we recommend that future studies use samples from different organizations. The information gathered by this study will be useful for future studies that may deepen the knowledge about UDO in Brazil. / A transformação das sociedades decorrente da globalização apresenta um novo desafio para as organizações, visto que a diversidade tem colocado, lado a lado, pessoas de diferentes origens, raças e culturas, em ambientes de trabalho cada vez mais heterogêneos. Dessa forma, uma gestão bem sucedida da diversidade exige dos gestores a compreensão das diferenças no ambiente de trabalho. Portanto, conhecer as atitudes dos gestores em relação à diversidade é uma condição essencial para a boa gestão. O objetivo do trabalho foi investigar a Orientação Universal ao Diverso (Universal Diverse Orientation UDO) de gestores brasileiros, em relação às dimensões sexo, raça, idade, tempo de experiência e região do país em que trabalha, bem como validar a escala M-GUDS S. Foi realizada pesquisa quantitativa descritiva e com uma amostra de gestores brasileiros. Até o momento não foram identificadas pesquisas sobre UDO no Brasil, e as pesquisas em outros países envolveram somente estudantes universitários. Os resultados evidenciaram níveis aceitáveis de validade e confiabilidade, e validaram a escala M-GUDS S para o Brasil. Contudo, ao confrontar os resultados da pesquisa com o referencial teórico, foi identificada uma limitação relacionada ao perfil amostral. Apesar de a literatura ter sinalizado para a possibilidade de maior abertura ao diverso para mulheres, indivíduos não brancos, indivíduos mais velhos e para aqueles com mais experiência, os resultados estatísticos não foram nesse sentido. O que se pôde inferir é que a amostra de gestores de uma única empresa possa ter sido homogênea e influenciado os resultados. Por essa razão, recomenda-se que, em novos estudos,sejam utilizadas amostras de diferentes organizações. As informações levantadas pelo trabalho serão úteis para futuros estudos que aprofundem os conhecimentos sobre a UDO no Brasil.