MCD - 3.1 - Culture and Cultural Conditioning PDF

Prepared by: Module 3 Ms. Maria Regina A. Zaguirre, MSHM-TM, CTP CULTURE AND CULTURAL CONDITIONING Learning Objectives Recognize the elements of culture and how cultural conditioning comes about. Distinguish some of your own cultural values and biases. Identify how cultural valu...

Prepared by: Module 3 Ms. Maria Regina A. Zaguirre, MSHM-TM, CTP CULTURE AND CULTURAL CONDITIONING Learning Objectives Recognize the elements of culture and how cultural conditioning comes about. Distinguish some of your own cultural values and biases. Identify how cultural values and conditioning can affect your interpretation of events and behaviors. Classify more about other cultures and the impact on behavior. CULTURE 1 Culture is the collective programming of individuals’ minds that determines how a group of individuals perceives reality.  Culture is the environment in which you live. You learned it from your parents, teachers, the media, everyone and everything you knew as you grow up. Culture is what a particular group agrees is reality. It becomes the backdrop for the ways people think, feel, speak, and act. Characteristics of Culture Culture is learned, not innate The various facets of culture are interrelated. If you touch a culture in one place, everything else is affected. Culture is shared, and it defines the boundaries of different groups. CULTURAL ELEMENTS 2 Cultural Elements All the elements of culture underlie how the people in a major culture decide to handle their families, schools, churches, government, housing, business, and science. They’re expressed in a culture’s art forms, food, dress, play, and every other aspect of life.  An enduring belief that one way of acting or being is Value preferable to another. A value system is an organization of such beliefs along a continuum of relative importance, a prioritizing of beliefs into a set or cluster. Norms are cultural do’s and don’ts about how to act. Some values and their related norms may be talked about but most are just understood.  Role Models/Champions/Stars They’re often seen as fearless Heroes leaders or courageous adventurers. They personify the core values and the strength of the organization or group. They become symbolic figures whose deeds are out of the ordinary –but not so far out that people cannot identify with them. Such leaders become great motivators, the people everyone will count on for inspiration when things get tough. They tend to be intuitive, to envision the future, to experiment, and to appreciate the value of celebrations and ceremonies.  A story or saying whose function is to bind together Myth the thoughts of a group and promote coordinated social action. It may be a legend that symbolizes a central belief of the culture. It’s often more symbolic than factual, but may be either. Some myths are based on powerful truths; some on manipulative, hurtfullies; still others on harmless little white lies.  The “way we do things around here.” They include Rituals the customary day-to-day actions people take, their expected actions and responses. Rituals meet people’s need to belong. They help establish and maintain some common values and goals that connect people in the group. A true ritual is always connected to a myth that represents some basic group value.  Are shortcuts that remind people of those cultural Symbols elements that bind them together. A song, banner, flag, logo, picture, motto, or brand name may bring up corporate values. A nickname or motto may recall a heroine or star. A figure ofspeech may recall a key myth or ritual. A good symbolcan servetotrigger communal thoughts and feelings about a common cause or goal.  It's easy to misinterpret things people do in a cross- cultural setting. To Why is it keep from misunderstanding important to the behavior of understand individuals from behavior? another culture, you have to try to see the world from their point of view, not yours.  Understanding Culture When working across different cultures it's critical that you understand the rules and cultural expectations of others. Underestimating culture is the point at which things can start to go wrong. Although it may be easy to learn facts and do’s and don’ts about different cultures, this is not necessarily being culturally aware. Understanding Culture If you think of culture as an iceberg, what we see of a culture is tiny in comparison to what we cannot see. It is the unseen elements of culture such as values and beliefs, that are usually hardest for people to understand and deal with. When we interact in cross- cultural situations, a lack of awareness can lead to bad or poor decisions.  CULTURAL DIFFERENCES 3  How do cultures differ? Cultures differ in thousands of ways, and categorizing the major differences gives us a practical basis for comparison. These categories deal with the ways people view themselves in relation to others and to the world and how they act out those viewpoints.  I’m Controlled “Things happen to me and I have little control over my life. It depends on my boss, my customer, fate, Cultural luck, God’s will.” Most cultures fall into this camp including most Difference #1: African, Asian, Arab, and Latino cultures. Women in I’m Controlled all cultures are more likely than men to hold this viewpoint. or I Control I Control “What happens to me is up to me.” “God helps those who help themselves.” Most Western cultures, especially Europe and America, and especially men, hold this viewpoint.  Us-First (Collectivism) / Tight Ties “I should first integrate my goals, thought, and actions with those of my group. Working within what the group Cultural wants and needs, I can try to get what I want and need. People should always stay close to their parents and Difference#2: relatives and never stray far.” Most cultures fall into this camp including most African, Us-First or Asian, Arab, and Latino cultures. Certain families, religious groups. Me-First Me-First (Individualism) / Loose Ties “I must first focus on my personal goals. I work toward better things for my family and work team and community, but my personal goals must come first. I’ll stay with a group as long as it doesn’t block my efforts to meet my own wants and needs.” When people grow up, they have to make their own way in the world. European cultures fall into this camp, Euro-Americans being the most individualistic.  Achievement-First(MasculineAspect) “I am very ambitious, and I believe I am here to work. Men should be assertive, ambitious, and competitive. They Cultural should work for material success, and respect whatever is big, strong, and fast.” Difference#3: The most masculine culture by far is Japan, while US culture is moderately masculine. Such cultures define Achievement- gender roles. Euro-Americans, especially men, tend to be highly competitive in social interaction and performance. First or People-First People-First (Feminine Aspect) “I focus on building and maintaining positive, personal relationships. The type of life I build is more important than the things I accumulate. What motivates me is contributing to my family, workplace, and community.” The Scandinavian cultures are the most people-focused. The roles and viewpoints of men and women are not as separate.  Equality(DemocraticCultures) “My company’s organization chart looks like a low box. I appreciate it when my boss consults me about decisions that Cultural affect me and my job. I like it even more when he lets me or the team make the decisions.” Difference#4: In moderately egalitarian cultures such as US, Japan, and most European countries, consultation is appreciated but not expected. In very egalitarian cultures such as the Scandinavian Equality or countries, Israel, and Austria, everyone should have a say in everything that concerns them. Inequality Inequality (Rank/Status Cultures) “My company’s organization chart looks like a pyramid. Our leaders are very strong and powerful and we depend on them to make the right decisions and they control things. I would never contradict my boss, either at work or elsewhere.” Nearly all underdeveloped countries and developing countries have vertical societies. Like those from the Latino, Asian, and African countries.  Take Risks “Nothing ventures, nothing gained is my motto. I like change and new adventure. For a business to be Cultural successful, people must come up with new ways of doing things, new products and services, and new Difference#5: technology.” Take Risks or Singapore is by far the most risk-taking culture, while the United States has a moderately risk-taking culture. Play It Safe Play It Safe “Since change creates many unknowns and uncertainties, we don’t like change and try to prevent it by sticking with traditions.” Greece is the most certainty-oriented culture, followed by Japan. Most European and Latino fall into this pattern.  Dive-Right-In Time “Several things may be happening at once in this time because several people may need my attention Cultural at any one time. After all, it’s more importantto maintain good relationships with others and to Difference #6: complete transactions with others than to do one thing at a time on a preset schedule.” Dive-Right-In Latino, Middle Eastern, and some Asian and African cultures fall under this. or Step-by-Step Step-by-Step Time “I measure my time and budget as I schedule appointments, decide on the starting and ending times for events, get to things on time, meet my deadlines, and plan ahead. The best way to use my time is to focus on one task, appointment, or event at atime.” This view is prevalent in Western countries, especially the United States.  Come-CloseSpace “When I talk with business associates and friends, west and close enough to be able to feel each Cultural other’s breath on our face and catch each other’s scent. We touch each other a great deal as we Difference #7: interact. My male business associates often embrace instead of shaking hands.” Come-Close or Middle Eastern cultures fall under this category followed by Latinos. Back-Off Back-OffSpace “When I talk with business associates and social acquaintances, it’s usually at arm’s length, about two or three feet away. I usually feel uncomfortable and back up till I feel comfortable. It really bugs me if a person keeps moving in even after I backoff.” Western cultures are basically non-contact societies. In most Asian cultures as well.  Communicating Indirectly (Using Implied Messages) Cultural “I try to maintain harmony and get along with people, so I never say things thatwould offend Difference#8: them.” In all cultures, women are likely to use an indirect Communicate style, such as hinting, implying, and keeping quiet in order to keep peace. Directly or Communicating Directly Indirectly (Getting tothe Point) “I try to build trusting relationships based on honesty and sincerity. It’s important to be upfront and genuine in my dealings with people. If I have a problem with a person, or a proposal, I go directly to that person first and try to work it out.” The direct style is typical in Western cultures. Within those cultures, men are more likely than women to use a direct communication style.  CULTURAL CONDITIONING 4  Cultural Conditioning is how people acquire their culture, how they learn all the behaviors that are regarded as right and wrong in their society. CULTURAL CONDITIONING PROCESS OBSERVATION / INSTRUCTION IMITATION REINFORCEMENT INTERNALIZATION SPONTANEOUS MANIFESTATION Observation / Instruction At this stage, you are only beginning to become aware of a particular behavior but have not yet tried to do it yourself. Taking the example of eating with hands, you may have observed how it is done, or someone may have told you how it is done.  Imitation Now you actually try to carry out the activity; you sit down at a table and begin eating with your hands. At this stage, it is awkward for you, and you're conscious all the while of what you're doing, trying not to make mistakes. You most likely are unable to eat and carry on a conversation simultaneously, for all your attention is on the act of eating. Reinforcement As you eat, people encourage you when you do it right and correct you when you are wrong. Over the course of several meals, you naturally try to do what they tell you. Internalization Without needing much reinforcement, over time and with practice, you now know how to eat with your hands. Youmaystillhave topay attentionto what you'redoing,but not as muchasduring stages 2 and 3. Spontaneous Manifestation Now you're able to eat "the right way” without paying any conscious attention to what you are doing. It comesnaturally; as you eat, you're aware of other things, not the act of eating. MANAGING CULTURAL DIVERSITY 5 Managing Cultural Diversity Savvy leaders in forward-thinking companies value diverse employees for the unique contributions they make to the company’s success.Theyarecrafting an inclusive multicultural approach to managing diversity, an approach that welcomes all types of employees – and then appreciates and nurtures them. This approach goes straight to the root of the corporate culture – its basic values, strategies, and wats of doing things. It expands the culture to reflect and include all of the major employee groups within the company – so that everyone feels at home and included in the inner circle.  Become aware of culture Its elements, pervasiveness, and impact, as well as similarities and differences between major cultural groups.  Learn about your own culture Recognize that the beliefs and customs that you may accept as reality are only one way of viewing the world, the way of your culture.  Recognize yourownbiases The waysin whichyou stereotype, assume, judge, and discriminate, so you can own them and move beyond them.  Learnabout other cultures The environments of people you encounter in the workplace, so you can recognize when cultural differences may be at the root of problems and so you can appreciate the contributions people from diverse cultures make to the work situation.  Build interaction skills Practice new behaviors through self- analysis activities, skill builder case studies, interviews, and applying your new understandings to actual people situations at work, school, anywhere you encounter diverse groups. Thank you!