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CHAPTER 7 (Roots & Routes) Religion and Intercultural Communication.
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Transcript of CHAPTER 7 (Roots & Routes) Religion and Intercultural Communication.
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CHAPTER 7 (Roots & Routes)
Religion and Intercultural Communication
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Definition of Religion
• “…a set of beliefs concerning the cause, nature and purpose of the universe, [especially] when considered as the creation of a superhuman agency or agencies, usually involving devotional and ritual observances, and often containing a moral code governing the conduct of human affairs”
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Characteristics of Religion
• Private
• Spiritual
• Sets values
• Sets standards for moral and immoral behavior
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Ethnicity, Race, Religion and Nationality Combinations
Examples:• South Africa (The Lemba)
-Ethnicity: Venda
-Race: Black/African
-Religion: Jewish
-Nationality:South Africa
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DNA Analysis of Lemba and Other Jews
(FROM:http://www.freemaninstitute.com/Gallery/lemba.htm)
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Ethnicity, Race, Religion and Nationality Combinations (cont.)
• Israel (in general)
-Ethnicity: Various
-Race: Various
-Religion Jewish
-Nationality: Israeli
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Religion and Work
Protestant Work Ethic
A universal taboo is placed on idleness, and industriousness is considered a religious ideal; waste is a vice, and frugality a virtue; complacency and failure are outlawed, and ambition and success are taken as sure signs of God's favor; the universal sign of sin is poverty, and the crowning sign of God's favor is wealth.( Oates, Wayne E., Confession of a Workaholic; the Facts about Work
Addiction. New York: World, 1971.)
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Religion and Work (cont.)
Work As a Calling
• The belief that God decides and “calls “ people to their respective occupation
• How is work viewed in Israel?
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Chapter 8 (Roots & Routes)
Language And Cultural Roots
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Language And Cultural Roots
• What is Language?
The Triangle of Meaning (From: Ogden & Richards)
Thought(Your image)
Referent) Actual
object(
Symbol)Word(
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Structure of Language
• Governed by rules
-Ordering of words in sentence
• Different rules in various cultures
• What are the implications for interpretations?
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Semantics
• Study of meaning
• Words and classification
• Words and their association with prior experience
• Classification as stereotype
-e.g. Maya is acting silly vs. Maya is acting silly now.
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Language and culture
• Linguistic determinism
-Language determines interpretation
• Linguistic relativism
-Language affects thought
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Communication , Credibility and Race• Assigning
• The 39 Words for green (Zulu)
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Chapter 4 (Roots & Routes)
Race and Gender
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Race as a factor in communication• Visibility of race and gender
-Implications for attitudes
• Tendency to make people “Ministers of Native Affairs”
-Implications for managing diversity
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Race and Inter-cultural Accessibility
• Willingness to communicate with people of other cultures
• Take into account proximity
• Approach-Avoidance
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Race and Cultural Contacts
• Race ethnicity and perception– Think of American, Japanese, African,
Moslem, Christian, Jew, Black, White, Russian
• Expectancy-Violation theory– Evaluating hose deviating from us in the
direction of us as standard
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Race, Language & Culture
• Ebonics vs. English in the USA
• English vs. Afrikaans vs. African Languages
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Ethnicity
• Impact on perception of others
• Implication in general
• Implications in the work place
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Gender Differences in Communication• Men talk more than women• Women tend to use more tag questions• Women use more qualifiers and intensifiers • Women communicate to build rapport• Men communicate to report factual information• Women use more cooperative language• Men use more competitive language
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Chapter 10
Why Diversity Programs Fails and What to do About It
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Major Saboteurs1. Perceived lack of relevance
-To be relevant, bring it closer to individual (WIFM)
2. Not using data to drive initiative
-Data catches attention
-Sources of data, surveys, focus groups etc.
-Once collected what happens to it?
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Major Saboteurs (Cont.)
3.An “Us Versus Them” Mentality• Polarization
-Win-loose • Positioning diversity • Building common ground
4.Lack of understanding at the op regarding the nature and implications of commitment
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Major Saboteurs (Cont.)
5. Failure to set context-Strategic positioning
(Domestic/Global)
6. Not doing the Up-front Work-Laying the foundation:e.g. collecting data to assess support
7.
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Major Saboteurs (Cont.)7. Absence of clear goals and objectives
-What exactly would you like to achieve?-How will you tell that you have achieved it?
8. Lack of sufficient tailoring & rationale in training
-Training an end in itself instead of a means to an end
-Generic interventions
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Major Saboteurs (Cont.)
10. Human nature & reluctance to change
-Tendency to hang to status quo
11. Turning diversity into a religion
-Unchecked zeal
-intolerance of change agents
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Proactive strategies:Getting it right from the start
1. Gain commitment from the top:
Make a business case
-Customers & Markets
-Global diversity
-Productivity
-National work-force demographic trends
-Internal work-force trends
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Proactive strategies:Getting it right from the start (Cont)
2.Assessment and diagnosis
3.Diversity Task Force
-Establishing a team to make change
happen
4.Training
-Awareness
-Knowledge
-Skills
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Proactive strategies:Getting it right from the start (Cont)Types of training• Individual focused:
-awareness, attitudes and beliefs
• Managerial skills focused:-Performance review-Conflict resolution-Problem solving & conflict resolution-Giving and getting feedback
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Proactive strategies:Getting it right from the start (Cont
5. Systems change
-Accountability
-Reward
-Reporting relationships
-Communication
-Decision making
-Norms