Are we doing enough to improve our Department/College/ University s Intercultural Competence?

Transcription

1 Are we doing enough to improve our Department/College/ University s Intercultural Competence? Lupita Fabregas, Ph.D. Lupita.Fabregas@okstate.edu March 5th,

2 Learning Outcome Gain an understanding of how to improve your organization s Intercultural Competence, recognizing and accepting cultural differences. 2

3 What is a Multicultural Environment (ME)? ME includes people from different gender, age, race, ethnicity, economic status, sexual orientation, country of origin, language, nationality, or physical/mental ability. It also includes people from different generations, levels of education, and people who have different opportunities It is crazy! It prints while you are writing

4 And Access to Technology

5 Some realities Monoculture environments do not exist in modern society. You are expected to be and also educate intercultural competent professionals. 5

6 Let s Start with Some Definitions Culture is who we are! Socially transmitted behaviors! Beliefs, costumes, arts, language, ways of life and thinking, behaving, geographic location, etc. 6

7 Uri Bronfenbrenner s Ecological Theory

8 Culture Analogy Anything that you can perceive with your five senses The Iceberg Values and Beliefs Peterson, 2004

9 Being in a Multicultural Environment is not the same as knowing how to work in a Diverse Society 9

10 Diversity Knowing how to relate to those qualities and conditions that are different from our own and outside the groups to which we belong Iowa State University. College of Liberal Arts, 7 1 0

11 And the people in your Institution.. 1) To feel good interacting with people from other cultures. 2) To make people from other cultures feel good when you are working with them. 11

12 To be aware that we are different!!!! 12

13 The Lewis Model of Culture

14 How different we are! Talks most of the time Talks half of the time Polite but Direct Emotional Result- Oriented Relationship Oriented

15 Developmental Model of Intercultural Sensitivity (DMIS) (Bennett, 1986 & 1993) Intercultural Development Inventory (IDI) (Hammer, Bennett & Wiseman, 2003; Hammer 2008) 15

16 How are you dealing with Intercultural Competence? Copyright 2007, Mitchell R. Hammer, PhD 15

17 Summary Orientation Description Denial 1. I found very small and obvious differences among people. The only thing I notice are people s gender, age and color. Polarization 1. I am not like them, and I will never be. 2. I am the judge. I know what is right and what is wrong. 3. I am always right, my culture is the one, or your culture is the one and mine is wrong. Adapted from Bennett, 1986, 1993

18 Summary Orientation Description Minimization 1. I discovered I have a lot of things in common with my partner? My son? Americans? My grandma? My students? 2. I really do not have to do any effort to fit in, we are all the same. Acceptance 1. I know that we are different. I can make a list of things that we share but also things we don t share. 2. Even when we are different, I can work with you.lets talk about our cultural differences. 3. I accept you the way you are. Adapted from Bennett, 1986, 1993

19 Some Groups Profiles 19

20 Group Profile Working with people from different cultures is a challenge due to: Communication 28% Cultural Differences 19% Different Values 3% Stereotypes 14% 20

21 IDI Group Profile Provides information about orientations toward cultural difference and commonality. How you respond to cultural differences and similarities and (how you experience cultural differences). 21

22 Basic Definitions Perceived Orientation (PO) Reflects where the group as a whole places itself along the intercultural development continuum. Developmental Orientation (DO) Indicates the group s primary orientation toward cultural differences and commonalities along the continuum as assessed by the IDI. 22

23 2014 Family & Consumer Sciences Emerging Administrators Perceived Orientation (PO) 23

24 Perceive Orientation Sample of Freshmen at OSU Sample of Master Students at OSU 24

25 Perceive Orientation Sample of Faculty Members at OSU 25

26 Perceive Orientation 115, 120, 120, 123 Copyright 2007, Mitchell R. Hammer, PhD

27 Developmental Orientation Sample of Freshmen at OSU Sample of Master Students at OSU

28 Developmental Orientation Sample of Faculty Members at OSU 28

29 2014 FCS Emerging Administrators Developmental Orientation (DO) 29

30 79, 93, 97, 97 Copyright 2007, Mitchell R. Hammer, PhD

31 What do these mean? We need to try harder! 31

32 What should be our GOAL? Move ALL OF US to the acceptance level of the continuum Copyright 2007, Mitchell R. Hammer, PhD

33 Some examples of how our Culture affects our Daily Work How comfortable and happy people are in your institution. How people manage their sense of belonging in your institution. How people deal with the initiatives proposed. How people make decisions. How people deal with formal or informal environments. How people deal with direct communication. How people respond to authority. How dedicated people will be to work. How quickly people respond to s etc., etc., etc. 33

34 So.what can we do? Where should we start? 34

35 Lupita s Rules to Build an Intercultural Competent Community 35

36 Rule # 1 Be Honest with yourself.

37 Learn about your own culture and your co-workers and institution culture. Rule # 2

38 Rule # 3 Understand that dealing with different people is not natural and requires effort.

39 Rule # 4 Understand that Building an Intercultural Competent Community require a Comprehensive Plan Avoid isolated approaches!!!! 39

40 Rule # 5 Design an Institutional Plan Example of a Comprehensive Plan Five Strategies I. Assessment II. Coaching III. Training IV. Intercultural Exchange Programs V. Reward

41 Rule # 6 Design Activities for Each Strategy Assessment 1. Needs assessment of intercultural competency training 2. Assessment of intercultural competence Coaching 1. Conduct personal interviews and feedback sessions Training 1. Design and deliver short and long-term training 2. Design and deliver online modules for training 3. Teach classes related to the topic 4. Design intercultural competence fact sheets 5. Develop educational and awareness documents Intercultural Exchange Programs 1. Support intercultural exchange programs 2. Support intercultural international experiences Reward 1. Recognize the efforts and impacts of interculturality in RPT, awards, etc. 2. Set aside funding opportunities 41

42 Rule # 6 Learn to Appreciate all that diversity can bring to your institution (not just talk the talk but walk the walk)

43 Rule # 7 Reward Efforts & Achievements Be Consistent! 43

44 Rule # 8 Always Remember 44

45 Each one of us...sees the world with different eyes That is why We need to respect the Differences!

46 Master Level Course Students Feedback! I have learned so much over the course of the past few months and have been amazed at the changes that I see in myself. It challenged me to think outside of my comfort zone, explore my core beliefs and values and adapt the way that I work with individuals in the diverse society that we live. I can't thank you enough for giving this to me.

47 Goals & Progress Indicators Intercultural Personal Plans I would like to gain a better understanding of cultural differences pertaining to work; I will know I have made progress when I am able to identify something a coworker did that would normally frustrate me and realize that it is a cultural difference, not disrespect. I would like to help student workers from different cultures adjust and be accepted by the rest of the employees; I will know I have made progress on this goal when I convince my superiors to do research or ask questions about other cultures instead of making broad generalizations about foreign workers. My goal is to stop pretending that I am something I am NOT.

48 Gracias Thank You Merci Danke धन यव द Gracies Obrigado ขอบค ณ Ekusheh Salamat

49 References Bennett, M. J. (1986). A developmental approach to training for intercultural sensitivity. International Journal of Intercultural Relations, 10, Bennett, M. J. (1993). Towards ethnorelativism: A developmental model of intercultural sensitivity. In R. M. Paige (Ed.), Education for the intercultural experience (pp ). Yarmouth, ME: Intercultural Press. Berthoin, A.& Friedman, V. J. (Writer) (2008). Learning To Negotiate Reality: a Strategy for Teaching Intercultural Competencies Cross Cultural Communication. Retrieved October 14, 2013, from gqwlto3kqut2 M8nO6NUndhfFRI=&docid=2LSGoCl12rSs1M&sa=X&ei=0gdgUuDPDcrm2gXO8IGgDg&ved=0CDMQ9QEwAA Haeger, L. C. (2007). Intercultural competence: An investigation of strategies employed by transnational faculty members. Unpublished Ph.D., Capella University, United States -- Minnesota. Hammer, M. R., Bennett, M. J., & Wiseman, R. (2003). Measuring intercultural sensitivity: The intercultural development inventory. International Journal of Intercultural Relations,27(4), Iowa State University. College of Liberal Arts. Diversity. Retrieved May 15th, 2009, from Moran, R. T., Harris, P. R. & Moran, S. V. (2007). Managing cultural differences: Global leadership strategies for the 21st Century. (8th Ed.). Burlington, MA: Butterworth-Heinemann. Peterson, B. (2004). Cultural intelligence. A guide to working with people from other cultures. Yarmounth, Main: Intercultural Press. Talent Retention and the International Assignment. Retrieved October 7 th, 2013, from Zhu, Y. (2001). Using a knowledge-based approach to develop student intercultural competence in industry. Business Communication Quarterly, 64(3), 102.