Week 1-5

Acknowledgment of Country

Public acknowledgment of Aboriginal ownership of the land where an event is to take place by non-Aboriginal people

True

T/F

Australia is a multicultural country

Culture definition

“That set of distinctive spiritual, material, intellectual and emotional features of a society or social group, encompassing all the ways of being in that society; at a minimum, including art and literature, lifestyles, ways of living together, value systems, traditions, and beliefs.”

Culture is also viewed as

“An inherited ‘lens’ through which the individual perceives and understands the world” … “learned, accumulated experience”

Visible aspects of culture

examples: dress, food, language, music, literature, games, rituals, visual art, festivals

Non-visible aspects of culture

examples: beliefs, communication style, values, handling emotions, notions of time/modesty, handling physical space, competition vs. cooperation, ethics

Social Norms

• Society’s expectations of its members

• They are shared, sanctioned, and integrated systems of beliefs and practices that characterise a cultural group

• Rules or standards that guide or constrain an individual’s actions or behaviour.

• respect

• equality

• inclusion

• participation

• dignity

• empowerment

Positive intercultural contact can support

True

T/F

Understanding people does not mean agreeing with everyone — it means recognising their humanity and creating fair opportunities to participate.

Anthropology

• “The holistic study of human culture and society”

• From Ancient Greek: Anthropos [human] + logos [study]

Enculturation

the process by which people learn the values, beliefs and behaviours of their own culture

Acculturation

• “The process of cultural and psychological change that results following meeting between cultures”

• e.g. migrants to Australia, Aboriginal people in the wake of British colonisation

As we grow up in our own culture

In enculturation, culture is learned over time…

By being immersed in a culture that is different to ours

In acculturation, culture is learned over time…

False

T/F

a person can only be of one culture

Values

_______ are at the base of human behaviour

True

T/F

communication = behaviour

Identity Theory

the __________ seeks to explain the cognitive processes and social conditions underlying intergroup behaviours, especially those related to prejudice, bias, and discrimination

Self-identity

• “The unique combination of personal values, goals, attitudes, behavioural styles and characteristics that comprise each individual”

• how you see yourself

True

T/F

The cultural change process affects our self-identity

Cultural identity

• “The subjective identification with a particular cultural group.”

• Shapes how you see others and interact across cultures

• Develops over time, beginning in early life

• Involves a sense of belonging

Social identity

• “That part of an individual's self-concept which derives from his knowledge of his membership of a social group (or groups) together with the value and emotional significance attached to that membership"

• Based on categories such as gender, nationality, ethnicity, religion, or profession

True

T/F

A person can have multiple social identities at the same time

Subcultures

• A group within a larger culture that differentiates itself through distinct beliefs, values, or interests.

• Such groups may develop their own norms and values regarding cultural, political, and other matters.

• They are part of society while keeping their specific characteristics intact.

It responds to social and environmental demands, including innovation and invention in areas such as agriculture and technology.

How Does Culture Change?

• religious beliefs

• traditions

Aspects of culture that are often retained

Cultural Diffusion

“The spread of cultural elements such as ideas, styles, food, religions, technologies etc., between individuals and groups within a single culture or from one culture to another.”

Culture specific Knowledge

• Distinctive knowledge of a particular culture

• “The insider’s perspective”

Culture-general knowledge

• Principles that apply regardless of setting

• ex: “People greet each other”

Personal behaviour

Ways in which each person is different from everyone else, including those in the same group

Cultural behaviour

What a group of people have in common with each other and how they are different from other groups.

Universal behaviour

Ways in which all people in all groups are basically the same

Sender: Ideation -> Message-> Channel -> Encoding -> Receiver: Decoding -> Feedback

Communication process

Noise

• Any unplanned distortion or interference in the communication process

• It may be caused by physical factors (sound, smell, lighting, temperature, etc.), or psychological barriers (perceptions, attitudes, culture, etc.).

False

T/F

Listening is a passive activity

• sensing

• processing and evaluating

• responding

Three Dimensions of Listening

Sensing

Three Dimensions of Listening

Hearing the words and receiving non-verbal signals

Processing and Evaluation

Three Dimensions of Listening

Understanding the meaning, interpreting the implications, evaluating the nonverbal cues, and remembering the message

Responding

Three Dimensions of Listening

listener sends speaker verbal or non verbal signals that he or she is being heard

Non-verbal communication

• Messages not encoded in words

• Closely tied with its counterpart (i.e., to make a total message)

• often communicated unintentionally

• smiling

• eye contact

• posture

• mirroring

nonverbal signs of active listening

• Positive reinforcement “very good”, “yes.

• Remembering e.g. referring to a name/ideas previously discussed questioning

• Reflection/clarification/summarisation e.g. paraphrasing

verbal signs of active listening

Transition experience

• “The responses to the significant changes in life circumstances that generate the tensions and anxieties we face whenever change threatens the stability of our lives”

• ex: starting uni, first job, becoming a parent, getting married, moving out

True

T/F

Cultural Adaptation is part of a transition experience

Circle processes / Story circles

• “The process of a group of people sharing personal experiences in a circle”

• involve sharing personal experiences within gatherings of three or more people based on an underlying value of the importance of human connection

Storytelling

“A social and cultural activity of sharing non-fictional and fictional narratives as a means of entertainment, education, moral formation, or cultural preservation”

True

T/F

the aim of story circles is to develop intercultural competence, increase self-awareness, learn about others, and build relationships

• honeymoon

• disenchantment or crisis

• adjustment

• autonomy or emergence

• independence

• reverse culture shock

Stages of Cultural Adjustment: Culture Shock

Honeymoon

Stages of Cultural Adjustment: Culture Shock

• positive feelings

• curiosity and fascination

• an anticipation of new experiences

• friendliness, superficial relationship with the hosts

• host culture may be idealised

• people may be awe of differences

Disenchantment or Crisis (Culture Shock)

Stages of Cultural Adjustment: Culture Shock

• The unfamiliar may begin to feel frustrating or overwhelming

• Everyday situations may seem confusing

• People sometimes attribute these frustrations to the host culture rather than to the adaptation process

• Being separated from familiar support networks can increase stress

Adjustment

Stages of Cultural Adjustment: Culture Shock

• Daily life becomes more manageable

• The host culture is more familiar and better understood and its’ perception becomes more balanced

• Confidence and independence gradually increase

• Communication improves and routines develop

Autonomy or Emergence

Stages of Cultural Adjustment: Culture Shock

• A growing sense of belonging

• More confident in managing everyday life

• Feelings of isolation gradually decrease

• Cultural differences are better understood and appreciated

• Coping becomes easier as familiarity with the new environment increases

Independence

Stages of Cultural Adjustment: Culture Shock

• You feel like yourself again

• The new culture is embraced

• Context is appreciated as new yet realistic and experienced as enjoyable and comfortable

Reverse Culture Shock

Stages of Cultural Adjustment: Culture Shock

• Returning home may feel unexpectedly unfamiliar

• Home may no longer match your expectations or memories

• Your experiences abroad may have changed your values, perspectives, or behaviours.

• Readjusting to family, friends, and everyday life can sometimes be challenging

Culture Shock

• “A serious, acute and sometimes chronic affective reaction to a new (social) environment”

• The disorientation felt by people when suddenly subjected to an unfamiliar culture or way of life

True

T/F

Culture shock may lead to physical and psychological changes that arise due to the need to function in a new environment for an extended period of time

• different customs and behaviours

• isolation or rejection

• different attitudes and beliefs

• communication problems

• pressure to comply/conform

• differences in everyday process

• status loss (professional, personal, possessions)

Culture shock stressors

learning; cope; belong

• adjustment = i’m _________

• autonomy = i can ________

• independence = i _________

Non-adapters of cultural adaptation

Ready to ‘bolt’ from the situation

Returnees

Non-adapters of cultural adaptation

• Early withdraw

• Don’t learn to cope, face or overcome

• At odds with surroundings

• See the environment as hostile.

• Abandoned coping attempts.

Escapers

Non-adapters of cultural adaptation

• Remain but want to get away.

• Unsuccessfully attempted to adapt.

• Hoping it would disappear.

• Avoid, hide, blame others, distract themselves

Time servers

Non-adapters of cultural adaptation

• Stay

• Appear to cope

• Feel “they are serving time”

• Chronically discontented.

• Depression is common.

• Low productivity, minimal participation in social life.

• Looking forward to returning

Adapters of cultural adaptation

• adjusters

• stayers

Beavers

Adapters of cultural adaptation

• Keep busy to cope, high achievers.

• Avoid dealing with the change

Adjusters

Adapters of cultural adaptation

• Put up with it all

• Mix with members of the host culture

• Satisfied

• Understand the culture and behave appropriately

• Still try to fit in but spend some time with fellow expatriates and some with locals.

• Adjustment is not effortless

Participators

Adapters of cultural adaptation

• Driven by willingness and eagerness

• Effective and involved

• High performers

• Full participants of the host society.

False

T/F

Successful cultural adaptation depends on the individual only

• Occur long before physical contact is made.

• Provide a space to ask questions,

• Engage in dialogue and group communication,

• Raise relevant issues such as weather, food, currency, academic calendar, campus facilities, clubs and societies.

• Share content.

• Engage in immediate social learning with host locals and international peers.

• Access free language learning tools.

Social Media Use Can…

True

T/F

Although the adjustment cycle in theory, has one entry point, it contains multiple exits.

Cultural agility

“The ability to quickly, comfortably, and effectively work [or live] in different cultures and with people from different cultures.”

True

T/F

‘The transitional experience begins with the encounter of another culture and evolves into the encounter with the self’

Transformation

“A non-reversible shift in a person’s perspective toward greater inclusiveness, openness, and flexibility, among other aspects of transformative learning”

Cultural Awareness (cognitive)

• “An acknowledgement of the diversity amongst people’s various beliefs, values and approaches.”

• begins with recognising cultural similarities and differences while understanding how our own culture influences our values, beliefs, perceptions and behaviour

Cultural Sensitivity (attitude and behavioural)

“Being aware that cultural differences and similarities between people exist without assigning them a value – positive or negative, better or worse, right or wrong.”

Cultural Humility

an ongoing process of self-reflection and self-critique, combined with a willingness to learn from others and honour their beliefs, customs and values

Implicit bias

refers to the unconscious attitudes or stereotypes that can influence how we perceive, judge, and interact with others

Cultural Safety

• defined by the person receiving a service, support or assistance

• it is experienced

Cultural Security

• “A commitment … not [to] compromise the legitimate cultural rights, values and expectations of [diverse] people”

• It is achieved when an organisation's policies, systems and practices consistently protect and respect the cultural rights, values and identities of the people it serves

Individual Intercultural Competence

The ability to behave effectively and appropriately when interactingwith others who are linguistically and culturally different from oneself

Institutional Intercultural Competence

an institutional framework that … supports and implements protocols that improve workers attitudes, cross-cultural communication, staff diversity, and ongoing relationships with multicultural communities and stakeholders

Deardorff’s (2006) Intercultural Competency Model

involves inputs (attitudes & knowledge and skills) and outcomes (internal and external)

The Developmental Model of Intercultural Sensitivity (DMIS)

describes how people experience, interpret, and interact across cultural differences by progressing toward a deeper understanding and appreciation of cultural diversity along a developmental continuum

denial → defense → minimization → acceptance → adaption → integration

Development of Intercultural Sensitivity Continuum

• denial

• defense

• minimisation

Ethnocentric Stages

Denial

Ethnocentric Stages

• stupid question stage

• Cultural differences are considered irrelevant

• Limited awareness of cultural differences

• May assume everyone is essentially the same

• May avoid intercultural contact because it feels unfamiliar

• usually based on ignorance rather than hostility

Defense or Reversal

• Recognise cultural differences but view them negatively

• Believe their own culture is superior ("our way is better")

• Rely on stereotypes and negative generalisations about other cultural groups

• Think in "us versus them" terms (e.g., "Immigrants are taking our jobs.")

• Feel threatened or defensive when discussing privilege, bias, or racism

• May oppose equal opportunities or policies designed to address disadvantage.

• ethnocentrism

• stereotypes

• stigma

• bias

Barriers to intercultural communication

Stereotype

“An inaccurate, rigid, and oversimplified image of members of a social group, especially an outgroup"

Stigma

• when someone sees you in a negative way because of a particular characteristic or attribute (such as skin colour, cultural background, a disability or a mental illness).

• A physical or a social trait such as disability or criminal record, that results in negative social relations such as discrimination and exclusion

The Golden Rule

• Each individual should stand in the shoes of another person = Empathy

• It requires people to act toward others in a way that makes their actions delightful to them as well

Ethics

“Moral principles that govern a person’s behaviour or the conduct of an activity.”

Culturally and Linguistically Diverse

CaLD

Languages other than English

LOTE

Interpreter

A person who translates speech

Translator

a person who translates written documents

National Accreditation Authority for Translators and Interpreters

NAATI

Australian Sign Language

Auslan

• Better communication

• Greater inclusion

• Improved access to services

• Fewer misunderstandings

• Higher satisfaction for users and staff

Benefits of interpreters and language support services

• Everyone has the right to fair and respectful treatment.

• Australia’s cultural diversity is increasing

• Different cultural groups may experience barriers to participation, education, employment or services.

• Organisations and professionals have a responsibility to provide inclusive services.

• Global pressure to improve

Why do we need cultural competence?

Globalisation

• “The flow of technology, economy, knowledge, people, values [and] ideas… across borders”

• The process of removing the government-imposed restriction on movements between countries in order to create an “open”, “borderless world economy”