Cultural Values

hierarchies.

Even a university professor is likely to bring one or two retainers

along on academic business. Otherwise people might think that he was a

nobody and that his affairs were of little moment.

Even when a group is involved in the U.S., the head man is the

spokes man and sets the tone. This is not always the case in Japan. Two

young Japanese once requested an older American widely respected in Tokyo

to accompany them so that they could "stand on his face." He was not

expected to enter into the negotiation; his function was simply to be

present as an indication that their intentions were serious.

ADJUSTMENT GOES BOTH WAYS

One need not have devoted his life to a study of various cultures to

see that none of them is static. All are constantly changing and one

element of change is the very fact that U.S. enterprise enters a foreign

field. This is inevitable and may be constructive if we know how to utilize

our knowledge. The problem is for us to be aware of our impact and to learn

how to induce changes skillfully.

Rather than try to answer the general question of how two cultures

interact, we will consider the key problem of personnel selection and

development in two particular intercultural situations, both in Latin

cultures.

One U.S. company had totally different experiences with "Smith" and

"Jones" in the handling of its labor relations. The local union leaders

were bitterly hostile to Smith, whereas they could not praise Jones enough.

These were puzzling reactions to higher management. Smith seemed a fair

minded and understanding man; it was difficult to fathom how anyone could

be bitter against him. At the same time, Jones did not appear to be

currying favor by his generosity in giving away the firm's assets. To

management, he seemed to be just as firm a negotiator as Smith.

The explanation was found in the two men's communication

characteristics. When the union leaders came in to negotiate with Smith, he

would let them state their case fully and freely-without interruption, but

also without comment. When they had finished, he would say, "I'm sorry, We

can't do it." He would follow this blunt statement with a brief and

entirely cogent explanation of his reasons for refusal. If the union

leaders persisted in their arguments, Smith would paraphrase his first

statement, calmly and succinctly. In either case, the discussion was over

in a few minutes. The union leaders would storm out of Smith's office

complaining bitterly about the cold and heartless man with whom they had to

deal.

Jones handled the situation differently. His final conclusion was the

same as Smith's-but he would state it only after two or three hours of

discussion. Furthermore, Jones participated actively in these discussions,

questioning the union leaders for more information, relating the case in

question to previous cases, philosophizing about labor relations and human

rights and exchanging stories about work experience. When the discussion

came to an end, the union leaders would leave the office, commenting on how

warmhearted and understanding he was, and how confident they were that he

would help them when it was possible for him to do so, They actually seemed

more satisfied with a negative decision from Jones than they did with a

hard-won concession from Smith.

This was clearly a case where the personality of Jones happened to

match certain discernible requirements of the Latin American culture. It

was happenstance in this case that Jones worked out and Smith did not, for

by American standards both were top-flight men. Since a talent for the kind

of negotiation that the Latin American considers graceful and acceptable

can hardly be developed in a grown man (or perhaps even in a young one),

the basic problem is one of personnel selection in terms of the culture

where the candidate is to work.

The second case is more complicated because it involves much deeper

intercultural adjustments. The management of the parent V.S. company

concerned had learned-as have the directors of most large firms with good-

sized installations overseas-that one cannot afford to have all of the top

and middle-management positions manned by North Americans. It is necessary

to advance nationals up the overseas-management ladder as rapidly as their

abilities permit. So the nationals have to learn not only the technical

aspects of their jobs but also how to function at higher levels in the

organization.

Latin culture emphasizes authority in the home, church, and community.

Within the organization this produces a built-in hesitancy about speaking

up to one's superiors. The initiative, the acceptance of responsibility

which we value in our organizations had to be stimulated. How could it be

done?

We observed one management man who had done a remarkable job of

building up these very qualities in his general foremen and foremen. To

begin with, he stimulated informal contacts between himself and these men

through social events to which the men and their wives came. He saw to it

that his senior North American assistants and their wives were' also

present. Knowing the language, he mixed freely with all. At the plant, he

circulated about, dropped in not to inspect or check up, but to joke and to

break down the great barrier that existed in the local traditions between

authority and the subordinates.

Next, he developed a pattern of three-level meetings. At the top, he

himself, the superintendents, and the general foremen. At the middle level,

the superintendents, general foremen, and foremen. Then the general

foremen, foremen, and workers.

At the top level meeting, the American management chief set the

pattern of encouraging his subordinates to challenge his own ideas, to come

up with original thoughts. When his superintendents (also North Americans)

disagreed with him, he made it clear that they were to state their

objections fully. At first, the general foreman looked surprised and

uneasy. They noted, however, that the senior men who argued with the boss

were encouraged and praised. Timorously, with great hesitation, they began

to add their own suggestions. As time went on, they more and more accepted

the new convention and pitched in without inhibition.

The idea of challenging the boss with constructive new ideas gradually

filtered down to the second and third level meetings. It took a lot of time

and gentle handling, but .out of this approach grew an extraordinary

morale. The native general foremen and foremen developed new pride in

themselves, accepted new responsibilities, even reached out for more. They

began to work to improve their capacities and to look forward to moving up

in the hierarchy.

CUISINE, ETIQUETTE & CULTURAL VALUES

Also, it is necessary to note that food is one of the most enjoyable

ways to experience another culture.

WHAT'S A "STAPLE" FOOD?

Every culture has staple foods. A staple food is a food that is rich

in carbohydrates, that is eaten daily, and that is a primary source of

calories and life energy. Rice is the staple food of much of Asia: from

China & Japan to Sri Lanka & India. For example, many Japanese eat rice

three times a day — with breakfast, lunch and dinner. If there is no rice,

diners feel dissatisfied: the meal simply is not complete.

Cuisine and Etiquette in Zambia

In traditional families, mothers eat together with the girls and the

small boys. Boys age seven and older eat with the father. This is because

all of the children below the age of seven live under the guidance of their

mother and much learning takes place through daily activities in the home.

Ibis is changing, however, especially in towns and cities. The new trend1

is that all members of the family eat together.

Before eating, everybody washes hands in order of the status of the

members of the family: father first, then mother, and the children follow

according to their ages. If a visitor happens to have a meal with the

family, he or she is given the honor of washing first.

It is rude to talk very much or loudly while eating. After eating, the

family members wash their hands again in the same order. The wife and the

young ones clear the table. Burping after a meal is a traditional

compliment, but it is not quite so common nowadays.

Zambia's staple food is maize (corn), and the inhabitants eat maize in

several ways. When the corn is new, it can be roasted or boiled. When it is

dry, it can be fried or boiled, either by itself or mixed with beans or

peanuts. Sometimes maize is ground to a size a little bigger than rice and

is cooked like rice. Finally, we have the fine cornmeal which is called

mealie-meal in Zambia. This is used for making nsima, the most popular way

of cooking maize. Nsima is steamed cornmeal.

Meat from cows, goats, sheep, and fish are used in sauces over nsima.

There are also a lot of vegetables put in sauces, such as leaves from bean

plants, okra, peas and pumpkins. Other vegetables eaten almost daily

include onions and tomatoe. Nsima is usually prepared for lunch and dinner

and not for breakfast. All the cooking is done by the wife.

Cuisine & Etiquette in Uganda

In Uganda, the staple food is matoke (a variety of semi-sweet bananas

with green peels used in cooking). Other food crops include sweet potatoes

or yams, white potatoes, beans, peas, peanuts, cabbage, onions, pumpkins,

and tomatoes. Some fruits, such as oranges, papayas, lemons, and

pineapples, are also grown.

Most people, except for a few who live in the city centers, produce

their own food. The responsibility of preparing the family's meals belongs

solely to the women and the girls in the family. Men and boys of age 12 and

above are not even expected to sit in the kitchen, which is separate from

the main house.

Most families eat two meals a day. The two meals are lunch and supper.

Breakfast is just a cup of tea or a bowl of porridge.

When a meal is ready, all members of the household wash their hands

and sit down on floor mats. Hands have to be washed before and after the

meal. At mealtime everybody is welcome; visitors and neighbors who drop in

are expected to join the family at a meal.

Food is served by the women. "Sauce" — a stew with vegetables, beans,

butter, salt, and curry powder — is served to each person on a plate.

Sometimes fish or beef stew is served.

Normally a short prayer is said before the family starts eating.

During the meal, children talk only when asked a question. It is bad

manners to reach for salt or a spoon. It is better to ask someone sitting

close to it to pass it. It is also bad manners to leave the room while

others are still eating. Everyone respects the meal by staying seated until

the meal is over. Leaning on the left hand or stretching ones legs while at

a meal is a sign of disrespect and is not tolerated.

People usually drink water at the end of the meal. It is considered

odd to drink water while eating.

When the meal is finished, everyone in turn gives a compliment to the

mother by saying, "Thank you for preparing the meal, madam." No dessert is

served after the meal. Fruits like papaya, pineapple, or sweet bananas are

normally eaten as a snack between meals.

Cuisine & Etiquette in Sierra Leone

In Sierra Leone, the staple food is rice. "If I haven't had my rice, I

haven't really eaten today," is a popular saying of this people. They eat

rice at least twice a day. Only women and girls prepare the food.

If you visit a there friend, he or she will almost always invite you

to stay and eat. Sharing is an important part of life in Sierra Leone!

Everyone washes their hands before they eat, and then they gather in a

circle with a huge dish of food placed in the middle.

The oldest males get the choicest food, the best pieces of meat or

fish. Then the young males take the next best pieces, and then finally the

women and girls get any meat or fish that is left. Sometimes the women and

girls wait until the men and boys have had all they want before they eat.

Rice is eaten with the hands by squeezing or rolling it into a ball,

dipping it into the sauce, and then popping it into the mouth. When

everyone finishes eating, they wash their hands and thank the cook.

When you are eating, you usually don't talk. Talking shows a lack of

respect for the food. It is rude to lean on your left hand while you are

eating. People usually drink water only after a meal is over.

Many ingredients go into sauces or stews to go with rice. The most

popular sauces are made of greens. Other common ingredients include palm

oil, onions, tomatoes, yams, and red peppers. Sometimes peanut oil or

coconut oil are used. Sources of protein that go into the sauces include

peanuts and beans, as well as fish, chicken, goat meat, or pork. Seafood,

such as oysters, lobster, and crab, may also be used. Most of the calories,

however, come from rice, which is eaten in large quantities.

Fruits include oranges, bananas, papayas, lemons, avocados,

watermelon, mangoes, and pineapples. Fruit is usually eaten as a snack.

Plantains (cooking bananas) are sometimes sliced and fried as chips for a

snack. Tea and coffee are drunk in some parts of the country for breakfast.

Coke and beer are popular with people who can afford them.

PATTERNS OF SPEECH

A language is more than the sum of its words, its grammar, and the

expressive quality of its melody.

Language =Words+ Grammar + Melody + "?"

Every cultural group has unique patterns of speech — patterns for

doing things like giving and responding to compliments, saying no, and

forming business relationships. And even the most elementary of speech acts

— the greeting — is more complex than you might think!

THE U.S.A

Many visitors to the United States are perplexed every time an

American flashes one of those famous smiles, looks you straight in the eye,

exclaims "How are you?" —and then disappears without waiting to hear a

word. These visitors must feel like Alice in Wonderland, trying to

communicate with the White Rabbit. That's because they are taking the

question "How are you?" literally, as a request for information about ones

health and well-being. "How are you?" (when said in passing or as part of

an everyday greeting) may be a question according to the rules of grammar,

but in practice it is not a question at all! It is a friendly and polite

greeting. No one expects to give or hear a long answer. A one or two word

answer will do. In fact, it's considered rude to tell a long story.

When Americans are not simply greeting you and truly want to know how

you are, they may put a small emphasis on the word "are." How ARE you? Or,

to make the message absolutely clear, they might say "How ARE you, REALLY?"

Then you can tell a very long story indeed.

MOROCCO

In Moroccan Arabic, people greet each other with the words "Salaam Oo-

allay-kum." Ibis greeting means "Peace be with you." The response is "Oo-

allay-kum salaam" — "And with you peace." But the greeting does not end

there! Greetings in Morocco may continue for many minutes - sometimes as

long as half an hour — as people ask about each other's health, faith in

Allah, families, work, etc.

Moroccans shake hands when greeting, touching the heart immediately

after the handshake to show that the greeting is sincere. Sometimes instead

of touching the heart, they will kiss their own hand after the handshake as

a sign of particular esteem or affection. In the case of family members or

close friends, women greeting women and men greeting men will kiss each

other's cheeks back and forth a few times. In the north, it's right cheek-

left cheek-left cheek. In other parts of the country, it could be right-

left-right, or right-left only. How many times you kiss cheeks also depends

on how much you like the person, or how long it's been since you've seen

them. The longer it's been, the more kisses are exchanged.

4.CONTRAST RUSSIAN’S STEREOTYPES

A stereotype is a statement that simplifies human and social

realities. For example, a single quality is said to belong to every member

of a group: "Men hate to cook."

Prejudice is to prejudge: to form an opinion, usually negative, about

someone before you know many facts. "Richard can't cook - he's a guy!" If

you have seen the film Shrek, about an ogre who falls in love with a

princess, you may remember Shrek's lament — his sad complaint that "They

judge me before they even know me!"

Stereotypes and prejudice are based on incomplete or faulty

information. They get in the way of knowing people as individuals and of

understanding the world in a complex and sophisticated way; they can offend

& hurt people; and they can lead to serious misunderstandings.

NINE STATEMENTS ABOUT RUSSIA

The nine comments a non-Russian might make about Russians:

1. Russians are dreamers and not doers.

2. Russians are not materialistic. They consider other people more

important than what you can buy.

3. Russians value familiar faces and distrusts those they do not

know.

4. There is a right and a wrong way to do almost anything, and

Russians will not hesitate to tell you when you are doing something wrong —

or "nyekulturno."

5. Russians don't think about the future — they don't plan far

ahead. If they have money today, they spend money today.

6. Russians are certain that they are right, they know everything &

they have all the answers.

7. Russians are fatalistic — they feel nothing they can do will

make a difference.

8. Russians disapprove of people who are different or who break

social conventions (like Tattoo).

9. Russians are "lazy" — if you don't tell them what to do and

supervise them carefully they will do as little as possible or nothing at

all.

If we can understand what lies behind the stereotypes, we are able to

politely challenge or correct others' misperceptions if we so choose. We

all stereotype others sometimes

—and it can be a shock to hear about how others stereotype us. Just

think of a time you have stereotyped someone, as we all have, and imagine

their reaction if they heard your words!

For an explanation of each of the nine notions, we shall learn some

reasons that some observers and scholars might give as to why Russians may

appear to others the way they do.

1. As a general rule Americans are oriented towards doing. They

measure their own value, and that of others, by what & how much they do.

Ideas are not valued as highly as the practical application of ideas and

results. Russians are more oriented towards contemplating ideas and valuing

ideas in and of themselves. A Russian who attended an American/Russian

conference described the different ways each group would spend conference

Страницы: 1, 2, 3, 4, 5, 6, 7