employee orientation to culture
TRANSCRIPT
Orientation to
CultureHouse of New Hope
Employment Orientation
Rev 2011-2
The world’s
population is
6,895,537,485
If you could fit the entire population of the
world into a village consisting of 100
people…
The population of the United States is 311,946,120 (only 4.5%)
Where do we come from…
60 Asians (China,
India, etc.)
12 Europeans
5 North Americans
8 Central and
South Americans
14 Africans
There would be… 52 women and 48
men
30 white people and 70 people of color
33 Christians
21 Muslims
13 Hindus
6 Buddhists
89 heterosexuals and 11 gay and lesbians
How old are we…
27 are 0-14 years
65 are 15-64 years
8 are 65 or older
Men will live to be 64 on the average
Women will live to be 68 on the average
If you want to chat… 13 speak Mandarin Chinese
5 speak Spanish
5 speak English
3 speak Arabic
3 speak Hindi
3 speak Bengali
3 speak Portuguese
2 speak Russian
2 speak Japanese
41 speak over 41lesser known languages
Literacy…
82 can read and write
Of the 18 that are illiterate, 12 come from
only 8 countries (Bangladesh, China,
Egypt, Ethiopia, India, Indonesia, Nigeria
and Pakistan)
Of all the illiterate folk in the village, two-
thirds are women
Health and Wealth… 6 people would possess 59% of the wealth
and 5 would all come from the USA.
80 would live in poverty
50 would be suffering from hunger and malnutrition
1 would be dying (most often by AIDS)
1 would be giving birth
1 would own a computer
1 would have a university degree
Quality of life…
7 have experienced the horror of war, the
solitude of prison, the pain of torture, or near
death by starvation.
50 cannot worship the God of their choice for
fear of assault, prison or murder.
75 do not have sufficient food to eat, a roof
over their head or a place to sleep.
8 have some money in the bank, wallet or
purse.
The “culture” of our village…
Each person that we serve is unique in their own right.
Each person has:
Their own fingerprints and genetic structure
Their own likes and dislikes
Their own values and beliefs
Their own past-histories
Their own strengths and deficiencies
Their own destiny
Cultural Sensitivity As an employee of
House of New Hope, you have the responsibility to remain aware that cultural differences and similarities exist without assigning values (better or worse, right or wrong) to those cultural differences.
Cultural knowledge… As an employee of
House of New Hope, you have a responsibility to familiarize yourself with selected cultural; characteristics, history, values, belief systems, and behaviors of the members of ethnic groups that we serve.
As an employee of
House of New
Hope you have a
responsibility to
develop sensitivity
and understanding
of the ethnic
groups that we
serve…
Cultural awareness…
Cultural awareness (continued)
This usually involves internal changes in
terms of your personal attitudes and
values.
Awareness and sensitivity also refer to the
qualities of openness and flexibility that
you develop in relation to others.
Cultural competence… House of New Hope and its employees strive
toward being culturally competent.
Operationally defined, cultural competence is the integration and transformation of knowledge about individuals and groups of people into specific standards, policies, practices, and attitudes used in appropriate cultural settings to increase the quality of service; thereby producing better outcomes.
Cultural competency emphasizes the idea of effectively operating in different cultural contexts.
5 Steps Toward Cultural
Sensitivity1. Take the initiative to make contact with those we
serve.
2. Take time to listen. If you don't understand, or you are not understood, take time to find out why. Don’t presume that you “know” them. Explain or ask questions. A key question might be, "Would you help me to better understand?“
3. Learn how to pronounce names correctly. Their name is as important to them as yours is to you.
4. Be yourself. Show that you care about them as people and that you honestly want to help.
5. Don't allow cultural differences (preferences) to become the basis for criticism and judgments. Differences are neither good nor bad. What we do with them is the key.
Cultural insensitivity leads to
failure…
Culture comes in many shapes and sizes. It
includes areas such as politics, history, faith,
values, behavior and lifestyle.
The following examples demonstrate how a
lack of cultural sensitivity led to failure in
business and industry.
McDonalds… The fast food giant McDonald's spent
thousands on a new TV ad to target the Chinese consumer. The ad showed a Chinese man kneeling before a McDonald's vendor and begging him to accept his expired discount coupon.
The ad was pulled due to a lack of cultural sensitivity on McDonald's behalf. The ad caused uproar over the fact that begging is considered a shameful act in Chinese culture.
Gerber…
When the US firm Gerber started selling
baby food in Africa they used the same
packaging as in the US, i.e. with a picture
of a baby on the label.
Sales flopped and they soon realized that
in Africa companies typically place
pictures of contents on their labels.
Pepsodent…
Pepsodent tried to sell its toothpaste in
South East Asia by emphasizing that it
"whitens your teeth." They found out that
the local natives chew betel nuts to
blacken their teeth which they find
attractive.
Language insensitivity… IKEA, the global furniture company, once
tried to sell a workbench called FARTFULL - not a hugely popular product for obvious reasons.
Both Clairol and the Irish alcoholic drink Irish Mist did not properly consider the German language when they launched their products there. Clairol's hair-curling iron "Mist Stick" and the drink "Irish Mist" both flopped - why? 'Mist' translates in German as "manure".
Language insensitivity (continued)
The Japanese seem to have a particular flair for naming products. The country has given us gems such as "homo soap", "coolpis", "Germ bread" and "Shito Mix".
A new facial cream with the name "Joni" was proposed for marketing in India. They changed the name since the word translated in Hindi meant "female genitals.“
Coors had its slogan, "Turn it loose," translated into Spanish, where it became "Suffer from diarrhea."
Summary…
As an employee of House of New Hope,
you are responsible to treat every
stakeholder (i.e., co-worker, consumer,
business associate, referral source)with
fairness and respect REGARDLESS of their
cultural differences and similarities.
It is your responsibility to increase your
understanding of their cultural differences
without judging these differences.
Summary (continued)
Since cultural differences are so deep and
intuitive, they can lead to substantial
misunderstanding and miscommunication.
This can be very detrimental to House of New
Hope’s reputation.
The answer is to increase your:
Cultural knowledge
Cultural awareness
Cultural competence