employee orientation to culture

24
Orientation to Culture House of New Hope Employment Orientation Rev 2011-2

Upload: house-of-new-hope

Post on 23-Jan-2018

709 views

Category:

Government & Nonprofit


2 download

TRANSCRIPT

Page 1: Employee Orientation to Culture

Orientation to

CultureHouse of New Hope

Employment Orientation

Rev 2011-2

Page 2: Employee Orientation to Culture

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%)

Page 3: Employee Orientation to Culture

Where do we come from…

60 Asians (China,

India, etc.)

12 Europeans

5 North Americans

8 Central and

South Americans

14 Africans

Page 4: Employee Orientation to Culture

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

Page 5: Employee Orientation to Culture

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

Page 6: Employee Orientation to Culture

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

Page 7: Employee Orientation to Culture

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

Page 8: Employee Orientation to Culture

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

Page 9: Employee Orientation to Culture

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.

Page 10: Employee Orientation to Culture

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

Page 11: Employee Orientation to Culture

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.

Page 12: Employee Orientation to Culture

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.

Page 13: Employee Orientation to Culture

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…

Page 14: Employee Orientation to Culture

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.

Page 15: Employee Orientation to Culture

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.

Page 16: Employee Orientation to Culture

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.

Page 17: Employee Orientation to Culture

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.

Page 18: Employee Orientation to Culture

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.

Page 19: Employee Orientation to 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.

Page 20: Employee Orientation to Culture

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.

Page 21: Employee Orientation to Culture

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".

Page 22: Employee Orientation to Culture

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."

Page 23: Employee Orientation to Culture

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.

Page 24: Employee Orientation to Culture

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