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Cross-Cultural Practices - Coggle Diagram
Cross-Cultural Practices
Setting the right tone (Fontes, p.56-79)
Demeanor; appear warm, relaxed, supportive, and non-judgmental (Fontes, p.56-57)
Giving full attention and taking notes; if you are taking notes you should explain what and why you are writing (Fontes, p.57-58)
Conveying respect; pay careful attention to what we say and how we present ourselves and how the interviewee hears us (Fontes, p.58-60)
Counteracting shame; we must welcome all aspects of the interviewee (Fontes, p.60-62)
Voice quality, tone, speed and volume; a critical or impatient tone can make an interviewee shut down (Fontes, p.62-64)
Pace and time; the interviewee should be allowed to set the pace (Fontes, p.65-66)
Joining with all members of the family; honor the hierarchy by first greeting the older members of the family (Fontes, p.66-67)
Addressing people appropriately; we should address adults by their last name (Fontes, p.67-69)
Professional titles; in some countries, it's important to greet someone by his professional title (Fontes, p.69-70)
Saving and losing face; the interviewer must attempt to avoid making the interviewee feel like they are losing dignity, honor or self-respect (Fontes, p.70-71)
Questions also set the tone; questions are not neutral, they convey values, exert influence, establish the relationship, determine the scope of the interview, embody intentions (Fontes, p.72-76)
Narrative training; using open-ended questions from the outset (Fontes, p.76-77)
Eliciting free narratives; asking general or invitational questions (Fontes, p.77-78)
How to leverage our sense of power and responsibility (Rosinski, p.75-89)
Control-oriented culture; individuals feel in charge of his or her own destiny, a primary American orientation (Rosinski, p.76-77)
Harmony-oriented culture; knowing when one must act and when it is best to let go (Rosinski, p.77-78)
Humility-oriented culture; recognized that there are many things out of human control (Rosinski, p.78-80)
Leveraging control, harmony and humility; you keep in mind the richness in each orientation, while watching for their downsides (Rosinski, p.82-85)
Coaching tool : visioning model; successful corporations have a habit of developing a vision for the future and a strategy for making it happen (Rosinski, p.85-87)
How to leverage time management approaches (Rosinski, p.91-104)
Scarce/plentiful (Rosinski, p.92-95)
Scare; time is like a limited commodity (Rosinski, p.92)
Plentiful; time is viewed as plentiful (Rosinski, p.92)
Monochronic/polychronic (Rosinski, p.95-100)
Monochronic cultures; people prefer to devote their full attention to one thing at a time (Rosinski, p.95)
Polychronic cultures; people tend to interrupt a task or a meeting in order to attend to another important task or relationship at the same time (Rosinski, p.95)
Past, present and future (Rosinski, p.100-104)
Past-oriented cultures; a lot of historical contexting (Rosinski, p.100)
Present-oriented cultures; instant gratification and short-term benefits are valued (Rosinski, p.100)
Future-oriented cultures: a long-term orientation often coincides with relationship and obligation-based cultures (Rosinski, p.100)
Exportation of U.S.-based models of counseling and counseling psychology (Gerstein, p.104)
A dualistic perspective has emerged regarding etic (universal) and emic (relativistic) approaches in studying culture (Gerstein, p.106)
Cross-cultural psychology is a section of psychology mainly focused on how culture affects behavior, and the aim is to develop an inclusive universal psychology (Gerstein, p.106)
Studies within cultural psychology see culture as central to the understanding of human processes and behavior. With this approach, the culture and the person or psyche are seen as inseparable (Gerstein, p.107)
One general criterion to evaluate the appropriateness of a theory to a new cultural context is the cultural distance between the culture/country in which a theory was developed versus applied (Gerstein, p.108)
The U.S.-based counseling profession, as well as psychology in general, has had a dramatic influence on the practice and science of psychology and counseling outside the United States (Gerstein, p.109)
Professionals around the world have embraced many of the theories, methods, and strategies developed and employed in the United States. This trend began in the middle of the 20th century, accelerated toward the end of that century, and continues in this current century (Gerstein, p.109)
The transportation of counseling models based on the U.S. cultural context can become problematic when the values of the recipient’s culture differ substantially from those of the United States (Gerstein, p.110)
Authentic cross-national collaboration and power-sharing, along with ongoing reflection about the relationship dynamics among the members of the team, can lessen the potential for psychological colonization (Gerstein, p.113)
The exportation of U.S. psychology and counseling can become an instrument of psychological colonization, particularly in relation to the exportation of U.S. counseling models to non-Western contexts (Gerstein, p.116)
In 2004, the APA, noting the current issues related to exportation of U.S. psychology, passed a resolution focusing on bringing culture and gender awareness to international psychology in an effort to offer guidance in the internationalization movement (Gerstein, p.116)