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Relational Styles Across Cultures - Coggle Diagram
Relational Styles Across Cultures
Family in cultural context (Johnson, p.89-94)
Many non-Western cultures understand counseling as a collective activity, to be carried out by the extended family (Johnson, p.90)
In many cultures, family members do not have equal rights (Johnson, p.90)
Intercultural dimension; differences in family norms between cultures (Johnson, p.91)
Intracultural dimension; cultural differences within a family; more than one primary cultural influence impinges on individuals in the family (Johnson, p.91)
Levels of acculturation in a culturally blended family; language ability, role reversal (Johnson, p.92)
Joint family; parents arrange the marriages of their children and marriage is viewed as a contract between two families (Johnson, p.94)
The "tradiitonal" family is now experiencing tremendous stress due to modernization (Johnson, p.95)
The church must be contextual in its approach to its pastoral care ministry (Johnson, p.97)
Theology of family; justice based on equality, fidelity defined by convenant, and intimacy expressed in loving encounter (Johnson, p.100)
How to leverage our definitions of identity and purpose (Rosinski, p.105-116)
Being vs. doing (Rosinski, p.105-109)
Being; stress living itself and the development of talents and relationships (Rosinski, p.105)
Doing; focus on accomplishments and visible achievements; the dominant cultural orientation in mainstream America (Rosinski, p.105)
Paradoxically, more being is usually necessary to ultimately get more doing (Rosinski, p.106)
Individualistic vs. collectivistic (Rosinski, p.110-116
Individualistic; emphasize individual attributes and projects (Rosinski, p.110)
Collectivisitic; emphasize affliation with a group; decision making can take more time (Rosinski, p.110)
These orientations are not black and white; we are all these things to various degrees and different manners (Rosinski, p.111)
How to leverage organizational arrangements (Rosinski, p.117-140)
Hierarchy vs. equality (Rosinski, p.119-125)
Heirarchy; some people have more power and influence than others (Rosinski, p.119)
Equality; power inequalities are largely artificial and are not natural or fair (Rosinski, p.119)
The coaching relationship assumes equality (Rosinski, p.123)
Universalist vs. Particularist (Rosinski, p.125-129)
Universalist; all cases should be treated the same universal manner (Rosinski, p.125)
Particularist; what is fair and true in one situation might be wrong in another (Rosinski, p.125)
The US scores very high on universalism (Rosinski, p.126)
Stability vs. change (Rosinski, p.129133)
Stability; skeptical or even anxious about change that is too substantial or turbulent; rules are welcomed because they control behavior and change (Rosinski, p.129)
Change; welcome changes that are significant, nonlinear, innovative, and turbulent; rules are to be limited (Rosinski, p.129)
Competitive vs. collaborative (Rosinski, p.133-138)
Competitive; the workplace is the stage of permanent contest between individuals, team, or divisions; common in the US (Rosinski, p.133)
Collaborative; the emphasis is on working together (Rosinski, p.133)
How to leverage our notions of territory and boundaries (Rosinski, p.141-152)
Protective culture; people are keen to protect their physical and mental territory; in the workplace, people prefer to keep their personal life and feelings private (Rosinski, p.141)
Sharing culture; people long for an open environment in which closer relationships can be built; physical boundaries and distance are seen as obstances to being together (Rosinski, p.141)