WEEK EIGHT LECTURE SLIDES [Compatibility Mode]

Organisational Communication IV Managing Cultural Diversity

WE and THEY

(Rudyard Kipling, 1919)

Father, mother & me

Sister & auntie say

All the people like us are WE An everyone else is THEY All good people agree

An all good people say

All nice people, like us, are WE And everyone else is THEY

An everyone else is THEY And THEY live over the sea While WE live over the way But –would you believe it? THEY look upon WE

As only a sort of THEY!And everyone else is THEY But if you cross over the sea Instead of over the way

You may end by (think of it!) Looking on WE

As only a sort of THEY!

CULTURE DEFINED

(De Vito, 2004: 36)

‘ Culture refers to the relatively specialised lifestyle of a group of people –consisting of their values, beliefs, artifacts, ways of behaving & ways of communicating.’

THE ICEBERG METAPHOR

(Chayney & Martin, 2004:12)

SUB (MICRO) CULTURES

(Lewis & Slade, 2004:125)

Groups that have strongly marked social, ethnic or racial boundaries

Exist in all cultures

More common in multicultural countries

May also be based on lifestyle differences e.g.

Hippies, goths, punks, sexual orientation, interests

RACISM/DISCRIMINATION

‘Racism is an ideology that gives expression to myths about other racial and ethnic groups, that devalues and renders inferior those groups, that reflects and is perpetuated by deeply rooted

historical, social, cultural and power inequalities in society.’

(g q pp y) (Australian Human Rights & Equal Opportunity Commission, 1998)

DOUBLE CONSCIOUSNESS

‘…this sense of always looking at oneself through the eyes of others, of measuring one’s soul by the tape of a world that looks on in amused contempt and pity.’ (W.E.B.du Bois, 1868-1963)

STUDYING INTERCULTURAL COMMUNICATION It is useful to understand a person’s behaviour in terms of allegiances:

–to a state or region

–to a cultural, religious, ethnic or language grouping

–to a tribe

–to a profession

to a profession

–to a sex

–to a caste

–to a class

CONTRASTING CULTURAL VALUES

(Chaney & Martin, 2004:48)

DEFINING TERMS

Enculturation

Acculturation

Ethnocentrism

Stereotyping

p

Xenophobia

Prejudice

Culture shock

PATTERN OF CULTURE SHOCK

CONTEXT MODEL

(Hall, 1977)

‘Cultures differ to the extent to which information is made explicit or is assumed to be in the context or in the persons

communicating.” (De Vito, 2004: 48)

HIGH CONTEXT

LOW CONTEXT

HIGH CONTEXT LOW CONTEXT Relatively formal More informal

Reliant of hierarchies Less emphasis on hierarchies, more equality Rely on shared experiences Focus on individual experiences

More attuned to nonverbal messages Engage in precise, direct, logical communication

Rules & norms for social encounters fairly rigid No strictly observed rules, more flexible

Self-effacing, modest Self promoting, ego-centric

Emotionally controlled Emotionally expressive

Indirect Direct

COMMUNICATING IN HIGH & LOW CONTEXT CULTURES

(Locker & Kaczmarek, 2004:46)

HALL’S CONTEXT MODEL

(Eunson, 2008:526)

Source: Adapted from Hall (1977); Halverson (1993).

HOFSTEDE’S VALUE DIMENSIONS

(Hofstede, 1984, 2001)

POWER DISTANCE

Extent to which members of a culture accept unequal distribution of power

HPD cultures accept orders & authority without question

About status differences & social hierarchies

UNCERTAINITY AVOIDANCE

?Extent to which people feel threatened about ambiguous

situations

INDIVIDUALISM

People look after themselves & immediate family

Individuals are encouraged to achieve & speak out

Individual’s needs & rights are stressed

Individuals are expected to focus on their own needs

COLLECTIVISM

People belong to ‘in-groups’ or collectives, which look after then in exchange for loyalty

People are encouraged to be conforming & dependent

Impose a large psychological distance between members of the ;’in-group’ & ‘out-groups

MASCULINITY

Dominate values relate to success, money, materialistic things

Rigidly defined gender roles

People are assertive, competitive, make tough decisions

Clearly distinguish between values & goals

FEMINITY

Dominant values relate to caring for others & quality of life

Overlapping goals for men & women are accepted

Broader career paths available for women

People have a greater concern for cooperation

More sensitive approach to decision making

LOW LONG TERM ORIENTATION HIGH LONG TERM ORIENTATION

Quick results expected

Leisure time important

In business, short term results (the bottom line)

L f i b i Perseverance, persistence Leisure time not so important In business, building of

relationships, strong market

position

Higher performance in basic

Lower performance in basic mathematics tasks

Meritocracy –economic & social life ordered by abilities Old age is seen as coming later Higher performance in basic mathematics tasks

People should live more equally Old age seen as coming sooner but as a satisfying life period

HOFSTEDE’S MODEL APPLIED

INDIVIDUAL (LOW CONTEXT) COLLECTIVE (HIGH CONTEXT)

(De Vito, 2004:49)

Own goals are most important

You’re responsible for yourself & to your own conscience

Success depends on your

surpassing others

Competition is emphasised Group's goals are most important You're responsible for the entire group & to the group’s values

Success depends on your

contribution to the group

Cooperation is emphasised

Clear distinction is made between leaders & members

In-group V out-group distinctions of little importance

Information is explicit; little is left unsaid

Directness is valued; face-saving is seldom thought of Little distinction made between leaders & members

In-group V out-group distinctions are of great importance

Information often implicit & much goes unsaid

Indirectness is valued & face-saving a major consideration

Global Leadership & Organisational Behaviour Effectiveness Model

(GLOBE)

(House in Eunson, 2005:463)

Anglo Latin Europe Nordic Europe Germanic Europe Eastern Europe

England Israel Finland Austria Hungary Australia Italy Sweden Switzerland Russia South Africa (white Portugal Denmark The Netherlands Kazakhstan

sample) Spain Germany

(form erly

Albania Canada France East) Poland

N Z l d S it l d(F h G (f l G

New Zealand Switzerland (French Germany (form erly Greece

Ireland speaking) W est)

Slovenia USA Georgia Latin America Sub- Saharan Africa Arab Southern Asia Confucian Asia

Costa Rica Namibia Qatar India Taiwan

Venezuela Zambia Morocco Indonesia Singapore Ecuador Zimbabwe Turkey Philippines Hong

Kong Mexico South Africa (black Egypt Malaysia South Korea

El Salvador sample) Kuwait Thailand China

Columbia Nigeria Iran Japan Guatemala

Bolivia

Brazil

Argentina

SOME HOUSE CULTURAL DIMENSIONS

ASSERTIVENESS

The extent to which a society encourages people to be tough, confrontational, assertive & competitive V modest & tender PERFORMANCE ORIENTATION

The degree to which a society encourages & rewards group

members for performance improvement & excellence

HUMANE ORIENTATION

The degree to which a society encourages & rewards individuals for being fair, altruistic, generous, caring & kind to others

THE CLASH OF CIVILISATIONS

(Huntington, 1996)

A civilisation is a cultural entity –villages, regions, ethnic groups, religious

groups

The great divisions among humankind & the dominating force of conflict will be cultural

The fault lines between civilisations will be the communication barriers & battle lines of the future

DIFFERENCES IN CIVILISATIONS

History, language, culture, tradition, religion

A civilisation may include several nation states

(Western, Arab, Latin) or one (Japan)

Civilisations are dynamic; they rise & fall; divide & merge

Sub-civilisations may be Western (North American & European) or Islam (Arabic, Turkic & Malay)

MAJOR CIVILISATIONS

Countries are grouped in terms of

their culture & civilisation:

Confucian

Western

Japanese

I l i

Islamic

Africa

Latin America

Hindu

MULTINATIONAL MANAGEMENT ORIENTATIONS

(Chaney & Martin, 2004:13-15

ETHNOCENTRIC

Organisation is located ion one country & all its sales are in one country –no accounting for cultural differences POLYCENTRIC

Considers the culture of the country where organisation is

Considers the culture of the country where organisation is located –cultural needs of local workers are considered REGIOCENTRIC

Consider the region (rather than the country) where organisation is located –considers many different cultural backgrounds GEOCENTRIC

Requires a common framework with enough freedom for individual locations to operate regionally (multinationals)

DOING BUSINESS ACROSS CULTURES PREPARE

REDUCE UNCERTAINTY

RECOGNISE DIFFERENCES

ADJUST YOUR COMMUNICATION STYLE

BARRIERS BRIDGING DIFFERENCES

Linguistic Cultural

Perceptual Experiential Nonverbal Seek information about the culture

Be other-oriented

Develop mindfulness

Develop flexibility

T l t bi it

Emotional Stress

Tolerate ambiguity

Avoid negative judgments SUMMARY

Look for similarities & be sensitive to differences

Do not impose your cultural values on to others

Speaking a common language does not necessarily mean values are common

Be aware of cultural characteristics but do not stereotype

Group identity is an important factor in cultures & subcultures

Each culture has its own rules & norms for communicating

Cultures are constantly undergoing change

50款医学软件

一、PPT模板与软件: 1、ScienceSlides: ScienceSlides就是一种PPT插件,可方便的画出各种细胞器化学结构,用来论文画图确实很好用。特别就是用这个与AI(illustrator)结合,画的图可以媲美老外的CNS哦。 2、科研医学美图PPT模板 3、200+套绝美PPT模板 二、代谢与信号分析软件: 1、CellNetAnalyzer: CellNetAnalyzer,就是一种细胞网络分析工具,前身就是FluxAnalyzer,就是基于MatLab的代谢网络与信号传导网络分析模块,。这就是一个典型的代谢流分析工具,可以进行代谢流的计算、预测、目标函数的优化,端途径分析、元素模式分析,以及代谢流之间的对比等。可以基本满足研究一个中型代谢网络的结构尤其就是计算流分配的要求,大部分论文中的代谢网络分析都就是或明或暗的用这个分析的。

2、信号通路图汇总 3、药理学思维导图 三、二维、三维构图软件: 1、DeepViewer _4、10_PC DeepViewer ,曾经也叫做Swiss-PdbViewer,就是一个可以同时分析几个蛋白的应用程序。为了结构比对并且比较活性位点或者任何别的相关部分,蛋白质被分成几个层次。氨基酸突变,氢键,原子间的角与距离在直观的图示与菜单界面上很容易获得。 2、pymol-0_99rc6-bin-win32 PyMOL就是一个开放源码,由使用者赞助的分子三维结构显示软件。PyMOL适用于创作高品质的小分子或就是生物大分子(特别就是蛋白质)的三维结构图像。PyMOL的源代码目前仍可以免费下载,供使用者编译。对于Linux、Unix以及Mac OS X等操作系统,非付费用户可以通过自行编译源代码来获得PyMOL执行程式;而对于Windows的使用者,如果不安装第三方软件,则无法编译源代码。 四、分子生物学软件

50款医学软件

一、PPT模板与软件： 1.ScienceSlides： ScienceSlides是一种PPT插件，可方便的画出各种细胞器化学结构，用来论文画图确实很好用。特别是用这个和AI（illustrator）结合，画的图可以媲美老外的CNS哦。 2.科研医学美图PPT模板 3.200+套绝美PPT模板 二、代谢与信号分析软件： 1.CellNetAnalyzer： CellNetAnalyzer，是一种细胞网络分析工具，前身是FluxAnalyzer，是基于MatLab的代谢网络和信号传导网络分析模块，。这是一个典型的代谢流分析工具，可以进行代谢流的计算、预测、目标函数的优化，端途径分析、元素模式分析，以及代谢流之间的对比等。可以基本满足研究一个中型代谢网络的结构尤其是计算流分配的要求，大部分论文中的代谢网络分析都是或明或暗的用这个分析的。

2. 信号通路图汇总 3. 药理学思维导图 三、二维、三维构图软件： 1.DeepViewer _4.10_PC DeepViewer ，曾经也叫做Swiss-PdbViewer，是一个可以同时分析几个蛋白的应用程序。为了结构比对并且比较活性位点或者任何别的相关部分，蛋白质被分成几个层次。氨基酸突变，氢键，原子间的角和距离在直观的图示和菜单界面上很容易获得。 2.pymol-0_99rc6-bin-win32 PyMOL是一个开放源码，由使用者赞助的分子三维结构显示软件。PyMOL适用于创作高品质的小分子或是生物大分子（特别是蛋白质）的三维结构图像。PyMOL的源代码目前仍可以免费下载，供使用者编译。对于Linux、Unix以及Mac OS X等操作系统，非付费用户可以通过自行编译源代码来获得PyMOL执行程式；而对于Windows的使用者，如果不安装第三方软件，则无法编译源代码。 四、分子生物学软件

science slides 图库

听学术报告时,你总会被同行的精美PPT所惊诧,于是就搜索了一些关于科研PPT制作的技巧。同时，最近在写论文时也总结了一些论文图片的技巧。 1.模式图的绘画。信号通路图和组织细胞图是我们在PPT的背景和结论部分常用的，综述中的精美图片也属此类。有两个工具可以帮我们画出这类模式图。一种叫做Scienceslides，是PPT的插件，是一个素材库，包括各种分子、蛋白、信号通路和组织细胞的素材，都是由专业画家画的，精美绝伦。另一种是一个独立的软件叫做ChemBioOffice,可以画化学和生物的图,也有大量素材,但不如Scienceslides的丰富和精致. 2.数据的展示。当我们得到一些数据时，数据的展示通常可以有多种方法。比如箭头和指针的使用，再比如柱状图和散点图的使用，还比如组学数据的展示。NatureMethods杂志专门开了一个专栏讨论如何有效的展示数据。专栏的名字叫Points of view，从2011年8月至今，每月一个主题（见下表）。

POINTS OF VIEW — BIBLIOGRAPHY 1Krzywinski M2013Elements of visual style Nat Meth10:371. 2Krzywinski M2013Labels and callouts Nat Methods10:275. 3Krzywinski M2013Axes, ticks and grids Nat Methods10:183. 4Wong B2012Visualizing biological data Nat Methods9:1131. 5Wong B, Kjaegaard RS2012Pencil and paper Nat Methods9:1037. 6Gehlenborg N, Wong B2012Power of the plane Nat Methods9:935. 7Gehlenborg N, Wong B2012Into the third dimension Nat Methods9:851. 8Gehlenborg N, Wong B2012Mapping quantitative data to color Nat Methods9:769. 9Nielsen C, Wong B2012Representing genomic structural variation Nat Methods9:631. 10Nielsen C, Wong B2012Managing deep data in genome browsers Nat Methods9:521. 11Nielsen C, Wong B2012Representing the genome Nat Methods9:423. 12Gehlenborg N, Wong B2012Integrating data Nat Methods9:315. 13Gehlenborg N, Wong B2012Heat maps Nat Methods9:213. 14Gehlenborg N, Wong B2012Networks Nat Methods9:115. 15Shoresh N, Wong B2012Data exploration Nat Methods9:5. 16Wong B2011The design process Nat Methods8:987. 17Wong B2011Salience to relevance Nat Methods8:889.