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3. 3 Cultural Awareness for Volunteering in Australia: Workshop Outline Volunteering in Australia
What is volunteering?
The benefits of volunteering
Cultural Awareness
Understanding culture and cultural adaptation
Working with Australians: Finding the 3rd Culture
How to Volunteer
Volunteering Opportunities
Becoming a Volunteer
4. 4 What is “Volunteering”? Volunteering is seen in different ways and is called by different names, but ‘helping the community’ is a universal value in all cultures.
People all over the world offer their help to others free of charge. They do this for friends (informally) and through organisations (formally).
5. 5 What is “Volunteering”? Formal volunteering is an activity which usually takes place through organisations and is done
To benefit the community and the volunteer
Of the volunteer’s own free will
For no financial payment
In designated volunteer positions only
6. 6 Who Volunteers in Australia? Over 6 million Australians are volunteers, helping organisations in;
Emergency services
Welfare
Environment and conservation
Teaching
Fundraising
Managing and administration
7. 7 The Benefits of Volunteering:Why do people volunteer? Helping their community
Personal satisfaction
Making friends and having fun
Gaining skills and work experience
Putting values and beliefs into practice
8. 8 What are some other benefits of volunteering for new & emerging community members to Australia? Increase your understanding of the services available to your community
Help your community and society
Increase your understanding of and adjustment to Australian society
Improve your English skills
Increased acceptance and belonging
9. 9 Why does [our organisation] want newcomers to Australia to volunteer? New perspectives and ideas
New skills
Languages
Understanding different communities
Contacts in new communities
A wider pool of volunteers and future staff
10. 10 Why does [our organisation] want new people to Australia to volunteer?[Our Organisations’] Values [Our Organisation’s] Values
Insert, eg. Service to the community
Insert, e.g Respect for all people
Insert, e.g Inclusion of all people
11. 11 The importance of values Your values are important to you and others
They define what you believe
They guide how you behave and how you expect others to behave
12. 12 All Cultures Share Core Human Values Respect for human dignity
Respect for basic rights
Good citizenship
The Golden Rule: Do unto others…
These values are expressed and upheld in culturally different ways.
13. 13 Linking personal and organisational values through volunteering Choosing the ‘right’ organisation for you to volunteer with is important
Learning about the values of an organisation is an important first step
A successful volunteering experience =
Matching your values with those of an organisation and
Helping the organisation fulfill its mission
14. 14 Cultural Diversity in Australia:Group Profile Group Profile
Your name
Your country of birth
Your parents’ country or countries of birth
15. 15 High Context Low Context Cultures Cultures Spanish
Greek Italian
Arabic English
Vietnamese Australian
Japanese U.S.A
Korean Swedish
Chinese German
Aboriginal Organisational
Cultures Cultures
16. 16 Cultural Diversity in Volunteering: Key Statistics* for South Australia 21% born in more than 200 countries:
10% from English-speaking countries
11% from non-English speaking countries
Top 10 new migrant source countries:
United Kingdom, India, China, Philippines, Afghanistan, South Africa, Korea, Malaysia, Vietnam and Iran
Other new and emerging communities:
Sudan, Thailand, Congo, Burma, Bhutan, Iraq, Kenya, Liberia, Zimbabwe, Burundi and Ethiopia
*ABS Census 2006
17. 17 Understanding CultureGeneralising vs Stereotyping When we study and compare cultures we need to make general observations of the way people do things.
But we also need to remember we are dealing with individuals, not cultures.
It is necessary to understanding the difference between generalising and stereotyping.
18. 18 Generalising vs Stereotyping
Australians tend to be individualistic
Germans tend to value efficiency and formality
U.S. Americans tend to praise personal success highly
Australians are selfish
Germans are uptight
Americans are show-offs
19. 19 Understanding CultureWhat is "Culture"? The learned and shared behaviour of a society, its ‘common sense’.
A society’s set of spiritual, material, intellectual and emotional features.
“It’s the way we do things around here.”
20. 20 Understanding Culture: What’s “different” about Australian culture? Obsession with sport
Families don’t always live nearby or stay in close touch
Many people don’t practice a religion
Being expected to be actively involved in your childrens’ education
Strangers asking “How are you today?”
Being invited to a party and asked to “bring a plate” or told it’s “B.Y.O.”
21. 21 Understanding "Culture" The central question to ask about different cultural views and actions is:
“Why?”
Why do ‘they’ do things that way?
Why do ‘we’ do things this way?
22. 22 The Four Basic Elements of Intercultural Communication
23. 23 Verbal Behaviour Accent: “I love/can’t stand that accent!”
Tone of Voice:“Don’t take that tone with me”
Volume: “Why do they talk so loudly?”
Rates of Speech: “Australians talk so fast!”
Jargon and Slang: “Ramp up.” “Bludger”
24. 24 Verbal Behaviour Metaphors: “Don’t beat around the bush.”
Idioms: “Pull your socks up”
Swearing: “G’day you old bastard.”
Joking: “Just kidding. Can’t you take a joke?”
25. 25 Verbal Behaviour: Australian Humour Making sarcastic or cynical comments about others, giving them insulting nicknames
WHY? Testing a person’s sense of self-importance and ‘sense of humour’. A social levelling tool.
RESPONSE: Laugh it off. Return the ‘favour’
Making fun of, mocking other’s achievements
WHY? ‘Tall poppy syndrome’ – another way of social levelling and reducing power imbalance
RESPONSE: Accept in a spirit of joking humility.
26. 26 Verbal Behaviour: Australian Humour Casual and constant joking and banter or teasing humour at work.
WHY? Informality is valued. Joking is a way of being friendly and a good way of getting things done.
RESPONSE: Don’t take offence. Don’t interpret as not being serious about work.
Telling ‘tall tales’ – untrue stories or facts – in a serious voice to trick the listener.
WHY? Social levelling by reducing others’ seriousness and testing their sense of humour
RESPONSE: Laugh at the trick. “You had me there!”
27. 27 Verbal Behaviour: Australian Swearing Swearing ‘casually’, inserting rude words into general conversation. (More neutral tone of voice.)
WHY?Another form of informality and social levelling
RESPONSE: Don’t take it personally. Don’t interpret it as anger or aggression
Swearing ‘seriously’ to intentionally insult, criticise or complain. (Harsh or loud tone of voice.)
WHY? Expressing anger, disapproval, aggression.
RESPONSE: Apologise for, or verbally defend, your actions or intentions.
28. 28 Verbal Behaviour: Organisational Culture and Etiquette Introductions and Conversation Direct approach to people is acceptable
Introduction by third party valuable
Use of first names on first meeting
Some topics of conversation, such as politics and religion can be ‘unsafe’ but opinions are respected, and frankness valued
Humour, including banter, is appreciated
Language: Ask if terms, jargon, slang, idiom are confusing.
29. 29 Non-Verbal Behaviour: Australian Norms People normally stand about 1 meter apart
Direct but not intense eye contact is expected
Except for handshakes, people don’t touch each other very much. Women don’t always shake hands
If unsure, ask about what dress standards are expected
People only kiss friends in public and only once on the cheek.
30. 30 Communication Style: Australian Norms State your case directly, not indirectly
Silence in a conversation is uncomfortable
Use of humour and irony is common
Impolite to interrupt someone, but turn taking in conversation takes practice
‘Yes’ means ‘yes’
31. 31 Communication Style: Organisational Culture and Etiquette Low on formality and high on informality
First name basis very early
Hierarchy is recognised but little deference is shown
Titles and honorifics rarely used
More respect for achievement than position
Dress codes fairly relaxed – but observe others and ask if not sure
32. 32 Communication Style: Meetings Punctuality is highly valued. Call if running late (late = 10-15 minutes)
Never arrive unannounced. Arrange meetings well ahead if possible.
Meetings are time- and agenda-driven
Some small talk at beginning is acceptable and expected, but only briefly
People tend to get to the point quickly
33. 33 Dimensions of Cultural ValuesHigh Context Low Context Cultures Cultures Spanish
Greek Italian
Arabic English
Vietnamese Australian
Japanese U.S.A
Korean Swedish
Chinese German
Aboriginal Organisational
Cultures Cultures
34. 34 The Dimensions of Cultural Values High Context Cultures
Members share and need to have a deeper, more complex body of understood experience and assumptions as the basis of cooperation. “Who you are”
Low Context Cultures
Members have and need less shared knowledge as basis for cooperation. Defined roles and codes take the place of assumptions. “What you do”
35. 35 Values and Attitudes High Context Cultures
Collectivist
Being-oriented
Long term view
Given status
Verbal agreements
Formal Low Context Cultures
Individualist
Doing-oriented
Short term view
Achieved status
Written agreements
Informal
36. 36 Australian Organisations: Values and Attitudes Organisations value equality and fairness, but these are not always practiced
Informality is a sign of equality
Structures are flatter, communication between levels is more direct
Groups recognise members as individuals first, group members second
Change is part of working life
37. 37 Australian Organisations: Values and Attitudes
Strong focus on time efficiency and deadlines
Planning is usually short term
Results are more important than relationships
Workplace relationships do not necessarily or usually extend into personal life
People work to live, not live to work
38. 38 Understanding Cross-Cultural Adaptation Immigrants: Change by choice
Own decision. Preparation. Resources. Networks.
Stronger sense of identity, self-worth, competence, security, belonging and acceptance. Looking forward.
Refugees: Change by chance
Others’ decision. Little or no preparation. No or very few resources. Limited or no networks.
Weaker sense of identity, self-worth, competence, security, belonging and acceptance. Looking backward.
39. 39 Common Intercultural Fears Making a fool of oneself
Being ridiculed, offended or embarrassed
Embarrassing or offending someone
Giving or getting wrong information
Making or forming a bad impression
Becoming or appearing confused
Being excluded, rejected, lonely
40. 40 Stages of Cultural Adaptation 1: Contact/Honeymoon
2: Disintegration/Disorientation
3: Re-integration/ Irritability & Hostility
4: Autonomy/Adjustment & Integration
5: Independence/ Biculturality
41. 41 Stages of Cultural AdaptationStage 1: Contact/ Honeymoon
Differences are interesting
Insulated by own culture
Perceptions of new culture screened by own culture
Excitement, stimulation, discovery
Curious, assured, positive
42. 42 Stages of Cultural Adaptation Stage 2: Disintegration/Disorientation Differences, contrasts have more impact, begin to intrude
Loss of cultural support from home culture
Misreading new cultural cues
Confusion, isolation, apathy, feelings of inadequacy, loss of self-esteem
Depression, withdrawal
43. 43 Stages of Cultural AdaptationStage 3: Reintegration/Irritability and Hostility Differences are rejected
Anger, rage, nervousness, anxiety, frustration
Suspicion, rejection, exclusion, opinionated
Rejection of the new culture
Pre-occupation with likes and dislikes
Self-assertive
Growing self-esteem
44. 44 Stages of Cultural AdaptationStage 4: Autonomy/Adjustment & Integration
Differences and similarities are recognised
Self-assured, confident, relaxed, warm
Can negotiate most new situations
Assured of ability to deal with new experiences
45. 45 Stages of Cultural AdaptationStage 5: Independence/Biculturality Differences and similarities valued, accepted, important
Trust, humour, love, full expression
Capable of choice, creating meaning for situations
46. 46 The Intensity of the Cultural Adaptation Experience Increases when… Cultures & languages are very different
We are immersed in the new culture
We feel isolated from our own culture
We have little intercultural experience
Our expectations are not met
We are visibly different from majority
We have lost status, power and control
47. 47 Cultural Adaptation: Summary Most people experience similar feelings and stages of disorientation in a new culture
Can result in a range of issues, emotions and behaviours
Adaptation happens at different speeds for different people
Involvement in volunteering can help people adjust to the new culture
48. 48 Cross-Cultural Bridge Building: Learning How to Communicate and Work As Equals In Australia, we will always come into contact with people from many different cultures, with
Different perspectives
Different experiences
Different ways of doing things
The key to living and working as equals is to communicate across the invisible gaps between cultures and understand the values that are shared.
49. 49 Bridging Intercultural Gaps: The Iceberg Metaphor
50. 50 Bridging Intercultural Gaps: The Iceberg Metaphor Culture A: Visible
Little eye contact
Low volume speech
Invisible: Values
Respect
Politeness
Interpretation of B
Aggressive & Rude
Culture B: Visible
Direct eye contact
High volume speech
Invisible: Values
Equality
Directness
Interpretation of A
Evasive & Weak
51. 51 Bridging Intercultural Gaps: Building the Bridge Talk about and explain your feelings and reactions to observed words and actions
Ask about the other’s feelings and reactions to your words and actions
Explore and agree on ways of communicating that are mutually acceptable
52. 52 Key Factors for Bridging Intercultural Gaps Understand your own cultural values, assumptions and expectations
Why do we behave the way we do?
Learn about those of other cultures
Why do they behave the way they do?
Discover ways to work as equals
Discuss and explain key differences
Find the ‘Third Culture’
53. 53 Cross-Cultural Bridge Building Finding the Third Culture
54. 54 Cross-Cultural Bridge Building: Finding the Third Culture When people from differing cultures meet and talk about their preferred ways of communicating and working, they build a bridge of understanding between them that enables them to work together as equals in a ‘third culture’
55. 55 Cultural Awareness in Volunteering: Close “Differences do not necessarily mean barriers; they can become bridges to understanding and the enrichment of our lives.” Robert Moran, Managing Cultural Differences, 1991
In [Our Organisation] we welcome and celebrate our differences as we work together to help our community.
56. 56 How to Become a Volunteer in [Our Organisation] Volunteering opportunities
List
What is expected of you
Commitment etc
What you can expected of us
Training
Support etc
How to apply
How to apply
57. 57 [Our Organisation Logo] [Our Organisation] welcomes you…