‘The Moshi Dialogue’ Preparatory workshop Thematic Forum in collaboration with PSO – The Netherlands

1. ‘The Moshi Dialogue’Preparatory workshopThematic Forumin collaboration with PSO – The Netherlands By: Søren Asboe Jørgensen Kristine Kaaber Pors Marcel H. van der Poel June 2009

2. Introduction • General introduction • Personal introduction • Workshop set-up • Introductory assignment • Program day 1

3. Workshop set-up • Day 1 • Introduction • Theme 1: Relationships (Fowler, passport) • Theme 2: The Development Sector / System • Theme 3: Intercultural issues in relationships • Evening program (a cultural Trivial Pursuit)

4. Workshop set-up • Day 2 • brief ‘buzz’ about day 1 • Theme 4: Roles & appropriate interventions • Theme 5: ideal relationships • Cases for Moshi – formulation of cases • Evaluation and closure

5. Who we are . . . . ?

6. What makes us unique ? Personality Internal dimensions Age Ethnicity / Race Gender Sexual orientation Physical condition / ability Genetic predisposition

7. How are we raised ? Culture External dimensions Religion Nationality Personality Language Education Political orientation Social class Marital status Hobbies

9. Fowler • Imbalances in capabilities & power • Reduced effectiveness • Increased transaction cost • Discredits principle of development • Undermines trust • Relational power shift • More effective • More equitable • More just • More credible • More in favor of the least able to negotiate

10. Fowler • Type of relationship – Breath • Partner • Institutional supporter • Programme supporter • Project funder • Development ally

11. Fowler • Power in relationships – Depth • A scale of influence • Information exchange • Consultation (input, seek opinion, involve) • Shared influence (co-define, co-determine, co-select, accept) • Joint control (co-manage, participate)

12. Fowler • Content of relationships – Rights & Obligations • Hidden or open mismatch; discuss: • Assumptions • Mutuality • (known & agreed) lack of reciprocity • Relative weight

13. Culture “ Why study the stars, they all look the same to me “ Apprentice to Galileo, 1564-1642

14. Culture • . . . The collective programming of the mind which distinguishes the members of one human group from another . . . Culture, in this sense, includes systems of values; and values are among the building blocks of culture (Hofstede, 1984). • Groups • Learned (not inherited) • (shared) Values

15. Values • . . .

16. Values • Assumptions that members of a group make about how they should behave, and do behave (interpretation) • Basic – and shared – beliefs (?) on what is good and what is bad • Preferences of certain states of affairs over others • Forbidden vs. permitted • Decent vs. indecent • Ugly vs. beautiful • . . . • “Assigning goodness to ways of being”

17. Beliefs • The individual’s belief indicate how he or she thinks that things are, or ought to be. • The point is hat people often do not behave according to their beliefs, and so they are only weakly predictive of future behavior • The desirable (general, for all people) vs. the desired (what we want for ourselves)

18. Culture

19. Objective and subjective culture Objective culture Cultural creations (institutions) Externalization (formalization) Internalization (socialization) Subjective culture Cultural experiences (worldviews) The social construction of reality; Berger & Luckmann (dialectical process)

20. Images of culture - onion artifacts heroes rituals basic values

21. Iceberg Model Explicit /Overt What we observe and perceive Implicit / Covert Invisible Observable behaviors:e.g. language, food, dress BeliefsAssumptionsCustomsvalues Culture hides more than it reveals. Strangely enough, what it hides it hides most effectively from its own participants (Edward T. Hall)

22. Culture Clash Your Behavior My Behavior My Values Your Values Behavior: What you doValues: What is right / wrong in what to do

23. Personality specific to individual inherited and learned specific to group Culture learned Human Nature universal inherited Three levels of uniqueness in mental programming; Hofstede, 2005

24. Generalization / Stereotype • Cultural generalization • The tendency of a majority of people in a cultural group to hold certain values and beliefs, and to engage in certain patterns of behavior • Cultural stereotype • The application of a generalization to every person in a cultural group; or, generalizing based on only a few people in a group

25. Generalization distributions Very much of A. Very little of A. Group = more homogeneous Group = more heterogeneous

26. Stereotypes • . . . do what the anxiety-prone human race must do – reduce the threat of the unknown by making the world predictable • . . . Are over-generalized secondhand beliefs that provide conceptual basis from which we make sense out of what goes on around us, whether or not they are accurate or fit the circumstances. (LaRay Barna, 1994)

27. Cultural Self Awareness • Constructing cultural boundaries: • The learned and shared patterns of beliefs, behaviors and values maintained by groups • Layers of mental programming • Layers of culture: (next slide)

28. Cultural Self Awareness • National • Regional • Ethnic • Gender • Age • Physical ability • Sexual orientation • Religion • Politics • Class • Corporate and Functional • . . .

29. Cultural Self Awareness • List 3 cultural groups with which you identify • . . . • . . . • . . . • Rank order the three cultures by importance • What stereotypes of the three cultures do not apply to you personally

30. Terminology • Multi-cultural • Cross-cultural • Intercultural

31. Dimensions in Culture ? ? High Yes X Med Y/N Y Low No Z

32. Kluckhohn-Strodtbeck ? ? What is the nature of people Good Evil

33. Kluckhohn-Strodtbeck • Nature of people • Relation to nature • Relation to other people • Human activity • Temporal focus • Conception of space

34. Kluckhohn-Strodtbeck

35. Edward T. Hall • High context (members depend on shared experiences and interpretation of their cultural environment) – relying onshared & known codes • Low context (environment is less important and non-verbal communication is being ignored) - explicit coding • Polychrone – monochrone (in handout) • Physical distance dimensions

36. Richard R. Gesteland • National & Regional cultural differences: • Deal vs. Relationship • Formal vs. Informal • Rigid time vs. Fluid time • Expressive vs. Reserved • Direct vs. Indirect (Richard R. Gesteland, Cross-cultural Business Behavior, Copenhagen Business School, 2002)

37. Trompenaars • Research: dilemma’s • Would you do A, or rather do B ?? • Preferences » cultural dimensions

38. Trompenaars Hampden-Turner

39. Trompenaars • Universalism vs. particularism (What is more important, rules or relationships?) • Individualism vs. collectivism (Do we function in a group or as individuals?) • Neutral vs. emotional (Do we display our emotions?) • Specific vs. diffuse (Is responsibility specifically assigned or diffusely accepted?) • Achievement vs. ascription (Do we have to prove ourselves to receive status or is it given to us?) • Sequential vs. synchronic (Do we do things one at a time or several things at once?) • Internal vs. external control (Do we control our environment or are we controlled by it?)

40. Geert Hofstede The original 4 cultural dimensions: • Degree of Individualism or Collectivism (IND) • Degree of Masculinity or Femininity (MAS) • Degree of acceptance of Power Distance (PDI) • Degree of Uncertainty Avoidance (UAI) notes

41. Cultural Dimensions - IND • IND: individualism; societies in which the ties between individuals are loose: everyone is expected to look after himself or herself and his or her immediate family • COL: collectivism; societies in which people from birth onwards are integrated into strong, cohesive in-groups, which throughout people’s lifetime continue to protect them in exchange for unquestioning loyalty. Hofstede, 2005, p.76

42. Cultural Dimensions - IND • IND ranking: 1. USA 2. Australia 3. UK 4. Netherlands 10 Denmark 50 East-Africa 72. Panama 73. Ecuador 74. Guatemala IND COL

43. Cultural Dimensions - MAS • MAS: masculine; when emotional gender roles are clearly distinct, men are supposed to be assertive, tough and focused on material success / women are modest, tender and concerned with the quality of life • FEM: feminine; when emotional gender roles overlap, both men and women are modest, tender and concerned with the quality of life Hofstede, 2005, p.120

44. Cultural Dimensions - MAS • MAS ranking: • Slovakia • Japan • Hungary 54. East Africa 71. Denmark 72. Netherlands 73. Norway 74. Sweden MAS FEM

45. Cultural maps ●W-Africa COL ●East Africa ●Japan ●Denmark IND ●Netherlands ●USA FEM MAS

47. Cultural Dimensions - PDI • PDI: power distance; the extent to which the less powerful members of institutions or organizations within a country expect and accept that power is distributed unequally. (institutions = basic elements of society like family, school, community; organizations = where people work) Hofstede, 2005, p.46

48. Cultural Dimension - PDI • PDI ranking: • Malaysia • Slovakia • Guatemala • East Africa 61. Netherlands 72. Denmark 73. Israel 74. Austria HIGH LOW

49. Cultural Dimensions - UAI • UAI: uncertainty avoidance; the extent to which the members of a culture feel threatened by ambiguous or unknown situations Hofstede, 2005, p.167

50. Cultural Dimensions - UAI • UAI ranking: • Greece • Portugal • Guatemala • Netherlands • East Africa 72. Denmark 73. Jamaica 74. Singapore HIGH LOW