دانلود رایگان مقاله لاتین برقراری ارتباط فرهنگ از سایت الزویر
عنوان فارسی مقاله:
برقراری ارتباط در میان و بین فرهنگها: به سوی شمول و تغییر اجتماعی
عنوان انگلیسی مقاله:
Communicating across, within and between, cultures: Toward inclusion and social change
سال انتشار : 2016
برای دانلود رایگان مقاله برقراری ارتباط فرهنگ اینجا کلیک نمایید.
بخشی از مقاله انگلیسی:
2. Diversity and inclusion
Within these culturally rich, diverse and complex environments, we therefore need to re-examine our own assumptions as they relate to our communication praxis. Several public relations scholars have examined issues of diversity in the context of gender, race and culture (Aldoory, 2005; Edwards & Hodges, 2011; Edwards, 2014; Pompper, 2005; Sha & Ford, 2007; Sison, 2016; Tindall, 2009; Vardeman-Winter, 2011). However very limited attention has been given to the notion of identity, or the multiple identities that we, or our publics, ‘perform’ (Golombisky, 2015). Crenshaw (1991) argued that these multiple identities provided the basis of oppression and inequality and developed the theory of intersectionality. In her conceptualization, she suggests that constructions of identity are neither independent nor discrete and as such intersectionality posits that “race, class, gender and sexuality” interact with each other (Crenshaw, 1991). While public relations scholars have highlighted the importance of intersectionality as an important approach to global public relations practice (Vardeman-Winter & Tindall, 2010), the application of constructs have been limited. Gender diverse (Lesbian, Gay, Bisexual, Transgender and Intersex–LGBTQI) and disability sectors have not been mentioned. A focus on diversity while valuable is not sufficient. Some quarters have expressed a focus on diversity has in fact encouraged exclusion and generated conflict because of perceived bias (Nishii, 2013). Combining diversity with inclusion is critical and increases business performance by 80 percent (Deloitte, 2013). They argue that organizations need to refocus on inclusion to gain the full advantages of diversity. The study showed that most organizations have focused on diversity but not enough on inclusion partly because of the lack of clarity about inclusion, from academic and workplace experts. Deloitte (2013: 12) defines inclusion as an “active process of change or integration, as well as an outcome, such as a feeling of belonging”. Their research identified that inclusion is manifested through perceptions of 1) fairness and respect and 2) value and belonging. The study further posits that when these inclusive elements are combined with diversity, they result in higher employee engagement. The current literature on inclusion is indeed nascent particularly within the communication and public relations field. Although diversity management scholars have examined inclusion for less than two decades (Mor Barak & Cherin, 1998; Pelled, Eisenhardt, & Xin, 1999; Roberson, 2006), there is much to be explored particularly when applied across cultures and across nation states (Tang et al., 2015). While organizational, education and disability scholars may have examined inclusion, the increasing inequalities in society have magnified the need to embed inclusion in the Sustainable Development Goals. According to the World Bank, these inequalities–in terms of poverty, race, ethnicity, gender, religion, place of residence, disability, HIV/AIDS status, sexual orientation–often confer disadvantage that exclude people from societal processes and opportunities. The World Bank defines social inclusion as the ‘process of improving the terms for individuals and group to take part in society’ (http://www.worldbank.org/en/topic/socialdevelopment/brief/social-inclusion). Social inclusion aims to empower poor and marginalized people to take advantage of burgeoning global opportunities. It ensures that people have a voice in decisions which affect their lives and that they enjoy equal access to markets, services and political, social and physical spaces. As the various scholars and practitioners have mentioned, fairness, participation, recognition and a decision-making role are criticalto engendering inclusion. To do so requires communication practitioners and scholars advocating for social justice and empowerment even within our neoliberal workplaces.
برای دانلود رایگان مقاله برقراری ارتباط فرهنگ اینجا کلیک نمایید.
کلمات کلیدی:
Effective Cross-Culture Communication - from MindTools.com https://www.mindtools.com › Career Skills › Understanding Culture In this new world, good cross-cultural communication is a must. Tip: This is just one of our many resources on working effectively in different cultures. ... it is important that employees communicating across cultures practice patience and work to ... Communication across Cultures in Practice | InterNations https://www.internations.org/.../intercultural-communication.../communication-across-... Communicating across cultures is harder than it seems. ... You know that cultures are multi-layered and that various differences exist between cultures. Moreover ... Communicating Across Cultures - Department of Education www.education.vic.gov.au › ... › For School Professionals › Learning and Curriculum Sep 28, 2013 - Intercultural communication. Language difficulties can result in miscommunication between people of different cultural backgrounds, but ... Searches related to Communicating across, within and between, cultures how culture affects communication cultural communication differences communicating across cultures in business different communication styles between cultures cultural differences in communication examples cultural differences in communication barriers cultural differences in verbal communication importance of culture in communication
