Final Reflective Essay
Donna Crawford
COM-40164
December 13,2012
Discrimination can occur in all aspects of life and can vary
in form. Discrimination can be divided into two main, but not mutually exclusive
types, depending on how it is expressed, by whom, and against whom (Karlsen &
Nazroo. 2012). Interpersonal discrimination can usually be directly perceived as
discriminatory interactions between individuals (Karlsen & Nazroo, 2012). Institutional
discrimination tends to be more invisible than interpersonal discrimination because
it typically refers to discrimination practices or practices embedded in organizational
structures (Karlsen & Nazroo. 2012).
Forms of interpersonal discrimination can occur between individuals
who may encounter religious intolerance, sexual discrimination, deep racial barriers
and other forms of prejudices that cause stress in these interactions and communication
with others (Eisenberg & Goodall, 1997). Prejudice and interpersonal discrimination
can sometimes be based on personal characteristics such as names, physical appearance,
and/or skin color (Martin & Nakayama. 2011). Martin and Nakayama (2010) give
an example of this type of discrimination with Muslim American women reporting discrimination
based on their wearing of head coverings, which was a historical expression of
their belief in the importance of modesty. Another offered example was one of a
Black Harvard MBA graduate who had to go through an interview with the person he
would be reporting to. This person bluntly told him he did not trust Black people
(Martin & Nakayama, 2011).
“There are fewer cases of such blatant discrimination in
the workplace, and yet it still exists (Martin & Nakayama, 2011. pg. 325).”
This type of discrimination is referred to as Institutional Discrimination. ”Institutional discrimination is built
into the structure itself and it can occur regardless of the desires or intentions
of the people perpetuating it (Freeman, 2012. Pg. 1). Freeman (2012) claims that
institutional discrimination begins with the recruitment process and that most
of the better jobs are not openly advertised. Knowledge of better job opportunities
is often limited to friends and colleagues of those in power in the institution
and rarely gets to members of other groups. Once applicants have been found, the
actual criteria upon which selections are made are based on one’s compatibility
to “institutional image” and general ability to “fit in” (Freeman, 2012). This idea
is validated by Martin’s and Nakayama’s (2011) suggestion of how criteria of advancement
are more subjective and can depend more on who you know, than on your specific
job skills.
\ Discrimination continues to occur in
today’s society and in many cases is influenced by popular culture. Popular culture
not only confirms our worldviews, but also reinforces our sense of who we are. Popular
culture images can reinforce stereotypes that influence interpersonal and professional
relationships. This influence can affect the individual’s self-image as well as
other’s perception of a particular image of a cultural group or individual (Martin
& Nakayama, 2011). Many times pop culture can minimize our self-concept by portraying
stereotypical images that lessen our self-worth. This concept also influences
those that are in decision-making positions. When the media reports biased images
and portrayals of certain groups, decision-makers and many members of society conform
to biased images, which limit hope and opportunities for equality. By conforming
to these images of popular culture, individuals place limitations upon themselves
in addition to societal limitations that exist from previous beliefs and expectations.
These beliefs and expectations must be understood and changed through the concept
of the acceptance of cultural differences and the potential innovation and creativity
that diversity can offer.
If innovation and creativity of diversity is not accepted,
conflict can occur among members of organizations and teams because people pursue
different interests (Eisenberg & Goodall, 2011). “In organizations, most conflict
arises from the acquisitions and use of resources (Eisenberg & Goodall, 2011).”Cultural
differences in team member communication are of more concern in today’s response
to global competition. Negotiations is a key to managing intercultural differences
and the style and amount of time devoted and its relative impact differ across cultures.
Eisenber and Goodall, (2011) offer four phases in the negotiation process that occur
in all cultures along with the differences that occur between some of them:
1) Developing relationships with others. It is wise to avoid
insensitive remarks and to express tolerance of other’s goals and values as well
as to respect what others enjoy in their natural culture (Eisenberg & Goodall,
2011),
2) Exchanging information about topics under negotiations.
This is a way to generate trust as well as a strategic means to access information
and to clarify ideas (Eisenberg & Goodall, 2011).
3) Recognize multicultural techniques of persuasion. “It is
recommended that teams focus more on gaining information than on persuading and
that team members respect their cultural differences when persuasion is necessary
(Eisenberg & Goodall, 2010, pg. 226).”
4) Emphasizing the role of concession in achieving agreement.
“…..A contract is considered binding in American culture, but in most Asian cultures,
a contract may be superseded by informal relationships…(Eisenberg & Goodall,
2011, pg 326).
The differences in balance and inquiry of intercultural communication
is based on a dependency of educating oneself to become a global citizen by profiting
from interactions with others who are different (Matin & Nikayama, 2011). Whether
you are interacting within a professional, educational, or social environment, it
is important to recognize that there are many different cultural beliefs, values,
and identities interacting between a sender and a receiver of communication. In
order to better communicate multiple identities, you should be mindful or conscious,
about your responses. It is important to note how your own privilege might influence
the responses you have to others. It is important to be proactive when you communicate
with others by taking the initiative to create positive changes (Eisenberg, &
Goodall, 2011). Finally, it is important to utilize effective listening and critical
thinking skills, which can build potential skills for bridging differences at work
and in life (Eisenberg & Goodall. 2011).
One of the main barriers of cultural differences is language.
We deal with this everyday in the political, educational, and business context.
I believe it is possible for two people, or even two nations to communicate effectively
if they don’t speak the same language. We have been doing this for years. Be it
by gestures, interpreters, or nonverbal communication, we can speak the same language
as long as we have the knowledge and understanding of each others’ cultural views.
If we truly understand the culture and interpersonal meanings of who we are communicating
with, we can come to an understanding of each other’s wants and desires. This can
result in a win-win situation, which is what all of us want to achieve.
References
Eisenberg, E.M., Goodall,
H.L.( 1997). Organizational communication:
Balancing creativity
And constraint. (2nd
ed). Bedford/St. Martin’s.: Boston, NY
Eisenber, E.M., Goodall,
H.L. (2011). Organizaiona communication: Balancing creativity
and constraint.
(6th ed). Bedford, St. Martin’s. : Boston, NY
Freeman, J. Institutional Discrimination. Retrieved from:
Karlsen, S., Nazroo, J.
Relation between racial discrimination, social
class, and health among ethnic minority groups. Retrieved
from: http://www.ncbi.nlm.gov/pmc/articles
Martin, J. Nakayama, T. (2011). Experiencing intercultural communication: An introduction. (4th
ed).
New
York, NY.: McGraw-Hill.
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