Intercultural
					Relationships

Chen, Yea‐Wen; Torigoe, Chie; Collier, Mary Jane; Ringera, Karambu

doi:10.4135/9781483399164.n8

Cited by 2 publications

(2 citation statements)

References 0 publications

Supporting

Mentioning

Contrasting

Order By: Relevance

“…This concept can be linked to issues, i.e. intercultural competence (Matsumoto & Hwang, 2013), intercultural communication (Chen, 2014), cultural intelligence (Earley & Ang, 2003), intercultural sensitivity (Chen & Starosta, 1997), intercultural effectiveness (Chen, 2009) or intercultural maturity (Perez et al, 2015). The key to achieving cultural inclusion in an organisation is: 1) in the cognitive dimension: knowing how to integrate representatives of other cultures into the rest of the organisation, having a strategy for managing cultural diversity, spreading knowledge of cultural differences, access to knowledge for all employees, and having adaptation programmes (Dai & Chen, 2022), 2) in the affective dimension: willingness to integrate representatives of other cultures into the rest of the organisation, positive attitude towards representatives of other cultures based on respect, empathy, and fairness in organisational processes (Chen & Starosta, 1997;Fritz et al, 2005;Korczyński & Świdzińska, 2017), 3) in the behavioural dimension: the ability to integrate representatives of other cultures into the rest of the organisation and to benefit from their potential; having an anti-discrimination procedure, tools for internal communication and dialogue with representatives of other cultures (Adair et al, 2013;Chen, 2014;Przytuła, 2020).…”

Section: Literature Reviewmentioning

confidence: 99%

Inclusive management in a diversified cultural environment

Szydło,

Czerniawska,

Rzepka

et al. 2024

EiS

View full text Add to dashboard Cite

The aim of this article is to diagnose the level of inclusion in the management of representatives of other cultures. This article introduces the idea of inclusive management, develops a model of inclusive management of an organisation in a cultural aspect, and applies the Inclusive Management Scale – an original research tool which can be used to diagnose the level of inclusion in management in the following dimensions: cognitive, affective and behavioural, and enables precise indication of strengths and weaknesses in a given area. The results of research conducted in 452 organisations based in Poland are presented. The research shows that Polish managers, with regard to the behavioural and affective dimensions, are at the first level of ethnorelativism. It should be noted that they tend to accept representatives of other cultures and undertake cooperation in spite of differences but do not have sufficient knowledge and determination on how to manage in a fully inclusive manner. Their knowledge of how to adapt and integrate foreigners should be improved. On a cognitive level, they are in a transitional phase between ethnocentric and ethnorelativist approaches to managing culturally different people. It has also been observed that managers of large organisations are more willing and better prepared to manage inclusively than managers of smaller entities.

show abstract

Section: Literature Reviewmentioning

confidence: 99%

Inclusive management in a diversified cultural environment

Szydło,

Czerniawska,

Rzepka

et al. 2024

EiS

View full text Add to dashboard Cite

show abstract

“…Identities are complex, and they can be formed by one’s self-views and others’ communicated views of one’s identities (Abrams, O’Connor, & Giles, 2003). According to Collier (1997), identities can be avowed or ascribed. An ascribed identity is assigned by others and has “defined rights, limitations of rights, and duties” (Hughes, 1945, p. 353; see also Abrams et al, 2003), whereas an avowed identity is “the way we see, label and make meaning about ourselves” (Sorrells, 2015, p. 78).…”

Section: Using Symbolic Interactionism To Explore the Ascribed And Av...mentioning

confidence: 99%

Exploring the ascribed and avowed identities of Deferred Action for Childhood Arrivals (DACA) recipients in early adulthood.

Cornejo

Kam

2021

Cultural Diversity & Ethnic Minority Psychology

View full text Add to dashboard Cite

Objectives: Using symbolic interactionism theory, we explore the different identity labels that Latinx and Asian DACA recipients (Deferred Action for Childhood Arrivals) have reported are imposed on them (i.e., ascribed) and the different meanings behind such identity labels. We also examine the identity labels that DACA recipients adopt for themselves (i.e., avowed). Method: Forty semistructured interviews were conducted with DACA recipients who attend a 2-or 4-year college in California. Results: Our findings reveal that DACA recipients have different meanings for ascribed identity labels. Some of these meanings have positive connotations and denotations, which may help to construct a positive self-view. Nonetheless, most of the emergent themes in our study show that DACA recipients perceive that ascribed identity labels have negative connotations and denotations. To create more positive representations of undocumented immigrants, DACA recipients use certain labels to describe themselves. Conclusion: Consideration of the ascribed and avowed identities of DACA recipients is important because such identities might reflect and influence others' views of undocumented immigrants and affect undocumented immigrants' self-view. Public Significance StatementIn this study, we interviewed 40 Latinx and Asian DACA recipients (Deferred Action for Childhood Arrivals) and asked them to share their thoughts on certain identity labels (e.g., illegal, DACAmented) that are commonly used in popular press or everyday talk to refer to them. We also asked what labels they use to refer to their documentation status. We found that DACA recipients had different meanings for the identity labels imposed on them. Although some of the labels had positive meanings and connotations, DACA recipients reported negative connotations associated with many of the labels imposed on them. To create more positive representations of undocumented immigrants, DACA recipients primarily used undocumented and undocumented citizen to refer to themselves. These findings are important because such identities may reflect and influence others' views of undocumented immigrants and affect undocumented immigrants' view of themselves.

show abstract

Intercultural Relationships

Cited by 2 publications

References 0 publications

Inclusive management in a diversified cultural environment

Inclusive management in a diversified cultural environment

Exploring the ascribed and avowed identities of Deferred Action for Childhood Arrivals (DACA) recipients in early adulthood.

Contact Info

Product

Resources

About