Page 119 - Effective group discussion theory and practice by Adams, Katherine H. Brilhart, John K. Galanes, Gloria J

102 Chapter 4

2. Work to incorporate the key cultural values of all members into the group’s
procedures and outputs.
Of course, this is easier said than done, but failure to do this denigrates the
cultural values of those members who are ignored. This also means that all
members must adjust their normal ways of interacting to accommodate
differences. Bantz’s work with an intercultural research team provides several
specific suggestions for managing cultural diversity. In that team, explicitly
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establishing common goals and deadlines addressed the needs of members
high in uncertainty avoidance, and differences in power distance norms were
handled by segregating tasks and varying the leadership styles accordingly.
Differing needs for cohesion were addressed by alternating task and social
aspects of the work. Notice that these ways of handling the diversity
recognized the legitimacy of the differing cultural norms, showed the
members’ ability to adapt, and demonstrated respect for all concerned— all
ethical goals.
Specific suggestions to help you put these ethical principles into effect in
your small groups are summarized in Table 4.5.

TABLE 4.5
Guidelines for In intercultural small group communication,
ethical intercultural Remember that every discussion is intercultural to some extent. Because we
interaction
each have unique backgrounds, we do not use verbal and nonverbal signals to
mean exactly the same things.
Recognize and accept differences; view them as strengths of the group, not
liabilities. Instead of judging others as wrong for behaving in ways different from
yours, recognize that each of us is the product of our culture. Resolve to learn from
each other, not try to change each other.
Resist making attributions of stupidity or ill intent; ask yourself whether the
other member’s behavior could have cultural origin. When another member’s
behavior seems rude, inconsiderate, or unusual, ask yourself whether you could
be observing a cultural difference in what is considered appropriate behavior
before you decide the other member is worthless to the group.
Be willing to discuss intercultural differences openly and initiate discussion of
differences you observe. Instead of being uncomfortable or pretending that
differences do not exist, be willing to ask for and share information about cultural
norms and rules. When you observe differences, you can enrich everyone’s
understanding by pointing them out and initiating a discussion about how
cultures vary.
Be willing to adapt to differences. Instead of insisting that others follow the
prescriptions of your culture, be willing to adapt your behavior to different cultural
practices when appropriate. Try to incorporate the key values and needs of each
culture into the group’s procedures and outputs.

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