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Enjoying Your Work Richard Brislin |
Intercultural experiences
can help overcome
prejudiceWhen people engage in prejudicial behaviors, they put members of other groups at a disadvantage. Because of their group membership, these others are denied opportunities such as advanced education and training, invitations to social events where networks might be developed, and informal communication channels where work-related information is shared. The placement into "other groups" can be based on any reason that creates real and perceived differences among people. These reasons include race, ethnicity, gender, physical handicaps, age, social class, political affiliation and religion.
Some prejudices are based on people's cherished values learned during socialization into their culture. These people become irritated with members of other groups who do not seem to share these values. This form of prejudice is called symbolic racism. The term comes from analyses of culture that show that all people have very important symbols. These symbols can be objects, such as texts, flags and cherished artifacts. Or, the symbols can be learned concepts such as "individuals should be judged by the amount of hard work that they do," or "when individuals have difficulties, they should pick themselves up by their bootstraps."
If people have prejudices based on symbolism and values, they claim that they have nothing against other groups. The people continue, "It is just that these others do not behave in appropriate ways. If they just changed their behavior, everything would be OK."
The best way to understand prejudices based on values and symbolism is to begin with deep-seated feelings that are held by people. Then, their attitudes toward other groups can be examined with these feelings in mind. For example, many people believe that success in work and life is based on a strong work ethic. Much of their personal identity as worthwhile individuals is based on their jobs and careers. If these people think that members of other groups do not share this value about the importance of hard work, then they will not treat the others with respect.
It is important to remember that there are many reasons why people are placed in groups. If men feel that they have to be tough when important business decisions are made, they might deny women opportunities to rise into managerial and executive ranks. The men continue, "You sometimes have to make enemies when it comes to tough decisions. Women are too soft."
Prejudices based on symbols and values can sometimes be changed through extensive interactions with people from other cultural groups. Recognizing this benefit, and other outcomes such as expanded worldviews, I have long worked with administrators of programs that offer overseas study and travel. If people live in another culture, they will inevitably see differences in everyday behaviors meant to solve basic life problems. Through intercultural experiences, people often develop the self-insight that they were socialized to have one set of values. But it is not the only set of values that people use to satisfy the goals they set for themselves. One size does not have to fit all when considering cultures and people's values.
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The purpose of this column is to increase understanding of human behavior as it has an impact on the workplace. Given the amount of time people spend at work, job satisfaction should ideally be high and it should contribute to general life happiness. Enjoyment can increase as people learn more about workplace psychology, communication, and group influences.
Richard Brislin is a professor in the College of Business Administration, University of Hawaii. He can be reached through the College Relations Office: cro@cba.hawaii.edu