1. Slide 1 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Chapter 6 Cultural Identity Cultural Identity Cultural Biases Intercultural Contact Intercultural Communicator

2. Slide 2 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Cultural Identity Nature of Identity –Cultural identity: belonging to a particular culture or ethnic group  Ethnic Identity: generally defined on the basis of cultural criteria (customs, language)  Racial Identity: generally defined on the basis of physical criteria (skin color, facial features)

3. Slide 3 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Identity Social Identity: Memberships that are particular to cultural identity Personal Identity: Activities that differ from cultural identity; Sexuality; individuality

4. Slide 4 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Identity  Gender identity  Pink or Blue?  Nature or Nurture?  Brain Research: Color, texture, motion, Language  Age Identity  Infant/Child  Adolescent  Adult  Middle Age  Senior Citizen  Mixed Identity

5. Slide 5 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Identity Religious identity Socioeconomic Identity National/Regional Identity

6. Slide 6 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Identity Development Unexamined Cultural Identity Cultural Identity Search Cultural Identity Achievement

7. Slide 7 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill White Privilege Normative Race Privilege –Dominant culture –Individual Identity –Guilt for being white –Perceptions of Privilege –Loss of privilege –(reading)

8. Slide 8 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill  Ethnocentrism  The tendency people have to evaluate others according to their own standards and experience  While this tendency can help bind people together, it can also present serious obstacles to cross-cultural interactions (c) 2006 The McGraw-Hill Companies, Inc. All rights reserved. Cushner/McClelland/Safford, Human Diversity in Education, 5/e

9. Slide 9 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill  Categorization  Categorization is the cognitive process by which all human beings simplify their world by grouping similar stimuli  Our categories give meaning to our perceptions  A prototype image best characterizes the meaning of a category  Example: for the category “bird,” we usually think of robins, not chickens (c) 2006 The McGraw-Hill Companies, Inc. All rights reserved. Cushner/McClelland/Safford, Human Diversity in Education, 5/e

10. Slide 10 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill  Stereotypes  Stereotypes are socially constructed categories of people  They usually obscure differences within groups  They are frequently negative and play to ethnocentric ideas of “the other” (c) 2006 The McGraw-Hill Companies, Inc. All rights reserved. Cushner/McClelland/Safford, Human Diversity in Education, 5/e

11. Slide 11 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Understanding Prejudice and Racism  Ethnocentrism leads people to believe that their own “ways” are good and “natural”  Prejudice implies a lack of thought or care in making a judgment about others  While racial and ethnic prejudice can be expressed both positively and negatively, in the United States it is most often negative (c) 2006 The McGraw-Hill Companies, Inc. All rights reserved. Cushner/McClelland/Safford, Human Diversity in Education, 5/e

12. Slide 12 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Extreme Cases of Prejudice  Racism—the transformation of prejudicial attitudes through the use of power directed toward those one regards as inferior  Hate Groups—any organized body that denigrates select groups of people based on ethnicity, race, religion, or sexual orientation  White Privilege—the largely unconscious acceptance by dominant groups of privileges denied to oppressed groups  Racial Profiling—law enforcement practices aimed at those who “fit” a particular profile— usually age, ethnicity, and/or race (c) 2006 The McGraw-Hill Companies, Inc. All rights reserved. Cushner/McClelland/Safford, Human Diversity in Education, 5/e

13. Slide 13 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Acculturation and Identity  Acculturation refers to the changes that take place as a result of continuous firsthand contact between individuals of different cultures  The degree of mobility and the degree of choice in acculturating groups are both important (c) 2006 The McGraw-Hill Companies, Inc. All rights reserved. Cushner/McClelland/Safford, Human Diversity in Education, 5/e

14. Slide 14 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Outcomes of Intercultural Contact

15. Slide 15 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Cultural Adaptation Models of Cultural Adaptation 1. The Anxiety and Uncertainty Management Model (Gudykunst, 1995): The goal of effective communication is met by reducing anxiety and uncertainty (uncertainty reduction). a. predictive uncertainty b. explanatory uncertainty

16. Slide 16 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Cultural Adaptation Models of Cultural Adaptation, cont. 2. The U-Curve theory a. Stage 1: Excitement and anticipation Ib. Stage 2: Culture shock c. Stage 3: Adaptation

17. Slide 17 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Cultural Adaptation Models of Cultural Adaptation, cont. 3. The Transition Model a. Fight approach Ib. Flight approach c. Flex approach

18. Slide 18 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Cultural Adaptation Models of Cultural Adaptation, cont. 4. The Communication-System Model (Kim) a. Adaptation is a communicative process requiring interpersonal communication competencies

19. Slide 19 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Cultural Adaptation Models of Cultural Adaptation 4. The Communication-System Model, cont. b. Process of stress, adaptation, and growth c. Frequent communication leads to more culture shock but better adaptation

20. Slide 20 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Cultural Adaptation 4. The Communication-System Model, cont. d. Three options: i. Reject new idea ii. Incorporate into existing framework iii. Change framework

21. Slide 21 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Cultural Adaptation 4. The Communication-System Model, cont. e. Three stages: i. Taking for granted ii. Making sense iii. Coming to understand

22. Slide 22 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Cultural Adaptation Individual Influences Several individual characteristics may influence adaptation: - age - gender - preparation - expectations

23. Slide 23 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Cultural Adaptation Context and adaptation Contextual influences on adaptation include: - receptivity of culture - status and power - class issues - discrimination - conflict between recent and long-term immigrants

24. Slide 24 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Cultural Adaptation Outcomes of adaptation - Psychological health - Functional fitness - Intercultural identity

25. Slide 25 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Identity and Adaptation Migrants develop multicultural identities based on three issues: 1. The extent to which they want to maintain their own identity, language, and way of life; 2. The extent to which they want to interact with others in the new culture; and 3. The ownership of political power.

26. Slide 26 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Identity and Adaptation Adapting on Reentry 1. When sojourners return to their original cultural contexts, they may experience reentry shock. 2. W-curve theory of adaptation 3. Differences between first and second U- curve: personal change and expectations.

27. Slide 27 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Identity and Adaptation Living on the Border 1. Transnationalism calls into question notions like nation-states, national languages, and coherent cultural communities. 2. When people frequently go back and forth between cultures, they may develop a multicultural identity.

28. Slide 28 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Types of adaption Assimilation –Integration: occurs when migrants have an interest in maintaining their original cultures and maintaining daily interactions with other groups. –Separation: –a. voluntary separation –b. segregation Seclusion Marginalization: occurs when there is little interest in maintaining cultural ties with either the dominant culture or the migrant culture.

29. Slide 29 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Assimilation Assimilation – the migrant/person wants relationships with other groups, and: a. is welcome in the host culture b. gives up aspects of his/her culture

30. Slide 30 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Assimilation 1.Assimilation c. Conflicts may arise if forced on migrants by the dominant culture. d. discrimination over time can discourage maintenance of one's native cultural heritage.

31. Slide 31 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Culture Shock Culture shock is a relatively short- term feeling of disorientation and discomfort due to the unfamiliarity of surroundings or the lack of familiar cues in the environment.

32. Slide 32 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Most migrants experience culture shock. People are less likely to experience culture shock if they separate themselves from the new environment. Culture Shock

33. Slide 33 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Long-term adaptation is difficult for most people, and people generally resist it in the short term. Some people adjust to only some parts of a new culture. Culture Shock

34. Slide 34 © 2004 The McGraw-Hill Companies, Inc. All rights reserved. McGraw-Hill Something to Think About “One of the higher callings for young people in the coming century will be working to increase intercultural understanding. Such people will be the missionaries of the age, spreading light among groups...by giving them a modern vision of the new global community.” —Carl Coon (c) 2006 The McGraw-Hill Companies, Inc. All rights reserved. Cushner/McClelland/Safford, Human Diversity in Education, 5/e