2. Ch. 2 Communication & Culture

3. Culture-Fundamentals Culture: the “language, values, beliefs, traditions, and customs people share and learn.” Samovar & Porter (2007) In-groups: those groups with which we identify Outgroups: those we view as different (Tajfel & Turner 1992) Social Identity: the part of the self-concept based on membership in groups Co-Culture: perception of membership in a group that is part of an encompassing culture (age-teens, seniors; activity- college student, biker; etc.) Co-cultures can be fulfilling if not stigmatized.

4. Defined: the process occurring when members of 2 or more cultures or co-cultures exchange messages influenced by different cultural perceptions & symbol systems, both verbal & nonverbal. (Samovar, et al 2007) Not all differences are important, and many can deal with differences as they arise. Think in terms of degrees of cultural significance (Lustig & Koester. 2005) It takes significant impact on the exchange before we say culture has made a difference. Salience= how much weight we attach to a person or phenomenon. (Some differences are very subtle.)

5. Interpersonal & Intercultural Communication Interpersonal communication = one dimension & intercultural communication = another dimension in some exchanges, and can be independent of each other. Think in terms of “degrees of difference”. (p. 40 fig. 2.2) However, other exchanges have elements of both types of communication (global business deals, etc.) When we try to establish a relationship & understand transcending cultural differences, we can say it’s a “third culture”: a unique relationship shared by 2 or more people. (Casmir, 1991)

6. Generalizing Cultural Differences It’s important to realize that no generalization applies to all members of a group. Most people in the world have more similarities than differences. At times, greater differences exist within cultures than between them. (Formality, cultural style) Think in terms of degrees of cultural significance. How much does culture matter in each exchange?

7. 5 Cultural Values & Norms These are beliefs and unwritten rules about the “proper” way to communicate. 1) High-vs. low-context messages= nonverbal cues are highly valued in high-context cultures, while talk is valued in low-context ones. 2 ) Collectivism vs. individualism= group harmony for an in-group matters more than any individual’s success. Identity is for relationships, not what you do. Conforming and blending vs. being unique and independent or assertive. “We” vs. “Me” 3) Power Distance = the degree to which members of a society accept unequal distribution of power.

8. Cultural Values & Norms cont. Low power cultures believe in minimizing differences between social classes; one person is as good as another; it’s okay to challenge authority. (Canada, U.S.A., Israel) High power cultures are the opposite; it’s seen in key relationships, like parent/child (don’t ask “why?”) and at work (not expected to give opinions, they’re dutiful, respectful, & submissive). Power comes with age. KNOW power distance values when communicating or working with another culture if you want fewer problems.

9. Uncertainty Avoidance Defined: degree to which members of a culture feel threatened by ambiguous situations & how much they try to avoid them. high uncertainty avoidance=predictable patterns used in family, work, friendships, & romance relationships; high concern for security & rules, intolerant of deviance (Samovar & Porter, 2004) low uncertainty avoidance=patterns not as expected; more tolerance of differences; change possibly expected; more innovations in products & ideas. Education of cultural influence helps. It’s all relative, and flexibility is important in intercultural exchanges. When low UA person interacts w/ a high UA person, both may be uncomfortable, unfairly judging each other, so knowing cultural conditioning does affect style helps understanding and makes you a better communicator.

10. Achievement vs. Nurturing Achievement cultures: highly value material success and the task at hand; a “hard” culture; success-oriented; ie. Japan, Switzerland, Germany (Hofstede, 2003) Nurturing cultures: regard the support of relationships as an equally important goal; a “soft” culture; ie. Scandanavian countries, Spain, France (Hofstede, 2003) Men’s & women’s roles may differ in an achievement culture, but the same cooperation is expected of both in a nurturing culture. When these styles mix, it’s not so much a melting pot these days, but a salad bowl, w/many ingredients or persons retaining much of their own identity.

11. Codes and Cultures Languages use different verbal & nonverbal codes and decode them differently. Verbal codes : affect identity and communication style – Identity: Huge Impact on self-concept if your language is not the majority, approved one. You may sense you’re in an out-group & 1) feel pressure to assimilate the majority, “better” language, (esp. for success), OR 2) Refuse & maintain loyalty to your ethnic tongue. Names reflect cultural values, shaping how members relate to each other. (When identifying self, diff. cultures may place name at beginning (Europeans, U.S.) OR at end, after stating what the original culture values more first) –lineage, family, etc. (Asian, Sanskrit) Labels members of a co-culture use to define themselves help define their sense of identity (“politically correct” enters into it today)

12. Codes & Cultures, cont. Nonverbal Codes: Despite similarities, the meanings of some gestures varies in different cultures. Differences can damage relationships or result in other harm w/o communicators realizing what went wrong. Misunderstanding gestures, personal space zones, and patterns of eye contact can lead to discomfort or much trouble, even death. 1.Expected distances need to be understood, and eye contact patterns must be respected. Think of the implications for diplomacy!

13. Codes, cont. –Decoding Differences Potential decoding errors & misunderstanding in… Translation- ideas/words rarely translate exactly. Attributional variations- interpreting another’s behavior – We tend to stick to the first interpretation (attribution), which may be incorrect. – County to country : we tend to use the style expected in our own country – Even within same country, dialects/accents affect a listener’s evaluation. Patterns of thought- – Your culture’s logic affects your thinking. How we are taught to reason/ think affects how we interpret messages. (Gudykunst & Kim, 2002) – Individualistic societies tend to see either/or, very rational, relying on facts, figures, & experts – Collectivistic ones tend to be more intuitive, looking at the big picture, accepting ideas, people, and things can be both right & wrong, & good and bad can exist at the same time. Not as concerned with blaming, but fixing. – It’s a matter of degree.

14. Codes (cont.) : Developing Intercultural Competence The same qualities for general communication competency are useful for intercultural comm. competency, but important ingredients are: Motivation & Attitude - desire to reach out & cultural ways of thinking help (culture-general) Tolerance for Ambiguity - acceptance of need & ability to live w/ uncertainty in intercultural situations (culture-general) Open-mindedness- appreciates people as individuals, not just members of a group, avoiding ethnocentrism, prejudice, and stereotyping. (culture-general) Knowledge & Skill- enough knowledge of best approaches & ability to adapt style to norms/rules of the other culture (Kim, 1996), as well as mindfulness (Ting-Toomey, 1999) awareness of how your and the other’s behavior affect the communication. Culture specific; Acquire information & training. 3 strategies help: passive observation, active strategies, self- disclosure