A model of cultural learning

Johari window(Handy)

What is the desired outcome of the cross-cultural situation?

What is their way of doing things?		What is our w
Why do they do it that way?		Why do we

Which way will best generate the de-sired outcome?

Ours	.			Neither alone.

Our ways add		Both can	value.		Neither	add val-
value to theirs.						ue.

They learn from		Each learns from		Each learns some-
us.		each other.		thing new.

The following case is set in the UK. What would you advise Ann to

do?

Over a period of about five years Ann, who is a manager within a pri-vate sector organization, has seen her team change in cultural composi-tion. From what was once a white team, staffed predominantly by white staff, the team now includes four black staff, out of a total of 15 people.

The black staff participate in team meetings, but they are not heard equally. For example, on a number of occasions their suggestions have been ignored.

A few incidents have occurred. Some 'lighthearted^’ jokes have been directed at one of the black staff about what they have brought in for their lunch, and comments made about the smell of the food; some of the lan-guage used by white colleagues has been subtly, and sometimes not so subtly, objected tо by black staff. The use of the term 'coloured' about clients raised the black staff’s objection that the term 'coloured' had been imposed on them in the past, defining them in a subordinate and oppres-sive relationship. They also pointed out that black people have now adopted the term 'black', thereby asserting the element of choice born of independent status. The white staff 's view was that the black staff were being 'over-sensitive', and that the objections which have been made to the use of language should not be taken seriously. The behaviour of the white staff remained unchanged.

Two black members of the staff approached the manager and asked if a black workers' group could be set up.

Suggested answer

The manager needs to take some action. The formation of the group would provide the black workers with a forum where they could meet, and her support for it would send a signal to the white workers. The dan-ger of forming the group is that the communication between the groups might polarize, and get even worse.

Further action might include:

• Getting feedback from the white workers to find out why they are behaving as they are.

• Making sure that all the staff understand the reasons for the for-mation of the group.

• Encouraging staff to challenge discriminatory remarks or actions.

• Offering training to all staff.

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