Ethnocentrism Analysis Research Paper

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Ethnocentrism Analysis Paper

This paper explores ethnocentrism in all its manifestations, including the stages, i.e., denial, defense, and limiting cultural differences. It also highlights the strategies needed to change an individual into a culturally competent person.

Ethnocentrism

Ethnocentrism refers to an individual's tendency to prioritize their race, culture, or ethnic persuasions and use them as their thinking foundations. Northouse ( 2013, pp. 384) contends that everyone harbors some ethnocentrism in one way or another. Dr. Milton Bennet developed the Developmental Model for intercultural Sensitivity. In six stages, the model describes a continuum of attitudes focused on cultural differences. It aims at moving from the ethnocentric point of denial and minimization to acceptance, adaptation, and integration. Bennet describes ethnocentrism as a mindset or attitude that presumes that one's view is superior and often oblivious of other possible and existing views.

On the other hand, ethnorelativism does not judge other people basing on their culture. It considers that other people's views are just as good and valid. Here are the three ethnocentricism stages: The people experiencing denial do not acknowledge cultural differences. The ones experiencing defense will criticize others, while those in minimization will portray the differences as trivial.

Denial

People in denial ignore the existence of cultural differences. They are ethnocentric because they think there is a correct way to live, which is their way, and that the ones behaving differently do not know. Thus, such people will impose their values on others. They believe that their values are right and that others are only confused. They are not scared of differences in culture because they deny their existence in the first place. Most denial culprits embrace such views because of their limited contact with people who are different from them. Therefore they have no reason to convince them to believe that other cultures exist. One major indicator that you are in the denial stage believes that you are better than the local community.

Defense

Those experiencing this stage are no outrightly ignorant of the existence of other cultures. Although they acknowledge the existence of other cultures, they do not buy their validity. They are threatened by the fact that there are other ways of thinking. This threat makes them want to beat other views down to assert the superiority of their own culture.

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They view cultural differences as challenges that should be overcome. This group clings to the dualistic perspective of 'us' versus 'them.' Whereas other cultures' existence does not threaten people in denial, they dismiss them altogether. They feel threatened by competing values. Those experiencing defenses tend to surround themselves with people of their culture. They avoid the rest.

Minimization

Cultural differences also threaten those in the ethnocentric minimization stage. They attempt to minimize them by convincing themselves that people are generally more alike than they are different. They do not consider people…

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…and older workers in its production. These approaches might go a long way in bridging the gap between the ages. Another useful strategy for dealing with the differences is arranging for regular meetings, briefs, and team retreats that give room for cross cut communication between leaders and workers, both vertically and horizontally. These arrangements provide a perfect opportunity for staff members to engage in conversations about a wide range of issues, hence fostering greater understanding between them. Dealing with differences between individuals and groups is a core element in resolving ethnocentric tendencies. It pays to attend to everyone's interest at both individual and group levels. The socio-cultural dynamics between the various generations must be taken into account and recognized. Ways of harnessing the talent and input from both the young and older generations offer a culturally competent method inclusive for managing and leading a team of diversely constituted and from across ages.

Conclusion

The leaders in organizations today have to come face to face with multicultural workforces. Therefore, to secure meaningful and sustainable success, they must be aware of organizational culture's critical importance. There is no leader capable of fully absorbing and understanding all one needs to know about the subject of cultural competence, but understanding the driving forces behind multicultural interactions remains critical. Having a basic knowledge of the desired qualities of a leader, universally, is an aspect that will make them holistic. It fosters an understanding of what leadership is….....

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