75 minutes (15 minutes to clarify definitions; 5 minutes for undivided selections; 20 minutes for small-group discussion; 35 minutes for debriefing)
Adaptable H M
1. To examine a group of “isms” and the values reflected by them
2. To explore which “isms” are valued in the participants’ culture(s)
3. To explore which “isms” are contradictory to participants’ culture(s)
4. To discuss how the differences can impact international business
• Window to Our World List of “isms” for each participant
1. Give each participant a copy of the “Window to Our World” list of “isms.” Explain that an “ism” is a doctrine, theory, or prejudice that supports a particular point of view. Cultures have “isms” that they consider to be right and those they consider to be wrong—all based on the culture’s values. (Note: An option would be to put the dictionary definition of “ism” on a transparency or flipchart and ask the group to develop a definition that fits all of the values in the list) Briefly go over the “Window to Our World” list and offer definitions for those “isms” that may be unclear or unknown to anyone. Allow the participants to help describe or explain them briefly. Also allow participants to add additional “isms” that may not be on the list.
2. Ask individuals to identify which “isms” are supported by their culture and which ones are considered wrong. Then ask them to individually select the five they think are most valued and the five they think are least valued in their own culture.
3. Place participants in small groups of 5–7. Instruct them to share the five “isms” they each selected as most and least valued in their culture, as well as why; that is, what cultural values make each “ism” “good” or “bad.” Finally, ask participants to discuss the implications of any values differences for conducting international business, especially if an “ism” is given a positive value in one culture and a negative value in another.
4. Return to the larger group for debriefing.
1. What was easiest to choose, the valued or the least valued “isms”? Hardest? Why?
2. What “isms” were most difficult to discuss in your small group? Why?
3. How did you feel during this activity? Were there differences of opinion in the group discussion that generated strong feelings for you personally?
4. What values do you hold personally that affected your evaluation of these “isms”? Of your group participation? What “isms” were held in common? Which ones were different? Across what cultural groups?
5. What have you learned?
6. How could you apply information from this experience to your work life? Specifically, how would you modify your behaviors if you were working with a culture whose “isms” were contradictory to your own or those of your national or company culture?
1. Language (especially “isms”) is reflective of cultural values, both positive and negative.
2. The “isms” of one culture may be antagonistic to the cultural values of another culture.
3. Some cultural “isms” will be harder to resolve when conducting business across international borders, while others may make very little difference.
4. Understanding the “isms” (both positive and negative) of the culture with which you are doing business can help you determine whether and/or how to modify your behavior to be most effective in business relationships.
Adapted from an activity in the Whole World Guide to Culture Learning by J. Daniel Hess.
1. Ageism
2. Agnosticism
3. Alcoholism
4. Buddhism
5. Capitalism
6. Catholicism
7. Chauvinism
8. Collectivism
9. Colonialism
10. Commercialism
11. Communism
12. Confucianism
13. Conservatism
14. Consumerism
15. Feminism
16. Hedonism
17. Heterosexism
18. Individualism
19. Industrialism
20. Institutionalism
21. Intellectualism
22. Internationalism
23. Isolationism
24. Judaism
25. Machismo (macho-ism)
26. Mysticism
27. Parochialism
28. Professionalism
29. Progressivism
30. Protestantism
31. Puritanism
32. Racism
33. Sexism
34. Socialism
35. Spiritualism
Adapted from an activity in The Whole World Guide to Culture Learning by J. Daniel Hess.