Professional Supervision NZ

Wendy Talbot PhD

10 March 2020

This blog series focuses on beliefs and values that shape organisations for better or worse. It is an ongoing work in progress that I will add to from time to time. My hope is that what interests and shapes me personally and professionally may be of interest to others. If something I share resonates for you, I welcome your contributions and feedback.

Click here of a PDF of this Blog Post

Ambiculturalism: Why it is good for business

The cultural, political and economic values and practices that organisations subscribe to can have significant impacts for their survival in local or global situations. Many organisations are founded on mono-cultural, political and economic ideas. Yet, customers and staff associated with organisations often identify with a range of cultural traditions. How, then, can organisations embrace and include the multiple cultural traditions of those who work for them and access their products and services?

How can organisations embrace and include the multiple cultural traditions of those who work for them and use their products and services?

Click here to learn more

One way is to adopt an ambicultural approach (Click here for definition). This can integrate Western business thinking with Indigenous and Eastern wisdoms. Western wisdom tends towards individualistic, linear and constant growth focus and puts “economics, materialism, consumerism, and markets ahead of other types of values and issues”. Indigenous and Eastern wisdom tends to foster relatedness and “serving others, including the environment” (Pio et al., 2013, p.195). An integrated approach can offer “more holistic, interconnected, and nature-based views of the world” (p. 196) which has significant benefits for the people involved, the business and the environment.

More holistic, interconnected, and nature-based views of the world have significant benefits for the people involved, the business and the environment

Where might an organisation, that has been founded primarily on Western business philosophy, begin? A first stage will involve making a decision to move from an individual focus – understanding people and organisations in individual terms, as economic units, towards a more holistic relational approach. This means taking the view that understands everything as relationally interconnected to a bigger whole. Any decisions or actions must be considered in terms of short and long-term impacts for people, organisation, society and environment.

A first stage will involve making a move from an individual focus – understanding people and organisations in individual terms, as economic units, towards a more holistic relational approach.

Further, effective and trusting relationships are integral to the well-being of people, organisation, society and environment. Through these relationships, the benefits extend beyond short-term, economic measures. They also contribute to well-being of people, organisation, society and environment.

Through relationships, the benefits extend beyond short-term, economic measures. They also contribute to well-being of people, organisation, society and environment.

Along with the decision to move from the individual to the relational, comes the commitment to learn and understand different cultural traditions and the contributions they might make to the organisation. This includes an understanding of how the current Western traditions inform and shape the organisational values and practices.

Learn and understand different cultural traditions and the contributions they might make to the organisation.

Ideally, these decisions and commitments are made in co-operation with staff and community groups. Staff have knowledge and expertise about the values and practices that matter to them and their customers. Consultation with community groups and surveys of customer experience can also provide important information.

Ideally, these decisions and commitments are made in co-operation with staff and community groups.

Once knowledge and understanding of the multiple cultural perspectives is generated, organisations can go about creating and refining policies and procedures accordingly. Most importantly, measures are put in place to review and critique the ways policies and procedures are ongoingly expressed in every aspect of the organisation.

Most importantly, measures are put in place to review and critique the ways policies and procedures are ongoingly expressed in every aspect of the organisation.

These can be an adventurous and rewarding moves to take. They might involve initial thinking, include conversations with others and extend to planning and implementation. Where might you begin?

Reference

Pio, E., Waddock, S., Mangaliso, M., McIntosh, M., Spiller, C., Takeda, H., Gladstone, J., & Syed, J. (2013). Pipeline to the future: Seeking wisdom in Indigenous, Eastern and Western Traditions. In J. Neal (Ed.), Handbook of faith and spirituality in the workplace: Emerging research and practice. New York, NY: Springer. Doi 10.1007/978-1-4614-5233-1_13

Adventurous Conversations Ltd work with organisations to develop values driven, people centred, relational and collaborative culture and relationships. Call, email, or book a no obligation 30-minute introductory consultation if you want to turn the tide towards more relational organisational culture and approaches. Click here to contact us or book an appointment.

 

Links to PDF copies of other Blog posts

An introduction to Ambicultural business practice (Nov 2019) PDF

Why I Want to Change the World (Jul 2019) PDF

Find Your Work Purpose in 5 Minutes (Jun 2019) PDF

How I Work to Create Adventurous Conversations (May 2019) PDF

Let’s talk about diversity and inclusiveness (Mar 2019) PDF

Let’s talk about Heart-led Leadership (Dec 2018) PDF

The ordinary, everyday ways punishment culture can undermine care (Sep 2018) PDF

Culture of care or punishment? (Jun 2018) PDF

Let’s talk about values: Care, Community, Creativity and Love (May 2018) PDF

Let’s talk about feelings: A relational leadership response to emotion (29 Mar 2018) PDF

Responding to the need for relational leadership and values based organisational practice (13 Mar 2018) PDF

WE'RE EXCITED TO HEAR FROM YOU

ADDRESS
PO Box 754, Thames
3540, New Zealand
CALL WENDY
PHONE: 027 604 9605

FOLLOW US

SUBSCRIBE NEWSLETTER

LET'S GET STARTED. CONTACT US

  • This field is for validation purposes and should be left unchanged.

© 2018 ADVENTUROUS CONVERSATIONS - All rights reserved. | Website Powered by Geek Free