SOC2010 Columbia Southern African Culture Interview Experience Paper Cultural Interview Pick a person to interview who has had a different cultural experi

SOC2010 Columbia Southern African Culture Interview Experience Paper Cultural Interview

Pick a person to interview who has had a different cultural experience than you. Maybe the person or person’s family is from a different region or country. Other forms of diversity or difference are acceptable too. You may interview someone of any age, and it is OK if he or she is a co-worker, neighbor, friend, relative, spouse, or someone else you know. However, please keep in mind the spirit of the assignment. If you are interviewing someone you know well, please work hard in the interview to gain a deeper insight and appreciation for their experience.

Please conduct the interview face-to-face, through Skype/Face Time, or over the phone. The interview should be a minimum of 20 minutes long. Please take notes during the interview. If the interviewee gives you permission, you can record the interview to help you later when writing your assignment. It is not required to record or video tape the interview. You will not be turning in any recordings. You will be turning in a written assignment based on your interview.

Written Assignment Overview: Write a two-page essay about your interview experience. Your essay should include an introduction of your interviewee, summary of the interview answers in essay format, discussion of how the interview content relates to course concepts, and a final section with some concluding thoughts about the interview experience. You will be required to use the following headings: Introduction, Summary of Interview, Culture & Geography, and Conclusion.

Note: Click on the link below to view a document which contains an explanation of the requirements for the assignment sections, a list of questions that you can pick from, and pointers on conducting a successful interview.

Textbook:

Knox, P. L., & Marston, S. A. (2016). Human geography: Places and regions in global context (7th ed.). Boston, MA: Pearson. UNIT II STUDY GUIDE
Population & Culture
Course Learning Outcomes for Unit II
Upon completion of this unit, students should be able to:
1. Discuss key concepts in human geography including place, region, movement, and landscape.
1.1 Discuss population growth and movement trends and issues.
2. Evaluate the role and impact globalization has on environmental, cultural, spatial, and geopolitical
issues within the three tiers of the world system.
2.1 Discuss the impact globalization has on culture.
2.2 Discuss the impact of globalization on population movement (spatially).
5. Determine how place and space shape culture, and conversely how culture shapes place and space.
5.1 Discuss the impact population has on culture and place and conversely the impact place has
on culture and population.
Reading Assignment
Chapter 3: Geographies of Population and Migration, pp. 65-71, 78-81, and 86-103
Chapter 5: Cultural Geographies
Please read the six page article below, located in the CSU Online Library Academic OneFile database, which
discusses global diversity, explains how diversity is a choice, and talks about valuing peace and diversity.
Dixon, D. L., & Sofo, F. (2000). Diversity is a choice for new perspectives. International Journal of Humanities
and Peace, 16(1), 54.
Note: The reading materials for Unit II are to be used to answer the Unit III Assessment questions.
Unit Lesson
In Unit I, we were introduced to the concept of globalization and how geographers study society. In this unit,
we will look at how population, diversity, and culture impact society and relationships between societies. You
will also read in the textbook and the assigned reading about how globalization ties into population, d iversity,
and culture. There are some big social questions surrounding these topics. Is the continuing population
growth sustainable? Will there be enough resources to support a growing population in the coming decades?
Are we losing past cultural traditions to a new globalized materialistic culture? Think about those questions as
you complete the readings in this unit.
With populations shifting and globalization continuing at a rapid pace, how do we find our way in a globalized
society? In today’s globalized world, cultural competency is vital. What is cultural competency?
Some people equate awareness of ethnic foods and holidays with cultural competency, but
that is just the tip of the iceberg. Cultural competency and awareness are much more. They
involve developing knowledge, sensitivity and understanding of other ethnic, racial, gender
identity, and religious groups. (Cross, 2010, p.1)
Understanding the concept and role of culture, recognizing differences and similarities in cultures, and
accepting that there are different world views can help you be more culturally competent (Cross, 2010).
Jenkins (2005) argues that “As globalization accelerates, an understanding and commitment to diversity is
necessary for the future of this country” (p. 52).
SOC 2010, Cultural Geography
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Let’s apply the concept of cultural competency and diversity to the workplace. UNIT
The American
x STUDY workplace
GUIDE
presents us with both challenges and benefits of diversity . There have been and
continue to be challenges
Title
with promoting diversity in the workplace. One major challenge to diversity is leaders and managers hiring
what they perceive as “the best” fit for a position and not actively incorporating diversity into the hiring of staff.
Sometimes, management fears the tension and struggle that can come from having a heterogeneous
workforce, so that also influences their hiring practices. Diversity can cause social division and conflict in the
workplace. It can even cause poor performance, poor communication, misunderstandings, and lower job
satisfaction if not handled properly (Mondair & Neault, 2011).
So why should companies and organizations focus on promoting diversity if it can cause problems ? Research
shows that while diversity can cause tension and issues, the benefits far outweigh these negatives. Diversity
in the workplace leads to better problem solving, greater innovation and creativity, and better decision making
(Caleb, 2014). This leads to more profits in many cases. Even tension or misunderstandings due to diversity
can make a team stronger. This is because it forces the team members to find ways to communicate and
interact on a deeper level to explain and share ideas. So diversity can improve performance, job satisfaction,
and productivity (Mondair & Neault, 2011). Pace (2011) states high performing businesses and organizations
see diversity as relevant to business and the bottom-line and do not view diversity as just being something
they have to be compliant with. These successful businesses and organizations are focusing on hiring diverse
staff and weaving respect for diversity into the culture of the organization. The companies embracing it and
looking at diversity as a strategic benefit are performing better. In a global marketplace, it pays to have a
diverse staff that understands the diversity of customers. Think about your workplace or a workplace in your
community (fire department, hospital, military, etc.). Can you think of some ways that incorporating diversity
benefits them?
Di verse Workplace
(Ambro, 2011)
How can bosses and managers support diversity in the workplace? The following are a few things experts say
management can do to implement diversity successfully. (1) Hiring a diverse staff at all hiring levels. It is
important to have diversity in your board, management, and staff positions. Having diversity in all the different
departments and areas within the organization helps ensure the benefits of diversity can be incorporated in all
levels of decision making. It helps weave a stronger respect for diversity through the whole organization. (2)
Creating policies, positions, and trainings that support diversity. The trainings should address diversity at a
deep level and not superficially. It is important to have diversity training as part of new employee orientation to
access the employee level of cultural competency and to make sure, right from the start, employees
understand the policies and culture regarding diversity (Mondair & Neault, 2011). As part of evaluating and
implementing diversity strategies, it is important to make sure that the staff acknowledges that bias and
conflict will occur and that it should be addressed. It is not beneficial to pretend that “color blindness” or no
bias will occur in the organization (Plaut, 2014). If it is not acknowledged, then you will not be able to address
it properly. It has been found that hiring a diversity specialist (manager) or diversity team to implement these
policies and help create an inclusive culture can be very beneficial. Plaut (2014) remarks that hiring diversity
specialists has resulted in increases in minority and female hiring and increases in the effectiveness of
diversity programs. (3) Emphasizing and enforcing a culture that respects diversity. One important key to
successfully implementing diversity that ties into human geography is creating a place where employees feel
SOC 2010, Cultural Geography
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a sense of belonging. The environment (space) should be welcoming and appropriate
for the backgrounds
UNIT x STUDY
GUIDE
and culture of the staff and clients.
Title
What can individuals do at work to embrace diversity? The following is a list of ways employees can support
and respect diversity at work. (1) Inclusion starts with understanding your own diversity. Ferdman and
Roberts (2013) argue that accepting diversity starts with you and starts with valuing your own cultural
differences and identities. You need to find your authentic self and bring what the authors refer to as the
“whole self” to the workplace. If you hide a piece of yourself at work, it can waste energy that could have been
used more productively. For example, if a person is forced to hide their sexual orientation at work, it can
cause stress, fear, and lower performance. Of course, being able to bring your “whole self” out at work will
depend on whether an accepting culture has been created at the workplace. An important part of knowing and
valuing your own culture and identity should include continuing to work on bettering yourself and
understanding yourself. You should work on accepting your flaws and differences and work on being
understanding and empathetic with yourself and others. Ferdman and Roberts (2013) state that having a
better understanding of yourself and your identity makes you better equipped to notice, understand, and value
diversity. (2) You must mak e the choice to value diversity. Dixon and Sofo (2000) argue that, at work, you
need to shift your mindset and make the choice to value diversity. If you are open-minded to the diversity in
your workplace, you will be more likely to engage and look for solutions if conflict arises due to diversity . It is
important to take responsibility for your own actions and words when it comes to respecting diversity at work.
(3) You can tak e steps to embrace diversity in your work place. Ways to do this include: taking diversity
trainings offered at your workplace, challenging those that do not respect diversity, mentoring someone with a
different background, seeking to include diversity in your work projects, and working to acknowledge and get
to know the different people in your workplace. It can be as simple as a smile, a greeting, or getting to know
the person’s name. Creating connections with those who are different from you and making others feel more
welcome is a great way to support diversity. Another great way to strengthen relationships and increase
cultural competence in a workplace is to share cultural stories and customs. The more you know and
understand about a person’s culture, the more you can relate to the similarities and differences which help
you better understand and appreciate the person’s views. However, it is important to remember that conflict or
misunderstandings will occur. When you are faced with challenges due to diversity in the workplace, do your
best to keep communicating and working to resolve the issues in a respectful manner. Dixon and Sofo (2000)
state “Working together to resolve problems related to differences of all kinds builds positive relationships. As
these relationships expand, improved understanding of values, beliefs, and cultures begins to emerge. With
this understanding, an appreciation of differences becomes more of a reality” (para. 25).
Take some time to think about the diversity policies and procedures at your work or school. Is diversity
respected? Are there things the management can do better? Are there things you yourself can do?
For your assignment in this unit, you are going to interview someone with a different culture from your own.
This assignment was inspired by the concept of oral histories —recording the interview of a person’s story as
a way of preserving and understanding past culture and life experiences . The Smithsonian National Museum
of African American History and Culture (NMAAHC) conducted a project called the Story Corps Griot Project.
It was described on the NMAAHC (n.d.) website as
The StoryCorps Griot Project was a year-long initiative funded by the Corporation for Public
Broadcasting (CPB) to gather and preserve the life stories of African American families. The
StoryCorps Griot Initiative helped to ensure that the voices, experiences and life stories of
African Americans are preserved and presented with dignity. (para. 1)
If you have some time, you are encouraged to visit the NMAAHC Story Corps Griot project website to listen to
some of the oral history recordings. This would be a great way to prepare for your assignment in this unit.
While listening to the stories, think about the importance or role of place in the interviewee’s story and how it
impacted their life and culture. Think about how globalization and technological changes have impacted their
stories. Think about how major historical events like war, segregation, or the civil rights movement impacted
their story.
References
Ambro. (2011). Diverse team [Image]. Retrieved from
http://www.freedigitalphotos.net/images/Business_people_g201 -Diverse_Team_p66199.html
SOC 2010, Cultural Geography
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Caleb, P. (2014) How diversity works. Scientific American, 311(4), 43-47.
UNIT x STUDY GUIDE
Title
Cross Jr., B. (2010). Cultural competency — Is it the third wave of diversity? Diversity Factor, 18(4), 1-4.
Dixon, D. L., & Sofo, F. (2000). Diversity is a choice for new perspectives . International Journal of Humanities
and Peace, 16(1), 54.
Ferdman, B. (2013). Diversity at work : The practice of inclusion. Somerset, NJ: Wiley.
Hopper, P. (2006). Living with globalization. Oxford, GBR: Berg Publishers.
Hunt, M. (2003). The Smithsonian folklife and oral history interviewing guide. Retrieved from
http://www.folklife.si.edu/education_ex hibits/resources/guide/introduction.aspx
Jenkins, K. (2005). Diversity: In our international interest. Black Issues In Higher Education, 22(7), 52.
Mondair, S., & Neault, R. A. (2011, June). Supporting workplace diversity: Emerging roles for employment
counselors. Journal of Employment Counseling, 48(2), 72.
National Museum of African American History and Culture. (n.d.). StoryCorps Griot . Retrieved from
http://nmaahc.si.edu/Programs/StoryCorps
Pace, A. (2011). Diversity is driving the bus: Organizations that view diversity as a business driver perform
higher than those that keep it in the compliance camp. T+D, 65(2), 18.
Plaut, V. (2014). Inviting everyone in. Scientific American, 311(4), 52-57.
Learning Activities (Nongraded)
1. Immigration is an important factor contributing to the increase in the population of the United States.
Chances are your great-grandparents, parents, or even you immigrated to, or migrated within, your
country of residence. Construct your family’s immigration or migration history. Identify push and pull
factors influencing your family’s decision to immigrate to or migrate within your country.
2. Visit the NMAAHC Story Corps Griot project website: https://storycorps.org/discover/griot/
Listen to some of the oral history recordings. This would be a great way to prepare for your assignment
in this unit. While listening to the stories, think about the importance or role of place in the interviewee’s
story and how it impacted their life and culture. Think about how globalization and technological
changes have impacted their stories. Think about how major historical events like war, segregation, or
the civil rights movement impacted their story.
This is an alternative assignment to get you thinking more critically. This is not a written assignment that you
turn in. You can write a one page essay in response to the above questions as practice if you prefer to do so.
Nongraded Learning Activities are provided to aid students in their course of study. You do not have to submit
them. If you have questions, contact your instructor for further guidance and information.
SOC 2010, Cultural Geography
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1
Unit 2: Cultural Interview Assignment
This document includes:
Assignment Objective
Assignment Specifics
Tips on Conducting an Interview
Possible Interview Questions
Assignment Objective: To learn more about and gain a deeper appreciation for cultural difference. To
investigate the relationship between culture and place. Sharing and learning more about another’s
cultural story and differences will give you greater cultural competence!
Written Assignment Specifics
Introduction: In the first paragraph of your essay, please introduce your interviewee. Who is she/he?
How old is he/she? How do you know the person? Why did you decide to interview the person? Here is
where you provide a little background or biographical information. Please also indicate how you
conducted the interview (phone, in-person, Skype, etc.) in the introduction.
Interview Summary: Summarize what you learned about the person’s culture and life from the
questions you asked. You do not have to write about every single thing you talked about. You can
provide the highlights. *Below is a list of possible questions and tips on conducting the interview.
Culture & Geography: Discuss at least one relationship you saw in the interviewee’s story between
place and culture. You can also discuss course topics of population, immigration, migration, or
globalization in terms of this connection.
Conclusion: For this final section of your essay, talk about how the interview experience went for you
and your interviewee. How did it go? Reflect on what you learned from the interview experience. Did it
deepen your cultural awareness or appreciation? How?
Cultural Interview Written Assignment Requirements Checklist
Essay contains the following headings:
Introduction, Summary of Interview, Culture & Geography, and Conclusion.
Essay includes the following:
Introduction: Please introduce your interviewee to the reader. Describe how you conducted the
interview.
Interview Summary: Summarize what you learned about the person’s culture and life from the
questions you asked.
Culture & Geography: Discuss at least one relationship you saw in the interviewee’s story
between place and culture. You can also discuss course topics of population, immigration,
migration, or globalization in terms of this connection.
Conclusion: For this final section of your essay, talk about how the interview experience went for
you and your interviewee. Reflect on what you learned from the interview experience. Did it
deepen your cultural awareness or appreciation? How?
2
2 pages (12 point font – double spaced) or 500 word minimum for the assignment.
No Sources are required for the interview but if you cite the text book or another source you will
need to use APA in-text citations and add a reference list. If you directly quote the person you
interviewed in your essay please just indicate that by using quotes.
Tips on Conducting an Interview
1. Explain to the person you are interviewing a little bit about the assignment. Most people are
happy to help a student and to share about their life! Please put them at ease. Let them know it
is up to them what they share and that anything they discuss about their history and life is
valuable. Let them know you appreciate them talking with you. Ask permission to take notes or
record the interview.
2. Pick a quiet comfortable setting to conduct the interview or make sure the phone/skype interview
is done in an appropriate setting free of distraction.
3. It is important to focus on your interviewee. You want to make eye contact, show interest, and be
a good listener. *Please keep in mind sometimes when you are asking questions about culture
and a person’s background it can sometimes get very emotional for that person. Sometimes your
interviewee will get choked up or cry. It is important to show empathy.
4. If they seem uncomfortable about a topic or question, please just move on. If they don’t want to
talk about certain things that is OK. There are plenty of things they can talk about to still make for
a great interview. This is not about getting answers to every question; it is an experience of
getting to know this person’s life story better and making a connection at a deeper level.
5. Ask open ended questions. In other words, you are asking how, why, for examples, etc. Don’t
be afraid to ask for clarification if you don’t understand. Also a good technique is to say things
like “can you tell me a little bit more about that?” Don’t be afraid to add follow up questions that fit
and seem to flow. Like I said it is not about hitting every question. It is about getting to know the
person’s history (story) better. Encourage! Think of this more as a guided conversation.
6. Prepare interview questions ahea…
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