Running head: ETHNOCENTRISM 1
Ethnocentrism is the judging of another culture according to the qualities and benchmarks
of this culture’s lifestyle. Ethnocentric individuals judge various social events regarding their
specific ethnic alliance or culture, especially with stress for vernacular, lead, conventions, and
religion. These racial capabilities and subdivisions serve to describe each ethnicity's exceptional
social identity. Dissecting and evaluating different phases of ethnocentrism is basic in keeping up
and making a robust and productive environment. Creating systems to attract and help an
individual is critical to a leader’s accomplishment in this multicultural age. Therefore the theme
of this article will look to illustrate and explain the ethnocentric stages of denial and
minimization of cultural differences and outline strategies that a leader in this multicultural age
can use to transform the individual into a more culturally competent individual or group.
Denial is a naive ethnocentric stage in which there is foreswearing that social contrasts
even exist. A man in the Denial Stage has a couple of classifications to see differences. People at
this stage are not debilitated by social disparities since they decline to acknowledge them. They
are ethnocentric through and through in that they accept there is a right sort of living (theirs), and
that the individuals who act contrastingly mainly don't have the foggiest idea about any better.
Likewise, a man in this stage may credit subhuman characteristics to those from various societies
and respect them with extraordinary partiality. In this stage, individuals incline to force their
esteem framework upon others, trusting that they are "correct" and that other people who are
diverse are "befuddled." In general, the individuals who encounter social disavowal have not had
extensive contact with individuals not the same as themselves, and along these lines have no
experiential reason for having confidence in different societies. A vital pointer of the
foreswearing stage is the conviction that your knowledge is superior to local people.
This stages includes acknowledgment of social contrasts BUT minimizing their
significance in our lives. Individuals in the Minimization Stage trust that social distinctions are
merely shallow; the fundamental characteristics of being human will get the job done. Social
contrasts debilitate them, and they endeavor to limit them by revealing to themselves that
individuals are more comparable than divergent. Never again do they see those from varying
social orders as being confused, inferior, or terrible. Despite everything, they have not made
social care and are unyielding about living together in harmony with everybody. Western
estimations of distinction, transparency, and trustworthiness add to this view. Once in a while,
people with abroad experience discover an asylum in this stage it empowers them to keep up a
vital separation from sentiments of inadequacy notwithstanding numerous social questions. Since
they accept that all societies are inherently comparative, people in this stage disregard the
tailoring of their approach to successfully manage a social setting. Moving into the following
phase of acceptance speaks to "a noteworthy theoretical move," from an ethnocentric position
that depends on straightforward standards (i.e., either/or) to an ethnorelative stage where answers
are not all that unmistakable.
For a leader to make and keep up a thriving environment that is strong and functional,
one needs to create systems and schemes to neutralize the difficulties or different phases of
ethnocentrism. These procedures that will change a person into an all the more socially skilled
individual and empower them to incorporate into a workplace flawlessly will be imperative for a
leader's achievement in this multicultural age.Bearing in mind that the employment of different
strategies depends on the ethnocentric stage at which an individual is, a leader should be careful
to understand the needs of specific individuals and correctly meet them.
For a person at the Denial Ethnocentric stage, the utilization of non-threatening social
mindfulness exercises such as ethnic luncheons, entertainment by social groups, travelogues,
chats on history, exhibits is suitable. The approach is commonly known as “Objective Culture
Approach which centers around the social manifestations of diverse persons. The reason for
existing is to enable individuals to start to perceive contrasts. It, as a rule, constructs nature with
"legends and occasions," may include "ethnic" sustenance in the eatery or restaurant, and
frequently has a devoted month featuring the commitments of subordinate gatherings.
Craftsmanship shows, ensembles, shows, teachers, and pamphlet articles all join to expand the
profile of different ethnic groups. By and large, this type of varying variety work is available to
all, albeit regularly it isn't obligatory. The perception of strife it that it is solvable through
There is a compulsion to be pretentious of such endeavors as not having any essential
esteem. Be that as it may, this sort of action has its place. For those in the Ethnocentric Denial
stage, where the social distinction is "out of the picture, therefore irrelevant" and administered by
the decree "don't ask, don't tell," such endeavors can bring society into cognizance. However,
because commonality with social manifestations does not in itself improve intercultural
capability, the reasonable restrictions of this style of advancement are apparent: the endeavor is
decent, yet not adequate. The protection from this sort of exertion is more or less moderate, as it
hardly challenges perspective or personality. Be that as it may, protection may happen from
nondominant assemble individuals, who secretly lambast such endeavors as short of what
expectations. However, if dealt with consciously, the Objective culture approach exercises can
add to expanded consciousness of other ethnic gatherings and the part they have played to the
organization and society as a whole.
According to Deane (p.1), for those in the minimization stage of Ethnocentrism, taking
care of this move appears to be ideal. Utilize recreation works out, individual stories, "agents"
from different societies carefully selected to demonstrate how to decipher conduct unexpectedly.
Recognize the distress individuals may feel amid this move for it is ordinary. The concentration
of this stage features the significance of decent variety, builds members' recognition with what
assorted variety incorporates, proposes a couple of issues that may influence the work
environment, and exhibits a business case to back up the activity. All employees are subject to
this approach, and any contravening is portrays a picture of one who is not on board with the
workings of an organization.
The approach is agreeable and fascinating to those people who are in the minimization
phase. It invokes the feeling of "small world" theory and more often than not acknowledges the
variety cause, given the activity isn't excessively requesting of progress inside the association.
More prominent requests may drive those at minimization to relapse to the Ethnocentric stage of
Defense, influencing them to ponder about "exceptional right" and "out of line inclination"
against the majority. Be that as it may, for those as of now in protection, even this approach may
push them past their status. Obviously, this does not mean wiping out the program; instead, it
proposes we should be set up for the protection. Individuals from nondominant bunches see this
sort of work as precisely what is not required yet are frequently ready to see it at an initial step
especially for those in the later phases of ethnic personality advancement.
In conclusion, there are different stages in the ethnocentrism some of which include
Denial and Minimization. They are challenges experienced in different societies at different
levels. For a leader in this to enjoy success in this multicultural age he/she needs to have a
pragmatical look at these challenges and come up with strategies such as have been pointed out
above. The solutions offered will is foster unity in an organization amongst the peers, ensure that
there is a favorable working environment and contribute to the success of a leader heading the
organization. Above all, it creates a situation where there is no racial discrimination or prejudice
based on one’s ethnic affiliation.
Deane, B. R. (1991). A model for personal change: Developing intercultural sensitivity. Cultural Diversity
at Work Journal, 3(5), 1.

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