“You're Not a Good Cultural Fit Here”

2022 ◽  
pp. 97-108
Author(s):  
Sara Erdner
Keyword(s):  
Cultural Fit

Fidelity with Flexibility

2016 ◽  
Author(s):  
Lisa Sanetti ◽  
Melissa A. Collier-Meek ◽  
Lindsay Fallon
Keyword(s):  
Treatment Success ◽  
Treatment Fidelity ◽  
Evidence Based ◽  
Client Outcomes ◽  
Cultural Fit ◽  
Therapeutic Outcomes ◽  
Client Factors ◽  
Evidence Based Treatments ◽  
Evidence Supported Treatments ◽  
The Relationship

Research has linked the use of evidence-supported treatments to effective, efficient therapeutic outcomes. Questions related to the best way to disseminate and implement evidence-supported treatments in the field has led to discussions about transportability of treatments from controlled to applied settings. Specifically, scholars have focused on issues related to treatment fidelity, acceptability, and adoption versus adaptation of evidence-based treatments in practice. Treatment fidelity, a multidimensional construct, pertains to how extensively a treatment is delivered to a client, and it may be affected by several variables. Although the relationship is complex, treatment fidelity is considered an important moderator of client outcomes. Furthermore, the acceptability of a treatment appears to be of importance. Simply, if a treatment is perceived to be acceptable, it is more likely to be implemented with high levels of fidelity, increasing the chances that successful therapeutic outcomes will result. Nevertheless data indicate that some clinicians are wary of using evidence-supported treatments; their chief concern is feasibility of implementation, which could affect treatment fidelity and acceptability. Thus, there is a debate about whether evidence-supported treatments should be adopted strictly as developed or whether they might be adapted to improve implementation and acceptability. In adaptation of a treatment, relevant clinician variables (e.g., training received, availability of resources) and client factors (e.g., cultural fit) might be considered to promote therapeutic outcomes. This chapter describes how the key to treatment success may be to strike a balance between fidelity and adaptation of evidence-based treatments and fidelity with flexibility.

Strategic Sequences in Police Interviews and the Importance of Order and Cultural Fit

2011 ◽  
Vol 38 (9) ◽  
pp. 934-954 ◽  
Author(s):  
Karlijn Beune ◽  
Ellen Giebels ◽  
Wendi L. Adair ◽  
Bob M. Fennis ◽  
Karen I. Van Der Zee
Keyword(s):  
Young People ◽  
Active Listening ◽  
Nonsignificant Trend ◽  
Cultural Fit ◽  
Police Interviews ◽  
Listening Behavior ◽  
Relational Behavior ◽  
The Impact ◽  
Reversed Order ◽  
Rational Arguments

This study introduces the concept of strategic sequences to police interviews and concentrates on the impact of active listening behavior and rational arguments. To test the authors’ central assumption that the effectiveness of strategic sequences is dependent on cultural fit (i.e., the match with the cultural background of suspects), young people participated in virtual police interviews. Study 1 demonstrated that contrast sequences accentuating rational rather than relational behavior were found to be effective in eliciting information and admissions from suspects originating from cultures that tend to use more direct and content-oriented communication (i.e., low-context cultures), whereas for suspects from cultures that use more indirect and context-oriented communication (i.e., high-context cultures) a nonsignificant trend in reversed order was found. Study 2 added the investigation of the joint impact of active listening and rational arguments. In line with predictions, the results showed that an active listening—rational arguments sequence is most effective when active listening behavior precedes— rather than follows—rational arguments.

Language proficiency and sociocultural integration of Canadian newcomers

2020 ◽  
Vol 41 (6) ◽  
pp. 1437-1464
Author(s):  
Reza Nakhaie
Keyword(s):  
Social Networks ◽  
Social Network ◽  
Ethnic Minority ◽  
Language Proficiency ◽  
Ethnic Origin ◽  
Policy Implications ◽  
Independent Effect ◽  
Cultural Fit ◽  
Short Period ◽  
Sociocultural Integration

AbstractThis paper evaluates the sociocultural integration of newcomers, paying special attention to language proficiency while taking into account the importance of the assimilation, cultural fit, and social network perspectives. Analyses are based on administrative data collected by the YMCA of South Western Ontario regarding 2,493 of their clients. Results reveal that newcomers’ length of residency, ethnic origin, and social networks play a significant role in the sociocultural integration of newcomers. The longer the newcomers have resided in Canada, the higher their level of sociocultural integration. Non-Europeans displayed a lower level of sociocultural integration than Europeans. However, the most important predictor of sociocultural integration was language proficiency. Not only did language proficiency have a strong and independent effect, but it also tended to level out differences in sociocultural integration of those who had resided in Canada for a short period compared to those living in Canada for a longer period. Similarly, language proficiency decreased sociocultural integration differences between Europeans and ethnic minority newcomers. The policy implications of the results are discussed.

scholarly journals Education Reform in Hong Kong

2000 ◽  
Vol 8 ◽  
pp. 24 ◽  
Author(s):  
Chris Dowson ◽  
Peter Bodycott ◽  
Allan Walker ◽  
David Coniam
Keyword(s):  
Hong Kong ◽  
Education Reform ◽  
English Language ◽  
Quality Education ◽  
Policy Initiative ◽  
Reform Initiatives ◽  
Cultural Fit ◽  
Initial Teacher Training ◽  
Quality Movement ◽  
Almost All

Since the early 1990s, the pace of educational reform in Hong Kong has accelerated and broadened to incorporate almost all areas of schooling. The reforms introduced during this period can be subsumed under what has generally been labelled the quality movement. In this paper, we review and comment on a number of policy reform initiatives in the four areas of "Quality Education," English Language Benchmarking, Initial Teacher Training and the Integration of Pupils with Special Needs into Ordinary Classrooms. Following a brief description of each policy initiative, the reforms are discussed in terms of their consistency, coherence and cultural fit.

Behavioral interviewing essentials (and why you should care)

2017 ◽  
Vol 16 (2) ◽  
pp. 81-85
Author(s):  
Leela Srinivasan ◽  
Maya Humes
Keyword(s):  
Unconscious Bias ◽  
Content Type ◽  
Cultural Fit ◽  
Hiring Managers ◽  
Past Behavior ◽  
Added Benefit ◽  
Key Topics ◽  
And Performance ◽  
Interviewer Training ◽  
Interviewing Techniques

Purpose A candidate’s cultural fit is often just as important as their skill set, but more difficult to screen for. Behavioral interviewing, which involves probing into a candidate’s past behavior to predict their future behavior and performance, gives recruiters a reliable indication of whether or not a candidate will succeed in a specific role and carries the significant added benefit of helping minimize the influence of unconscious bias. Design/methodology/approach The authors explore three reasons why behavioral interviewing is more relevant now than ever before. They also outline specific recommendations for how companies can implement behavioral interviewing. Findings While it is hard to find enough hours in the day without adding the burden of interviewer training to your plate, there is never been a better time to embrace behavioral interviewing. Failure to train hiring managers and interviewers how to interview effectively can result in a poor candidate experience, and an over-reliance on alternatives such as skills-fit and culture-fit interviewing techniques will prove far less effective in determining the best candidate for the job. Originality/value This article explores three key topics among HR practitioners – hiring, culture and retention – and helps to identify how companies can alter their hiring/interviewing process to achieve a better candidate fit for their organization.

Academic Orientation as a Function of Moral Fit: The Role of Individualizing Morality

2022 ◽  
pp. 003804072110724
Author(s):  
Kerby Goff ◽  
Eric Silver ◽  
Inga Dora Sigfusdottir
Keyword(s):  
Cultural Capital ◽  
Education System ◽  
Individual Autonomy ◽  
Moral Foundations ◽  
Education Systems ◽  
Moral Culture ◽  
Cultural Fit ◽  
Academic Orientation ◽  
The Individual ◽  
Culture Of Education

Researchers have studied academic orientation—students’ valuing of and commitment to education—as in part a function of a cultural fit between students’ cultural capital, competencies, identity, and the institutional culture of the education system. Recent research on students’ aspirations and commitment highlights the moral undertones of such cultural fit. Scholars have identified the perceived moral connotations of becoming “an educated person” and illustrated how students’ academic orientation may be intertwined with the unique moral culture of the education system. Neoinstitutional scholars have examined modern education systems’ emphasis on an individualizing type of moral culture, that is, an institutional moral culture emphasizing individual autonomy, rights, and achievement over traditional mores, knowledge, and social hierarchies. Scholars have yet to bridge these streams of research by examining the link between students’ personal moral culture and the institutional moral culture of education systems. In this study, we consider whether students whose moral orientation matches the individualizing moral culture of education systems are more academically oriented. We conceptualize this link as moral fit, and we use moral foundations theory to identify students’ personal moral culture. Analysis of a unique sample of students drawn from all secondary schools in Iceland (N = 10,525) shows (1) individualizing moral intuitions (those that emphasize the individual as the basic moral unit) are associated with a greater academic orientation, net of parental involvement, cultural capital, and other important controls, and (2) this association is only lightly moderated by differences in the school structure.

scholarly journals Why East Asians but not South Asians are underrepresented in leadership positions in the United States

2020 ◽  
Vol 117 (9) ◽  
pp. 4590-4600 ◽  
Author(s):  
Jackson G. Lu ◽  
Richard E. Nisbett ◽  
Michael W. Morris
Keyword(s):  
United States ◽  
Chief Executive Officers ◽  
South Asians ◽  
Chief Executive ◽  
The United States ◽  
Leadership Positions ◽  
East Asians ◽  
Cultural Fit ◽  
Bamboo Ceiling ◽  
Executive Officers

Well-educated and prosperous, Asians are called the “model minority” in the United States. However, they appear disproportionately underrepresented in leadership positions, a problem known as the “bamboo ceiling.” It remains unclear why this problem exists and whether it applies to all Asians or only particular Asian subgroups. To investigate the mechanisms and scope of the problem, we compared the leadership attainment of the two largest Asian subgroups in the United States: East Asians (e.g., Chinese) and South Asians (e.g., Indians). Across nine studies (n= 11,030) using mixed methods (archival analyses of chief executive officers, field surveys in large US companies, student leader nominations and elections, and experiments), East Asians were less likely than South Asians and whites to attain leadership positions, whereas South Asians were more likely than whites to do so. To understand why the bamboo ceiling exists for East Asians but not South Asians, we examined three categories of mechanisms—prejudice (intergroup), motivation (intrapersonal), and assertiveness (interpersonal)—while controlling for demographics (e.g., birth country, English fluency, education, socioeconomic status). Analyses revealed that East Asians faced less prejudice than South Asians and were equally motivated by work and leadership as South Asians. However, East Asians were lower in assertiveness, which consistently mediated the leadership attainment gap between East Asians and South Asians. These results suggest that East Asians hit the bamboo ceiling because their low assertiveness is incongruent with American norms concerning how leaders should communicate. The bamboo ceiling is not an Asian issue, but an issue of cultural fit.

Sign in / Sign up

Export Citation Format

Share Document