When you first arrive in a new culture, there is a period of confusion that comes from the new situation and from a lack of information. It leaves you quite dependent and in need of help in the form of information and above. The second stage begins as you start to interact with the new culture. It is called the stage of small victories. Each new encounter with the culture is fraught with peril. It is preceded by anxiety and information collection and rehearsal. Then the event occurs and you return home either triumphant or defeated. When successful, the feelings really are very much as though a major victory has been won. A heightened roller coaster effect is particularly characteristic of this stage. The support needed is emotional support, people who appreciate what you are going through and who can cheer you onward. It often happens that once some of the fundamentals of life are mastered, there is time to explore and discover the new culture. This is the honeymoon stage of wonder and infatuation, in it there is a heightened appreciation of the new, the different, the aesthetic. Depending on the degree of cultural immersion and exploration it may continue for a considerable period of time. During this time there is no interest in attending to the less attractive downsides of the culture.
After a while, a self-correction takes place. No honeymoon can last forever. Irritation and anger begin to be experienced. Why in the world would anyone do it that way? Can’t these people get their act together? Now the deficits seem glaringly apparent. For some people, they overwhelm the positive characteristics and become predominant. Finally, if you are lucky enough to chart a course through these stages and not get stuck (and people do get stuck in these stages), there is a rebalance of reality. There is the capacity to understand and enjoy the new culture without ignoring those features that are less desirable. This cultural entry and engagement process is both cognitive and affective. New information is acquired and remembered; old schema and perceptions are revised and qualified. An active learning process occurs. At the same time, anxiety arises in reaction to uncertainties and the challenges of the learning processes. It must be managed, as must the extremes of feeling that occur in this labile period. Thus, I am describing a learning process that results in valuing and affirming the best in the culture while at the same time seeing it in its completeness, seeing it whole. The capacity to affirm the whole — including those aspects that are less desirable yet are part of the whole — is critically important. An appreciative process, “appreciative inquiry” is proposed as a way of helping members of different cultures recognize and value their differences and create a new culture where different values are understood and honoured. Executives — those who must lead this culture–change projects — need to understand that equal employment opportunity, affirmative action and sexual harassment policies, as viewed and implemented in organizations, are problem-oriented change strategies. They focus on correcting what is wrong rather than creating a valued future. Executives themselves will need to inquire appreciatively into cultures that are not known to them before they are equipped to lead cultural change in their own organizations.

Question

When you first arrive in a new culture, there is a period of confusion that comes from the new situation and from a lack of information. It leaves you quite dependent and in need of help in the form of information and above. The second stage begins as you start to interact with the new culture. It is called the stage of small victories. Each new encounter with the culture is fraught with peril. It is preceded by anxiety and information collection and rehearsal. Then the event occurs and you return home either triumphant or defeated. When successful, the feelings really are very much as though a major victory has been won. A heightened roller coaster effect is particularly characteristic of this stage. The support needed is emotional support, people who appreciate what you are going through and who can cheer you onward. It often happens that once some of the fundamentals of life are mastered, there is time to explore and discover the new culture. This is the honeymoon stage of wonder and infatuation, in it there is a heightened appreciation of the new, the different, the aesthetic. Depending on the degree of cultural immersion and exploration it may continue for a considerable period of time. During this time there is no interest in attending to the less attractive downsides of the culture.

After a while, a self-correction takes place. No honeymoon can last forever. Irritation and anger begin to be experienced. Why in the world would anyone do it that way? Can’t these people get their act together? Now the deficits seem glaringly apparent. For some people, they overwhelm the positive characteristics and become predominant. Finally, if you are lucky enough to chart a course through these stages and not get stuck (and people do get stuck in these stages), there is a rebalance of reality. There is the capacity to understand and enjoy the new culture without ignoring those features that are less desirable. This cultural entry and engagement process is both cognitive and affective. New information is acquired and remembered; old schema and perceptions are revised and qualified. An active learning process occurs. At the same time, anxiety arises in reaction to uncertainties and the challenges of the learning processes. It must be managed, as must the extremes of feeling that occur in this labile period. Thus, I am describing a learning process that results in valuing and affirming the best in the culture while at the same time seeing it in its completeness, seeing it whole. The capacity to affirm the whole — including those aspects that are less desirable yet are part of the whole — is critically important. An appreciative process, “appreciative inquiry” is proposed as a way of helping members of different cultures recognize and value their differences and create a new culture where different values are understood and honoured. Executives — those who must lead this culture–change projects — need to understand that equal employment opportunity, affirmative action and sexual harassment policies, as viewed and implemented in organizations, are problem-oriented change strategies. They focus on correcting what is wrong rather than creating a valued future. Executives themselves will need to inquire appreciatively into cultures that are not known to them before they are equipped to lead cultural change in their own organizations.

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Which of the following statements is not true?

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The Correct Option is D

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Entering new cultures can predominantly help the entrant in

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The Correct Option is B

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Opening a bank account in a new culture is an example of which stage?

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The Correct Option is B

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According to the passage, entering a culture that is very different from your own is overall

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The Correct Option is B

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Which of the following statements cannot be inferred from the above passage?

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The Correct Option is D

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Which of the following is true?

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The Correct Option is C

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The author is making a case for

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The Correct Option is B

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The lament of the author is that the mischief that the law makes is that

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The Correct Option is C

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The author suggests that

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The Correct Option is B

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How is usury defined?

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The Correct Option is A

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Bentham was primarily concerned with

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The Correct Option is B

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To reclaim his own money, man becomes an oppressor because

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The Correct Option is D

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Who should be allowed to borrow and lend at any interest rate?

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The Correct Option is C

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The author is

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The Correct Option is D

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Mischief of usury legislation has increased as

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The Correct Option is C

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