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UNDERSTANDING CULTURL DIVERSITY (DAWIT G/TSADIK)

Culture is the prism through which we assess everything around us; it is through our culture that
we assess what is proper or improper, normal or aberrant. The terms "culturally diverse" and
"multiculturalism" are frequently used interchangeably. Multiculturalism can be defined as the
set of beliefs and behaviors that acknowledges and values the presence of all diverse groups in an
organization or society, recognizes and values their socio-cultural differences, and encourages
and enables their continued contribution within an inclusive cultural context that empowers all
members of the organization or society. Encyclopedia Britannica also defines multiculturalism as
the view that cultures, races, and ethnicities, particularly those of minority groups, deserve
special acknowledgment of their differences within a dominant political culture. Dr. Caleb
Rosado, a sociologist who specializes in diversity and multiculturalism, outlined seven key steps
in the definition of multiculturalism. These are: Recognition of the rich diversity of cultures,
Respect for the differences, Acknowledging the worth of various cultural expressions and
accomplishments, Valuing what other civilizations/cultures have to offer, Encouraging diverse
groups to contribute, Empowering people to be critical of their own prejudices in order to
enhance themselves and others so that they can realize their full potential, and Celebrating
rather than just tolerating the differences in order to bring about unity through diversity.

Cultural diversity is crucial as our society, companies, and schools are increasingly diverse in
terms of cultural, racial, and ethnic groups. We can learn from one another, but we must first
have a basic understanding of one another in order to collaborate and cooperate effectively.
Learning about other cultures helps us gain a better understanding of the world we live in, as
well as remove negative preconceptions and personal biases towards various groups.

Furthermore, cultural diversity enables us to recognize and accept "ways of being" that are not
necessarily our own, allowing us to develop bridges of trust, respect, and understanding across
cultures. Furthermore, because people from many cultures contribute, this diversity makes our
country a more interesting place to live. All in all, it is safe to conclude that a culturally diverse
community is innovative, has compassionate residents, is productive and is full of new
opportunities.
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In order for one to support cultural diversity, he/she must learn to interact with people outside of
his/her own culture, be open-minded to listen and let go of judgment, if you see anyone who is
being culturally insensitive, speak out against it, accept that differences are beneficial and not
harmful, don’t force your beliefs on people with opposing views, encourage others to recruit or
work with persons who do not share your culture, travel the world as much as you can to take
part in cultures and understand them from the source, intervene in an appropriate manner when
you observe others engaging in behaviors that show cultural insensitivity, bias, or prejudice.

GENDER AND SOCIAL INCLUSION (DANIEL MERSHA)

GENDER

Either of the two sexes (male and female), especially when considered with reference to social
and cultural differences rather than biological ones. The term is also used more broadly to denote
a range of identities that do not correspond to established ideas of male and female.

"a condition that affects people of both genders" Each of the classes (typically masculine,
feminine, common, neuter) of nouns and pronouns distinguished by the different inflections
which they have and which they require in words syntactically associated with them.
Grammatical gender is only very loosely associated with natural distinctions of sex.

SOCIAL INCLUSION

Social inclusion is the right thing to do, and it also makes good economic sense. Left
unaddressed, the exclusion of disadvantaged groups can be costly. At the individual level, the
most commonly measured impacts include the loss of wages, lifetime earnings, poor education,
and employment outcomes. Racism and discrimination also have physical and mental health
costs. At the national level, the economic cost of social exclusion can be captured by foregone
gross domestic product (GDP) and human capital wealth.

INTERPERSONAL COMMUNICATION SKILLS (DARIK BEYENE)

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The exchange of information between two or more persons is known as interpersonal

communication. It is an area of research that looks into how people use verbal and nonverbal
cues to achieve a variety of personal and interpersonal goals. Although interpersonal
communication is most commonly seen between two people, it can also be extended to small,
intimate groups like the family. Interpersonal communication can take place in face-to-face
settings, as well as through platforms such as social media. The study of interpersonal
communication addresses a variety of elements and uses both quantitative/social scientific
methods and qualitative methods.

There is growing interest in biological and physiological perspectives on interpersonal

communication. Some of the concepts explored are personality, knowledge structures and social
interaction, language, nonverbal signals, emotional experience and expression, supportive
communication, social networks and the life of relationships, influence, conflict, computer-
mediated communication, interpersonal skills, interpersonal communication in the workplace,
intercultural perspectives on interpersonal communication, escalation and de-escalation of
romantic or platonic relationships, interpersonal communication and healthcare, family
relationships, and communication across the life span.

Principles of Interpersonal communication

Human communication is a complex process with many components. And there are principles of
communication that guide our understanding of communication.

- Communication is transactional—that is, a dynamic and an interactive process in which

both parties participate.
- Communication can be intentional and unintentional
- Communication has a Content and a Relational Dimension—Virtually all messages have
a content dimension which involves the information being explicitly discussed and a
relational dimension which expresses how you feel about the other person.
- Communication Is Irreversible—The process of Interpersonal Communication is
irreversible; you can wish you hadn't said something and you can apologize for
something you said and later regret - but you can't take it back.
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- Communication Is Unrepeatable—Unrepeatability arises from the fact that an act of

communication can never be duplicated. The reason is that the audience may be different,
our mood at the time may be different, or our relationship may be in a different place.

SOCIAL INFLUENCE (DAWIT WORKNEH)

Social influence comprises the ways in which individuals change their behavior to meet the
demands of a social environment. It’s the process by which an individual’s attitudes, beliefs or
behavior are modified by the presence or action of others. It may take many different forms and
can be seen in conformity, socialization, obedience, leadership, persuasion, sales, and marketing.
Typically, social influence results from a specific action, command, or request, but people also
alter their attitudes and behaviors in response to what they perceive others might do or think. In
1958, Harvard psychologist Herbert Kalman identified three broad varieties of social influence.
Compliance is when people appear to agree with others but actually keep their dissenting
opinions private while Identification is when people are influenced by someone who is liked
and respected, such as a famous celebrity. Internalization is when people accept a belief or
behavior and agree both publicly and privately. Two psychological needs that lead humans to
conform to the expectations of others. These include our need to be right (informational social
influence) and our need to be liked (normative social influence).  Informational influence
(or social proof) is an influence to accept information from another as evidence about
reality. Informational influence comes into play when people are uncertain, either because
stimuli are intrinsically ambiguous or because there is social disagreement. Normative
influence is an influence to conform to the positive expectations of others. Social
influence involves intentional and unintentional efforts to change another person's beliefs,
attitudes, or behavior. Unlike persuasion, which is typically intentional and requires some degree
of awareness on the part of the target, social influence may be inadvertent or accidental. Social
influence often operates via peripheral processing. Hence, the target may be unaware of the
influence attempt. Unlike compliance gaining, which is usually goal directed, social influence is
often nongoal directed and the outcomes may be inconsistent with, or unrelated to, a
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communicator's goals. Social influence encompasses such strategies as indebtedness or

reciprocity, commitment, social proof, liking and attractiveness, authority, and scarcity.

PEER PRESSURE (DAWIT H/SELASSIE)

Peer pressure arises when a group of peers puts direct or indirect pressure on one another to
perform specific tasks. Peers are people you know in real life who have a similar social status to
you. Peer pressure, on the other hand, can come from society as a whole. Peer pressure can cause
not just behavioral changes but also changes in beliefs, views, and feelings. While the term "peer
pressure" is most commonly associated with the influence of peers on teenagers, it can affect
anyone.

Types of peer pressure

Peer pressure can be active or passive. A circumstance in which a person tries to persuade
someone else to do something is referred to as active peer pressure. Two friends, for example,
may advise a third friend to travel faster than the speed limit because "everyone drives that fast
anyway." Modeled or copied behavior is referred to as passive peer pressure. Someone who has
a lot of friends who text while driving is more likely to text and drive. They might argue, that if
their friends text and drive, it can't be all that bad.

Peer pressure can be beneficial or harmful. When peer pressure is positive, it motivates you to
perform at your highest level. Negative peer pressure occurs when a friend or a member of your
group makes you feel obligated to do something in order to be accepted. When we hear the term
"peer pressure," we usually think of negative peer pressure. When you succumb to negative peer
pressure, you frequently feel guilty or disappointed in yourself for acting contrary to your beliefs
or values. Try the following strategies when faced with overt or indirect pressure to do
something you're unsure about:

- Pay attention to the feelings. If something about a situation doesn't feel right, it probably isn't.
Even if your friends seem unconcerned about what's going on, the situation might not be ideal
for you.
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- Talk to the person who is pressuring you, tell him/her how you feel, and tell him or her to stop.

- Make friends with people who share your values and beliefs. It's easier to say "no" when
someone else is saying it as well. It's easier for both of you if you say "no" together.

- If you need it, seek advice or support from a parent or other trusted family member, a clergy
member, a mentor, or a counselor.

ASSERTIVENESS (DAWIT KEBEDE)

Assertiveness is an important social skill which promotes personal well-being. Most definitions
of assertiveness emphasize direct expression of feelings, desires and thoughts in interpersonal
contexts. Definitions of assertive behavior put an emphasis on individual rights.

Alberti and Emmons (1990) stated that “assertive behavior promotes equality in human
relationships, enabling us to act in our own best interests, to stand up for ourselves without undue
anxiety, to express honest feelings comfortably, to exercise personal rights without denying the
rights of others. Individuals who are high in assertiveness don't shy away from defending their
points of view or goals, or from trying to influence others to see their side. Assertiveness is often
associated with higher self-esteem and confidence.

Assertiveness may have the following benefits:

• less anxiety and depression to a greater sense of agency and better relationships.

• Gain self-confidence and self-esteem • Gain a sense of empowerment

• Understand and recognize your feelings • Earn respect from others

• Improve communication • Create win-win situations

• Improve your decision-making skills • Create honest relationships

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A person whose thoughts and actions are guided by the assertive principles is able to openly
express his/her opinions, feelings, needs and desires and act in accordance with his/her own
objectives and goals while at the same time respecting the opinions, feelings, needs, desires,
objectives, and goals of others.

CONFLICT AND CONFLICT RESOLUTION (DAWIT H/SELASSIE)

Conflict is defined as a misalignment of aims or values between two or more partners in a

relationship, as well as attempts to control one another and hostile attitudes towards one another.
Conflict is neither good nor bad in and of itself. The way conflict is handled, however,
determines whether it is helpful or destructive.

Sources of conflict
Economic conflict involves competing motives for obtaining scarce resources. Each party
wishes to maximize its gain, and its behavior and emotions reflect this.
Value conflict involves incompatibility in ways of life and ideologies—the preferences,
principles, and practices that people believe in.
Power conflict develops when each party tries to maintain or increase the amount of influence
they have in the relationship and social setting.
Ineffective communication is also another major source of conflict. Even when there are no
fundamental incompatibilities, miscommunication can lead to conflict. Furthermore, parties may
have differing interpretations of what the facts are in a situation, and settlement is impossible
unless they share information and explain their perceptions. Self-centeredness, selective
perception, emotional bias, prejudices, and other factors all contribute to our perceiving
circumstances significantly differently from the other side.
Conflict can be classified into four levels which are listed as follows:
1. Intrapersonal communication: refers to an internal conflict involving only one person.
This disagreement stems from your own thoughts, feelings, beliefs, values, and predispositions.
It can happen when you're trying to decide between what you "want to do" and what you "should
do."
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2. Interpersonal communication: In a broader organization, this dispute occurs between two or

more people. It might be caused by distinct personalities or different viewpoints on how to
achieve goals.
3. Intragroup: when there are several people with various viewpoints, backgrounds, and
experiences working toward a shared objective, this kind of conflict arises between members of a
single group.
4. Intergroup: arises between distinct groups within a bigger organization or between those who
do not share common goals.
Methods of conflict resolution
Conflict can have either destructive or creative results depending on how it is handled. Given
their interdependence, the parties have identified three main ways of resolving their conflict:
win-lose, lose-lose, and win-win.
A win-lose situation occurs when only one party considers the outcome beneficial. As a result,
win-lose results are less likely to be willingly accepted. All parties wind up worse off as a result
of the lose-lose strategy. In some lose-lose situations, all parties recognize that losses are
unavoidable and will be distributed evenly. In such cases, lose-lose outcomes may be preferable
to win-lose outcomes since the distribution is thought to be fair.
A win-win method is a deliberate and systematic endeavor to optimize both parties' goals
through collaborative issue solving. Instead of a war to be won, the conflict is viewed as a
problem to be solved. The crucial distinction is between us (both parties) and the problem, rather
than we (one party) and they (the other party). Rather than emphasizing conquering methods, this
method focuses on the requirements and restrictions of both parties.

TEAMWORK (DARIK BEYENE)

Teamwork is the collaborative effort of a group to achieve a common goal or to complete a task
in the most effective and efficient way. This concept is seen within the greater framework of a
team, which is a group of interdependent individuals who work together towards a common goal.
Teamwork is present in any context where a group of people are working together to achieve a
common goal. These contexts include an industrial organization (formal work teams), athletics
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(sports teams), a school (classmates working on a project), and the healthcare system (operating
room teams). In each of these settings, the level of teamwork and interdependence can vary from
low (e.g., golf, track and field), to intermediate (e.g., baseball, football), to high (e.g., basketball,
soccer), depending on the amount of communication, interaction, and collaboration present
between team members.

Characteristics of effective teamwork

There are certain characteristics that a team must have to work effectively. These characteristics
are interrelated and are listed as follows:

Communication: Communication increases cohesion and it is important within teams to clearly

define the team's purpose so that there is a common goal. It also helps to overcome obstacles,
resolve conflict and avoid confusion among members.

Commitment: occurs when members are focused on achieving the team's common goal.

Accountability: ensures that milestones are reached and that all members are participating and
increases commitment within team relations.

Team dynamics

Basic team dynamics that lead to the team being effective and efficient. include:

● Open communication to avoid conflicts.

● Effective coordination to avoid confusion and the overstepping of boundaries.
● Efficient cooperation to perform the tasks in a timely manner and produce the required
results, especially in the form of workload sharing.
● High levels of interdependence to maintain high levels of trust, risk-taking, and
performance.
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OVERCOMING RISKY BEHAVIOUR (DAWIT KIFLE)

Refers to one's purposeful engagement in some sort of behavior that has possible negative
consequences or losses (social, monetary, interpersonal) as well as perceived favorable outcomes
or gains.' Some risky behavior is unavoidable and inevitable in life. There is, however, a
distinction to be made between normal, experimental behavior and behavior that puts ourselves
or others in danger.

Risky behavior is expected and expected in life. However, there is a distinction to be made
between normal, experimental behavior and behavior that puts ourselves or others in danger.
Risky behaviors such as reckless driving, delinquent crime, unprotected sex, biking without a
helmet, and experimental drug usage are all common during adolescence. According to the
findings of an international study of adolescents from 11 countries, adolescent risk-taking peaked
around the age of 19 and then steadily declined around the mid to late 20s.

Five risk domains for individual behavior have been established by psychologists.

•Financial- e.g.: Taking risks with money, gambling, reckless spending, or overspending on
items you don't need.

•Health- e.g.: sex without protection, smoking, drug and alcohol abuse, drinking and driving,
speeding•

•social- e.g.: Confrontational behavior, a desire for a battle, and a sense of desperation all
contributed to dangerous behavior.

•Recreational: e.g.: adrenaline-seeking behaviors, such as drag racing, or extreme sports

•Ethical- e.g.: Personal dishonesty at home or at work, disregarding duties, and acting in concert
against one's own society are all examples of personal dishonesty.

Ways of overcoming risky behavior include:

•Exploring the person's values, beliefs, and experiences that may underpin their actions.

•Increasing people's self-esteem by providing them more control over their decisions.
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•assisting them in developing a positive orientation, as well as recognizing the extent to which
risky behaviors jeopardize future-oriented ambitions and goals and in finding productive
methods to focus their energy.

•Encourage them to attend a support group where they may discuss their experiences and coping
skills with others who are going through the same thing. This could be a face-to-face group or an
online/virtual group.
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REFERENCES

1. R. Schaefer Sociology: A brief introduction (New York, NY: McGraw-Hill, 2006).

2. https://www.britannica.com/topic/multiculturalism
3. https://www.purdueglobal.edu/blog/human-services/what-is-cultural-diversity/
4. Adapted from Promoting Cultural Diversity and Cultural Competency, accessed
December 2010.https://www.uopeople.edu/blog/what-is-cultural-diversity/

5. Wikipedia contributors. (2022, May 12). Interpersonal communication. Wikipedia.

https://en.m.wikipedia.org/wiki/Interpersonal_communication
6. -https://www.fcps.edu/ -General Psychology (Psyc 1011) edited by Belay Tefera, Addis
Ababa University
https://www.researchgate.net/publication/254095693_Introduction_Social_influence_in_
action
7. www.igi-global.com/dictionary/the-wisdom-of-social-media-innovation-over-the-needs-of-
online-network-citizens/27361 www.sciencedirect.com ://www.simplypsychology.org/a
level-social.html https://en.m.wikipedia.org/wiki/Social_influence
8. https://positivepsychology.com/assertiveness-psychology/
9. https://www.psychologytoday.com/us/basics/assertiveness
10. https://www.researchgate.net/publication/
316663003_Assertiveness_among_Undergraduate_Students_of_the_University,
https://www.mayoclinic.org/healthy-lifestyle/stress-management/in-depth/assertive/art-
20044644
11. Wikipedia contributors. (2022, March 17). Teamwork. Wikipedia.
https://en.m.wikipedia.org/wiki/Teamwork
12. Risk-Taking Differences Across the Adult Life Span: A Question of Age and Domain by
Jonathan J Rolison, Yaniv Hanoch, Stacey Wood, Pi0Ju Liu,
13. The Journals of Gerontology: by prof. Mings E Stork Series B, Volume 69, Issue 6, 1
November2014, Pages 870–880,
14. Melissa T. Buelow, in Risky Decision Making in Psychological Disorders, 2020