Post by ratna479 on May 18, 2024 7:16:29 GMT
Homogenized some behaviors, this does not mean that beliefs and values are the same across the world. An example is the different way in which westerners and easterners see error. While the former see the error as a sign that learning has failed, the latter perceive it as an indication of what needs to be learned. A study showed that while canadians are inspired by success, the japanese are motivated by failure and focus on their areas of weakness. When trying to understand a culture and the way it relates to error, it is worth considering the model developed by geert hofstede which is based on five dimensions: (1) the level of respect for hierarchy and the freedom to question the position of those above; (2) level of individualism or collectivism of a group; (3) how masculine (assertive, tough and focused on material success) or feminine (modest, soft and concerned with relationships) that culture is; (4) the extent to which uncertainty and ambiguity is avoided; (5) short-term versus long-term orientation.
Learning about other cultures, their beliefs and values, avoids misunderstandings and allows us to adapt our training and management methods to different perspectives. Chapter 8: I wanted to apologize. Saying you're sorry after a Jamaica Email List mistake doesn't mean you really are. Many people forcefully apologize for circumstances and protocols when, in fact, they are not sorry. And many times we are truly sorry but don't apologize so as not to seem like we are admitting guilt. A proper apology has three elements: recognition of the fault or offense, repentance and assumption of responsibility. Even better if there is a fourth step, which is repairing the problem. In essence, the conversation after an error should be a dialogue in search of a solution.
And when the person receiving the apology admits, if appropriate, part of the responsibility, the ideal climate is created for a positive outcome where learning can emerge with all its strength. In general, the sooner the apology happens, the better. But not always. It is necessary to assess whether the emotional state of the person who will receive the apology is conducive to accepting them. From the point of view of the person apologizing, experience shows that the impact is one of relief. A general conclusion in this area is that people underestimate the power of an apology and overestimate the costs of doing so. The way health professionals deal with the issue shows how misunderstood this point is.