unit 5: micro-messages prepared by building community trust: improving cross-cultural communication...
TRANSCRIPT
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Unit 5: Micro-Messages
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Prepared by
Building Community Trust:Improving Cross-Cultural Communication
in the Criminal Justice System
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Session Objectives:
• Define and identify micro-messages, micro-affirmations, and micro-inequities.
• Demonstrate technique for converting micro-inequities into micro-affirmations.
• Analyze impact of micro-inequities on office culture or community perceptions regarding the fairness, integrity and reliability of the criminal justice system.
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Micro-messages
Small, sometimes unspoken, and often unconscious messages that are constantly sent and received. They can have a powerful impact on our interactions with others.
• Micro-Affirmations
• Micro-Inequities
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Micro-Affirmations
Convey inclusion, respect, trust and genuine willingness to see others succeed.
May lead to a more productive and efficient work environment where all members feel valued and enjoy work.
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For example:
Manager greets every member of trial team in the morning by name.
Prosecutor greets victim by name at court hearing.
Defender greets client and client family members by name.
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Micro-Inequities
Micro-inequities are the ways in which individuals are either singled out, overlooked, ignored or otherwise discounted based on an unchangeable characteristic such as race or gender.
– Usually take form in a slight difference of language, gesture, treatment or even tone of voice.
– Are often subconsciously given but can have a huge impact on a work environment or social structure.
– May lead to the perception of discrimination or harassment.– Are frequently unrecognized by perpetrator.
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For example:
Rolling eyes or sighing when someone considered “different” is speaking.
Manager walks down hall and doesn’t acknowledge coworkers or subordinates.
Not paying attention in meetings when a certain person is sharing an idea.
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For example:
Staff person (usually “of difference”) shares an idea and no one responds. Same idea is repeated by someone else and everyone acknowledges.
Exclusion of environmental factors that represent a certain group (e.g., decorations, literature, artwork).
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For example:
Some individuals receive micro-affirmations but others do not.
Gesture of affection/ praise for one colleague but not another.
Supervisor chats frequently with one employee but not another.
Colleague invites some office mates to lunch but not others.
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Small but powerful.
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Affirmations can:
Boost morale
Create supportive, productive atmosphere
– Consistency.
Inequities:
Erode self-esteem and ability to perform.
Create feelings of exclusion.
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Micro-message Response by Receiver(s) Impact
+ Manager greets every member of team in the morning by name
Employees respond positively and in turn greet manager
Employees have higher morale and feel that manager values them
- Mangers walks by employees and does not greet them or make eye contact
Employees feel devalued and “unseen”
Low morale and employees have negative attitudes toward manager
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Strategies:
• Intentionality
• Infuse micro-affirmations into daily behavior
• Role model
• Practice