Archive for the ‘Francophone Countries’ Category

Power and Justice Dilemmas in Arab Societies: Part I

January 2, 2016

North Africa and Middle East

Westerners who move to the Middle East and North Africa often find behavior and conversations with local people confusing.  Much of this confusing behavior is rooted in attitudes toward power and the use of power, both on a societal level, and on a personal level.  While Western cultures attempt to control abuses of power with checks-and-balances; Arab cultures attempt to control it through alliances, subterfuge, and sabotage.

In the West, the type of person whose motivations are primarily, “What’s in it for me?  How can I get the advantage?  How can I do as little as possible, while still getting paid, and sloughing as much as possible of my work off on others?  And how can I use the resources of my workplace to benefit me personally?” IS CONTROLLED by workplace standards, rules, and performance reviews; by government laws which are actually enforced, and by a fairly low incidence of public corruption; small corruption can be prosecuted in Small Claims Court and larger or more serious corruption in state and federal courts.  The key thing here is that NO ONE IS ABOVE THE LAW.  Even the president of the United States is not above the law, nor above being sued in court (as a private citizen), nor above being impeached for behavior.

When power is abused in the West, we have recourses which can be pursued:  rules in the workplace, performance reviews, channels to be pursued or to which decisions can be appealed, functioning court systems.  But the REASON we have well-functioning institutions is that power is not the be-all and end-all in terms of social prestige.

When power is abused in Arab cultures, none of the above-listed Western methods are effective.  When rules exist, they are often unenforceable, or at the whim of the boss and/or his friends; performance reviews (which actually protect employees) tend to be non-existant; no one takes responsibility for overturning others’ decisions; and court systems seldom return a judgement against the powerful.

Therefore, people behave with different motivation than in the West.  In order to navigate this treacherous environment successfully, it becomes necessary for each person, each group, each company, and even each person in power to seek alliances with the most powerful people possible.  (This also accounts for the great emphasis on knowing the people you are doing business with;  if they turn out to be untrustworthy, you generally have little recourse.)

In English, we still have the term “carte blanche” which refers to “having a free hand to do whatever you want.”  Most Americans are unaware of is that it was an actual document, during medieval times, a “white card” issued by the monarch, or his representative, giving the holder “free reign throughout the realm to usurp all laws…and act without fear of prosecution.”  This was done in England, France, and probably by numerous other medieval monarchs.

In Arab cultures, even today, THE SAME LAW DOES NOT APPLY TO EVERYONE.  For example, in some countries, the “white card” still exists as an actual document, and certain families have it for all of their members.  A simple benefit of a “white card” might be something as simple as suppose you want to speed through the city, or speed through a stop light.  Suppose you are stopped by the police.  You just whip out your “white card” and you would be free to go. Other important families are always trying their best to get it.  In practice, while not very many people have it,  the REAL EFFECT IS ON THE BEHAVIOR THIS IDEA HAS ON ALL THE MEMBERS OF  THE SOCIETY.

In Arab cultures (as in many “Old World” cultures and Third-World cultures), THE LAW DOES NOT APPLY TO EVERYONE.  Essentially, in order TO SHOW STATUS, OR GAIN STATUS, everyone is always trying to show others that they are “important enough to NOT have to follow rules.”   In other words, instead of everyone following rules IN ORDER TO MAKE THE WHOLE SOCIETY FUNCTION EFFECTIVELY, people are instead demonstrating that THEY HAVE “INDIVIDUAL FREEDOM” by NOT having to “follow rules” or do what anyone else TELLS them to do.  The result is that NOTHING FUNCTIONS EFFECTIVELY.

In order to get anything to function, individuals must often go in person and actually CAJOLE public servants and even private-sector employees to “do their job,” since they are demonstrating their POWER over others by NOT doing their jobs.  Some expect a bribe, but most at least expect DEFERENCE and RESPECT.  Instead of being intrinsically motivated to do their jobs properly and cheerfully, they are motivated by OTHERS KNOWING THAT THEY HAVE IMPORTANCE, as DEMONSTRATED BY THEIR SURLINESS, AND THEIR POWER OVER YOU–their power to make it difficult for you to obtain the document you need, for example, without a lot of cajoling, pleading, etc.

There IS one way around all this, which is to KNOW SOMEONE MORE POWERFUL THAN THAT PERSON, who will TELL them what they have to do, or who will get you right to the front of the line, around all of those other pleading and cajoling people who have to beg BECAUSE THEY DON’T KNOW A MORE POWERFUL PERSON TO HELP THEM.  Therefore, people spend much of their effort toward cultivating people for “what they can do for you.”

Power and Justice

When a person more powerful than you takes advantage of you–a professor, a boss, a husband, a bureaucrat, an organization, or a government official–the ONLY recourse you have (since rules are nonexistent or unenforced, and court verdicts are usually returned in favor of the more powerful) is to pressure that person or organization WITH YOUR OWN MORE POWERFUL ALLIANCES–someone who trumps HIS power.

What can someone do, when doesn’t know a more powerful person, or have any personal alliances who can wield influence over that person? This happens frequently.  This brings us to the behaviors of subterfuge, and sabotage.

Westerners find Arab societies full of subterfuge and passive-aggressive behavior.  It’s common that people often openly agree to something and then either don’t follow through, or do the exact opposite, and then make excuses–“I didn’t say that; I didn’t think that’s what you meant; I forgot; Someone else prevented me from doing it; I didn’t have time; etc.”  The REAL explanation for this type of behavior is that the person never had any intention of following through, but felt you were in a more powerful position and did not feel they could get their way be disagreeing openly.

Since one always has to watch out for powerful people hurting you openly and secretly, the last revenge of losers in the power struggle is to sabotage others by creating false rumors about them.  This may be one reason for why Arab societies seem overly concerned with what others think and say.   The most common rumors seem to be, “He stole money,” (used against locals and foreigners) and “He’s trying to convert people away from Islam,” (frequently used against foreigners).  Other rumors used on a daily basis, especially to impugn the reputations of local women are, “I saw her in a nightclub,” or “She’s had a boyfriend(s)!”

Arab cultures are dominated by a love-hate relationship regarding special privilege.  On the one hand, everyone desires it, and it confers high social status.  On the other hand, everyone (except the most privileged) hates it, too.  This is primarily what the Arab Spring is about–A DESIRE FOR EVERYONE TO BE EQUAL UNDER THE LAW.  Unfortunately, among those who want “democratic reforms”  are also those who want to maintain the ability to obtain and benefit from special privileges just for themselves!

–Upcoming Part II will deal with how these societal factors influence behavior in the workplace, at school, and in the home and family.

 

 

 

 

 

 

 

 

 

 

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Living Abroad Taught Me the True Meaning of the Salutation “Dear…”

June 6, 2015

Dear as a salutation

All children in England and America are taught to start letters with the salutation, “Dear So-and-So.”  As children, we all wonder where this strange salutation came from, and what it means, but generally, no one knows.  We just use it.  Surprisingly, living abroad, I have discovered where it came from, through it’s usage by foreign friends.

With the internet, I have had a much greater opportunity to meet and correspond with people from other countries.  It seemed so strange to me when people I hardly knew, particularly men, in the middle of a conversation, would say things like, “Lynne, dear …” or “My dear, Lynne…”  At first, I was confused, and highly offended!  I thought, “WHO are these people to speak to me as if we have an intimate relationship?”

Modern English usage in England and America now reserves the term “dear” for immediate family members, husband and wife, or serious boyfriend/girlfriend.  I felt offended when men spoke to me with this term, wondering why they were doing it, and wondering if, in fact, they were trying to initiate an inappropriate relationship!  Later, as I got to know some foreign women on line, I found them speaking to me in the same manner.  I again felt offended, wondering what they meant by it.  Over time, it began to dawn on me that women were speaking to each other this way, as well, and that the term was being used as a politeness, as in, “you are my dear friend.”

There are two types of societies with regard to how others are treated.  In English-speaking North America, we generally try to treat everyone “the same,” whether they are family members, friends, or strangers.  Nepotism does exist, but it is highly frowned on.

Conversely, in many societies, your own treatment depends upon whether you belong to the “in-group” or “out-group.”  In these societies, strangers are either ignored, treated with suspicion, or even taken advantage of.  In order to do business or become friends, one has to become a member of the “in-group.”  In these societies, in particular, I find that non-Westerners, speaking in English, tend to use the salutation “dear” both in correspondence, and in conversation, such as on Facebook, and even in the middle of text messaging.  I believe it is their way of showing a person respect, esteem, and an indication to confer “in-group” status.  It is not to be interpreted, after all, as an attempt to force unwanted intimacies.

I realized, then, that this was why I had been taking offense.  I realized that, seeing the current usage from places as diverse as India, Egypt, and Morocco, that perhaps this was an OLDER English/French usage of the term, that was no doubt used to indicate friendship.  These other  countries, outside of the West, are continuing to use the term in this way.  My friends are merely translating this politeness from their own cultures, and older usage,  into current English speech.

So now, when I am addressed with the term “dear” by foreign-speaking friends, I am able to overlook the feelings I would have in my own culture, and take it in the spirit of politeness, with which it is intended.

–Lynne Diligent

How “Group-Think” Around-the-World Affects Our Relationships

March 7, 2015

Group-think

How many of us have felt sad about losing a childhood friend as we grow older, or sad about losing another close relationship in our life, either through divorce, or more commonly, through drifting apart of former friends?  Why is this happening?

The answer can be found in “group-think,” another name for blocks of energy.

Different types of groups create blocks of mental energy that move around influencing social and moral values, political ideas, and religious beliefs. When only one member of a couple undergoes a religious conversion, it places great strain on a marriage.  When a child either marries someone unacceptable to the family, or declares he or she is gay, this can place a great strain on the parent-child relationship.  When friends move to a new place, take up new interests, or join new groups, friendships can wither away.

We all belong to a variety of group-think blocks, generally without even realizing it.  These are imposed upon us, as children, by our family of origin, our environment, our culture and ethnicity, our neighborhood and schooling, and by our language and country.

Blocks of mental energy

As we grow and change throughout our lives, we try out new groups to see if we fit.  These new groups and ways of thinking sometimes cause a lot of stress in the people around us, who may not like those ideas.  New ideas and lifestyles can rupture relationships, ending in divorce or disowning, in more extreme cases, if the other partner or friend is not willing togive the new ideas a try.  Some relationships can survive these changes, but many cannot.

When looking for friends and/or life partners, it’s easier to connect with people when we find several group ideas that intersect with our own.  Consider the list below.  Some of the ideas are complete opposites, while others fall along a continuum, with many positions in between the extremes. Being a good conversationalist, asking leading questions and being a good listener, enables us to discover unexpected things we may have in common with others.

As you read the list, consider where you fit in each group, and consider where the your own interests, and those of your  partner and your friends fit.  People who get along well are more likely to have friends who share several idea groups.  Or, they might share groups that are contiguous to their own group on the continuum, as opposed to being at opposite ends of the spectrum.  The more opposite idea groups you and your partner fall into  increases the likelihood of divorce or rupture within a family, or among friends.

Very religious–Agnostic–Atheist

Productivity and hard work–maximal free time to lie around

Animal rights–pet owners and carnivores–animal abusers

Fatalists–self-determination and taking responsibility

Heavy readers–occasional readers–non-readers

Enthusiastic Parents–reluctant parents–militant childless

Big Industry Supporters–Environmentalists

Poor–Middle Income–Rich

Belief in equality of opportunity–equality of outcome

Spiritual and Relaxed–Dogmatic and Uptight

Straight–gay

Female–Male

Health and exercise–moderate effort–extreme indulgence

These are just a few examples of groups where one finds people thinking in blocks which project powerful mental energy.

In American culture, it’s quite easy to change groups.  In other cultures, it can be much harder.  They may not accept someone changing their job, moving to a new town, much less a new country; divorcing, changing religions, or many other examples.

When a person moves into a new group, it can be very threatening to those in the former group.  For example, if a child raised in a family that is interested in big business joins an environmental cause, or a gay child who appears in a straight family, or a child marries a foreigner, or someone of a different race, or moves to another conuntry, parents may not be able to accept it.  When one member of a childfree couple decides they now want to be a parent, this can lead to divorce.  Similar, less drastic, situations happen with our friends, as we find new interests and move into new groups.  this is why people come and go from our lives.

 –Lynne Diligent

 

 

 

 

Why It’s So Difficult to Eradicate Corruption

January 26, 2013

Eradicate corruption

Whenever a new government or new party is elected, particularly in the Third World, a promise to eradicate corruption is always at the forefront.  But why do these promises almost never materialize?

The answer is more simple than it appears. Government doesn’t lead society; it REFLECTS society. If people in government are corrupt, it is because this corruption, this way of thinking and getting things done, is pervasive throughout the society.

So, at best, new parties and new governments make a big show of “attacking corruption” by arresting a few people.  What they are really doing, however, is just trying to scare everyone from pushing the boundaries of corruption, so that they don’t “get caught.”  All the while, even the new government officials continue with corrupt practices in their daily lives.  The people change, over and over, but the corrupt system never changes.

Why is this?

corruption

The problem starts with young children.  I see this every day as a teacher.

Young, impressionable children watch and notice the way their parents deal with the issues of life each day. In most third-world countries, when the child has a severe problem at school, instead of letting the child repeat the grade, the parents go in and “beg” or pay a bribe for their child to be promoted (because parents feel ashamed if their child is not promoted). When the child gets a bad grade or doesn’t do homework, parents do the same thing. Instead of children being taught that they will have the consequences of their actions, good or bad, they are taught that one can “get out of any consequence” by either paying a bribe, or knowing the right people. Is it any wonder that they grow up into corrupt adults?

Corruption will never be eliminated in government until it is first eliminated in society. Yet, speaking as a teacher, I don’t see this happening at all. Even five-year-olds are learning this corrupt behavior by watching their own parents.

I personally know of one case where a five-year-old told his teacher that if the teacher didn’t allow him to do as he pleased, “I will bring my father in and have you fired!”  (The result was that the foreign teacher told him, “Go right ahead!  Go get your father right now!  I’m waiting for him!”  The student didn’t know quite what to say after that, as he wasn’t expecting that response…..)

So where, exactly, does the endemic corruption in third-world nations come from?  It comes from the class system.  In order to have a meritocracy, and fair treatment for all, whether in the courts or in daily life, EVERYONE HAS TO BE EQUAL UNDER THE LAW.  In third-world countries, and even in many developed countries, this is unfortunately not the case.  Those who are born wealthy, or with titles, the right name, or connections can get away with crimes of any sort and no court will convict them.  This is truly what it means being “above the law.”

corruption 2

The ONLY way, therefore, for ordinary citizens to get justice, or even things done in everyday life, is through “knowing the right person (powerful people),” or paying a bribe.  In every class of society, those above exploit those below.  (This does not mean every individual in the society exploits others, but it is true as a general rule.) The rich exploit the middle and lower working classes.  Even lower-middle class people, if they have some economic success in their own lives, hire a maid and exploit her even worse than higher classes.  People on the lower end steal and cheat time-wise on their employers because they feel like they “deserve it.”  They feel this way because it is a passive-aggressive sort of class warfare.

Class warfare 2

The same dynamic plays out in companies where many bosses exploit their workers.  Since there is no justice in third-world countries, it is dangerous to resist directly, so they resist in a passive-aggressive manner, “forgetting” important things, showing up late, etc.   Their jobs are often protected by “work rules” which mean they can’t be fired for any of these sorts of infractions.

Not every boss is exploitative.  Unfortunately, when a foreign manager is working with these sorts of employees, their behavior is very confusing.  The manger expects a certain level of output, what is normal for himself, or in his own home country.  He gets only 1/3 of that and wonders what is wrong.  He tries every tactic to improve productivity, only to find workers getting worse and worse.  (He can’t fire them due to work rules.)  What’s wrong is those particular workers have the class-warfare mentality.

In third-world countries, because of the “class” system, no one will ever be equal under the law.  Even in countries with recent revolutions, such as in Arab Spring countries, the class system and class-warfare mentalities continue.  So I am not optimistic that they will be able to develop meritocracies.

Democracy (or democratic reform) means nothing without meritocracy.

–Lynne Diligent

The REAL Reason Arab Men and Boys Are Still Treated as Pashas by Women

December 5, 2012

Man Washing Dishes

“Kitchen! Kitchen!”  Most North African boys still make fun of each other by saying this, which means, “Sissy!” (For my foreign readers, this means, “You’re acting like a girl!”)

North African mothers still raise their daughters to do all the housework, and boys are not expected to help at all.  (The only exception is in some families where there are no girls, and the boys have learned to help.)

The first generation of educated, North African women are out in the labor force.  But are the attitudes of men changing?  Not yet.  Working women are still expected to work full time AND do ALL of the child care AND take care of ALL the housework.  In general, men are expected to work, and spend all of the rest of their time relaxing.  They still expect to come home and find “everything done and waiting for them.”  (A very few modern husbands do help out doing dishes or cooking, or with general housework.  But they don’t tell their friends!  Some even make sure the curtains are closed so no neighbors see them helping out, either.)

closed curtains

As one young dual-citizen North African-American girl told me, “In North American culture, MEN take care of WOMEN.  In Arab culture, WOMEN are expected to take care of MEN.”   This accounts for the shocking experience of American women who marry Arab men, only to find they are expected to take care of the man as if they were his MOTHER!  Many intercultural couples have hit the divorce courts over this exact issue, as many of these men are unable to adapt, even when living in America.

Will this change, in Arab countries, within a generation, as the second generation of women hits the workforce in 25 years?  I don’t think so.  Here’s why not.  This is my own theory, but when I discussed it with several local North African women, they all agreed with me.

Islamic inheritance laws give double to boys as they do to girls.  The reason for this is that men are supposed to be financially responsible for women under their care, in THEORY.  If a man is decent, he will do it.  (But just as everywhere, many men are irresponsible, or not decent.)  In practice, many women are never able to claim their inheritance rights, particularly in places like mountain villages.  (Crawford, 2008)

The essential point is this.  Every woman knows that she is under a man’s thumb, or will be in the future.  Girls are under their father’s control.  Wives are still under their husband’s control in most Arab countries (such as needing the husband’s permission to get or renew a passport, even for a foreign wife, such as in Egypt).  When women become widows, they are not free, but instead under the control of their sons, and at the mercy of their sons!  Love aside, THIS is the TRUE reason why mothers spoil their sons so extremely.  That son is eventually going to have power over them, and be responsible for supporting them in old age, so of course they need that to be a very strong emotional relationship.  But it accounts for why they young boys are treated as pashas (the amount varying by specific country, but in all countries when in comparison with the West, where boys and girls are treated equally).

When I asked several North African women, that what if inheritance (and divorce) laws were changed and made totally equal between men and women, do they think women would continue to treat men and boys as pashas?  Each of the women I asked answered me by saying, “What you say is true, of course they would not.”

However, since those inheritance laws are laid out in the Koran, I don’t see any changes on the horizon!

–Lynne Diligent

“Taxi Whores”

November 12, 2012

 

I live in North Africa.  Sometimes foreigners and expats assume that only they are getting taken advantage of by taxi drivers.  It’s always reassuring when we find out that the locals get ripped-off, too.  (Misery loves company!)

My local-country citizen, North African friend, who lives in another part of our country, recently arrived in my city by train.  He asked me, “How much does it cost to get a taxi from the new train station to the main square?”

I told him he had to be careful of the taxis which park right next to the train station, as they wait there to charge rip-off fares to everyone.  I told him if he could walk about two blocks, he could find taxis at the normal fare.  Unfortunately, he had too much luggage to do that.

Being a local North African citizen in his own country, he was able to get a taxi at only double the normal fare, although the taxis do get away with charging five times the normal fare to foreigners.  Instead of driving around looking for fares, those taxis find it easier to sit in a line all day, and just make up for the lack of fares by charging only one very expensive fare!  It’s a bit like prostitutes who are unwilling to work for normal wages at a normal job, and charge a high price for a few hours of work.

My friend replied, “Taxi whores! hahaha”

So I’m afraid I can’t take credit for this clever name…..

–Lynne Diligent

N.B — There are many honest taxi drivers; it’s just sometimes hard to find them when you need them!

“Know Your Enemy”

October 19, 2012

“Those Peace Corps workers are spies in our country!”

As an American living in the Middle East for twenty years, I am amazed each time I hear this.  Whenever I ask, “Why would you think that?”  I never receive a clear, satisfactory, or understandable answer–but now,  I finally have.

A North African friend explained to me that the saying, “Know your enemy!” is extremely popular throughout Arab culture in the Middle East. He said that most ordinary citizens in the street view the American government as an enemy, (regardless of whether their own governments are allies with the United States).  This is both because of America’s seeming “unconditional” support for Israel, and because the United States has been involved in wars in the Middle East, or in seeming support of previous dictators in the region.

Therefore, when  Peace Corps volunteers come to the Middle East, people wonder, “Why would anyone leave their own rich countries, in order to come and live in a very poor lifestyle, among us, saying they want to help us?”

Many Middle Easterners, especially those who are poor and living in rural areas,  just don’t understand the idea of volunteer work. (1)  (They are judging foreigners by their own standards, since they would not go to help others who were not part of their own family/religious group, or from whom they did not “want” something in return–such as information, or a natural resource.)  They just don’t trust anyone; in general, Middle Eastern societies are low in trust of others.  Their recent experience of colonialism increases their distrust.

When I point out, “What possible interest would the American government have in the life of your little mountain village?”  I usually get vague and confusing answers that make no sense to me (being a Westerner).  But now I have received an understandable answer.  My local friend told me, ” They think America is studying every aspect of how they live and think in order to better know their enemy.”

What a sad case of two ships passing in the night, in terms of cultural misunderstanding!

Just to set the record straight, Peace Corps workers are NOT spies, never have been, and never will be.  While they have apparently been ASKED on a couple of occasions (Bolivia and Cuba), read the link to see that they refused, and that this is NOT government policy.  However, when I pointed this out to my friend, she asked me, “OK, these volunteers refused to spy, but how on earth would we be sure EVERY Peace Corps volunteer would refuse to spy?”  At least now, I understand where they are coming from.

–Lynne Diligent

(1)  06-EuroMedJeunesse-Etude_MOROCCO.pdf  (p. 7, 8, 17, 23)

Different Interpretations of Rude Behavior–Intercultural Miscommunication!

June 14, 2012

(Google photo)

Some parents in our upper-middle-class Middle-Eastern school come in to see teachers and make demands such as, “I want my child moved up to the front row today, and I want him to stay right there for the entire school year!”  When a teacher tries to explain that they have to consider and balance the needs of all the children in the classroom, these parents sometimes reply,  “YOU don’t tell OUR children what to do; we tell YOU what to do, because WE pay your salary by bringing our children to your school!”  How does a teacher even respond to a parent with ideas like this?

As a foreign teacher, each time I had a strange encounter like this with a  haughty and disdainful parent, I wondered about this strange behavior toward teachers and administrative staff.  Whenever one of these encounters took place, I would ask my Middle Eastern assistant why these parents would behave this way.  I was always told, “They behave that way because they are rich.”  It still wasn’t clear to me what being rich would have to do with rude and imperious behavior.  So when I asked how the two things were linked, I always got the response, “They think they can behave that way because they have money.”  This didn’t clarify matters, either.  It was especially not clear since I knew plenty of other people who had even more money and did not behave in that sort of manner at all.

Aisha Gaddafi Libya

Typical “look” of the type of parent who “talks down” to teachers in the Middle East.

I understood my assistant’s words, but still did not understand the behavior, or what his words actually meant.  Ten years later, I believe I now understand–it’s not really about money, but about status.  In every country, many people try to follow and copy what they perceive the rich people doing.

Coco Chanel

For example, let us look briefly at the fashion of suntanning, in Europe and the United States.  In the 1800s, women used to stay out of the sun and even carry a parasol to keep the sun from falling on their skin.  Prior to 1900, those with tanned skin were presumed to be low-class common laborers.  In the 1920s, this perception began to change.

Coco Chanel

When Coco Channel returned from the French Riviera with a suntan, having a suntan (particularly in winter) became associated with having the time and money to vacation in warm places.  By the 1940s, sunbathing and suntans were popular everywhere.

In the Western United States in the 1960s and 1970s, students took great care while skiing to never use suntan cream (in order to purposely come back from skiing with a tan or a sunburn), and to leave the ski-lift tickets attached to one’s jacket all season.   Both of these actions raised one’s status, showing that he or she was someone able to afford to go skiing (an expensive sport).  From the 1960s onward (the age of jet travel) a suntan in winter demonstrated that one was part of the leisure class, able to afford to jet off to a warm destination in winter.

Other countries have other ways of indicating that one is a member of the wealthy, or leisure class.   In some Middle Eastern countries (such as Syria, among others), there is a special system which confers the ultimate status.  The most important people carry special cards in their wallets which place them above the powers of law enforcement officials.  Only members of the most important families are able to obtain this card, and so, are free to act without any repercussions.

Joan Collins playing the haughty and domineering Alexis Carrington on Dynasty.

Therefore, some people in the Middle East (especially the newly rich) perceive that what it means to “act like an upper-class person” is to act very haughty and imperious, as though you can order other people around, and no one can say anything to do no matter how rudely you act, or what acts you commit.   This is what I believe was happening in my school. My conclusion at present is that the parents who behaved in an imperious manner were mostly not well-educated or well-brought up, yet had the fortune through business or inheritance, to come into money.  Buy behaving this way, they are essentially trying to announce to others, “Look!  We are important people, and we are more important than you (the teachers and school employees)!”  So this behavior, in their mind, is a way for them to gain status and prestige, as well as to flaunt it to others.  As a foreign teacher, it seems to me to be greatly lowering their prestige, but people in my local country seem to understand that, “Since they are rich, they feel entitled to act that way.”

This system even affects the behavior of children in school.  Children in our school are often rude to their teachers, and completely uncooperative with regard to class rules (continual talking while the teacher is teaching;  not staying in their chairs; refusing to line up or walk quietly in a line; talking loudly, rather than whispering).  Every new idea works for just a day or two, and then it’s right back to the old behavior.

After teaching in the Middle East for twenty years, I now believe that the reason children are uncooperative is because being cooperative shows that you and your family must have low status.  High-status children behave as they wish, because to do so shows the other children that they come from an “important” family and are “above” having to follow the teacher’s rules.

–Lynne Diligent

My Most Embarrassing Secret As a Traveler and Expat

March 20, 2012

I am white, and I have an embarrassing secret.

Two decades ago, I had the occasion to travel for several months in Black Africa–Kenya, Tanzania, Burundi, and Zaire.

The first few weeks after my arrival, I was shocked at my lack of ability to recognize people; everyone looked the same.  I couldn’t tell people apart.  I thought something was wrong with me.

More than twenty years later, I found an explanation for my problem through watching a television program.  In this episode of The Good Wife, trial lawyers discover through the use of a consultant that it is difficult for most white witnesses to make accurate identification of black perpetrators, and equally difficult for most black witnesses to make accurate identification of white perpetrators.

This problem, as I have recently learned, is called “Difficulty with Cross-Racial Face Recognition.”

Kenya is a black majority country. When I first arrived, I had trouble noticing differences between people's faces.

After spending approximately three weeks in East Africa, I finally became able to recognize people and tell them apart.  I think what happened to me here as an adult was a reproduction of the experience all of us must go through as babies, yet none of us remember.  It is clear that we learn as babies to recognize best of all those we grow up around, most particularly our family, and our own race.  Recent research shows that it is in the extremely precise judgement of the micro-measurements of the face (which vary by race) where recognition takes place.

Burundi

When I traveled in Burundi (four years before the war with Rwanda), one person I spent time with told me, “I could never step over the border into Rwanda, or they would kill me.”  When I asked why, he told me, “They would just take one look at my face, and kill me.”

Tutsi boy

This person was a Tutsi.  At that time, not only did I not believe my acquaintance, but I could not tell the difference between the Hutu and Tutsi.  Now, many years later, the differences are clear.

Agathon Rwasa, a Burundian Hutu Militia Leader

Now I live in North Africa.  When traveling with my North African husband (who is Caucasian), I find people in certain regions speaking to him in the Berber language.  He doesn’t speak Berber.  My husband explains, “They just see my face and assume that I speak Berber.”

A Berber man with his daughter

I lived in North Africa for many years before anyone pointed out to me the facial differences between Arabs and Berbers.  Sometimes I can clearly tell them apart; other times not.  But even now, my recognition doesn’t even come close to those who were born here.

A few years ago I went to a wedding in a small village high in the Atlas Mountains.  That weekend I noticed something I had never seen before.  Everyone in the village had a very distinctive cranial shape, and a very particular set of ears.  It was distinctive enough that even if I saw someone who looked like that back in America, now I would ask them, “Are you, by any chance, from this particular village in the Atlas Mountains?”

Atlas Mountains

I finally understood why Americans (or maybe just me) are particularly bad at racial face recognition.  In most Old World countries, people have stayed in the same locations, and intermarried primarily with the local group for a long-enough time to develop very, very precise micro-racial characteristics.  Each village, even 20-30 miles away from each other will have very particular characteristics.  People from these countries are quite used to looking at people in this way, and recognizing which area they are from.

In America, we are not at all used to looking at people in this way.   Since we have immigrants from all over the world, everyone is entirely mixed up.  We have unlimited micro-varieties within every race.  If a black African or white European came to America, he or she would no doubt be able to look at many Americans of their own race, and know precisely where many of their ancestors came from.

America - the nation of immigrants

One important difference in America is that most people, even within their own race, have intermarried with others from many different locales.  So many of their micro-features would no longer be the same as might be associated with a particular European or African village.  Americans have always moved from one part of the country to another on a regular basis, as well.  In addition, many more interracial marriages are occurring.  For all these reasons, people are “mixed up” in America, and Americans are not used to recognizing people by looking at their micro-characteristics and trying to categorize where they are from.  But, as babies, they become used to looking at the micro-characteristics of their own race, in order to recognize family members.

Animal micro-recognition is similar.  Years ago, I used to wonder how biological researchers in the field could watch a troop or a herd of animals, and recognize each animal.  They all looked the same to me.

Later, after we got two cats from the same litter as pets, I began to see the subtle differences  in their faces and bodies, especially when there were several neighborhood cats who looked close enough to my own cats that I called to them by mistake.  Now I never make that mistake as I immediately recognize much more subtle differences, even from a distance.

New information is now being publicized about a condition called Face Blindness.  People who suffer from this condition are unable to visually recognize their own family members or close friends.  The short linked-to video on Face Blindness also explains the opposite condition, which is called being a Super Recognizer, meaning that one is able to recognize and remember every face he has ever seen.  These people are able to tell you where they saw a face, as well as being able to recognize a photo of any of those people taken at any point, at any age, during their lifetimes.

Through this new research, I now see that recognizing faces is a learned skill for most people, an impossible challenge for people with face blindness, and incredibly easy for super recognizers.

My hidden secret perplexed and embarrassed me for many years.  But now that I understand why I had this problem, I no longer feel so guilty!  Thankfully, in my older years I’ve now learned to recognize much more than I noticed in my younger years.

–Lynne Diligent

Understanding North African Work Behavior: A Comparative Analysis

February 4, 2012

Europeans criticize Americans for working too much....

Where do the different work attitudes in different countries come from?

Americans are criticized by Europeans for “working too hard,” and “not having any culture.”  Americans in Europe often criticize Europeans for having anti-business attitudes and being cultural snobs.  The Asians, on the other hand, make Americans look extremely lazy!  In French-speaking North Africa, we have a curious mixture of pro- and anti-business sentiments.  Business and money are extremely respected, yet nothing works well.  Businesses are extremely inefficient, and services are terrible (including government services).

There are now a number of good books written on  differing work attitudes in various countries.  Three of my favorites are The Seven Cultures of Capitalism, Working for the Japanese:  Inside  Mazda’s American Auto Plant, and Au Contraire!  Figuring Out the French.  But these books don’t explain where these attitudes originated from.

The answers are to be found in the historical experiences of various countries.  The major difference which sets America apart from Europe, in work attitudes today, is that America has no history of feudalism.

European work attitudes, with their emphasis on free time for workers and quality of life came directly out of peasant attitudes and revolts against feudalsim.   Peasants were the lowest class of society, were highly oppressed,  heavily taxed, and were at the mercy of justice systems operated by the social classes who took advantage of them.  When we study Feudalism as a system, we do not normally address how the peasants felt about it.  In fact, peasants did not passively accept the situation, century-after-century.  Peasant uprisings and revolts were a common occurrence.  Later, as Feudalism’s authority began to weaken, the new urban workers widened the base of the lower class, against the princes and the lords.  The upper classes used nepotistic practices to maintain their control over the bureaucracy.

The remnants of these attitudes are found today in European attitudes toward work, where laws and the public demand that workers have plenty of free time and are not “taken advantage of” by those in management (the old lords and princes).

Promotions into management are not awarded to competent workers; rather only people who are from certain families, or who went to the top categories of schools are permitted into the management tracks.  Decision-making in French corporations follows a strict hierarchy, and authority belongs to the office a person holds, rather than to the individual.  French managers tend to make the decisions and collaborative teamwork is discouraged.  Co-workers tend to feel in competition with each other.

New York offices of the French Investment banking company, Calyon.

American work attitudes, in contrast,  were not not born out of feudalism, but out of freedom, individualism, and capitalism.  One of the main reasons Americans left Europe was because they rejected the class system.  (This is why American bosses occasionally make the office coffee, to demonstrate to workers that they are not “above” others in social class.)  In America, one’s social standing at birth does not prohibit one from rising to a prominent position (whether Abraham Lincoln or Barack Obama).

Who you were at birth has nothing to do with who you will be, or might be.  In America, it is “up to you” to make what you will of your life.  In America, no one cares who you ARE.  They care what you have DONE, what you have ACCOMPLISHED.  This is why Americans generally give the highest pay, promotions, and status in business to those who accomplish the most (rather than those who went to impressive schools, but who do not perform once employed).  Anyone can reach the top tier by becoming rich, if they are smart enough, and willing to work hard enough.  This is what every American teaches their children from the time they are two years old.

Management by Objectives chart

These attitudes are seen today in the American tradition of Management by Objectives, which involves participative goal setting, then choosing a course of action, and decision-making in line with those actions.  Employees are measured against these standards.  Unfortunately, American managers often find that management by objectives does not work well in many other parts of the world, such as in North Africa.

Satchel Paige - a victim of American racism in baseball

In America, the problem has been racism, not classism.   The class-based problems and conflicts of Europe have been replaced in America by race-based problems.   While minorities have now been absorbed into society through the past battles of Martin Luther King, past affirmative action (preferential hiring practices based on race), and by becoming members of the professional and middle classes, some disaffected groups and individuals are still very anti-white.

These individuals feel a group solidarity against the white culture.   This same feeling also applies to certain religious groups and groups of new immigrants from various nations to America throughout our history.  They were discriminated against on the basis of national origin until each group became well-integrated after two or three generations.

In the same way, many Europeans and North Africans feel a class-solidarity against those above or below them, which influences work behavior in those countries, in the same way that race conflicts affect work attitudes among anti-white groups in America.  (The Arab Spring movement is partly about hope of the middle classes in the North African countries for abandoning nepotism and moving toward meritocracy.)

America continues to work on these race-based conflicts, but in reality, skin color and culture do continue to be a barrier to certain groups.  White Americans, using the example of Abraham Lincoln, have always told their children since the age of two, “You could grow up to be president.”  However, since the election of Barack Obama to the presidency, now for the first time, black Americans can also tell their children the same thing.

Barack Obama

Today in French-speaking North Africa, there are remnants of attitudes from both the feudal system and modern French systems.  Work behavior of employees and managers here is extremely confusing for North Americans.  While some people work hard and well, these people are rare, and should be especially appreciated (and rewarded).

Instead of being helpful to customers, and cooperative with employees or co-workers, most North-African employees (especially those not in management) tend to set up little “fiefdoms” and act like little Napoleons within their sphere of influence.

If someone comes to them with a request or a problem, instead of facilitating the process, they act as “gatekeepers” and often try to create problems and obstacles where none existed before.  (Yes, some of them expect bribes, but even those who are not looking for bribes tend to behave this way.)  Instead of sharing information so that the organization can function smoothly, both managers and employees are extremely secretive with information, insuring that the organization lurches along from crisis-to-crisis, and problem-to-problem.  This seems similar to business practices in France, in some ways.

There seems to be a sort of “class war” going on between management and employees in most North African companies.  Managers generally come from certain families, and have gone to certain schools.  Employees, neither from important families nor important schools,  have little stake in making the organization function well, and their main interest seems to be in working slowly and inefficiently, specifically making sure that no employer “takes advantage” of them by making them work “too hard.” Employees’ interests seem to usually be diametrically opposed to management’s interests, and many employees (not all) come into a job the very first day with the attitude that they expect an employer will try to exploit them.

Queuing at a government office in North Africa

When employees or co-workers are asked why they don’t give their best effort and take pride in their work, they often answer, “What will it get me if I do?  I will not get paid any more.”  Yet, most say, if presented in theory with a theoretical doubling or tripling of salary for a given job, that the work effort would be exactly the same, that this would not solve the problem.  Therefore, the real problem lies in the attitude behind the work.  Employees immediately assume that their personal interests are in opposition to their employer’s interest, and that they must do everything they can to “protect themselves” instead of everything they can to “do the job right.”

                         

While most Americans view themselves as working hard for a chance to get ahead, and believe in more possibilities in their future, employees in class-based societies usually don’t believe they will be able to get ahead, or be rewarded for their efforts, no matter how hard they work.  Their societies are not meritocracies, and this accounts for their reluctant attitudes at work.

recalitrant employees, passive-agressive employees

Many employees in North Africa behave in a passive-aggressive manner at work, saying "yes," but secretly sabotaging their employers.

North African  employees’ typical productivity is about one-quarter to one-third of an American worker (not everyone–there are some very hard-working North Africans; and certain regions have these problems more than other regions).  Their jobs are “protected” by labor laws which prevent the employer from replacing them no matter how poorly they work.  It can be done, but it is extremely expensive and indemnities increase for every year the employee was with the company.  There are only three acceptable reasons to fire an employee:  being caught stealing, showing up drunk, or not showing up at all repeatedly.  Those reasons do NOT include being habitually late or doing poor work.

Looking at French-speaking North Africa as a whole, unfortunately, from the employee’s  viewpoint, exploitation is rife throughout every level of the society.  Few businesses are corporations.  Most are individual or family-controlled enterprises, large and small.  Nepotism is the order of the day, from finding a job, to being promoted, to getting anything done in the society.

French-speaking North Africa

Business owners tend to exploit anyone working for them who is not a family member, while non-productive family members often have a title and a salary, while doing little.  People are less often employed for their skills than for who they are, or who they know.  Of course, this makes services notoriously bad for consumers.  But even those who lament the exploitation of workers in their own workplace often come home and exploit the labor of those below them.

One secretary, who previously in tears because her boss overworked her and treated her poorly,  turned right around and did exactly the same thing to the assistant she later got.  Some in the middle classes cry over being exploited at work and turn right around and exploit their own maids at home.  As a teacher, I saw over-and-over young students complaining about adults and older children who spoke to them rudely, using insulting words.  But the minute they become older themselves, they turn around and do the same thing.

All this exploitation is about power, which seems to be the main point of interest of each person in the society.  Everyone wants to know precisely who has the authority for what, and authority is never delegated to others as it is in American culture.  This also may be similar to France, but even more extreme in North Africa.

Every time a new employer-employee relationship is created (whether in an office, or a housewife at home with a maid), most employees are not thinking about if their new boss will be kind or provide them with reasonable working conditions.  It is already assumed that they will not.  Instead, they are thinking, “How powerful will I be able to be in this relationship?”  (This may be starting to change with some of the younger generation who are becoming educated and, after the Arab Spring, are hoping for meritocratic changes to take place.)

This concern about power is where foreign managers and expats run into trouble.  American managers aren’t generally thinking about using power and maintaining it.  They are thinking about how to facilitate cooperation, collaboration, and effective problem-solving.  Unfortunately, kindness and consideration (even in speech) is viewed as “weakness” in North Africa, and immediately, the subordinate maid or employee with the “power interest” mentality begins to take advantage, secretly sabotaging the goals of the manager.  The most serious dilemma for the expat manager becomes how to treat employees well (a sincere desire), while at the same time getting them to put forth a good effort toward accomplishing the goals which are important to the manager or employer.

–Lynne Diligent


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