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Transformational Tool

Grid / Group Model . Grid / Group Model

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Transformational Tool

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    1. Transformational Tool Everything in the realm of Stewardship and Resource Development seems to be written by Americans for Americans. Cynthia McDowell after doing research in the area of development from a global perspective. Are we transferring or transforming culture? To raise up stewards globally, we must understand diverse cultural contexts so that we can appropriately contextualize our message. Thats when transformation takes place.

    2. Grid / Group Model Grid / Group Model developed by Social Anthropologist, Mary Douglas and expanded by Missiologist, Sherwood Lingenfelter in Transforming Culture: A Challenge for Christian Mission The Grid/Group model provides conceptual glasses through which we may discover new perspectives on the people, the social activities, and the expressed meanings and values that are part of living and working cross-culturally.

    3. Grid refers to a dimension of individualization in which social environment pressures individuals to conforming behavior through elaborated status and role distinctions (hierarchy) and social rules (high grid), or to non-conforming behavior where individuals must exhibit unique value and autonomy (low grid). Group refers to a dimension of social incorporation in which a social environment emphasizes insider/outsider relationships, placing high value on collective support for the survival of the group (high group), or rejects communal commitments in favor of individualistic activities (low group). Taken from Transforming Culture by Sherwood Lingenfelter

    4. Grid / Group Model Property and Possessions to understand stewardship and ownership are viewed very differently in various cultural settings Generosity and Giving to understand how asking and giving takes place in diverse environments Our attentiveness to cultural cues will directly affect our ability to be successful in transforming culture and raising up stewards!

    5. Property and Possessions Bureaucratic (high grid/low group) Priority of individual property Preservation of ones individual holdings Conserving, protecting self-interest Personal saving is highly valued in this group Individualist (low grid/low group) Priority of competition Expansion of holdings Risk taking, individual interests Acquiring, investing is highly valued Corporate (high grid/high group) Priority of persons and group Tension-interests for persons and property Selective preservation/consumption Taught values of sharing with the group and saving for group Collectivist (low grid/high group) Priority of persons Preservation of group interests Consuming in the interest of the group Sharing is highly valued Adapted from Transforming Culture by Sherwood Lingenfelter

    6. Generosity and Giving Bureaucratic (high grid/low group) Asking is a structured endeavor negotiated between individuals. Giving is a weak duty, a high risk Fear of exploitation and poverty hinders giving High/Low exchange patron/client Earn respect by wealth and property Individualist (low grid/low group) Asking is a game Giving is for profit, a risk Fear of material loss, disadvantage Peer competitive exchange Earn respect by expenditures Corporate (high grid/high group) Asking is humiliating, in-direct Giving is a duty, viewed as honorable Fear of humiliation, inferiority High/Low exchange strata/rank Earn respect by acts of public generosity and reciprocity Collectivist (low grid/high group) Asking is a social, group activity Giving is for calculated gain Fear of unequal advantage Peer equality for exchange Earn respect by serving group Adapted from Transforming Culture by Sherwood Lingenfelter

    7. Transformational Tool Discussion: Generally speaking here would these countries (people groups or cultures) be found in the model: China USA UK Latin America And how should we approach them from a development perspective?

    8. Transformational Tool As our ministry settings are becoming more diverse and more multi-cultural, to engage people on the topic of Stewardship and Resource Development, we must learn to identify and understand cultural cues to enable us to discuss property and giving issues in a way that is comfortable and acceptable to our audience. Because its a small world we must avoid the mistake of thinking that people of different cultures think and act as we do. The Grid / Group model gives the resource development officer a tool for transformation.

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