Composing Self - Research Paper Example

Composing Self Composing Self Introduction The volunteer group selected to be the focus of this paper is the Peace Corps. As agovernment-sponsored initiative, the Peace Corps program has been influential in spreading American culture and promoting cultural tolerance and intercultural understanding between the United States and other countries. Members of this volunteer group are expected to further its objectives and, at the same time, achieve growth at a personal level. This paper will discuss different features of the Peace Corps that are integral in its success, with emphasis on how it conducts its activities. Discussion The Peace Corps is a volunteer program that facilitates cultural exchange and understanding and provides technical assistance and support to Americans and people from other countries. The Peace Corps is a ubiquitous aspect of American culture, having been founded 54 years ago by President John F. Kennedy, following the enactment of the Peace Corps Act (Pub.L. 87–293) (Brown, 2014). The group’s role revolves around social and economic progress, making it an intrinsic part American society. Since its establishment, the program, through its chapters in different cities and states, has played a vital role in bridging the socio-economic and cultural gap between the United States and other countries. It frequently collaborates with other government departments (e.g., healthcare and homeland security) to provide support when necessary (Rogers & Haggerty, 2013). For example, during the September 11th terrorist attacks, members of the New York group made a significant contribution to search and rescue, firefighting, counseling, public safety and policing, and public awareness efforts. Currently, the group influences community mobilization, healthcare development and provision, and emergency relief efforts in the United States and other countries. In summary, the group has socially existed for decades; it is recognized by many Americans, non-Americans (Watkins, 2012). As socio-cultural and economic challenges become more prevalent in and outside the United States, the Peace Corps become more socially relevant. This is evident in the number of initiatives that its members are increasingly required to support (Rogers & Haggerty, 2013). In developing countries, the group has been instrumental in nurturing good relations between the United States and other nations and improving the lives of millions of people. Members must be American citizens and, in most cases, college graduates with knowledge, skills, and experience in different disciplines. All members also have specific skills or abilities that differentiate them from nonmembers (Meisler, 2012). In official capacities, insiders are differentiated from outsiders using identification cards. The regional director supervises the preparation and provision of ID cards to volunteers so they can distinguish themselves and be distinguished from nonmembers (Lihosit, 2012). During official meetings and events, each member is required to have some form of official identification to prevent violation of protocol and confusion. Using the identification, volunteers can receive emergency communication and medical instructions. Also, they can be easily recognized inside and outside New York and the United States or any country of posting. The information on the ID cards includes, but is not limited to: the full name of the member, visa-type photograph of the member, date of birth, country-specific emergency information, country of assignment, expiration date, member’s signature, address to which lost and found IDs can be returned, no-fee passport number, allergies and other vital medical data on the individual member, the volunteer number, and the regional director’s signature. The ID cards are used to create social and physical boundaries by making members aware of their roles, positions, and limits in the organization (Watkins, 2012). Volunteers are expected to conduct themselves in ways that uphold the values of the organization. This means exhibiting responsible and conscious behavior to inspire members of the public. More importantly insiders communicate, amongst each other, in Peace Corps jargons that outsiders would find hard to understand and imitate (Rogers & Haggerty, 2013). For example, most insiders comprehend the various acronyms used to symbolize the different departments, processes, and offices of the regional office and national chapter. Communication is vertical. The regional director receives information from the office of the executive director and then relays it to subordinates in a hierarchical manner. Employees at the lowest levels of the organization are usually the last to receive correspondence, usually to act on it rather than pass it on (Meisler, 2012). This style of communication compliments the bureaucratic style of management favored by the organization (Watkins, 2012). The communications director is in charge of all the communication aspects of the organization, and usually issues press releases and other information on behalf of the group. In any formal and informal meetings, the communications director leads proceedings and prepares official reports to represent the position of the group. In the absence of the communications director, the volunteer next in line in terms of superiority assumes the duties about the position. Although communication is vertical, all members of the organization are allowed to speak during meetings and other common functions. Volunteers are expected to express their opinions – using the right channels – to facilitate the attainment of the group’s objectives. Since all members are allowed to speak, all meetings are moderated by the senior-most figure in attendance (Omoto, 2014). All communication features rhetorical patterns based on structures and jargons defined by organizational culture and documents. Memos, letters, bulletins, newsletters, audiovisual content, reports, and magazines are used to share information during meetings and as part of routines. These materials are availed to all employees so that they are aware enough to support the group’s activities (Meisler, 2012). When it comes to proxemics, the group limits the ‘distance’ of communication to three types: social distance, personal distance, and public distance (Watkins, 2012). Although intimate distance is part of proxemics, the organization neither practices nor encourages it because it does not fit its objectives and, in some cases, might lead to wrong interpretations that stir conflict at different levels. Personal distance is allowed in situations where volunteers need to provide assistance and cannot achieve that unless they get as close as possible to the person they are trying to help. It is also used in cases where members need to discuss important issues with each other and must stay as close as possible. The most common types of distance used by the organization are public and social distances (Rogers & Haggerty, 2013). These form part of the normal office and field modus operandi and are in perfect congruence with the group’s objectives. While in the field, volunteers are encouraged to exploit the power of distance to communicate their issues effectively and cultivate a sense of comfort between them and the people they interact with as part of their duties. The advancement of electronic media and the resultant opportunities it has created have been exploited by the organization to facilitate communication among and with volunteers. For example, Peace Corps use visual signs and messages to influence members’ ability to decipher meaning (Meisler, 2012). Most visual signs operate at different levels (symbolic, indexical, or iconic); this indicates that visual semiotic examination could be linked to a hierarchy of purpose as well as types and constituents of meaning (Watkins, 2012). The organization uses a semiotic assessment of visual signs to test members’ feedbacks when revealing the trends of meaning construction. At the moment, more volunteers observe more iconic message aspects compared to indexical or symbolic aspects. In spite of this, those components with symbolic interpretations can have a considerable impact due to the interest to the ambivalence. Cognition and perception are vital elements of visual communication. The deciphering of visual signs, like semiotic views of meaning, is highly projective and intuitive. This puts more pressure on volunteers than the organization (Rogers & Haggerty, 2013). Owing to the resemblance dimension for icon elucidation and the experience element for index understanding, the formal indoctrination could be less important than that for language. The visual and nonverbal structures function in a relatively unregulated manner – at least vis-à-vis language (Omoto, 2014). With visuals, people are more self-aware both in assimilation and interpretation; this explains why visuals signs and learning in modern settings are as challenging feat as verbal learning. Visual signs convey messages in ways that other modes of communication do not. Due to their rich content, they are highly effective in capturing and maintaining attention. The organization has different rituals that are used to promote cohesion and teamwork. One of the most interesting I witnessed was an ‘initiation ritual’ targeting new members. During one of the many indoctrination sessions aimed at acclimatizing new volunteers to the organization, individuals had to formally introduce themselves, state their reasons for volunteering, and sing a song that symbolized their aspirations and what they hope to bring to the group. This ritual is a way of ensuring intercultural understanding among new members and between new members and existing volunteers (Rogers & Haggerty, 2013). Another common ritual involves prayers before and after important meetings. During prayers, members demonstrate leadership and participatory ability by volunteering to take charge of the sessions. This creates a sense of belonging and unity that is crucial in maintaining focus. The other type of ritual I observed involved reflection on meeting proceedings, especially in cases where reviews and appraisals were conducted to assess progress in various aspects. For example, if the subject of the previous meeting was timeliness, members would be requested to reflect on what they learned and demonstrate how they can adopt those lessons to improve performance and productivity (Meisler, 2012). The last ritual involves issuing cards in a similar way to the system used in association football. During brainstorming sessions, members would be issued with yellow cards if they do not contribute anything; this means they have to vacate the room. Repeating the ‘mistake’ attracts a red card, meaning the individual will not be allowed to attend the next meeting. This ritual was designed to encourage participation and, consequently, improve creativity and a participatory culture in all volunteers (Meisler, 2012). It is fulfilling and enriching to be part of the Peace Corps. On a personal level, the organization empowers people to appreciate other cultures and to appreciate that the world is bigger than the United States. During several interactions with members, it became clear that some individuals have had positive, life-changing experiences based on their affiliation to the group (Karaim, 2013). The most important benefit cited by a majority of members, however, is the opportunity and ability to change other people’s lives for the better. During group meetings and functions, volunteers are given the chance to share with their colleagues the impacts that the organization has had on them, and how they can enhance the benefits. Listening to and interacting with them creates a feeling of inadequacy that makes one want to do more (Watkins, 2012). For example, during one of the bonding sessions, one volunteer narrated how she had played a pivotal role in delivering aid to developing countries afflicted by wars and instability. For most of the members, facing difficult challenges in remote areas in Africa and Asia has inspired them to develop a holistic and balanced approach to life. The ability to cross international boundaries to deliver aid to the needy and to assist in infrastructural and health development resonates with the essence of humanity. It shows that national, organizational, and individual interests can always be set aside to promote benevolent causes that preserve and restore faith in humanity (Konrath, 2014). The few meetings I attended and the limited interactions I had motivated to do more in my community. Codes of member behavior are based on the organization’s code of ethics, which outlines how and why members should conduct themselves at specific times. Volunteers are expected to observe the provisions of the code of ethics to protect and uphold the organization’s reputation. One of the most important benefits of volunteering in the Peace Corps is its contribution to the development of character and leadership potential. By exposing members to challenging situations in new environments, the organization pushes volunteers to exercise responsibility, leadership, empathy, and flexibility, qualities that enhance the impacts of individuals in any setting. Peace Corps members are some of the most culturally balanced individuals in American society (Carlson, 2012). Such balance is aided by the experience acquired during two years of working abroad. As part of the foreign assignment, members share American culture with other cultures and facilitate global intercultural development and good relations between the United States and other countries. The experience gained abroad also gives members a more critical and sound view of life (Omoto, 2014). During training, volunteers acquire technical skills about their duties. They learn how to implement policies and to improve their safety and well-being and to safeguard the interests of the public. Members become well-acquainted with the cultural traditions of the country’s they are posted to; this allows them to acquire a deeper understanding of global relations and creates employment opportunities in various sectors. Intercultural understanding, international pedigree, and fluency in foreign languages are very marketable in the current global economy (Omoto, 2014). Three months of training before service augmented with continuous training in the entirety of one’s service ensures that members remain dynamic, informed, and experienced enough to cope with the demands of today’s fast-paced workplace (Konrath, 2014). This produces individuals who are highly employable, adaptable, and resilient, making it easier for them to thrive in different settings compared to nonmembers. Conclusion This paper has provided valuable insights into the workings of the Peace Corps by revealing the attributes that define the different dynamics in this volunteer group. The organization’s processes, rituals, and culture show how cooperation and individual ability can be harnessed to facilitate ethnographic development. As the focus of this narrative, the organization has also contributed to the expansion of literature in this and other disciplines by highlighting the demands of group coordination, personal development, and the power of government interventions. References Brown, W. (2014). Strategic management in nonprofit organizations. New York: Jones & Bartlett. Carlson, D. (2012). Volunteers of America (Revised ed.). Rotterdam: Springer Science & Business Media. Karaim, R. (2013). Peace Corps challenges: Has the venerable agency outlived its purpose? Washington, D.C.: CQ Press. Konrath, S. (2014). The Power of Philanthropy and Volunteering. Wellbeing A Complete Reference Guide, 6(10), 1-40. doi:10.1002/9781118539415.wbwell046 Lihosit, L. (2012). Peace Corps experience: Write and publish your memoir. Washington, D.C.: IUniverse. Meisler, S. (2012). When the world calls: The inside story of the Peace Corps and its first fifty years. Boston: Beacon Press. Mostafanezhad, M. (2014). Volunteer tourism: Popular humanitarianism in neoliberal times. London: Ashgate Publishing. Omoto, A. (2014). Processes of community change and social action. Mahwah, N.J.: Psychology Press. Rogers, K., & Haggerty, M. (2013). Learning Through Volunteering in Social Movements. Volunteer Work, Informal Learning and Social Action, 1(5), 195-218. Watkins, A. (2012). Peace Corps: The Icon and the Reality. New York: CreateSpace Independent Publishing Platform. Read More