[et_pb_section fb_built=”1″ _builder_version=”4.3.2″][et_pb_row _builder_version=”4.4.2″ width=”60%” width_tablet=”” width_phone=”” width_last_edited=”on|desktop” max_width=”960px” module_alignment=”center” custom_margin=”||||false|false” custom_padding=”||||false|false”][et_pb_column type=”4_4″ _builder_version=”4.4.2″][et_pb_text _builder_version=”4.4.2″ header_font=”Montserrat|700||on|||||” header_text_color=”#000000″ header_line_height=”1.5em”]<\/p>\n
[\/et_pb_text][et_pb_text _builder_version=”4.4.2″ text_text_color=”#000000″ header_5_font=”Montserrat|600||on|||||” header_5_text_color=”#0c71c3″]O organizacie save si ando ternengo sektoro, specialno terne organizacie thai o terne bu\u0107arne, silen potencialo te sikaven o problem katar o angluno vast. O terne organizacie musai te oven but pa\u015be e ternenge, bidikhindoi kulturako, ekonomikano vaj socieatako pu\u0107ipe katar kodola terne aven saven silen varesave \u015bajimatenca. O terne so keren buti e terne manu\u015benca musai te oven-olen djandipe te keren buti e ternencar save silen varesave \u015bajimata, sar te ovel, o treningo si kerdo pe gasavo drom te kerel prevencia te na ovel konflikto thai te ovel maksimalo inkluzia e ternengi pe sasti politikaki ternengi politika.<\/p>\n
\u015aerutni idea sit e delpe e terne organizacienge thai terne manu\u015benge ando o rami kadale dromesko te len andre e ternen katar verver trujalipe thai te maksimalno siklon katar e eksperienca sa kadava musai te resen savoren save si pe aktivimata. Buter, o terne thai o participantia akana potencialo saj te dikhen savo konflikto situacia saj te aplicirinel vas jekh drom so te kerel\u2019pe vas gasavi konflikto situacia.<\/p>\n
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Ververipe, Manu\u015bikane hakaja (\u0107a\u0107imata), Konflikteski Rezolucija, Terne Roma<\/p>\n
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9 \u2013 40 participantia<\/p>\n
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90 minutia<\/p>\n
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The participants will be able to recognize potential conflict situations and be able to choose the most suitable intervention to prevent the conflict and build the group cohesion. O participantia ka dikhen save konfliko situacie si thai ka oven gat ate alosaren e intervencia vas varesavo konflikto thai ka keren e grupaki kohezia (kethanipe\/jekhipe).<\/p>\n
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Sar o seminaro si e ternenge thai lenge organizacienge, o focuso si te tiknarelpe o efekto katar e nacionaliteto thai kultura pe identiteto e djenosko. Tumari res te keren jekh than vas o ververipe. <\/p>\n
Te ovel tumen godi pe kadava:
\nO stereotipo si \u015beresko univerzalo mehanizmo savo organizirenel e informacia. Dji kaj o anglokrisipe si emocionalo stereotipia, diskriminacia si negativo akto.<\/p>\n
Sarkon individalo musai te ovel ande grupa, thai vov sajekh te ovel prindzardo sar indivualo manu\u015b. De vast va\u015b timeski buti, akhar e participanten lenge anavenca thai sukar dikh so olengo personal identiteto si prindzardo katar e grupa. <\/p>\n
E scenaria save tumen keren musai te oven pe jekh rig e bu\u0107asa, misalake na bistren te dikhen (te vakeren) kana len manu\u015ben pe buti save procesia oven( te keren), sar o manu\u015ba keren buti, evaluacia, participacia maskar o grupe,\u2026<\/p>\n
O Intervencie sit e dikhen o kororipe-e-rangengo, kana tu na des zor ande-grupa thai avri-grupaki formacia bazirimi pe kulturake karakteristike. Buter, organizaciaki praktika musaj te dikhel te resel rezultato, nbazirimo pe \u015bukar komunikacia. Individualo kulturake karakteristike saj te len\u2019pe sar jekh plus. <\/p>\n
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Pu\u0107 lendar te adikeren ande godi ande-avri-grupatar idee ando sakodiveski buti thai delen sugestie ten a ovel varesavi aver \u0107hib savi \u015baj te ulavel e asistenten vai kodole so avel te kinel (pu\u0107el).<\/p>\n
De lenge so te drabaren thai tumaro kontakto vas avutni klarifikacia thai kooperacia.<\/p>\n
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Schaafsma, J. (2006). Ethnic Diversity at Work. Diversity attitudes and experiences in Dutch organisations. Amsterdam: Aksant Academic Publishers. Youth organisations and leaders towards AntigypsyismO organizacie save si ando ternengo sektoro, specialno terne organizacie thai o terne bu\u0107arne, silen potencialo te sikaven o problem katar o angluno vast. O terne organizacie musai te oven but pa\u015be e ternenge, bidikhindoi kulturako, ekonomikano vaj socieatako pu\u0107ipe katar kodola terne aven saven silen varesave \u015bajimatenca. O terne […]<\/p>\n","protected":false},"author":1,"featured_media":0,"parent":0,"menu_order":0,"comment_status":"closed","ping_status":"closed","template":"","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"[et_pb_section fb_built=\"1\" _builder_version=\"4.3.2\"][et_pb_row _builder_version=\"4.4.2\" width=\"60%\" width_tablet=\"\" width_phone=\"\" width_last_edited=\"on|desktop\" max_width=\"960px\" module_alignment=\"center\" custom_margin=\"||||false|false\" custom_padding=\"||||false|false\"][et_pb_column type=\"4_4\" _builder_version=\"4.4.2\"][et_pb_text _builder_version=\"4.4.2\" header_font=\"Montserrat|700||on|||||\" header_text_color=\"#000000\" header_line_height=\"1.5em\" hover_enabled=\"0\"] Stakeholders in youth sector, especially youth organisations and youth workers have the potential to address the issue first-hand. Youth organisations should be accessible to all youth, regardless the cultural, economic or societal background of the youth within the local environment. Youth workers must have the skills to work with youngsters with fewer opportunities, however, the training is desired in order to prevent the possible conflicts and ensure maximized inclusion of youth within the actions of youth policies. \r\n\r\nThe main idea is to provide youth organisations and youth workers with the framework and tools to include youth with diverse backgrounds and maximize the learning experience for all involved in activities. Moreover, the youth workers and participants will be able to recognize the potentially conflict situations and apply suitable interventions to it.\r\n\r\n\u00a0\r\n 90 minutes<\/p>\r\n\r\n\u00a0\r\n The participants will be able to recognize potential conflict situations and be able to choose the most suitable intervention to prevent the conflict and build the group cohesion.<\/p>\r\n\r\n\u00a0\r\n \u00a0<\/p>\r\n \u00a0<\/p>\r\n Ask them to maintain the awareness of own ingroup-outgroup thinking during their everyday work and suggest them to avoid any language that would further divide the co-workers or customers.\r\n\r\nProvide them with basic readings and your contact for possible further clarifications or collaborations.\r\n<\/p>\r\n\r\n\u00a0\r\n
\nSuper-diversity in societies explained by Steven Vertovec: https:\/\/www.youtube.com\/watch?v=5-AHVnHxT38<\/a>[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]<\/p>\n","protected":false},"excerpt":{"rendered":"Youth organisations and leaders towards Antigypsyism<\/h1>[\/et_pb_text][et_pb_text _builder_version=\"4.4.2\" text_text_color=\"#000000\" header_5_font=\"Montserrat|600||on|||||\" header_5_text_color=\"#0c71c3\" hover_enabled=\"0\"]
THEME:<\/h5>\r\nDiversity, Human Rights, Conflict Resolution, Roma youth\r\n\r\n\u00a0\r\n
GROUP SIZE:<\/h5>\r\n9 \u2013 40 participants\r\n\r\n\u00a0\r\n
TIME:<\/h5>
OVERVIEW:<\/h5>\r\n
RELATED RIGHTS:<\/h5>\r\n
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OBJECTIVES:<\/h5>\r\n
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MATERIALS<\/h5>\r\n
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PREPARATION<\/h5>\r\n
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INSTRUCTIONS<\/h5>\r\n
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DEBRIEFING AND EVALUATION<\/h5>\r\n
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TIPS FOR FACILITATORS<\/h5>\r\nAs the workshop addresses youth workers and organisations, the focus should be to minimize the effects of nationality and culture on the identity of an individual within the settings. Your aim is to crate space for diversity. \r\n\r\nRemember:\r\nStereotypes are the universal brain\u2019s mechanism to organize information. While prejudices are emotionally charged stereotypes, discrimination is a negative act.\r\n\r\nEach individual must first belong to the group, then he should be recognized as individual. Encourage team-building activities, call participants by their names and make sure their ascribed identity is only a part of their personal identity which group should recognize.\r\nThe scenarios which you are preparing should be related to actual work settings, for example at recruitment processes, performance evaluations, participation within the group activities, \u2026 \r\n\r\nThe interventions should follow the principles of colour-blindness, where you do not encourage ingroup-outgroup formation based on cultural characteristics. Moreover, organisational practices must be focused on result, based on clear communication. Individual cultural traits could be used as an advantage.\r\n\r\n\u00a0\r\n
SUGGESTIONS FOR FOLLOW-UP:<\/h5>\r\n
FURTHER INFORMATION:<\/h5>\r\n\r\nSchaafsma, J. (2006). Ethnic Diversity at Work. Diversity attitudes and experiences in Dutch organisations. Amsterdam: Aksant Academic Publishers.\r\nSuper-diversity in societies explained by Steven Vertovec: https:\/\/www.youtube.com\/watch?v=5-AHVnHxT38<\/a>\r\n[\/et_pb_text][\/et_pb_column][\/et_pb_row][\/et_pb_section]","_et_gb_content_width":"","footnotes":""},"class_list":["post-1090","page","type-page","status-publish","hentry"],"yoast_head":"\n