on Culture & Development - Seameo-SPAFA

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PART ONE15HOW THE GUIDELINES EVOLVEDUSING THE GUIDELINES
16HOW THE GUIDELINESEVOLVEDAs its starting point, recognising the importance of culturalanalysis, SEAMEO SPAFA conceptualized the conduct ofinternational workshops focusing on 10 countries in SoutheastAsia on Managing the Integration of Culture intoDevelopment Programmes, which were held in Bangkokduring August 2003 and sponsored by the ASEANFoundation. The positive response to the workshopsencouraged SEAMEO SPAFA to host another two workshopsduring 2004. These workshops aimed to:Increase awareness of the need to includecultural dimensions in development initiativesHighlight cultural opportunities for innovative andparticipatory programme facilitationEquip readers to plan and implementprogrammes that are sustainable because theyare more culturally integrated into the recipientcultureDevise tools for identifying and managingpotential situations of conflictFacilitate access to resources, andStrengthen regional networks.The key players identified to participate in the workshopsincluded programme administrators and planners, teamleaders or project managers, technical specialists, culturalspecialists, anthropologists, gender specialists, policy makers,legal experts, and volunteers. These key personnel wereemployed in governmental, inter-governmental, or nongovernmentalsectors and were working for public, private/corporate, or volunteer agencies, associations, foundations,and organizations.The broad range of specialisations across all sectors andorganisations reflects the fundamental importance attachedto the concept of multi-sectoral approaches to the successof development initiatives. This is considered a pre-requisiteto ensure that productive thought processes evolve basedon mutual understandings and shared experiences. As thesaying goes, ‘no man (or woman) is an island’ …and with
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Page 7 and 8: ContentsPreface to 2004 Guidelines
Page 9 and 10: “Development as it affects a comm
Page 11 and 12: 10PREFACE TO 2004 GUIDELINES EDITIO
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Page 33 and 34: 32“Tolerance, inter-cultural dial
Page 35 and 36: 34IntroductionThe first day of the
Page 37 and 38: 36other groups may share those valu
Page 39 and 40: TOPICSWhat do I expect from this wo
Page 41 and 42: 406. A representative from each gro
Page 43 and 44: 1.3 Meanings of CultureTime: 90 min
Page 45 and 46: 4) Culture is the roles and guideli
Page 47 and 48: Step 26. The following cultural map
Page 49 and 50: Notes on Cultural MappingCultural m
Page 51 and 52: 50Discussion following this activit
Page 53 and 54: Questions ChecklistHas my understan
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Page 57 and 58: 56IntroductionFollowing on from the
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Page 64 and 65: Activity 2.4 - Tools BrainstormTime
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2. Invite volunteers to explain bri
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Activity 2.6 - Enabling & Inhibitin
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Questions ChecklistWhat is my view
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72“Mr. Director General, why is i
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74IntroductionRead the following co
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76redundant because they consider t
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Activity 3.3 The Programme Cycle79T
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COUNTRYCONSULTATIONSEVALUATIONIDENT
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What it is and why we use itFirst w
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TERMAssumptionsMEANINGFactors exter
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88Table 2: Log FrameOBJECTIVESPURPO
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participants when they took the rol
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Avoiding log frame design problems(
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Questions ChecklistHow can I promot
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96“One of the most difficult thin
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98IntroductionThe overall aim of Da
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100Activity 4.5, like 4.3, recommen
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TOPICSHow does the way we represent
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1044. Ask participants to repeat th
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Activity 4.5 Attitudes and Assumpti
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Activity 4.6 Colleague Card SortSou
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Activity 4.7 Describing a Resourcef
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Questions ChecklistWhat are my pers
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114“Reconciliation is to understa
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116IntroductionThroughout the works
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TOPICSWhat is meant by conflict med
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120maybe without even realizing or
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1223. If necessary, demonstrate. Fo
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124Notes on procedure: The above st
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Conclusion126Transforming situation
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ContributorsAnuchit Jittrathanakul
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ContributorsVirongrung Bodharamik (
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148For information and enquiries:Ce
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