Micki,
In regards to the intern's language barrier/issues (and also the
hearing-impairment accommodation)...it sounds like you are on the right track
with all addressing this. The journal is a great idea because the written
communication will serve to enhance the verbal.
Part of what your intern is going through with the language issue -is the
same nervousness and insecurity many new interns experience, but it is
being expressed and is exhibited through the second language.
As for her insecurity with English - I had supervised a student in a
similar situation. In that case, no one could really understand his English,
because he also spoke very quietly and mumbled as a result of the insecurity.
Turns out that his spoken English was fine!
First thing I had to do was to encourage him to speak more and to speak up.
In order to do this of course, we engaged in regular conversations. Asking him
questions, allowing him to respond, providing plenty of opportunity to
contribute to and initiate conversation was very important.
For answering the telephone and responding to questions, providing
interpretive info. etc., I had him shadow me when I was engaged in such. Then, I
had him rehearse with me and even had him pick up the phone and practice with no
one on the other end. Another time, I called him from another phone line and we
did a 'dry run'.
It was also important that I let him speak without interrupting to correct
him. Anything that I overheard that needed to be corrected -I talked with him
afterward. Not soon after that, I made sure he had ever opportunity to provide
information without me hovering nearby, and this encouraged him to ask questions
and obtain confidence in working independently.
But there was more -I noticed that other students, volunteers and interns
never or rarely spoke to or with him. Though I suspected the language barrier
was the reason for this, none-the-less I asked the students why they never spoke
to him. Asking them this - created the forum for discussion. Knowing what their
response was going to be, I was prepared to offer suggestions. And, as I
suspected, they told me it was because they couldn't understand him when he
spoke.
I encouraged them to speak with him freely -as if they would speak with
anyone else, and that they would help him greatly in doing so. (this last part
really motivated the students!). By following my advice, they 'included' him in
conversations and I watched his spoken English and confidence improve. Also
to get the ball rolling - I had to be the group facilitator. When the
students were sitting together at a table and working on their projects, I
brought in my work (or came in to check on theirs) to join them and started
discussions about work-related topics, academic issues, chit chat.
In order to meet project completion goals and encourage productivity, it
was important that all the students and others work well as a team. So some of
the students - I had to provide extra attention and training for whatever reason
and for many, this was their first time working anyway. Inter and intra
personal skills were a part of this. And overall, I needed to create
and maintain a non-hostile work environment (including no peer pressure).
For the hearing impairment - it is important to address all potential
accommodations. While I've been discussing the issues of students I supervised
at one place I worked - at the same place my own supervisor was hearing-impaired
and wore hearing aids.
One thing my supervisor told me was that even with hearing aids he could
not pick up sound coming from behind him. And being able to follow and read lips
and facial expression was very helpful to him too.
I also found out that at times when he could not hear
me...intentionally because he turned down or off the volume on his hearing aids.
I tried not to take that personally! And when he would be singing (like
everyday) I sometimes wished I had the same option. lol I did grown accustomed
to his voice.
Do you think there's a possibility that the manager has given the intern
the title and charge of Curator because they feel sorry for the intern? If so,
or even if that isn't the reason...I don't think it is inappropriate. I can only
think of positive things attributed to this appointment. Not that your concerns
aren't justifiable. All in all, she is just there 8 hours a week, the position
is not full-time permanent and she is not getting salary and benefits comparable
to yours.
I see where you are conflicted, especially as you point out the interns'
lack of the proper educational and work background to even be
considered for an appointment to the position of curator. And not be referred to
in the title as an 'intern' - may bring about confusion to visitor's, volunteers
and others... so I think that should be addressed.
I don't know what I could suggest to you about your resentment, regarding
the work and time you committed as an unpaid intern. There's always going to
be others who have had a 'lesser' experience/sacrifice and vice-versa.
Museum work is, besides being competitive for those with the credentials still a
field where one can obtain an (ahem) appointment.
For this part - ikes because of my own employment (barely) situation I have
to refrain from saying or thinking too much about your situation. I want to be
empathetic...um....there's a possibility that many of us may be even more
qualified or have sacrificed even much more than you and we don't have jobs or
permanent full-time jobs with bennies.
Guess I'm trying to say that your resentment is subjective so I really
can't suggest, comment or otherwise in an objective manner because of that, and
because of my own circumstances. All I can do is wish you well in working
through that and encourage you to do so of course.
Pam
In a message dated 10/1/2005 3:53:59 P.M. Eastern Daylight Time,
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I am
currently setting up a work schedule in our community history
museum
archives with a first-time intern who has coursework in museum
studies under
her belt. I am looking forward to this relationship, but have
some sensitive
questions to ask of those with more experience. I have
trained interns
before, but under a contract with a school who had specific
measurements for
each intern. Through our one-on-one close working
relationship, this intern
is getting the hands-on practicum missing in her
museum studies program. We
are primarily working in collections and
archives management, but I am also
training her to do oral histories in the
community in preparation for
interpretive exhibits.
This intern is
eager and willing and will be a great asset, but I am
concerned about her
insecurity in using English (her second language). Way
back when I
was an intern, I found the technique of keeping an intern
project journal
to be very helpful. I kept it as more of a diary and entered
every question
into it, and my museum studies supervisor would read through
it once or
twice a month and would give specific feedback in those areas
where I was
unsure. It was nearly instant feedback and took care of what
might have
otherwise developed into problems, since my own intern experience
did not
include direct museum supervision.
I will be meeting with this intern
to define her project together on October
4th, and would like some feedback
from this discussion group: would you
advise me to set up a similar intern
journal system with this intern? She is
amenable to and requests correction
of her misuse of the language, and I
thought it might be a good way to
catch misinformation, misunderstandings
and misspellings fairly instantly
(I would ask her to go over the week's
work with me, and to point out
things she felt insecure about). The last
thing I want to imply is that she
is incapable--she certainly is not. I
think of the working relationship as
two-way communication, because one of
her extremely valuable assets is as
an interpreter/translator for labels and
outreach. I need her world view as
much as she needs to be able to write
catalog notes and labels correctly in
her second language. I also want to
help her develop confidence in people
skills, an area she already has well
under control but encounters some
initial difficulty (with English speakers)
as she has hearing aids. We will
be working together about eight hours a
week, and she will also work
independently and with other volunteers. She
will be paid for this
internship, so it behooves me to train her well and
quickly.
One
other problem, or I think of it as a potential problem. The museum
manager
thinks of the intern now as a Curator, which I am not comfortable
with
because she lacks on-the-ground experience and even has some academic
gaps,
and collections management is not her field of study (cross-cultural
museum
education is). It's a bit awkward, I don't want her to think you can
take a
course or two and get a paid job as a Curator of Collections-- and
everyone
on this list knows that is pretty much a fantasy. How on earth am I
to
handle this-- I want to increase her confidence, not belittle her lack
of
experience or seem to conflict with another authority. I noticed
that the
museum manager already made a permanent badge for her that says
Curator, not
Intern. Admittedly, I am thinking of my full year as a 20-hour
a week unpaid
intern before I even graduated, and I need to get that
undercurrent of
resentment out of the picture too!
Thank you all, my
wonderful colleagues, for any responses you can provide.
Micki
Ryan
Curator
Highline Historical
Society
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