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Cultural Dynamics

Libby Eiholzer, Bilingual Dairy
Northwest New York Dairy, Livestock & Field Crops

Last Modified: June 14, 2013

Having worked with Hispanic, Spanish-speaking employees for some time now, dairy farm owners and managers have, expectantly, learned a thing or two about the cultural differences between themselves and their employees. Hopefully, they have learned to recognize the similarities as well. Articles in trade magazines, speakers and conferences and others in the industry have provided information on the cultural dynamics that we are witnessing on dairy farms. As farm owners/managers, you are probably familiar with the specifics by now; the need for Dish to get the best channels in Spanish, Phone cards, money orders, shopping, etc. The following, however, is an attempt to explain and important, overarching concept to keep in mind while managing Hispanic employees.

Power Distance
Geert Hofstede's work on Cultural Dynamics introduced this concept. Power distance is the extent to which the less powerful members of institutions and organizations expect and accept that power is distributed unequally. Some cultures, like the United States, emphasize cooperative decision making, teamwork and the perception of equality between employer and employee. This is known and Low power distance. On the other hand, some cultures emphasize hierarchy, order and chain of command. In these cultures of High power distance, an employer is recognized as having the authority and as the decision-maker, while the employees are expected to meet the employer's demands. Hofstede surveyed 53 countries around the world and rated them on a continuum of High to Low power distance. The United States ranks at the bottom of the list at #38 - low power distance. The countries from which most of our Hispanic employees originate, Mexico and Guatemala, rank at the top of the list; #5 and #2 respectively.

How does this impact management on your farm? Consider the differences the management style– generally, we here in the United States invite employee feedback, ask the employees what their work preferences are, and even expect to have our employees make some independent decisions. Our employees, on the other hand, expect to have a Boss. I’ve noticed on so many dairies that the Hispanic employees become frustrated when the manager doesn’t give strong directions. Many Hispanic dairy employees that I’ve met prefer to be given orders and specific job duties. Without orders and duties, a perceived lack of authority could arise and further disgruntle the employees.

So how can we manage this dynamic? Take a command role when managing your Hispanic employees as a group, be a boss while being fair and objective. Make decisions with certitude and give your employees direction rather than acting unsure or asking them what they want. Along with this, make an effort to get to know your employees– if they have family, or if they are buying a plot of land in Mexico. As you build rapport, your employees will learn your individual management style and healthy work relationships will develop.





Cultural Dynamics (pdf; 23KB)


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Pasture Walk - Wild Geese Farm - Franklinville, NY

August 21, 2019
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Topics to include: Tools for Managing Rotational Grazed Pasture, Weed ID and Management and Calculating Cost of Production. 
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Please join the NWNY Dairy, Livestock and Field Crop Program's team for our annual Corn Congress.  DEC re-certification points and Certified Crop Adviser credits available, so bring your picture ID.  Lunch is included.  Hear from program-related professionals and visit with our sponsoring vendors.  
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2019 NY Corn & Soybean Yield Contests - Entries Due 8/30/19

The annual corn and soybean yield contests sponsored by the New York Corn & Soybean Growers Association are underway. Click Here for the 2019 yield contest entry form.  This form and contest rules can also be found on the NY Corn & Soybean Growers Association web page at: https://nycornsoy.org/ 

Entry forms must be postmarked by Friday, August 30 and mailed or emailed to Mike Stanyard. Cost is $30 per entry. Good Luck! 


Preventing Sexual Harassment on Farms

If you're wondering how to get your farm business in compliance with NYS Sexual Harassment Regulations, you've come to the right place.  This is a recording of the presentations given at the live training on July 30 and July 31, 2019 across New York State, which provides updates and farm-specific resources developed by CCE. View the recording here: https://youtu.be/_1IjmAj1Nb8.

RMA Announces Additional One-time Changes to Prevented Planting Provisions

June 29, 2019

RMA Announces Additional One-time Changes to Prevented Planting Provisions
for 2019 Crop Year

In response to delayed and prevented planting resulting from above average rainfall and wetness, the USDA Risk Management Agency has made a one-time change to the 2019 crop year prevented planting rules that effectively allows silage corn, if planted as a cover crop following local agricultural expert guidelines, to be acceptable as a post-prevented planting cover crop. Under this one-time rule change, producers are allowed to produce this crop while retaining their prevented planting payment. This change couples with previously announced one-time changes to the prevented planting rules - including expanded acceptable uses for post-prevented planting cover crops and a change in the cover crop haying and grazing start date rule - serve to help those struggling to meet their forage needs due to the weather.

Read the full article from the New York Crop Insurance Education Program.

The USDA-RMA states that "For crop insurance purposes, a cover crop is a crop generally recognized by agricultural experts as agronomically sound for the area for erosion control or other purposes related to conservation or soil improvement." PRO-DAIRY specialists Joe Lawrence and Karl Czymmek and Dr. Quirine Ketterings, Professor and Director of Cornell Nutrient Management Spear Program have released a letter stating "Corn on Prevented Planting acres meets these objectives."


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