Tag: Oklahoma City

Why Islam? I’ll answer this!

On By Mona SabahIn Islam, Islamophobia, Uncategorized

Yesterday, as I was driving home on the Broadway Extension in Oklahoma City, I had to slow down to get a photo of this billboard. As a former Muslim, these are the things I used to believe. Now, I know better.

This billboard is the handiwork of the Islamic Circle of North America (ICNA) which is a militant organization under investigation by the FBI according to terrorism expert Steven Emerson, and according to Discover the Networks, is linked to radial Islamic movements such as the Muslim Brotherhood, the pro-Sharia organization (like Hamas and al-Qaeda).

Emerson is quoted as saying “The ICNA’s hatred of the Jews is so fierce that it taunted them with a repetition of what Hitler did to them… The ICNA openly supports militant Islamic fundamentalist organizations, praises terror attacks, issues incendiary attacks on western values and policies, and supports the imposition of Sharia.” They hold extreme views on women, slavery and gays as well.

My aim in this blog is to save you the trouble of going to their website and answering the frequently asked questions about Islam:

  • What does “Islam” mean?

Islam means “submission” to the will of Allah (as defined in the Quran). It absolutely does not mean “peace.” Many will tell you that the root word comes from the Aramaic/Hebrew “shalom” for peace, but it does not. It comes from the word “silm” (seen-lam-meem) which means “submission” or “surrender.” The Quran says:

[2:136] Say (O Muslims): We believe in Allah and that which is revealed to us and that which was revealed to Abraham, and Ishmael, and Isaac, and Jacob, and the tribes, and that which Moses and Jesus received, and that which the prophets received from their Lord. We make no distinction between any of them, and to Him we have surrendered. [Arabic “Muslimoon”]

  • What is the One Message of Islam?

The singular message of Islam is the Shahadah. The Shahadah is the Muslim declaration of belief in the oneness of God and on Muhammad as his final Prophet. It is required that the Shahadah is recited daily. It is the first of the five pillars of Islam and is also the first of the five beliefs.

  • Isn’t Islam the same as Christianity?

No, not at all. While there are similar people mentioned in the Quran as in the Bible, both teach different things. The Gulf Times (a Muslim periodical) says that “Allah clearly explains that our Deen [religion or divine law] has been perfected, and that it does not require any addition or deletion. That is why Allah sealed the office of Messengership with the Prophet Muhammad (sallallaahu ‘alaihi wa sallam). The fact that He has chosen Islam as our Deen, means that he does not accept other than Islam from anyone:

“And Whoever seeks a religion other than Islam, it will never be accepted or him, and on the Last Day he will be one of the losers. (Qur’an 3: 85)”

Clearly, one cannot go to Paradise if they are not Muslim and don’t believe in Islam. It is exclusive. The article goes on to say that the One Message of Islam includes “The Rights of Allah on His Bondsmen: To worship Allah alone, and associate none with Him in worship. The rights of man on His Creator: To permit people to Paradise if they worship Him properly.” Islam is based upon works. Christianity relies on the grace of Jesus Christ as Savior – faith alone, Christ alone.

  • Are we One Family? Abraham, Moses, Jesus and Muhammad?

Both Abraham and Moses certainly appear in Judaism, Christianity and Islam. That is where the similarities end. While there is an entire Surah dedicated to Isa (Jesus the Messiah) in the Quran, Islam denies the deity of Christ and denies the Trinity – God the Father, Christ the Son and the Holy Spirit. Christianity is based upon the death on the cross and resurrection of Jesus Christ. The Quran unequivocally denies both and says it is not true. That’s a huge difference! We Christians worship One God in Three Persons. The Quran says that’s blasphemy.

  • How do we share the Gospel with Muslims?

In the book of Genesis, the Bible teaches us that all human beings are created in the image of God. We need to remember that when interacting with Muslims. We cannot take for granted that the Muslim person in front of us knows what is taught in the Quran or that they espouse any of the militant extremism of Islam. Many of my Muslim friends are so very dear to me. They welcome me into their homes with love and I try to return their hospitality in the same way.

Muslims are not a “pet project.”

The Gospel Coalition gives this sound instruction “Muslims come to faith by a supernatural work of God, by which the Holy Spirit opens their hearts (Acts 16:14) and grants them the gift of repentance (2 Tim. 2:25). We believe that a Muslim coming to faith is not intrinsically connected to our form of contextualization, but rests solely on God’s divine intervention (Dan. 4:35; Ps. 115:3; John 6:64-65) and our humble obedience to proclaim the gospel (Acts 1:8; Matt. 9:38, 28:19-20). God is not concerned with glorifying a method; he is concerned with glorifying his Son. Strategies are useful and necessary, but none of them offers the “key” to Muslim evangelism.”

The words of the Gospel message bring good news to those who are perishing. We need to share the actual words that Jesus Christ came to the earth as God in the flesh. He was crucified for the remission of our sins, He was dead and buried in a tomb. After three days, He rose again from the dead and sits at the right hand of God the Father Almighty. He will come back once again to judge the quick and the dead.

Christ died for those He called. He does not need our “good works,” for the only work that will get us to Heaven is the work done on the cross by our Lord and Savior.

May that be the Good News that goes out to the nations!

Managing Across Cultures – A Look at Diversity

On By Mona SabahIn Business, Communication, cultural diversity, culture, Diversity, Human Resources, Management, millennials, Teaching, Trust Leadership, Uncategorized2 Comments

Yesterday, I taught a course on Cultural Intelligence for the State of Oklahoma Office of Management & Enterprise (OMES). Just as your own Intelligence Quotient (IQ) can be measured, so can your Cultural Quotient (CQ). Harvard Business Review defines it as “Cultural intelligence: an outsider’s seemingly natural ability to interpret someone’s unfamiliar and ambiguous gestures the way that person’s compatriots would.”

The biggest thing I noticed when was an immigrant to the United States is that this is such an amazing country with many cultures living side by side. Oklahoma City has a Vietnamese district of restaurants and a large grocery market. There is also a large Southeast Indian, Persian, Hispanic and of course, a rich Native American culture. The universities in the area have flourishing International Studies programs. All of these are reasons why in 2016,  Oklahoma City was named one of the nine metropolitan areas for creating an inclusive culture! Surprised? Don’t be! There aren’t many areas in the US that don’t have a cultural impact (inclusion and race). I usually tell my students that you don’t have to go further than your local Wal Mart to find the varied diversity in any US city. If you are even more curious, go to the Ethnic Food aisle at Wal Mart and see how many languages are being spoken there.

Americans don’t give ourselves credit for taking inventory of how much we already know about a particular culture. Growing up with friends from different areas, educational level, socioeconomic status and even generational differences all account for cultural diversity. However when the term “Diversity” is mentioned, we focus on black and white – we are the ones who make it about race only, missing out on the rest of the things that make diversity exciting.

One can easily measure their level of cultural knowledge by taking a Cultural Intelligence quiz online (there are several free ones available – just do a search!). It’s a quick test that takes a look at the four quadrants of Cultural Intelligence (Drive, Cognition, Meta-Cognition and Action). A high score is NOT what you are after on this test. It’s more to show you where you can improve in each area. This is the first step in developing and increasing your cultural knowledge. Application and adaptation are the next two steps.

CQ is quickly becoming a need for managers and leaders. Knowing how to work across cultures to increase productivity is KEY in any workplace or organization. It’s important to note here that the term “culture” also include generational differences. This is one of the main areas I have had to address over the last few years, as the Baby Boomer population decreases and the Millennials increase in the workplace.

The main question that arose from the Cultural Intelligence session yesterday was how far do you go to accommodate another culture before you blur the lines between who you are and the values you hold?

This is a good question to consider. It is truly based upon your own values, beliefs and also your organizational culture and beliefs. If those are in alignment, then the decision making comes easily. If they are not congruent, then there can be dissonance. As a manager, it’s very important to allow for “reasonable accommodation” for an employee’s ethnicity, religion, or other consideration. Flexible time and PTO help to give tremendous creativity on how that time is used. The issue becomes more blurry when ethics come into play. I believe it’s important to stress that when a leader focuses in on one person’s needs or issue (due to inclusion or diversity needs), that that they don’t alienate the other 99 in the office. So taking the big picture into account is a good way to start. Solving issues in a team is also another approach. This will actually allow others to learn more about the culture and do creative problem solving together. The only caveat to this is if the employee wants the issue to remain confidential, so before taking a team approach, ask employee permission.

The bottom line in any diversity or inclusion initiative is to address each employee with dignity and respect. That is a common ingredient that crosses global, ethnic, and cultural boundaries. If we stop for a minute to think about what is getting ready to come out of our mouth and take time to analyze the situation, then CQ is already at work. The knee-jerk reaction rarely works when all these factors are involved. Take a moment, think, analyze and give benefit of the doubt to the other party. That is something that will help a manager not just handle cross-cultural issues but most communication issues.