...Intercultural Conflict Management How should we define an intercultural conflict? Is there any difference between a conflict and an intercultural one? The following chapter, which is a summary of the chapter “Constructive Intercultural Conflict Management” (Stella Ting-Toomey, Communicating Across Cultures, 1999, pages 194-197), attempts to answer these two questions. At the end of the chapter, we also include an extract of the “Intercultural Conflict Style Inventory” (Mitchell Hammer, 2002) 1. Definition of intercultural conflicts “Intercultural conflict is defined as the perceived or actual incompatibility of values, norms, processes, or goals between a minimum of two cultural parties over content, identity, relational, and procedural issues. Intercultural conflict often starts off with different expectations concerning appropriate or inappropriate behavior in an interaction episode.” (Ting-Toomey, 1999, p.194). Another author holds a similar view: “Conflicts are always cultural, since we are all cultural beings. Yet the very definition of conflict is challenging because of our cultural ways of seeing”. (Michelle Le Baron and Venashri Pillay, Conflict across Cultures, 2006, page 13). According to Le Baron, conflict occurs at ← the material level, or the “what” of the conflict; ← the symbolic level, the meaning of issues to the people involved, especially those meanings that resonate with peoples' identities, values, and worldviews; ← and the relational...
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...The Culture Conflict Theory By Camille Martin’ Remington College November 23, 2015 Various cultures all over the universe celebrate holidays differently, have different dress styles, and communicate in different languages. Culture Conflict Theory is a type of conflict that happens when various values and beliefs amongst different cultures clashes. Based on the father of culture conflict, Sellin accredit two types of culture conflicts: primary and secondary conflicts. Most people are considered to fall in the secondary conflict category due to the fact that law-abiding citizens are known as middle class human beings. In other words, middle class individuals have a positive aspect on life, by being responsible and following society laws. The strength of conflict theory focuses on the “haves” and the “have-nots”; and the “wealthy” versus “poor”. The theory may convince the “honored” classes not to allow changes in wealth get too mountainous. For instance, some people are born onto rich cultures, such as, being an heir to a billionaire or a prince or princess to a royal family. Conflict theory weakness is that the theory gravitate to ignore the prospect that societies can affect experiences that give individuals and organizations potential. The theory appearance does not accept that cultural beliefs can take many forms of serving concerns in the have-not society. It ignores the effect of nationality, gender, age and plenty other elements when it comes to analyzing how people...
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...Culture clash: Opportunity or conflict? By - Judah L. Ronch, PhD We talk a lot about culture change, but what is it about the culture that needs to be changed, and which culture are we talking about? In all community care settings, there are actually a few cultures that come together and, sometimes, collide. We have examined culture before and used Edgar Schein's definition, which we have loosely summarized as “the way we do things around here.” 1 This definition applies to both the culture in the community where we are giving care and to the culture of the family from which this person has come, and sometimes these are the cultures that clash. 2 CONFLICTING CULTURES The culture of many healthcare environments, including residential care for elders, often follows traditionally hierarchic models in which the patient's schedule is determined by the schedules of the workday and shifts, task lists and power structure. In contrast to this, many families follow a more collaborative style of care, where family members consult with each other about how best to meet the needs of the elder. When the family member comes in and, because of a prior caregiving relationship or simply because they know and are concerned about the elder, assumes he or she is part of the care team in the community, we sometimes find ourselves with a problem. Perhaps we bristle at having a professional opinion questioned; perhaps we assume the family member is an adversary, taking time from our...
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...Academics today question the classical definition and conceptualization of culture. In the past, different definitions have been made as to what culture is. Today it has become clear that culture cannot be simply defined. Critique of the prior definitions of culture lead us to conclude that culture should be understood as being derivative of the individual’s experience. Culture is no longer a singular concept, but rather contains multiple influences and is experienced differently by different individuals of the same group. Previous definitions of culture included some very limiting Most would agree that entrepreneurs are people who take risks, invest capital, or think up new concepts for products. These different aspects may not all take place in the same situation. An entrepreneur does not necessarily have to do all of these things to be considered an entrepreneur. He or she may invest in an existing business and not change anything about it but still be called an entrepreneur due to the risk taken in running the business. People think of good ideas all the time, but an entrepreneur is someone who can successfully implement one. The entrepreneur has been identified as someone with unique characteristics that allow them to succeed at what they do. For example, they are described as having confidence, self-determination, creativity and the ability to “see the big picture” among other such qualities (Lambing & Kuehl 2007). I think Kevin Avruch cite more anecdotal evidence...
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...From the past until now, the Japanese were and still are one of the biggest investors in Thailand, under this cross-cultural context; the Japanese management system applied in Thailand is mismanaged. In the article Culture and Conflict: Japanese managers and Thai subordinates, Fredric William and Jun Onishi did their research based on the cultural dimensions of Hofstede’s conceptual framework, it conducted a study on possible conflicts between Japanese and Thai subordinates when they have different perceptions. The research provided evidences that the expectation of Japanese managers and Thai subordinates adapting in a different cultural context are reversed according to three aspects which are culture characteristics based on Hofstede, Japanese HRM system, and unique Japanese social and business practices. The authors collected data from ten Japanese manufactures to research and find the differences in real situation. From the culture dimensions, we can see the differences as follow: 1) Thai subordinates have higher power distance, they believe that company should have clear hierarchy. 2) Thai are less individualistic, they prefer to receive instructions than come with own ideas. 3) Japanese have higher masculinity, they always work voluntarily on weekends. 4) For the uncertainty avoidance, Japanese managers prefer specific company rules but Thai subordinates prefer flexibility. 5) Thai subordinates do not like long-term work plans which the Japanese managers set for them...
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...Problem Definition Culture clash is a condition that occurs when the rules and norms of an individual's culture conflict with the role demands of conventional society. Justification for Problem Definition A culture clash is when two cultural groups get together and differences in their values or beliefs create misunderstandings or other problems. Merged companies are an excellent example of culture clashes, which clearly observed on salaries rate, dress code and perks Alternative course of actions Describe clearly the current merge and how everything is going to be. Try to understand the other side different culture. Altering organizational practices and procedures. Evaluation of Alternatives Describe clearly the current merge and how everything is going to be , this can be achieved by clearly and honestly identify the current merge and try to get a feedback , listen to the others who mainly faced that conflict , this may help to find a solution that may decrease this conflict. Try to understand the other side culture , how things was and how it’s going be and try to predict their response to be able to get ready for better solution , and if possible try to keep things that can be in the middle of both cultures i.e. compromise solution . Altering organizational practices and procedures, often the organizational structure reflects the norms of just one culture and inherits the cultural conflict. In such cases, structural change becomes necessary to make the...
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...High Context Culture (Collectivistic Culture) – Asian and Spanish The root of conflict avoidance within romantic relationships manifests from cultural influences that shape each partner’s conflict management style. Depending on cultural influences of the individual, his or her disposition of conflict management will differ. Cultural influence can be classified into two groups, low-context individualistic culture and high-context collectivistic culture. In individualistic cultures, the goals, needs, and rights of the individual take precedence over the goals, responsibilities and obligations of the group (137). While members of the collectivistic culture value the goals, responsibilities and obligations of the group over the goals, needs, and rights of the individual (137). Within each culture, lies a certain pattern of responses which aim to manage conflict. Through careful analysis of individualistic and collectivistic cultures, inferences can be made to support the notion that there are systemic correlations between conflict avoidance within romantic relationships and cultural influences. Individualistic cultures consist of primarily Western countries such as the United States. Studies have shown that members of individualistic cultures tend to favour a more integrating conflict style. “The Integrating conflict style is characterized by a willingness to openly exchange information in a direct way, constructively address differences, and to make a true effort to find a mutually...
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...Pruitt’s negotiation styles model, and Rahim’s conflict management model, this research examines how national culture influence the way people choose negotiation and conflict resolution handling styles through an empirical study of 87 individuals in the U.S. The respondents were divided in two groups: American, and Ethiopians. The results show that the individualism-collectivism cultural dimension did differentiate the members of the American culture from the members of the Ethiopian culture. Among the negotiation and conflict management styles object of this study, the dominating style was found to be preferred by those with high concern for self, whereas the cooperating and the integrating styles were found to be preferred by those with high concern for others. Introduction In order to remain competitive in their respective markets companies around the world are expanding their horizons beyond their original country, and they are increasingly seeking international partnerships and business ventures in different cultural environments. The ability to negotiate across national borders and within the organization has become increasingly important in the past decade, but despite the continuous growth of business globalization negotiation and conflict resolution styles are often misunderstood. According to much of the literature available scholars have conducted substantial research on the subjects of negotiation and conflict resolution over the past years, including some...
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...1. Conflict and human relation view on conflict 2. Sources of conflict Affective/psychological/relationship/emotional * Feelings and emotions regarding some or all the issues are incompatible * A condition in which group members have interpersonal clashes characterized by anger, frustration, and other negative feelings. Substantive/task/cognitive/issue conflict * Members disagree on their task or content issues * Disagreement among group members’ ideas and opinions about the task being performed. Conflict of interest * Inconsistency in preferences for the allocation of a scarce resource * The contention of managers A and B for the same vice president’s job Conflict of values/ideology * Differences in values or ideologies on certain issues Goal conflict * When a preferred outcome or an end-state of two social entities is inconsistent. Role Ambiguity * When a preferred outcome or an end-state of two social entities is inconsistent 3. Types of conflict Task conflicts * Conflicts over content and goals of the work Relationship conflicts * Conflicts based on interpersonal relationships Process conflicts * Conflicts over how work gets done 4. Thomas-Killman model Avoiding * It is an approach taken when they have little outcome or concern with the party with whom there is a dispute * Low concern or both personal goals and relatioships * This approach is also a strategy to put the problems on hold...
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...Scott Kenyon Baker College Conflict Management Cultural Diversity-Conflict Paper UIN# 105-65604 Cultural Diversity and Conflict Conflict is a normal part of life, there are bound to be miscommunication and differences of opinion when relating to work, family and relationships. How you choose to handle them can change the level of success you achieve in all areas of your life. Now imagine if you are dealing with a person, who has different cultural values than your own. We will cover how these differences affect the outcome of conflict and how you might need to change the techniques used when dealing with conflict to match up with a different value system. With the changes in business to a global market place, it has become more important than ever to understand the changes in negotiations between cultures. The differences in culture break down to five main areas described by Hofstede. These areas are Power distance, individualism, Masculinity, Uncertainty avoidance index and long term Orientation. I found that while there are some similarities, there are areas of great difference between the two cultures. Many of the manners in which we deal with conflict in the west would not apply within the Chinese culture. The first area on the scale deals with Power Distance Index (PDI), which is the extent, by which the power is distributed unequally between the members of a family or within an organization. In the US culture it is scored at a 40 showing a much smaller divide...
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... Course Title : English Literature 1 Course Code : ENL 101 Tutor : DISCUSS THE THEME OF CULTURE CONFLICT IN THE LION AND THE JEWEL? First, I would like to define cultural conflict, This is when the norms and ways of a society is in conflict with that of another society. In the play, there is a lot of conflict which takes place, But we are focusing only on the cultural one. Which particularly stand out a bit more than the other themes present in the play. I start off by dragging our attention to Lakunle who refused to pay Sidi's bride price no matter how Sidi insisted that he must pay before they could get married, Lakunle still refuses to adhere to what she is saying and even goes on to tell her that it is an "Uncivilized" culture. And not only that when Lakunle tries to express his feelings for her with a kiss she drags away. Lakunle being from the westernized part of the country in the text and Sidi having lived in the village all her life share different cultures, And this is why Sidi keeps persuading him to pay the bride price but Lakunle being westernized refuses and this creates a conflict between both of their cultures. Another example is the culture of Ilujunle as a whole and how it clashes with that of the stranger (The photographer). We can see this when they perform "The dance of the Lost traveler" , When they refer to his car as "the devil's horse"...
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...Southwest Airlines: Culture of Communication Kevin Miner COM 530 December 9, 2013 Patrick Thornton Abstract This paper will discuss the culture of communication at Southwest Airlines. Founded in 1971 the company’s culture is based on mutual respect where forward thinking is encouraged and rewarded. All levels of employees have the authority to act for the customer’s best interest without continuously getting approval from above. Employees’ perception of an open minded and supportive workplace is validated by the success the company has enjoyed over the years. Conflicts within Southwest Airlines are resolved through concepts like self-policing, teamwork and mutual respect between managers and employees. Southwest Airlines: Culture of Communication Southwest Airlines emerged in 1971 as a low cost alternative to legacy airlines such as United, Delta, and American. When he started Southwest, Herb Kelleher established a culture for employees that encourages and rewards forward thinking. Southwest has excelled from the beginning earning profits in all but its first year (Smith, 2004). Any company, especially one operating throughout many different regions of the country needs to have efficient communication. Southwest Airlines has successfully created and fostered a communication model with clear goals, values and expectations of respect between its various employee groups ("Southwest airlines one," 2013). In his article, An Evaluation on the corporate culture of Southwest...
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...Resolution of cultural conflicts A conflict is the occurrence of a clash between two or more parties, mainly as a result of conflicting interests or practices (Lansford, 2008). There are many courses of conflict, among them being cultural, racial, ethnic and sexual diversity. Culture basically refers to a person way of life, therefore, other aspects of diversity can all be said to arise from differences in cultural practices. In a situation where there is multicultural interaction, there is bound to be conflicting interests as aspects of one culture might entirely conflict with the other person’s interest. Conflict resolutions in these cases require more consideration and compromise than conflicts that arise among people of similar orientations. Both parties must recognize each others practices in order for the process of conflict resolution to commence. Recognition of the differences helps the conflict resolution process to integrate the differences, and to harmonize them where possible. It is also important that the incidence of cultural grouping is avoided as it may lead to a lack of unity and promotes homogeneous interactions. This is not healthy for the general well being of the group because it leads to conflict when the interactions occur owing to a lack of familiarity. In this regard, people should also be discouraged from being too centered on there culture as it discourages them from understanding the different cultures. In conflict resolution, it is also important...
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...Vol. 3, No. 7 International Journal of Business and Management A Study on the Trans-Culture Management of International Hotel in China Chunwei Li Hotel Management, TUC-FIU Cooperative School, Tianjin University of Commerce Tianjin 300134, China E-mail: chunweifiu@yahoo.com Abstract Along with the integration process of global economy, cultural conflicts gains more and more attentions. After China’s entry to WTO, China economy is involved in world economy further. More and more international companies enter China. However, they encounter with an overall cultural impact. Trans-culture conflicts have already become a problem for international groups. Teams with different cultural beliefs challenge the effectiveness of traditional management theories. Differences between Chinese culture and western culture affect international groups’ management significantly. Trans-culture management gains attentions from international groups more and more. Therefore, it is meaningful to research this issue. This paper selects the international hotel industry in China as a subject to study the trans-culture conflict phenomenon with the hope of achieving effective trans-culture management. Keywords: International hotel group, Trans-culture management 1. Analyze the effect of culture from different levels of international hotel group 1.1 Founders Many companies have their “heroes”. Wilkins defines these people as “living or passing, real or virtual men who are models of behaviors in companies...
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...EssayAmanda Brown | [Conflict mANAGEMENT] | This essay critiques six journals that have both positive and negative views on Conflict Management. The topic surrounding the essay is that conflict management is a vital tool for managers to have. | Effective conflict management is a vital skill for managers to promote long term progress and stability of an organisation. Conflict is defined as the “process that begins when one party perceives that another party has negatively affected something the first party cares about” (Di Costa, 2011, p42). Conflict management is the process of handling or dealing with the conflict when it arises. There are many different sources of conflict and it comes in many different forms, but the consequences of conflict on workers is generally the same. Over the past few years many strategies and preventions have been developed, this is seen in the five modes of dealing with conflict in the workplace. Culture plays a big part in conflict, resulting in both positive and negative responses to conflict from both individuals and teams as a whole. A number of parties argue that conflict management is not needed or wanted within the workplace, these debates arise for a number of reasons. Workplaces may be shaped by the unique aspects of the environment and when this environment is altered or affected conflict can be the eventuating result. The report “Sources of Conflict within Organisations and the Methods of Conflict Resolution” looks at the different...
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