Intercultural Communication Chapter 8: How Can We Manage Conflict in Intercultural Settings?

Objectives for Chapter 8 Understand five different approaches to conflict Understand the differences between three different types of intercultural conflict Examine intergroup conflict Explore strategies for handling intercultural and intergroup conflict Explore “forgiveness” with regard to conflict

Types of intercultural conflict Object conflicts Relationship conflicts Priority conflicts Unique, but not necessarily separate 3

Types of intercultural conflict Object Conflicts: Accuracy or knowledge about “things” True or not true Not about moral judgment 4

Types of intercultural conflict Relationship Conflicts: Actions that change “relationship status” “Threat” to an established relationship pattern “Rights and responsibilities” within cultural system Examples: Student or graduate? Formal or informal form of address 5

Types of intercultural conflict Priority Conflicts: Includes “good” or “bad” judgment Actions based on moral values Often emotional connection to actions 6

Types of intercultural conflict Object conflicts Relationship conflicts Priority conflicts Unique, but not necessarily separate 7

Cultural approaches to conflict AKA conflict management styles “Choices” made under certain circumstances Not “traits” Reflect culture and orientation to conflict

Cultural approaches to conflict Avoiding: Change topic to distract and shift attention Be silent and refuse to actively participate Viewed negatively in the U.S. Accommodating: Match others’ wants rather than your own wants or needs C0mmonly used when there is not a big investment 9

Cultural approaches to conflict Competing: Dominating Win/lose Conflict as nothing to be afraid of Compromising: Both give a little and get a little Collaborating: “Think outside the box” Creative solution-finding

Discussion question from text Which of the five different cultural approaches to conflict do you and your community prefer? Which of the approaches do you and others in your community actually use most often?

Intergroup conflict Intertwined with intercultural conflict Intercultural conflicts revolve around different systems of meaning Intergroup conflicts are rooted in the different group memberships

Group membership and communication Interpersonal Intergroup Communication and conflict are often categorized along the continuum between interpersonal and intergroup Different “histories” or narratives can escalate group conflict Broad generalization and use of labels tend to “other” outgroup members Personal interaction tends to reduce “othering” and move toward interpersonal communication

Intergroup vs. interpersonal communication Eight triggers that encourage intergroup rather than interpersonal communication: Visual distinctiveness Oral distinctiveness Assignment of representative role Large difference in numbers of group members Assumptions that values are different Lack of shared interpersonal history Perceived simplicity of communication need Perceived competition

Intergroup vs. interpersonal communication Triggers Visual distinctiveness: Look different 15

Intergroup vs. interpersonal communication Triggers Oral distinctiveness: Sound different Accents? Rate, pitch . . . 16

Intergroup vs. interpersonal communication Triggers Assignment of role: Represent a larger group Graduate rather than undergraduate student 17

Intergroup vs. interpersonal communication Triggers Difference in relative numbers: Majority or minority? 18

Intergroup vs. interpersonal communication Triggers Assumption that values are different Without personal experiences or actual observation it is an assumption . . . 19

Intergroup vs. interpersonal communication Triggers Lack of shared interpersonal history Perceived simplicity of communication need Perceived competition 20

Group membership and conflict Group membership can encourage conflict. Labels encourage prejudice/stereotype. Ingroup biases and a variety of common fears: Tangible harm or loss Negative evaluation by ingroup Negative evaluation by outgroup Negative self-evaluation

Origins of intergroup conflict Histories: different “histories” different communication/conflict Competition and power

Strategies for managing intercultural and intergroup conflict: appropriate conditions for successful contact Joint goals Supportive social climate Equal status Variety of contexts Desire for contact

Factoring in face The concept of face refers to the public image or reputation one has. Respect In conflict, face maintenance may be more important than the issue Conflict management is secondary!

Factoring in face Sometimes a person can be quite direct and still save face. Usually this is done by directly owning your feelings and perceptions rather than implying these feelings are somehow the fault of others.

Especially important strategies when factoring in face Joint goals Supportive social climate Equal status