Culture Communication Conflict conflict: perceived or real incompatibility or disagreement over goals, values, expectations... Expressed strugglePerceived incompatible goalsPerceived scarce rewardsInterdependenceInevitability

What is conflict?

Conflict Types Affective conflict Conflict of opinions Conflict of interest Value conflict Cognitive conflict Goal conflict Affective - feelings and emotions are incompatible (romantic feelings for a close friend are not reciprocated) Interest - incompatible preferences, competing interests, for a course of action or plan to pursue How important in context when faced with conflict? Value - different ideologies (parenting styles) How does context influence conflict? 1. actual situation, 2. larger societal issue Cognitive - thought processes or perception are in conflict Conflict management may depend on the particular context or situation. Goal - disagree about a preferred outcome or end state

Is conflict good or bad? Handout (2 sides/nemawashi)

How do we learn how to deal with conflict? family - default style. try hard to reject that style. But also depends on context.

How is intercultural conflict different from other kinds of conflict?

IC Conflict Characteristics Ambiguity Language Issues Contradictory Conflict Styles What if it’s on the road? Ambiguous - unsure of how to handle the conflict or unsure if conflict is viewed the same way by the other person. resort to our default style of handling conflict. Contradictory - different approaches to handling conflict

What’s the best way to handle conflict? video Which conflict type? http://www.youtube.com/watch?v=nx6FRSemW38

Approaches to Conflict Direct Indirect individualism/collectivism silence vs talking high context/low context Emotionally Expressive Restrained How might these approaches reflect different cultural values?

IC Conflict Styles Discussion Engagement Accommodating Dynamic

Emotionally Restrained Emotionally Expressive Direct Discussion style Engagement style INTERCULTURAL CONFLICT STYLE MODEL CAUTIONS ABOUT STEREOTYPING - conflict resolution styles can be found in any one cultural group Accommodating style Dynamic style Indirect Emotionally Restrained Emotionally Expressive

Polarization Integration Compromise Polarization Avoidance Self (concern about own outcomes) Polarization Avoidance Other (concern about other’s culture)

Managing Conflict PRODUCTIVE DESTRUCTIVE Try to identify the specific problem Make sweeping generalizations and have negative attitudes Focus on the original issue Escalate the conflict from the original issues; anything is open for reexamination Direct the discussion toward cooperative problem solving Try to seize power and use threats, coercion, and deception Value leadership that stresses mutually satisfactory outcomes Polarize behind single-minded and militant leadership

Cooperative Atmosphere Competitive Atmosphere Managing Conflict Cooperative Atmosphere perceived similarity trust flexibility open communication Competitive Atmosphere coercion deception suspicion rigidity poor communication Key is to establish atmosphere in the beginning stages of the relationship

How does understanding conflict on an individual level help us to understand conflict on a larger scale? social, economic, historical, political forces Think “Social Movements”