INTERCULTURAL CONFLICT Intercultural Conflict Defining Intercultural Conflict The

INTERCULTURAL CONFLICT Intercultural Conflict

Defining Intercultural Conflict The implicit or explicit emotional struggle between persons of different cultural communities over perceived or actual incompatibility of cultural ideologies and values, situational norms, goals, faceorientations, scarce resources, styles/processes, and/or outcomes in a face-to -face (or mediated) context within a sociohistorical embedded system.

Kim’s Model of Intercultural Conflict

A Culture-Based Social Ecological Conflict Model Layers: macro, exo, meso, and micro Highlights Includes conflict competence criteria and outcomes primary orientation factors effectiveness/appr opriateness situational appraisals conflict processes conflict competence productivity/satisfa ction principled ethics.

Face—a person’s sense of favorable self-worth or self-image experienced during communicative situations. • Emotional extension of self-concept • A universal concept Face Negotiation Theory—explains how people of different cultures manage conflict.

Facework—the communicative strategies employed to manage one’s own face or to support or challenge another’s face. • Can be used to initiate, manage, or terminate conflict. Facework strategies: • Dominating • Avoiding • Integrating Self-face need vs. other-face need

Avoiding Integrating Dominating Communication Conflict Styles Neglect Emotional expression Obliging Compromising Third-party help

The Intercultural Style Inventory (ICS) a theoretical model and assessment tool used by professional mediators and trainers Conflict style, then, is the behavioral component of conflict How direct/indirect and emotionally expressive/restrained one is defines his or her intercultural conflict style

Intercultural Conflict Styles

Individualist vs. Collectivism in Conflict Individualists are outcome-oriented in conflict. • Individualists become frustrated when feelings aren’t asserted honestly. • Conflict is perceived as productive when tangible resolutions are reached. Collectivists are process-oriented in conflict. • Conflict is perceived as threatening when substantive issues are addressed before facework management. • Conflict is perceived as unproductive when face issues and group feelings are not addressed properly.

Context and Conflict Low-context cultures are more direct and explicit in conflict. • Separate conflict from the individual. • Prefer a solution-oriented style. High-context cultures are more indirect and implicit in conflict. • Connect conflict with the individual. • Prefer a non-confrontational style.

END OF CONFLICT…. .