Intercultural Aspect Of Culture Essay

Before evolving an inter heathen model of involution resolution it is key to understand and identify aspects of enculturation that lead to creation of the cloth of conflict. The cultural spectrum holds assorted dark glasses for a person, a society and a nation, accordingly helping each of them to assimilate and adapt to a common identity that is defined and shaped by culture (Holliday, Hyde and Kullman, 2004).In the form of evolving this collective identity, culture transcends its traditional role of providing an aggregate set of beliefs, customs, norms, values, ethics, traditions, moral, companionable and legal codes, perceptions, and philosophy, to be experience the overall physical framework for the society to function. purification is strongly related with geographical setting of a place, religion, ethnicity, and race, explaining why different countries have different cultures, and also why places on glide sh be common elements of culture that is quite different from cu lture of mountainous places.The imprinting of culture on ways a person thinks, acts, perceives the environment and models his/her reaction is very strong and virtually indelible, determining each aspect of tender sort and giving rise to cultural identity in addition to individualist and national identity. Although the classic rational choice framework says that peck are independent in choice of their behavior and approach towards events, its seen that at subtle levels the structural model provided by culture acts as final determinant in predicting a person, a society and a nation.Although culture is dynamic, evolving and continuously upgrading itself, in essence, these changes add up within the context of cultures own timeframe. One of the most important contribution of culture to human civilization is the orientation provided towards early(a)wise cultures, qualification the culture in question undefended, tolerant, indifferent or outright hostile towards different cultu res. Societies are seldom mono-cultural, displaying a range of cultural traits, achieved through generations of trades, contact, and crucify cultural mixing (Holliday, Hyde and Kullman, 2004).However, although for people belonging to a particular culture, their culture would hardly seem complex, the cultural realities are hidden beneath the surface, difficult to get word and discern from outside. These improper apprehension and imperfect perceptions of culture often give rise to conflict when different cultures are required to meet or do across. In the workshops I have attended I have come across people from various cultural background and my first attempt is eternally to know as much possible as about them not their individual preferences, but their cultural orientation and philosophy.My this approach has helped me immensely in not only developing an understanding of other cultures, but my own adaptability and flexibility in my relation towards them Conflict and husbandry Co nflict is an integral part of human culture. When a number of people of interact with their own individual perspectives, view points, ideologies, cultural and social backgrounds and intellectual development then differences and debates are bound to drum as a logical and inevitable consequence of the interaction (Killian and Pammer Jr. 2003, 3).These differences, acted upon by incompatible interests of attaining personal goals, change into conflict within groups, societies and nations. (Rahim, 2001,1) The greater the sort and richer the profile of a society, the greater is the scope and range of its embedded conflict. Therefore it is essential to educate people on understanding and handling conflict and cherish as an integral component of a democratic society that is important for developing a healthy social life (Killian and Pammer Jr. 2003, 3). In every conflict, whether it is individual or at social scale, culture has always an important role to play.Depending upon the actors i nvolved and the context of conflict, the role of culture in conflict tummy be direct or subtle, but it is always present as the ultimate factor in deciding the scope of conflict, its direction or its outcome. Culture even decides the existence of conflict, for people who are embedded in the culture of seeing world as a harmonious entity, may not be aware of any conflict through their life. In all the major disputes, debates and disagreement taking place around world, differences in cultural identities and perceptions are primitive causative factors.A further evidence of the role that culture plays is evinced by peace and harmony existing among societies that have same culture, such as observed between USA and Britain, sharing same historical and cultural roots. Every conflict, whether it is trans-generational, geographical, religious, organizational, or personal, has a cultural component involved. People enshrined in their own culture often react with hostility against any cultur al identity that appears contrary to their thought process and ideas.It follows therefore that any effort of conflict resolution necessarily to incorporate cultural understanding and acknowledge the existence and necessity of diversity (ibid). Personally I have encountered cultural difference in perspective of expressive style of communication. Some of my colleagues, belonging to different cultural background, initially took exception to the direct and frank method of communication that is followed in US, as this, according to them constitutes a whacky level of effrontery. However, as they assimilated themselves with the general surrounding, they realized that the direct nature of communication is a norm, not an aberration. discourse and Conflict Communication is important, as it is the medium of transferral message, forming the first interface in method of conflict resolution. Communication is almost always within the context of culture, and culture determines the significance of words as rise as gestures and non- literal expressions, affording people with choices of high context or low context communication, depending upon their cultural maturity and ability to handle multi-culturalism and accommodate a range of opinions and ideas other than those familiar to them (Grosse, 2002).During the initial phase of cultural familiarity, communication takes place at low context, meaning that people rely more on direct verbal communication, which is more or less literal in nature. As the cultural relationship progresses, communication interaction moves ahead on continuum to become high context, and it becomes more interpersonal and contextual, minimizing chances of misunderstanding and confusion. Effective cross cultural communication is centered upon knowledge, empathy and intercultural sensitivity (ibid).The remedy approach in such cases is be flexible, adaptable and receptive to all views, no matter how contrary or incongruous they appear.. A positive and pat ient listening attitude is also valuable as it allows people to fathom emotions of others and makes them perceptible to alternate view points. Finally, the most important attribute in cross cultural communication is recognition that every culture is correct in its own context and each has to yield some ground to reach a harmonious consensus (ibid).In my attempts to understand and know about other cultures, I have always relied on effective communication skills, that include both hearing and communicating. Personally I have felt that people from different cultures readily share their cultural background, their beliefs, customs and traditions as I myself do in a multi-cultural environment, as we all want to be well mum and appreciated. Active listening and frank communication skills have greatly helped me in establishing quick rapport in any multi-cultured environment. Discussion on mediation and skills in conflict resolutionEffective communication strategies are keys to resolve conf lict by providing channels that provide expression of grievances and film conflicting parties together. In the field of conflict management, communication strategies help through the channels of 1. Negotiation Negotiation has emerged as an important form of conflict management within organizational and social setups. As such research in communication theory in conflict management has started to pay close attention to communication behaviors, types and strategies towards successful negotiation.Negotiation, as a part of managing conflict, requires interested parties to trade proposals for settlement that include, out of court settlements, business contracts, collective bargaining contract etc (Womack, 1990, 32). As Womack further elaborates, generally the process of negotiation proceeds through motives that are both competitive and cooperative. The approach of communication in the entire process of negotiation is bear on with the messages that are transferred among negotiators and the concerned parties.Communication intervenes in the process of negotiation through its both verbal and nonverbal forms and constitutes the entire base on which the goals and terms of the bargain are negotiated. Communication plays the central role in not only developing the relationship among the parties in conflict, but also in determining its direction. It is also central in every form of bargaining process, whether the bargaining is done for organizational form of conflict management, involves conflict resolution, negotiation on legal agreements or for negotiation in inter-group an intra group conflict.The entire role of communication in negotiation processes and strategies is quite vast and it ranges from defining the conflict issues, selection and implementation of strategies to presenting and defending the viable alternatives and ultimately helping in reaching on a solution (Womack, 1990, 35). 2. Third caller intervention Third party intervention in conflict place is a tr icky and challenging situation. It is considered as one of those areas that offers real test to the communication skills of the intervening person.Although mediation requires a neutral and third party to bring the disputants on the resolving chairs and solve the conflict, the mediator per se, has no authority and commanding power to force the parties into acquiescing to an agreement. At the best, the mediator can use persuasive and win over dialogues through which the involved parties voluntarily agree to reach at accord through advises, admonishments, ideas, and views of the mediator and break into meaningful dialogue with each other (Burrel, 1990, 54).Its belatedly to see that this entire procedure requires very high level of communication skills on the part of the mediator to successfully negotiate agreement among the conflicting parties. I have had the opportunity to mediate in certain cases of cultural misunderstanding in the workshop. I tried to resolve the dispute by comple tely understanding the issue of contention, and the respective approaches that each party had taken on the issue.Thereafter I clarified the entire situation to them, explaining in the process that their respective approaches where native consequences of their cultural training and application of that training on the issue in hand. In the process I encouraged them to understand and appreciate each others cultural understanding and orientation, they were successful in settling the conflict. Designing a process of Intercultural aspects of conflict resolution In the course to evolve a systematic cultural response to conflict, the first step is to breed familiarity among cultures that adds plurality and multicultural dimension to broaden existing views.In the process of evolving cultural familiarity communication, approaches towards conflict, cultural indication of life and identities and roles are identified as essential parameters (Carbaugh, 1990). Out of these, role and range of com munication has already been discussed. Now it is time to look at rest of three factors. Responses towards a conflict situation are largely culture dependent, guided by the ways each culture has systemized itself towards conflict.Direct and ingenuous ways of approaching conflict, generally acceptable in western society, may seem threatening and offensive in eastern cultures accustomed to third party negotiations. Similarly, cultures that follow calm and reasonable response to conflict, may feel intimidated by emotional and passionate response to conflict situation (Carbaugh, 1990). Cultural interpretation of life sets the starting point for people that forms basis of their thinking, values and philosophy, eventually deciding the role they would play in every conflict and their outcome they come across.It is the cultural orientation that makes societies disciplined or diffused, generalized or specific, value oriented or bohemian, and cooperative or isolated (Carbaugh, 1990). Hence cu ltural conflict resolution ultimately depends on the depth of understanding attained through interaction. Intercultural differences are very real forces in an environment where multiple cultures are interacting and organize on day to day basis.From my run intoing and observation the nature intercultural differences and their consequences on organizational and group efficiency, these differences can be resolved by taking a more comprehensive, collective and adaptive view of situation, that includes our own cultural vulnerabilities when placed in an unfamiliar social structure. As the workshop trainings and experience has demonstrated, it is very important to know the cultural background of people with whom we interact, fully understand the points where our mutual cultural understanding differ and recognize where they converge.Finally we should also develop a mutual sense of regard and appreciation for our combined cultural diversity. One of the revealing experiences that I have unde rgone relates to issue of timeliness. While in western culture, schedules are strictly followed and meetings start exactly on designated time, it is normal in many cultures to digress in time by a limited margin. Thus, in a multi-cultured environment, cultural ignorance can lead to conflict on such simple issue of scheduled arrival, while cultural knowledge and understanding would help in looking at from other persons cultural lens.Given the range and depth of cultural impact on overall personal behavior and communication style of people, there are numerous situations where cultural ignorance can directly put people against each other. Hence we should always strive to learn as much about other cultures as possible and continue to update our knowledge. References Burrel, N. A, 1990. Theory and Research in Conflict Management. edit M. Afzalur Rahim editor. Praeger Publishers. New York Rahim, M. A (2001), Managing Conflict in Organizations. Contributors M. Afzalur Quorum Books. Westpo rt, CT Handbook of Conflict Management. (2003) . Jerri Killian ,William J.Pammer Jr. (edits) Marcel Dekker. New York. Womack, D. F, 1990. Theory and Research in Conflict Management. edit M. Afzalur Rahim editor. Praeger Publishers. New York. Leborn, M. 2003. Culture and Conflict. Accessed online on 17. 11. 2007. http//www. beyondintractability. org/essay/culture_conflict/ Grosse, C. U. 2002. Managing Communication within Virtual Intercultural Teams Business Communication Quarterly, Vol. 65, 2002. Holliday, A. , Hyde, M. ,, Kullman, J. 2004. Intercultural Communication An Advanced Resource Book Routledge, Carbaugh, D. 1990 Cultural Communication and Intercultural Contact Lawrence Erlbaum Associates.