Nonverbal communication and culture. Identity, stereotypes and prejudices, страница 47

Traditional societies often use mediation models based on indirect means. The models vary but share many characteristics. Mediation is advantageous because it relies on the disputing parties' active involvement and buy-in to the resolution. Also, it represents the work of all involved, so it's likely to be more creative and integrative. Finally, mediation is often cheaper than legal resolution (Hocker & Wilmot, 1998: 244).

SUMMARY

-  The interpretive and critical approaches focus on intergroup relationships and emphasize the contexts of conflict. Conflicts arise against the backdrop of existing social movements — for example, in reaction to racism, sexism, and homophobia.

-  Some social movements use nonviolent means of dealing with these conflicts; others confront conflict with violence.

-  Conflict may be productive or destructive. Productive conflict is more likely to be managed or resolved. One theme of destructive conflict is a competitive atmosphere.

-  A cooperative atmosphere is more conducive to conflict management or resolution. Suggestions for dealing with intercultural conflicts include staying centered, maintaining contact, recognizing the existence of different styles, identifying a preferred style, being creative and expanding one's conflict style repertoire, recognizing the importance of conflict context, and being willing to forgive.

-  Transforming methods of mediation are commonly used in many cultures. A conflict transformer helps the disputing parties change their attitudes and behaviors.

1.  What is the conflict from social and cultural perspectives rooted in?

2.   How are conflict strategies used in social movements?

3.  What other contexts can be sources of conflict?

4.   How can conflicts arise from economic contexts?

5.  Give examples when historical antagonisms become part of cultural identities and practices

that lead to conflict.

6.  Consider productive and destructive conflicts.

7.  How can conflict be dealt with?

8.  How does an attitude of forgiveness facilitate conflict resolution?

9.  What are some general suggestions for dealing with intercultural conflict?

10.  Why is mediation a more productive way of resolving conflict as compared to legal practices?

11.  Work in groups of four: Select two countries or cultural groups that are currently in conflict (or that historically have been in conflict). In your group form two pairs. One pair will research the conflict from the perspective of one of the two cultural groups or countries, whereas the other pair – from the perspective of other groups or country. Outline the main problems and arguments. Explore the role of cultural values, as well as political, economic and historical contexts that may contribute to the conflict.

REFERENCES

Augsburger, D. Conflict Mediation Across Cultures. – Louisville, KY: Westmister / John Knox Press, 1992.

Deutsch, M. A Theoretical Perspective on Conflict and Conflict Resolution. In: D. Sandole & I. Sandole-Staroste (Eds.). Conflict Management and Problem Solving. – New York: New York University Press, 1987.

Hocker, J. L. & Wilmot, W. W. Interpersonal Conflict, 5^th ed. - New York: McGraw-Hill, 1998.

Lulofs, R. S. Conflict: From Theory to Action. – Scottsdale, AZ: Gorsuch Scarisbrick Publishers, 1994.

Martin, J. N., & Nakayama, Th. K. Intercultural Communication in Contexts, 2^nd ed. – Mountain View, CA: Mayfield Publishing Co., 2000.

Speicher, B. L. Interethnic Conflict: Attribution and Cultural Ignorance. – Howard Journal of Communication. No. 5, 1994, pp. 195 – 213.

SEMINAR 5

INTERCULTURAL COMMUNICATION IN BUSINESS

* Culture and business setting * International business context * Cultural views toward management and managers * Culture specific business practices * Negotiation * Diversity in advertising * Cultural conflicts in the workforce (discrimination and sexual harassment)