Culture is elastic -- knowing the cultural norms of a given group does not predict the behavior of a member of that group, who may not conform to norms for individual or contextual reasons. When the cultural groups we belong to are a large majority in our community or nation, we are less likely to be aware of the content of the messages they send us. Cultures shared by dominant groups often seem to be "natural," "normal" -- "the way things are done." We only notice the effect of cultures that are different from our own, attending to behaviors that we label exotic or strange. Cultural messages shape our understandings of relationships, and of how to deal with the conflict and harmony that are always present whenever two or more people come together. Writing about or working across cultures is complicated, but not impossible. Here are some complications in working with cultural dimensions of conflict, and the implications that flow from them: Communication refers to different starting points about how to relate to and with others. There are many variations on these starting points, and they are outlined in detail in the topic Communication, Culture, and Conflict . Some of the major variations relate to the division between high- and low-context communications, a classification devised by Edward T. Hall.[3] Low- and high-context communication refers not only to individual communication strategies, but may be used to understand cultural groups. Generally, Western cultures tend to gravitate toward low-context starting points, while Eastern and Southern cultures tend to high-context communication. Within these huge categories, there are important differences and many variations. Where high-context communication tends to be featured, it is useful to pay specific attention to nonverbal cues and the behavior of others who may know more of the unstated rules governing the communication. Where low-context communication is the norm, directness is likely to be expected in return. Inner-directed people tend to feel confident that they can affect change do my english homework, believing that they are "the masters of their fate custom writings service, the captains of their souls."[7] They focus more on product than process. Imagine their frustration when faced with outer-directed people, whose attention goes to nurturing relationships, living in harmony with nature, going with the flow, and paying attention to processes rather than products. As with each of the above sets of starting points, neither is right or wrong; they are simply different. A focus on process is helpful, but not if it completely fails to ignore outcomes. A focus on outcomes is useful, but it is also important to monitor the tone and direction of the process. Cultural fluency means being aware of different sets of starting points, and having a way to speak in both dialects, helping translate between them when they are making conflict worse. Therefore, it is useful for people in conflict to have interactive experiences that help them see each other as broadly as possible, experiences that foster the recognition of shared identities as well as those that are different. Beyond Intractability Cultures are embedded in every conflict because conflicts arise in human relationships. Cultures affect the ways we name process analysis essay topics examples, frame, blame, and attempt to tame conflicts. Whether a conflict exists at all is a cultural question. In an interview conducted in Canada how to improve on essay writing skills, an elderly Chinese man indicated he had experienced no conflict at all for the previous 40 years.[2] Among the possible reasons for his denial was a cultural preference to see the world through lenses of harmony rather than conflict, as encouraged by his Confucian upbringing. Labeling some of our interactions as conflicts and analyzing them into smaller component parts is a distinctly Western approach that may obscure other aspects of relationships. Culture is an essential part of conflict and conflict resolution. Cultures are like underground rivers that run through our lives and relationships presentation maker, giving us messages that shape our perceptions, attributions, judgments, and ideas of self and other. Though cultures are powerful, they are often unconscious, influencing conflict and attempts to resolve conflict in imperceptible ways. There is no one-size-fits-all approach to conflict resolution custom writings service, since culture is always a factor. Cultural fluency is therefore a core competency for those who intervene in conflicts or simply want to function more effectively in their own lives and situations. Cultural fluency involves recognizing and acting respectfully from the knowledge that communication, ways of naming, framing, and taming conflict, approaches to meaning-making, and identities and roles vary across cultures. As people communicate, they move along a continuum between high- and low-context. Depending on the kind of relationship how to write letter for admission, the context, and the purpose of communication, they may be more or less explicit and direct. In close relationships, communication shorthand is often used, which makes communication opaque to outsiders but perfectly clear to the parties. With strangers, the same people may choose low-context communication. [4] Lederach, John Paul. 1995. Preparing for Peace. Conflict Transformation Across Cultures. Syracuse, NY: Syracuse University Press, pp. 94. In high-context communication, most of a message is conveyed by the context surrounding it, rather than being named explicitly in words. The physical setting, the way things are said, and shared understandings are relied upon to give communication meaning. Interactions feature formalized and stylized rituals, telegraphing ideas without spelling them out. Nonverbal cues and signals are essential to comprehension of the message. The context is trusted to communicate in the absence of verbal expressions, or sometimes in addition to them. High-context communication may help save face because it is less direct than low-context communication, but it may increase the possibilities of miscommunication because much of the intended message is unstated. Approaches to meaning-making also vary across cultures. Hampden-Turner and Trompenaars suggest that people have a range of starting points for making sense of their lives, including: John Paul Lederach, in his book Preparing for Peace: Conflict Transformation Across Cultures, identifies two third-party roles that exist in U.S. and Somali settings, respectively -- the formal mediator and the traditional elder.[4] The formal mediator is generally not known to those involved essay of literature, and he or she tries to act without favoritism or investment in any particular outcome. Traditional elders are revered for their local knowledge and relationships, and are relied upon for direction and advice, as well as for their skills in helping parties communicate with each other. The roles of insider partial (someone known to the parties who is familiar with the history of the situation and the webs of relationships) and outsider neutral (someone unknown to the parties who has no stake in the outcome or continuing relationship with the parties) appear in a range of cultural contexts. Generally, insider partials tend to be preferred in traditional, high-context settings, while outside neutrals are more common in low-context settings. Cultural fluency means familiarity with cultures: their natures, how they work, and ways they intertwine with our relationships in times of conflict and harmony. Cultural fluency means awareness of several dimensions of culture, including [5] Hampden-Turner, Charles and Fons Trompenaars. 2000. Building Cross Cultural Competence. How to Create Wealth from Conflicting Values. New Haven and London: Yale University Press. Another way to explore meaning making is through metaphors. Metaphors are compact, tightly packaged word pictures that convey a great deal of information in shorthand form. For example, in exploring how a conflict began, one side may talk about its origins being buried in the mists of time before there were boundaries and roads and written laws. The other may see it as the offspring of a vexatious lawsuit begun in 1946. Neither is wrong -- the issue may well have deep roots, and the lawsuit was surely a part of the evolution of the conflict. As the two sides talk about their metaphors, the more diffuse starting point wrapped up in the mists of time meets the more specific one, attached to a particular legal action. As the two talk, they deepen their understanding of each other in context, and learn more about their respective roles and identities.
The process that make special contribution towards social differentiation, antagonism and division are called dissociative processes. Conflict, competition and mutual opposition are included in dissociative processes. 6. Conflict causes social disorder. 1. Conflict is unproductive. The unexpressed and hidden conflict is known as latent conflict. Here individuals or groups do not want to express their feeling of conflict. When individuals or groups express their conflicting feeling, overt conflict takes place. 5. It acts as a cementing factor in establishment of intimate relationship. 5. It may lead to inter-group tension. 7. Conflict changes the relative status of the contestants. Individuals or groups who are involved in conflict are aware of the fact that they are conflicting. The attention of every individual is fixed on his rival rather than on reward. 6. Conflict leads to the enlargement of the victor group. Sociologists have given different opinions regarding the types of conflict. George Simmel has distinguished four types of conflict. They are -- A.W. Green says that “Conflict is the deliberate attempt to oppose, resist or force the will of another or others.” Caste conflict takes place between different castes. The feelings of inferiority and superiority, holy and un-holy are responsible for caste conflicts. The social processes can broadly be divided into two categories. One is associative social process and the other is dissociative social process. But resolving each individual dispute--the "Travel Ban," the elimination of the Obama rule requiring financial professionals to put their client's interests first, the requirement that all agencies that issue regulations to eliminate two regulations for each one they create, for instance--will not end the conflict between Republicans and Democrats. Indeed, if the each of these disputes is ended by one side over-powering the other, it is likely just to make the long-term conflict even more intractable than it was before. Citing Beyond Intractability resources. Long-term conflicts, on the other hand, usually involve non-negotiable issues. They may involve deep-rooted moral or value differences. high-stakes distributional questions. or conflicts about who dominates whom. Fundamental human psychological needs for identity writing good essay questions, security. and recognition are often at issue as well. None of these issues are negotiable. People will not compromise fundamental values. They will not give up their chance for a better life by submitting to continued injustice or domination, nor will they change or give up their self-identity. Deep-rooted conflicts over these types of issues tend to be drawn out and highly resistant to resolution, often escalating or evolving into intractable conflicts. [2] Douglas H. Yarn, ed. "Conflict" in Dictionary of Conflict Resolution. San Francisco: Jossey-Bass 1999. p. 115. Most people probably do not recognize a distinct difference between the terms "conflict" and "dispute." However, many conflict scholars do draw a distinction between the two terms. As is unfortunately common in this field, different scholars define the terms in different ways, leading to confusion. Current Implications
0 Kommentare
Hinterlasse eine Antwort. |