Resolving Conflict in a Multicultural Environment
Conflict in the workplace can arise from a variety of factors, including disagreements over objectives or points of view between two or more individuals. Cross-cultural conflict in the workplace can arise when different groups of individuals collaborate. Not only is it not always clear whether a disagreement is motivated by culture, but it is also not always clear how to resolve cross-cultural conflict in the workplace.
Identifying cultural conflicts.
Resolving cultural conflicts.
The resolution of cross-cultural conflict begins with identifying whether cultural issues are involved. There are three ways of cross-cultural conflict resolution.
1. Probing for the cultural dimension.
The parties should acknowledge that there is a cultural component to their disagreement before beginning the resolution process. Subsequently, it is imperative that all parties involved are prepared to address all aspects of the issue, including the cultural one. Third, there has to be methodical, gradual dispute resolution. Williams distinguished four stages: The following steps are taken: (1) the parties explain what they find objectionable in each other’s conduct; (2) they learn about the other party’s cultural perspectives; (3) they discover how the issue would be handled in the opponent’s culture; and (4) they create conflict resolution strategies. issue resolution becomes more difficult when the issue originated from irreconcilable ideals rather than merely misinterpretation of one another’s actions.
2. Learning about other cultures.
By being more knowledgeable about the cultures they encounter, people can avoid cross-cultural disputes. Training courses, general reading, conversing with others from many cultural backgrounds, and drawing lessons from the past are some ways to acquire this information. grasp your own culture and cultivating cultural awareness via gaining a thorough grasp of the values and beliefs of other cultures—as opposed to viewing them through the lens of cultural stereotypes—are crucial components of cultural education.
3. Altering organizational practices and procedures.