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WEEK 5 CULTURE CLASH (Class Slides)

Culture clash or conflict in the workplace can arise due to differences in communication styles, attitudes, work policies and practices, and cultural norms between individuals and groups. Functional conflicts that improve problem solving can benefit an organization, while dysfunctional conflicts that are personally adversarial or refuse collaboration tend to harm productivity. Managing cultural diversity and understanding different perspectives on issues like conflict resolution and "face" are important for minimizing intergroup conflicts in multicultural organizations.

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Thuy Van Hoang Nu
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42 views

WEEK 5 CULTURE CLASH (Class Slides)

Culture clash or conflict in the workplace can arise due to differences in communication styles, attitudes, work policies and practices, and cultural norms between individuals and groups. Functional conflicts that improve problem solving can benefit an organization, while dysfunctional conflicts that are personally adversarial or refuse collaboration tend to harm productivity. Managing cultural diversity and understanding different perspectives on issues like conflict resolution and "face" are important for minimizing intergroup conflicts in multicultural organizations.

Uploaded by

Thuy Van Hoang Nu
Copyright
© © All Rights Reserved
Available Formats
Download as PPTX, PDF, TXT or read online on Scribd
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Culture clash or conflict in workplace/

business
Conflict defined
Conflict occurs because of disagreements or
incompatibilities between individuals or
within groups and entire organizations (Weiss
1996).
The role of conflict in the organizational life
(Weiss 1996) Functional conflict – contributes to
an individual’s, group’s, or an organization’s
Conflicts are functional (constructive) when they:
Bring up, rather than hide issues over which there
are differences. Force individuals to be direct and
to accelerate problem solving. Attack issues rather
than individuals.
Dysfunctional conflict
Dysfunctional conflict: Has a destructive nature.
Creates distortion in the performance, negative
stereotyping, poor communication, and a decrease
of productivity.
Dysfunctional conflict
Dysfunctional conflict occurs when the
participants refuse to collaborate to find a solution.
A superior is unwilling or unable to arbitrate.
One or both of the participants refuse to accept the
superior’s arbitration. Rules and dispute–resolution
procedures are inadequate, ambiguous, or
contradictory.
Poor communication
communication is poor; the participants are
unable to communicate essential information,
or disagree on how it should be interpreted.
Sources and types of conflict
Sources and types of conflict (Weiss 1996) 1.
Structural conflict: occurs because of the cross–
functional departmental differences over goals,
time horizons, rewards, authority, status, and
resources.
Intrapersonal conflict
Intrapersonal conflict: occurs within an individual.
1. Intra (nội)–role
2. Inter (liên)–role
3. Person–role
Interpersonal conflict
Interpersonal conflict: occurs between two or more
individuals.
Interorganizational conflict occurs between
enterprises and external stakeholders

Factors that influence perception and tolerance of


conflict (Mead 1998).
Industrial and occupational factors (some
industries are more tolerant than the others).
Organizational culture
 Urgency
 Personal interests
 Individual psychology
 Culture
Conflict in different cultures
The meaning of conflict in different cultures (Hofstede
1984, 1991)
Collectivist vs. Individualist culture
Harmony is maintained and direct confrontation is
avoided. An honest person should speak his/her mind.
Large vs. Small Power distance
Highvs. Low Uncertainty Avoidance
Masculine vs. Feminine Cultures
Across Cultures conflict
Conflict is communicated differently across
cultures.
PERSONALITY CLASH
People have differing
◦ Communication styles
◦ Temperaments
◦ Attitudes
People may not be able to identify cause of dislike
Work Policies and Practices
 Often surface when managers don’t understand that employees view policies
as unfair
 Conflict may happen when organizations maintain confusing or arbitrary
◦ Rules
◦ Regulations
◦ Performance standards
Adversarial Management
Conflictcan occur when managers view employees and
other managers with distrust and suspicion
Leads to a lack of respect by employees
Makes teamwork and cooperation difficult
Cultural differences in the workplace
Dress: some cultures specific clothing such as headscarves or
turbans that are worn at all the times.
Religion practices: some religions require time during work each
day for prayer or time off for special religious days.
Customs: some cultures can or can not have specific foods or
drinks or may have rules about how food is prepare.
Cultural differences in the workplace
 Social values: ideas about appropriate social or sexual behavior, work
ethnics, wealth and personal growth vary between cultures.
 Family obligations: some cultures have very high family priorities which
may sometime conflict with work.
 Non-verbal behavior: eye contact, facial expression, and gestures and people
interpret them vary between cultures.
Example of cultural conflicts

Western organizations and workplace may not be used to Chinese


customs and way of business-doing.
Refusal to drink by guests in China is deemed seriously impolite
and some cases could affect contract signing.
While it may be hard to swallow for many westerners.
Cultural differences in the workplace
 Social values: ideas about appropriate social or sexual behavior, work
ethnics, wealth and personal growth vary between cultures.
 Family obligations: some cultures have very high family priorities which
may sometime conflict with work.
 Non-verbal behavior: eye contact, facial expression, and gestures and people
interpret them vary between cultures.
Example of cultural conflicts

Western organizations and workplace may not be used to Chinese


customs and way of business-doing.
Refusal to drink by guests in China is deemed seriously impolite
and some cases could affect contract signing.
While it may be hard to swallow for many westerners.
How to resolve cultural conflicts

The parties describe what they find offensive in each other’s


behavior.
They get an understanding of the other party’s cultural
perceptions.
They learn how the problem would be handled in the cultural
of the opponent.
Keep your personal beliefs personal.
Conflict Resolution Approach
Thomas’s (1976) Conflict Resolution Approach
The choice of the conflict resolution style by the
party involved in conflict is influenced by the
following factors:
The stake in the outcome.
 The emotional involvement.
 The urgency.
Precedent.
 Culture.
Conflict and the Concept of Face
Conflict is face–related as the concept of face
appears to be a predictor of what conflict strategies
are being used (Ting-Toomey 1988).
Intervention by a superior
Conflict with members of outgroups (Khoo 1994)
 People from collectivist culture tend to be
aggressive and confrontational with the out–group
members.
Mediating conflict across cultures
In the cultures where conflict is seen as
undesirable and potentially face damaging
involvement of third parties is encouraged.
Principles of Conflict Mediation (Weiss 1996)
 Acknowledge that you know a conflict exists and
propose an approach for resolving it.
 In studying the position of both parties, maintain a
neutral position regarding the disputants – if not
the issues.
Principles of Conflict Mediation (Weiss 1996)
 Keep the discussion issue oriented, not personality
oriented. Focus on the impact the conflict is having
on performance.
 Help your people put things in perspective by
focusing first on areas where they might agree. Try
to deal with one issue at a time.
Principles of Conflict Mediation (Weiss 1996)
Remember, you are a facilitator, not a judge. Judges deal
with problems, facilitators deal with solutions.
 Make sure people fully support the solution they have
agreed upon.
Preventing Intergroup Con flict
A multicultural organization must minimize
interpersonal and intergroup conflict related to
group identity and must promote the understanding
of cultural differences.
THANK YOU

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