This document provides an overview of approaches to conflict and intercultural conflict management. It discusses two orientations to conflict - as an opportunity or as destructive. The social science approach frames different types of conflict. Interpretive and critical approaches examine cultural, economic, historical, political and social contexts of conflict. When managing intercultural conflict, the document advises recognizing different conflict styles, staying centered, maintaining contact, and being willing to forgive. Productive conflict is narrowed in scope while destructive conflict exacerbates issues. Cooperation is preferable to competition. Mediation can help parties actively participate in conflict resolution. Intercultural conflict has many contextual dimensions.

1. Rima Juniar
F2201211021
Culture,
Communication,
and Conflict

2. Table of
contents
TWO ORIENTATIONS
TO CONFLICT
01
THE SOCIAL SCIENCE
APPROACH TO
CONFLICT
02
INTERPRETIVE AND
CRITICAL
APPROACHES TO
SOCIAL CONFLICT
03
MANAGING
INTERCULTURAL
CONFLICT
04

3. Two
Orientations
to Conflict
01

4. Conflict as
Opportunity
 Conflict is a normal, useful process.
 All issues are subject to change
through negotiation.
 Direct confrontation and conciliation
are valued.
 Conflict is a necessary renegotiation
of an implied contract—a
redistribution of opportunity, release
of tensions, and renewal of
relationships.
Conflict as
Destructive
 Conflict is a destructive disturbance
of the peace.
 The social system should not be
adjusted to meet the needs of
members; rather, members should
adapt to established values.
 Confrontations are destructive and
ineffective.
 Disputants should be disciplined.

5. The Social Science
Approach to
Conflict
02

6. Conflict of Interest Cognitive Conflict
Value Conflict Goal Conflict
when two or more people
become aware of differences
in their thought processes or
perceptions
Affective Conflict
When people become aware that their
feelings and emotions are incompatible
with one another.
a situation in which people
have opposing views on a
course of action or plan of
action.
when two or more people
become aware that their
thought processes or
perceptions differ.
when people's ideologies on
specific issues differ.
Types of Conflict

7. Conflict Styles
Dominating style
An individual achieves his or her goal at
the expense of others’ needs.
Integrating style
The open and direct exchange of
information in an attempt to reach a
solution acceptable to both parties.
Compromising style
Involves sharing and exchanging
information to the extent that both
individuals give up something to find a
mutually acceptable decision.
Obliging style
Minimizing differences and
incompatibilities while emphasizing
similarities.
Avoiding style
This strategy may be seen as tactical
in maintaining harmonious
relationships.

8. Do males and females of
different ethnic
backgrounds prefer
different ways of dealing
with conflict?
Gender, Ethnicity,
and Conflict Ethnicity and gender may
be related to conflict
resolution strategies,
assuming that any one
person will behave in a
particular way because of
his or her ethnicity or
gender is inappropriate
(and inaccurate).

9. Values Differences
and Conflict Styles Individualistic societies
prioritize the individual
over groups such as the
family or the workplace.
Individualistic
Extended families and
group loyalty are often
more important in
collectivist societies.
Collectivistic

10. Interpretive
and Critical
Approaches
to Social
Conflict
03

11. Cultural Differences
Economic Context
Many people believe that
pointing to cultural
differences or putting
blame makes it easier to
explain economic
problems.
Historical &
Political Context
When people are not
viewed as a part of a
culture, they may develop
identities that are seen as
diametrically opposed to
the mainstream culture.
Social Context
Many issues concerning
intercultural interaction
are highlighted by social
movements.

12. Managing
Intercultural
Conflict
04

13. Productive Vs. Destructive Conflict
Productive Destructive
● Individuals or groups narrow
the conflict in terms of
definition, focus, and issues.
● keep the conflict focused on the
original issue.
● steer the conflict in the direction
of cooperative problem solving.
● have faith in leadership that
emphasizes mutually beneficial
outcomes.
● They exacerbate problems or
foster negative attitudes.
● increase the conflict from the
original issues, leaving any aspect
of the relationship open for
reconsideration.
● Power, threats, coercion, and
deception are all used in
strategies.
● They polarize around a single-
minded, militant leader.

14. Competition
A competitive environment
fosters pressure, deception,
suspicion, and rigidity, as well
as poor communication.
Competition Vs. Cooperation
Cooperation
A cooperative environment
fosters perceived similarity,
trust, and flexibility, which
leads to open communication.
01 02

15. Dealing with
Conflict
Recognize the
existence of
different
styles.
Identify your
preferred
style.
Be creative
and expand
your style
repertoire.
Recognize the
importance of
conflict
context
Stay centered
and do not
polarize.
Maintain
contact.
Be willing to
forgive.

16. Mediation
The act of resolving a
conflict between two
parties by having
someone intervene.
Mediation is
advantageous
because it relies on
the active
participation and
commitment of the
disputing parties to
the resolution.

17. Intercultural conflict can be
distinguished by a variety of
dialectics, such as economic, religious,
cultural, and political tensions, as well
as ambiguity, language issues, and
conflict management styles.

19. Reference
Martin, J. N., & Nakayama, T. K. (2010). Intercultural Communication in Context
(5th Edition). McGraw-Hill.