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LEA 6185 W4 Diversity and Conflict Resolution Project

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DIVERSITY AND CONFLICT RESOLUTION 1
Diversity and Conflict Resolution
Barton Lord
South University Online
LEA 6185 Week 4 Project
Dr. Steven Davis
February 8, 2021

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DIVERSITY AND CONFLICT RESOLUTION 2
Cultural Diversity and Conflict
Culture is the sum total of the characteristics shared by a society (Ghemewat, Reiche,
2011, p. 1). Non-verbal communications underly important meanings in culture and negotiations.
Individual actions are informed by shared events and socializations unique to the cultural mores.
Relationship to family, customs, employer/employee, and manager executive interactions, all
play a part in the cultural ideology and the personal connection to a way of life and belief. These
are critical factors to basic understanding to enter new international territory. Failure to
understand this underlying matrix of driving forces can lead to cultural-based conflict.
Diversity definitions include how we react to situations and negotiations. These reactions
differ between cultures represent the potential intersection of collaboration and conflict. Culture
does not cause conflict but is an element of creating the situation where differing cultural views
create the incidence of conflict. Careful thought and preparation are required to understand the
unintentional conflict that can arise in an international multi-cultural negotiation (Karam, 2013).
Culture and in turn diversity have a duality, the obvious different cultural aspects of dress,
greetings, food, techniques, and the hidden side, morals, ethics, values systems, power distance
cultural norms for business activities. These impact negotiations, social behavior, and work
patterns (Karam, 2013). Though cultures are powerful, they are often unconscious, influencing
conflict and attempts to resolve conflict in imperceptible ways.” (LeBaron, 2003). Individualism
versus collectivism, gender power distance relationship, orientation to time and egalitarian value
systems are all potential sources of cultural conflict. Cultural rules, attributes, perceptions,
judgments, all flow from personal levels. Conflict is between individuals, not between
companies. Overarching perceptions, taxonomies and stereotyping of cultural traits, ("Italians
think this way," or "Buddhists prefer that"), (LeBaron, 2003) are not viable assumptions. Culture

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DIVERSITY AND CONFLICT RESOLUTION 1 Diversity and Conflict Resolution Barton Lord South University Online LEA 6185 Week 4 Project Dr. Steven Davis February 8, 2021 DIVERSITY AND CONFLICT RESOLUTION 2 Cultural Diversity and Conflict Culture is the sum total of the characteristics shared by a society (Ghemewat, Reiche, 2011, p. 1). Non-verbal communications underly important meanings in culture and negotiations. Individual actions are informed by shared events and socializations unique to the cultural mores. Relationship to family, customs, employer/employee, and manager executive interactions, all play a part in the cultural ideology and the personal connection to a way of life and belief. These are critical factors to basic understanding to enter new international territory. Failure to understand this underlying matrix of driving forces can lead to cultural-based conflict. Diversity definitions include how we react to situations and negotiations. These reactions differ between cultures represent the potential intersection of collaboration and conflict. Culture does not cause conflict but is an element of creating the situation where differing cultural views create the incidence of conflict. Careful thought and preparation are required to understand the unintentional conflict that can arise in an international multi-cultural negotiation (Karam, 2013). Culture and in turn diversity have a duality, the obvious different cultural aspects of dress, greetings, food, technique ...
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