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Running head: CULTURAL INTERACTION: CASE STUDY 1
Cultural interaction: Case study
Name
Institution
Class
Date
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CULTURAL INTERACTION: CASE STUDY 2
Tanya’s case needs meticulous examination, critical thinking and prudent decisions to
solve the challenges in the institution without negatively affecting the employees. Even so,
priority should be given to problems that are crucial and likely to have an immediate impact on
the working environment in the school. As such, Tanya can be advised to address the cultural
issues that are affecting the teachers (Denhardt, Denhardt & Aristigueta, 2016). This will then be
followed by treating the cultural misunderstanding between the teacher and the student. Then she
can finalize with the solution to James’ case.
The root of the problem that causes the cultural misunderstandings between the various
employees from different races is lack of constant interaction. The lack of continuous interaction,
in this case, means that the teachers are working in the same institution, but they are not
continually engaging with each other. The lack of engagement in return has cause suspicion
which has made the minority feel isolated (Denhardt, Denhardt & Aristigueta, 2016). The lack of
engaging each other has also affected communication that has made the teachers of color feel
that the white teachers do not understand the children. Furthermore, the lack of interaction has
made each group lack an understanding of each other leading to cultural intolerance. It is
possible that these teachers love sticking together based on their races.
The cultural challenge can be addressed firstly through open dialogue between the
teachers. The open discussion will help the two groups reveal how they feel and what makes
them think the way they do. Having identified these causes of the negative feelings, Tanya has to
address them then. Secondly, it is likely that there is a lot of lack of interaction between the
teachers as such, Tanya should develop ways in which the teachers can interact with each other
(Denhardt, Denhardt & Aristigueta, 2016). The first approach would be encouraging teacher to
shuffle the way they sit in the staffroom or at break or lunch hours. They should mix by race to
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CULTURAL INTERACTION: CASE STUDY 3
promote interaction. Team building programs, as well as seminars and conferences on workplace
diversity, would be very appropriate. Tanya can finally help the teachers to continually work in
teams of mixed races to promote interaction, cultural understanding, and tolerance. As for James’
case, Tanya can consider not sending him away from the school since the law was passed after
James had been employed. It is therefore not binding to him. Even so, she should talk about it
with James and her seniors to ensure that James is not affected. Moreover, James has been
performing well for the past 15 years, and hence there is no reason to send him away (Denhardt,
Denhardt & Aristigueta, 2016).
When dealing with the conflict, open dialogue and constant interaction would be the best
methods to use. Open discussion helps the conflicting parties understand each other and hence
avoids assumptions and suspicion. Constant interaction through activities will be significant
because each group will appreciate the contributions of the other. It will also increase cultural
tolerance.
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CULTURAL INTERACTION: CASE STUDY 4
References
Denhardt, R., B. Denhardt, J., V. & Aristigueta, M., P., (2016). Managing Human Behavior in
Public and Nonprofit Organizations, (4 Edition). Thousand Oaks, CA: Sage Publications.

Unformatted Attachment Preview

Running head: CULTURAL INTERACTION: CASE STUDY Cultural interaction: Case study Name Institution Class Date 1 CULTURAL INTERACTION: CASE STUDY 2 Tanya’s case needs meticulous examination, critical thinking and prudent decisions to solve the challenges in the institution without negatively affecting the employees. Even so, priority should be given to problems that are crucial and likely to have an immediate impact on the working environment in the school. As such, Tanya can be advised to address the cultural issues that are affecting the teachers (Denhardt, Denhardt & Aristigueta, 2016). This will then be followed by treating the cultural misunderstanding between the teacher and the student. Then she can finalize with the solution to James’ case. The root of the problem that causes the cultural misunderstandings between the various employees from different races is lack of constant interaction. The lack of continuous interaction, in this case, means that the teachers are working in the same institution, but they are not continually engaging with each other. The lack of engagement in return has cause suspicion which has made the minority feel isolated (Denhardt, Denhardt & Aristigueta, 2016). The lack of engaging each other has also affected communication that has made the teachers of color feel that the white teachers do not understand the children. Furthermore, the lack of interaction has made each group lack an understanding of each other leading to cultural intolerance. It is possible that these teachers love sticking together based on their races. The cultural challenge can be addressed firstly through open dialogue between the teachers. The open discussion will help the two groups reveal how they feel and what makes them think the way they do. Having identified these causes of the negative feelings, Tanya has to address them then. Secondly, it is likely that there is a lot of lack of interaction between the teachers as such, Tanya should develop ways in which the teachers can interact with each other (Denhardt, Denhardt & Aristigueta, 2016). The first approach would be encouraging teacher to shuffle the way they sit in the staffroom or at break or lunch hours. They should mix by race to CULTURAL INTERACTION: CASE STUDY 3 promote interaction. Team building programs, as well as seminars and conferences on workplace diversity, would be very appropriate. Tanya can finally help the teachers to continually work in teams of mixed races to promote interaction, cultural understanding, and tolerance. As for James’ case, Tanya can consider not sending him away from the school since the law was passed after James had been employed. It is therefore not binding to him. Even so, she should talk about it with James and her seniors to ensure that James is not affected. Moreover, James has been performing well for the past 15 years, and hence there is no reason to send him away (Denhardt, Denhardt & Aristigueta, 2016). When dealing with the conflict, open dialogue and constant interaction would be the best methods to use. Open discussion helps the conflicting parties understand each other and hence avoids assumptions and suspicion. Constant interaction through activities will be significant because each group will appreciate the contributions of the other. It will also increase cultural tolerance. CULTURAL INTERACTION: CASE STUDY References Denhardt, R., B. Denhardt, J., V. & Aristigueta, M., P., (2016). Managing Human Behavior in Public and Nonprofit Organizations, (4 Edition). Thousand Oaks, CA: Sage Publications. 4 Name: Description: ...
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