Culture and conflicts are a common combination around the world. In some cases conflicts are realistic and some are nonrealistic. When we think about cultural differences and the conflicts that start and some seem to never end, one that always pushes to the for front is belief and attitudes. (Harris & Moran, 2011, p. 13).
Currently in my speech class we are discussing the different types of conflicts and ways to work through them. As I was reading through this week’s assignment in text, I notice that cultures and conflicts are speaking in the same sentence. Culture is defined as “gives people a sense of who they, of belonging, of how they should behave, and of what they should be doing” (Harris & Moran, 2011, p. 10). Culture is also considered “ dominating source of conflict” (Harris & Moran, 2011, p. 11).
That being said, as I conducted my research for this weeks speech assignment there are two types of conflicts, there is realistic, which is considered the type that has an end goal for either party involved and the other type is nonrealistic which is the type of conflict that has no end goal beside destroying and hurting the opposition or other party (Folger & Poole, 2013, p.8). Now as I’m reading about beliefs and attitudes and how this is the most difficult type of cultural category, it reminds me of the nonrealistic type of conflict. For years and years there has been conflicts specifically over differences about beliefs that seem to never have an end. The conflict goes on with no real conclusion, just the satisfaction of destroying another party or person.
In conclusion, the idea of cultural conflicts based on beliefs and supernatural and religious ideologies seem to be fruitless and never ending. Cultures are imbedded from early ages, this is a way of life and the reason for living. These conflicts that arise from such differences will most likely never go away and we s humans will continually deal with such issues.
Moran, R. T., Harris, P. R., & Moran , S. V. (2011). Managing Cultural Differences. New York: Butterworth-Heinemann.
Folger, J. P., Poole, M. S., & Stutman, R. K. (2013). Working Through Conflict. New Jersey: Pearson.