Conflict can be found all around us. In most cases, it occurs due to our differences. Everyone is raised differently and adapts to the culture around them. Since we all come from a variety of diverse cultures, the way we handle conflict differs. Conflict in culture usually occurs because of the differences in values. Culture is what gives us messages that form our perception, judgments, and attributes. Therefore, it dramatically influences conflict and how we resolve these conflicts. Culture plays a big part in how we name, blame, and take responsibility.

According to Author Junhua Wang, “cultural conflict is a natural occurring during each multicultural process; enhancing shared goals and principles while respecting individual cultural differences” (Wang, 2018. Pg. 2, Para. 1).  Wang explains why a person may act accordingly based on the norms of their culture. A person who has a different worldview may see the norm from a completely different standpoint (Wang, 2018.). This often leads to a misunderstanding between the two and lead to conflict. Since culture may be found in different genders, ethnicities, and religions, actions of resulting conflict vary. For example, someone who is Christian will resolve conflict differently from someone who is an atheist. Christians believe in a higher power. They believe the choices they make will later reflect their afterlife. Therefore, they will resource to the bible about a specific conflict. Christians are supposed to live by acceptance and love. Being a part of a Christian culture means always to try and find a positive solution. The Atheist does not believe in the existence of a supreme being. As a result, they may handle conflict differently. They may be more expressive with how they feel about the conflict, and not so forgiving.

The best way to resolve or handle cultural conflict is by learning about other cultures. Organizations work in diverse environments. This gives people the opportunity to interact regardless of culture (Wang, 2018). It may also prevent cross-cultural conflicts by allowing someone to learn about a specific culture before potential conflict arises. Authors Abramson and Remington suggest, “the person involved in cross-cultural conflicts must be careful not to assume that the perception and values of the persons involved in the conflict are the same” (Abramson, Remington, 2018. Pg. 18, Para. 1). This may be difficult due to the new thinking it requires. Knowledge of cross-cultural conflict can be obtained through various training programs, reading, and simply talking to people of diverse cultures.

In understanding cultural conflict, Abramson and Remington suggest, “Perhaps less obvious to those embroiled in conflicts, we also need to be respectful and maintain cordiality—even when we disagree” (Abramson, Remington, 2018. Pg. 18, Para. 4). Whether it is negative or positive outlook, an understanding of how each culture handles conflict is the best way to preventing matters to worsen.  Conflict may result in a positive or negative outcome. It provides the necessary experiences to teach diversity. It is an essential tool that builds healthy relationships in organizations. It is common for people to disagree with each other. These disagreements come from different views we share. How we chose to handle conflicts shows just how diverse our cultures are. There is no such thing as one right culture. If we can all come together to learn about our differences, we have a good shot in identifying and resolving cultural conflicts.

Work Cited:

Junhua Wang. (2018). Strategies for Managing Cultural Conflict: Models Review and Their Applications in Business and Technical Communication. Journal of Technical Writing & Communication, 48(3), 281–294. https://doi-org.ezaccess.libraries.psu.edu/10.1177/0047281617696985

Abramson, Neil Remington. Managing Cultural Differences: Global Leadership for the 21st Century (p. 18). Taylor and Francis. Kindle Edition.

Abramson, Neil Remington. Managing Cultural Differences: Global Leadership for the 21st Century (p. 19). Taylor and Francis. Kindle Edition.

During the Summer of 2018, I was promoted to the role of supervisor. However, before I was promoted, I needed to go through a series of job promotional formalities as required by the Human Resources (HR) department. One of these formalities was a board interview which consisted of four executive-level employees; each of the four executives asked a series of questions, that of which I needed to answer promptly.  One of those questions was about cultural diversity within the workplace. The following question was asked: “How can people better understand each other?”

In answering this question, I recalled an online article from the Pew Research Center, “How America Changed During Barack Obama’s Presidency (2017).” By referencing a Pew article, I was able to extemporaneously reference how President Obama used diverse resources for ideas, insights, strategy, and solving problems. For example, Obama used the appropriate balance among values, relationships, and goals, which is cultural synergy. While meeting specific goals and reaching cultures and their values, Obama created cultural synergy by reaching many different age groups by being diverse and open to Internet communication and social media (Sutter, 2009).

Synergy is essential because it allows groups to work in harmony to solve common issues. Therefore, in turn, will enable people to learn from each other’s convictions. As the United States grows more diverse the need for attracting a more full diverse range of employees will become fundamental to business strategy.  When it comes to “Managing Cultural Differences,” Abramson and Moran have stated how “Culturally skilled leaders are essential for the effective management of emerging global corporations as well as for the furtherance of mutually beneficial world trade and exchange.”

Additionally, Abramson and Moran explain how, “In these undertakings, the promotion of cultural synergy by those who are truly global managers will help us to capitalize on the differences in people while ensuring their collaborative action.” Abramson & Moran (2018, Kindle Edition, p.36, para 4)

In summary, with proper understanding, experience and training, leaders can effectively use cultural synergy within the workplace for the benefit of the organization’s mission. Workplace cultural synergy allows for the inclusion of employees regardless of sex, age, race, ethnicity, nationality, disability, sexual orientation, gender identity/expression or religious creed. The key to cultural synergy is inclusion and cultural awareness. When employees feel included and appreciated, their loyalty is ignited with the sense of belonging. A workforce that is culturally sensitive embraces alternative perspectives while encouraging respect and dignity of individuals.

As a supervisor, I have personally seen the benefits of cultural synergy. When diversity is valued, teamwork can be enhanced through inclusion, ideation, and convergence. When businesses internally value diversity, culture becomes an additional benefit.

Work Cited

How America Changed During Barack Obama’s Presidency | Pew … (n.d.). Retrieved from http://www.pewresearch.org/2017/01/10/how-america-changed-during-barack-obamas-p

Sutter, J. (2009, 03 27). Obama answers handful of 104,000 Web questions. Retrieved 02 14, 2019, from CNN: http://www.cnn.com/2009/TECH/03/26/online.obama/index.html?eref=rss_tech

Abramson, Neil Remington. Managing Cultural Differences: Global Leadership for the 21st Century (p. 36). Taylor and Francis. Kindle Edition.

Ethnocentrism is a term used to describe cultural or ethnic favoritism that occurs when an individual observes another culture from the standpoint of their religion. They establish their culture as the standard upon which all other culture be compared and normally deemed inferior. This way of thinking usually results in a failure to comprehend different cultures. Thus, leading the individual into an unconscious conflict of personal, racial, or cultural problems ranging from an individual to a group. It involves looking at the world from the perspective of one’s own culture and provides a narrow view of the world (Ferraro, Andreatta, Holdsworth, 2017). Theorists believe that this is a natural way for them to feel proud of their group. Ethnocentrism is usually learned not inherited, “attitudes are learned, and therefore can be unlearned. A global mindset is an attitude; it is not knowledge or information. We learn to be ethnocentric, and we can learn to be global in our perspective” (Abramson, Moran. p. 228. par 4).

Negativity in ethnocentrism can be brought to extreme levels. It can lead to oppression, racism, discrimination, and ultimately, war. One of the most recognizable examples of this is the Holocaust. During the Holocaust, Nazi Germany took so much pride in their Aryan culture that they deemed other cultures unworthy of inhabiting the earth. Like this, the Aryans took drastic measures to rid the world of different cultures, starting with the Jews. Another prime example is African American slavery. Racist behavior caused radical discrimination and segregation of the African American people, a movement that lasted over 200 years.

Is it humanistic for society in some way or another to consider itself superior to others? According to the Journal of Conflict Resolution, some groups will always believe that their culture and society is the center of everything (Swartz, 1961). I believe as time progresses, cultures will continue to intermingle, and diversity will be the norm. Although we will see growth in diversity in the world, we will always see elements of ethnocentrism. In this sense, some cultures are more progressive and diverse than others. It is human nature to fear things that are different or difficult to understand, and I believe that fear is the driving force behind racism, discrimination, and even war.

I think one of the most beautiful things about the world is the fact that we have the luxury of learning different ways of life and understanding the diverse cultures of the world. It is essential for people to embrace their differences. Doing so allows us to better ourselves and create a better world for us all.

Work Cited:

Ferraro, Andreatta, and Holdsworth 2017. Cultural Anthropology: An Applied Perspective.  Toronto: Nelson.

Wagner, G. (2015). Ethnocentrism and sociology. Research Starters: Sociology (Online Edition), (n.d.). Retrieved from https://www.merriam-webster.com/

Swartz, M. J. (1961). Negative ethnocentrism. The Journal of Conflict Resolution (Pre-1986), 5(1), 75. Retrieved from http://search.proquest.com.proxy.cecybrary.com/docview/235718224?accountid=45927

Abramson, Neil Remington. Managing Cultural Differences: Global Leadership for the 21st Century (p. 228). Taylor and Francis. Kindle Edition.