Reconciling and harmonising cultural conflict - Assignment Example

Comments (0) Cite this document
Summary
When diverse individuals hailing from different cultures must work together in the organisation,conflict is virtually an inevitable outcome.Especially in the built environment,team functioning and inter-dependency is absolutely critical in meeting deadlines, identifying problem-solving solutions to a variety of business problems…
Download full paperFile format: .doc, available for editing
GRAB THE BEST PAPER92.6% of users find it useful
Reconciling and harmonising cultural conflict
Read TextPreview

Extract of sample "Reconciling and harmonising cultural conflict"

Download file to see previous pages When diverse individuals hailing from different cultures must work together in the organisation,conflict is virtually an inevitable outcome.Especially in the built environment,team functioning and inter-dependency is absolutely critical in meeting deadlines, identifying problem-solving solutions to a variety of business problemsThe problem with establishing a team environment in which organisational members are representative of dissimilar cultures is that there may be disagreements about how to approach such conceptions as risk adoption, what is considered to be effective and appropriate communication style and language and even individual perceptions of political relativism regarding how power should be appropriately distributed amongst team members. In the role of manager or leader, it is necessary to reconcile such differences and establish a more cohesive and harmonised team ideology to achieve strategic, financial, efficiency or productivity goals. Not all conflict, of course, occurs between team members, but can also occur as a result of leadership and subordinate interactions. There are those in the organisation that will value a more aggressive and decisive leader whilst others want a more sensitive and compassionate leader to direct their activities. If the leader is not aware of their absolute importance in creating an environment where individuals are motivated and committed to following the leader, it is likely no conflict management strategy is going to be successful over the long-term. Reconciling and harmonising conflicts created by disparate cultural characteristics cannot occur within a proverbial vacuum, but requires direct strategy development and interaction by the leader to be successful. This essay identifies the potential catalysts for culturally-related conflict within the organisational model, inclusive of national customs related to ethnicity, attitudes associated with societal differences inherent within individuals hailing from different international regions, and communications styles that vary from individual to individual. The essay further examines the role of leadership in isolating these problems and developing effective strategies for productive conflict resolution. To achieve successful conflict resolution and re-establish cohesive team-working, evidence suggests the manager/leader must first identify the drivers of cultural characteristics, consider the psycho-social needs of different cultures, facilitate greater cross-cultural knowledge with diverse team members and also consider the role of internal organisational culture and individual management beliefs and values as a potential vehicle by which such cultural conflicts occur. Why cultural problems develop In the built environment, there are employees and managers that maintain specialised knowledge that is not understood by all members of the organisation. Considering a construction or engineering project as two relevant examples, there are those that maintain what is referred to as tacit knowledge, defined as the knowledge held by only an individual that is exceptionally difficult to transfer to others as it typically involves specialised understandings created through experience or through education (Lam 2000). Special projects in the organisation require that those with tacit knowledge be able to effectively transfer this knowledge to others in order to establish a collaborative and effective team environment. Complicating this process of attempting to make tacit knowledge explicit is that many tacit knowledge holders maintain unique cultural characteristics that oftentimes stand in the way of effective knowledge conveyance. People hailing from different culture decode communications differently, related to their inherent characteristics and personalities driven by their regional cultures which significantly ...Download file to see next pagesRead More
Cite this document
  • APA
  • MLA
  • CHICAGO
(“Reconciling and harmonising cultural conflict Assignment”, n.d.)
Reconciling and harmonising cultural conflict Assignment. Retrieved from https://studentshare.org/culture/1474023-reconciling-and-harmonising-cultural-conflict
(Reconciling and Harmonising Cultural Conflict Assignment)
Reconciling and Harmonising Cultural Conflict Assignment. https://studentshare.org/culture/1474023-reconciling-and-harmonising-cultural-conflict.
“Reconciling and Harmonising Cultural Conflict Assignment”, n.d. https://studentshare.org/culture/1474023-reconciling-and-harmonising-cultural-conflict.
  • Cited: 0 times
Comments (0)
Click to create a comment or rate a document

CHECK THESE SAMPLES OF Reconciling and harmonising cultural conflict

Dead Mans Path. Cultural conflict

...Cultural Conflict The fiction en d Dead Man’s Path, written by Acebe in 1953, was narrated from an outsider’spoint of view and presented a cultural conflict focusing on respecting traditional norms and values versus according priorities for modernization. A turn of events would unfold as the main character was besieged with a dilemma regarding the requested retention of the traditional path, a spiritual realm of transcendence from this world to the next, or sheer disregard for cultural values of local historical setting. The main character of the story is Michael Obi, the protagonist, the newly appointed headmaster of Ndume Central School. He is regarded...
2 Pages(500 words)Essay

Cross Cultural Conflict in Modern Society

...? Cross Cultural Conflict in Modern Society Department, Correspondence address. Cross Cultural Conflict in Modern Society Conflict, is a feature of modern life that has come to define the way society functions and defines itself. In a globalized and multicultural world where people of many ethnicities and linguistic backgrounds seek t exist together in a peaceful and non-violent manner, it is imperative that conflicts be resolved in an equally non-violent way. Different ways of leading lives and beliefs make it absolutely necessary that differences in opinion are negotiated and solved, without any damage to the fabric of a society that has ceased to be an organic entity anymore. In our daily lives, many situations arise that need... of noise...
8 Pages(2000 words)Term Paper

Social Conflict and Cultural Conflict Theories

...Social Conflict and Cultural Conflict Theories Introduction Conflicts are part of societies. Conflicts have existed in the world from time immemorial. People and societies have similarities and differences that manifest in their individual interests. Conflicts arise from these factors. People fail to agree on certain issues. These disagreements either are solved through negotiations and sacrifices or are never solved. When there is failure in finding solutions to existing differences conflicts arise. Conflicts normally arise from an interaction characterized by purpose between two or more parties and takes place in a competitive setting. There have been theories that have been established to explain and may be offer solutions... to these...
7 Pages(1750 words)Research Paper

Conflict

...? Conflicts Corporate Edition [Pick the Conflict Conflicts are an inevitable part of life. Conflicts have certain characteristics which can be analyzed. A conflict is not necessarily a discrepancy between countries; it can be a disagreement between two peoplewith a difference in point of view. In fact there are five types of conflicts; relationship conflicts, data conflicts, conflict of interest and structural and value conflicts. Where people interact on a daily basis there is bound to be a difference in opinion or the way they see various situations. Relationship...
4 Pages(1000 words)Coursework

Section II Cultural conflict

... Section II Cultural conflict The person’s values and identity shaped by certain group is what we call culture. The Identity of culture has roots on several disparities which include: religion gender, ethnicity, race, class, geographical region, ethnicity and country of origin. Andrea Williams who is a historian argues that issues of demography and cultural attitudes in the United States are shifting as many groups resist being assimilated into Eurocentric or Anglo culture by maintaining their traditions and beliefs. This demographic change has put government agencies on toes to ensure that they develop a healthier understanding of disparities in people’s culture and conflicts promoted by them. The difference in values and norms... of...
3 Pages(750 words)Essay

CONFLICT MANAGEMENT IN CROSS-CULTURAL PERSPECTIVE

...1. What is Culture, and how does it help in Conflict Resolution? To define an intangible quality that has the impact the likes of which culture has,is a task which takes some considerable insight into how human beings function and the impact that living together can have on a group of people. In the broadest of terms, Culture is a set of rules, practices, norms, ideas and believes that are acquired a result of past experiences of interactions with each other, compiled, stored and practiced by the people who are brought into close contact with other people on a regular basis. These past experiences and the social knowledge provided to human beings as a result of what...
6 Pages(1500 words)Essay

Conflict

...Management Topic: Conflict Conflict management refers to pro-active management of conflict using some strategies to peacefully resolve conflict situation amongst stakeholders. Conflict situation arise from variegated nature of human relations. Daft (1992) and Terry (1996) explicated that conflict can be caused by competition in accessing resources, jurisdictional ambiguities, personality differences, conflict of interests, power relations, incompatibility of goals, miscommunications or misunderstanding, and misperception. Thomas and Kilmann (1974) posit differing theories of conflict management...
5 Pages(1250 words)Essay

Cultural conflict

... Globalization-Western dominance to prosecute the eastern people Globalization is the new potential trend that could be felt, viewed and seen these days. However, this globalization basically means the supremacy of western culture over the eastern which has resulted in the conflict between the two. It has been appreciated by many developing eastern countries as a source of their further stability. But some developed eastern nations consider this as a threat not only to their roots and traits but also to an extent to their sovereignty. It’s not that this globalization has had no positive effects but with the pace its increasing has created doubts and security concerns amongst the eastern nation for the globalization is not being... a big...
4 Pages(1000 words)Essay

Conflict

...Conflict al affiliation Conflict Nature of the conflict The conflict started a few weeks ago when a new neighbor moved into our neighborhood. The conflict resulted due to the fact that my new neighbor played loud music throughout the night. This interfered with my sleep as well as my studies. This has been happening for some time now. Despite my numerous interventions to try make him play not play loud music, the loud music still persists. I think my neighbor is obsessed with music and probably wants to be a musician. However, he forgets that not everyone likes to hear loud music, particularly during odd hours at night when they are supposed to be...
5 Pages(1250 words)Essay

Conflict

...Conflict in Nurse Leadership Conflict in Nurse Leadership Conflicts are common in nursing especially when leaders make abrupt decisions that sweep across a department or an entire institution. A director that makes decisions without the input of stakeholders or other interested parties risks hostility from the stakeholders. As such, the desired outcomes from the reorganization cannot be realized. Among the factors that may lead to conflict include failure to consider the experience of nurses in the department, varied opinions and lack of communication from the director. Communication is an important factor in leadership. The director ought to have communicated to the nurses on the sweeping changes so as to obtain their concerns... or...
1 Pages(250 words)Essay
sponsored ads
We use cookies to create the best experience for you. Keep on browsing if you are OK with that, or find out how to manage cookies.

Let us find you another Assignment on topic Reconciling and harmonising cultural conflict for FREE!

Contact Us