Conflict and Culture Management - Assignment Example

CONFLICT AND CULTURE MANAGEMENT Conflict and culture management In an attempt to discover more on how differences in cultural upbringing affect how conflicts are resolved, I took my time to get the views from an employee of a neighboring firm. In my interview with her, I sought to find out the differences and challenges she faces being from a different cultural upbringing from the environment where she is currently working. Paloma Hernandez is a 35-year-old female who currently resides in this country. She told me about her experiences and differences in the cultural context especially in conflict resolution. This is how the interview went. ME: What cultural community do you identify with? PALOMA: I am a Mexican Latino, who currently resides in this country legally with a full citizenship. ME:   Please describe a conflict that occurred within the community of which you are familiar. How was it resolved?  PALOMA: Well…there was this time back at home when a family dispute erupted because of property rights of ownership and control. It was not my immediate family, but it affected us too because the ones involved were very close family friends. As the dispute escalated, the lawyer of that family advice the matter is resolved using legal means. The internal family committee could not come with an amicable solution because they were also interested parties and hence a conflict of interest arose. The court however gave out clear guidelines and direction on the matter and asked the family to resolve the conflict on their own. ME:    How do you see American conflict resolution styles differing from (your culture) conflict resolution styles?  PALOMA: The biggest difference that I see is the way the American system depends on the legal system of lawyers, the court and the jury. I am not implying that it is a bad thing to do. The way our cultural values teach us is that the people affected can only solve a conflict. It will take their willpower to come to a fair resolution. However, the elders in the community are always the ones who give direction in the conflict resolution. Another massive difference is the reconciliation bit. In our culture, at the end of every conflict, both parties are expected to reconcile, throw away their differences and live in harmony. ME: We are interested in how conflicts are handled in organizations. How might a situation between two employees be resolved in a (your culture) organization?  PALOMA: In most cases, conflicts between two employees normally arise due to the lack of clear job descriptions. However, no matter how much jobs are described, conflict is bound to arise. In such cases, the immediate supervisor or manager needs to be impartial in handling such cases. The employees do not need to face a dispute resolution panel if the matter can be handled with the immediate supervisor. However, witnesses are discouraged during the handling of such matters. This is because when the matter is dealt with, alliances might form internally and hence affect the working condition of other employees hence jeopardizing operations. One factor that boosts impartiality is the belief that if a person testifies falsely or handles a matter with a partisan approach, the “blood” of the falsely accused will be on the witness and his/her family. ME:  How might a conflict between a manager and a subordinate be resolved in a (your culture) organization? PALOMA: Pretty much the same way a conflict between two employees is managed. In this case, involving a non-partisan dispute resolution committee will be the best option. The major difference when resolving a conflict between a manager and an employee from the one involving employee to employee is quite clear. However, the manager in this case is required to leave out their differences after the conflict and avoid intimidation to the subordinate. ME: We are interested in how conflicts are handled in schools. How might a situation between two children fighting be resolved in a (your culture) school? PALOMA: In such a case, the most important thing will be ensuring that the seed of friendship is planted while the seed of hate is eliminated. After accessing the situation and investigating the cause of the conflict, apologies will be exchanged. After apologies, the students will be given a similar task whereby they have to work in unison so as to achieve the goals of the task. This ensures that they communicate and come to an agreement during the exercise. It will consequently be simpler to continue with the same spirit of collaboration after the punishment is over. ME: We are interested in the resolution of conflict between couples within families.  How might a conflict over the children or one involving finances be resolved? PALOMA: From the moment a child is born, our culture demands that they are taught the value of family. Any action taken by a person has resounding impact on their families. Therefore, whatever a person does, his or her actions must be to the best interest of their family. In case of a conflict over the children, both parents have the rights to the children but only one parent can stay with them. However, the interests of the children will be considered foremost before a conclusion is reached upon. The same will also apply in the case of a financial dispute where children are involved. If the family does not have the children, individual shares and contributions will be highly considered in resolving the dispute. In our culture, it is however always considered that the first rule of conflict resolution of families concentrates on keeping the family together (Sanchez, 2007). ME: Can you furnish us with a concise account of yourself, where you are from and any questions that you might have for me. PALOMA: I am a native of the city of Puebla. I was born and brought up in the city until I came to this country seven years ago. I stayed there for twenty-eight years until I secured myself a scholarship to come and learn in this country. ME: Thank you for your time. PALOMA: The pleasure is all mine. Reference Sanchez J.G Becoming (2007), Mexican American: Ethnicity, Culture and identity in Chicano Los Angeles. Oxford University Press. Read More