Phan Thị Hà Thu
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 |  Subject: Intercultural conflicts  Tue Mar 25, 2014 2:32 pm | |
| Inter-cultural conflicts People enjoy visiting different places around the world to meet different people and learn about their ways of life gives a sense of adventure. Working or living with people from different cultures can tend to transform this adventure into a troublesome relationship, peppered with confusions and misunderstandings. This is intercultural conflicts.The word conflict has a variety of implications. Conflict like relationships may have different aspects or issues depending on whether it is between people of different cultures or people of different ethnic, political, or other groups in a society. And each aspects of an individual’s culture become prominent parts of overall. In other words, conflict mean the experience of incompatible activities or an incompatible activity that prevents, obstructs, interferes, injuresor in some ways makes less likely or less effective another activity. So how to solve problem about intercultural conflicts?Conflict is an inevitable and natural process. Cultural conflict resolution is one of several social processes that take a consultative approach, rather than the rather punitive approach favored in many state justice systems. In conflict resolution, tolerance and patience are key factors. Learning about one another requires opening up to the possibility of difference. Only then can we move towards a true understanding and appreciation of how cultures are unique. And only then can we be encouraged towards building respect and tolerance in the face of difference. Part of the ideology around this sort of treatment of conflicts is that the parties themselves can benefit more from a frank and honest discussion of grievances as opposed to a top-down.Intercultural conflicts tend to occur for main reason when confronting cultural differences, we tend to rely on stereotypes then understand others’ behaviors, values, and beliefs through the lens of our own culture. To overcome this tendency, we need to learn about the other party’s culture. For example, Japanese negotiators tend to have more silent periods during their talks than Brazilians. But it does not mean that some Brazilians speak less than some Japanese do. Thus, it would be a mistake to expect a Japanese negotiator you have never met to be reserved. Cultures always act like temperamental children: complicated, elusive, and difficult to predict. Cultural fluency is therefore a core competency for those who intervene in conflicts or simply want to function more effectively in their own lives and situations. We need understand their natures, how they work, and ways they intertwine with our relationships in times of conflict and harmony.http://vimeo.com/38089785( Video how to avoid inter-cultural conflicts) 25th March,2014 Phan Thị Hà Thu |
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