Can you give me examples on cultural conflicts at any workplace? And how do you deal with it?

Any ideological, religious or cultural conflict between the employees will lead to waste of time and loss of team spirit. This will lead to poor performance and lack of respect for work, a solution in the central and not allow discussions of this kind in the offices and attention to monitor the employees to get a good implementation of the programs entrusted to them

 

its hard to mention all cultural conflicts examples because they are so many, it depends on: where, who, why... and is it between 2 people or 2 groups of people!

i will talk about how to deal with it. if you have to deal or solve a conflict, first thing you need to know who is in the conflict, what is their back grounds and why the conflict happend. then we need to set with each party alone to talk openly. after that, both parties should be gatherd in one place and we start to Convergence the ideas and opinions until we reach an agreement point.  

Culture is defined as a set of values, practices, traditions or beliefs a group shares, whether due to age, race or ethnicity, religion or gender. Other factors that contribute to workplace diversity and cultural differences in the workplace are differences attributable to work styles, education or disability.

Culture conflicts can be arise on different generations, education, Ethnicity or national origin, space givne to employees, relationships,

To handle conflict in the workplace one shoud do:

Talk with the other person.

Focus on behavior and events, not on personalities

Listen carefully.

Identify points of agreement and disagreement.

Prioritize the areas of conflict.

Develop a plan to work on each conflict.

Follow through on your plan.

 

This is obvious as the word implies people from different back ground with different culture,religion,mentality,nationality etc and you can control them using a common language,accomodating all varriers,and promoting all differences.

Thanks

 

Culture Conflict   Vs.*   *Employee who come from international backgroud  *Employee who come from local background *Employee who come from operations backgroud  Employee who come from Admin. background *Employee who come with Acadimc background *Employee who come with experience and practical background

Cultural Conflict is a Conflict between to separate Individuals from different back ground of Ethnicity, or Religion who have different paspectives about their Believes And due to diverse understanding in there Believes it Creates a common misunderstanding among them both in their place of work, Example.A Nigerian and a Russian having issues due to their different paspectives and believes because they come from different race and country

I can give you a lot of examples. But as I believe in the old say "give a man a fish and you feed him for a day, teach him how to fish and you feed him for a lifetime". The best author about the cultural differences and its impact on the workplace is Hofstede. I will include below a website that shows the differences between different countries based on the 6 cultural dimensions Hofstede mentioned; Power Distance, Individualism, Masculinity, Uncertainty Avoidance, Long-Term Orientation and Indulgence. 

Also, I have a digital copy of one of his books that give a lot of narratives about the subject with examples. I can share it with you. Just drop me a message with your email. 

the website: https://www.hofstede-insights.com/country-comparison/egypt,saudi-arabia/

I have included only 2 countries in the comparison. However, you can include other countries or change them. 

Happy to help if there is any further clarification needed. 

Cheers. 

Ahmad 

Types of conflict:

 

Sociologists define the conflict as any competition between people and groups in society, and accordingly divide the conflict into two parts as follows

 

 Peaceful conflict:

 

Is the fulfillment of demands and interests using disciplined and codified mechanisms, such as laws, constitutions, systems of investigation, customs and traditions, family and clan formation, conferences and dialogues. This can be simplified as an example of elections where there is a conflict between several parties within the law and the constitution.

 

Violent conflict:

 

The conflict becomes violent if the conflicting parties give up peaceful means in the conflict, so that the parties try to destroy the violator in order to achieve their goals, desires and interests.

 

How to deal with it:

 

Negotiation Negotiation is the effort exerted by the parties to the conflict to reach an agreement that serves their interests and is a good first step for many types of conflict. [8] To negotiate four key bases for successful realization are: [9]

 

Pour the focus on the interests of the parties and not on one position:

 

Focusing on a specific position and continuing to echo it regardless of the interests of the other parties and thinking about the possibility of achieving them leads to a closed road or to a compromise that does not satisfy the parties, which calls for the conflict again for the dissatisfaction of the parties concerned.

 

Put forward many choices and views before reaching an agreement.

 

Separate people from the problem:

 

The conflicting parties must be alerted to the fact that they are working together to attack the problem and not to attack some of them.

 

Determine a fair measure to measure the validity of the solution reached by the conflicting parties

 

Where it could be a particular law or the opinion of an experienced person.

 

The successful negotiator has many characteristics, including: [9]

 

The successful negotiator opens his negotiations with an open mindset that can accommodate the other side.

 

Enjoy good listening to other parties.

 

Its negotiations are well prepared.

 

The problem does not attack people. Arranges the points of negotiation according to the most important to start them.

 

Keeps his temper calm and does not allow anger to be possessed, as analyzes analyze things logically objectively.

 

Can combine its interests and that of the other party as much as possible.

 

Express his opinion clearly and fluently.

 

He thinks of innovative solutions and does not stick to his positions if there are alternatives that are acceptable and acceptable to him.

 

Recognizes that the process of negotiation is based on many strategies and skills that can not be dictated to it, or placed in a list followed by specific, but is responsible for choosing these strategies and ways to achieve a successful negotiation

 

Mediation:

 

Mediation

 

It is defined as the effort exerted by a third party independent of the parties to the conflict and enjoys impartiality and transparency to assist the parties to the conflict to manage or resolve the dispute. The legitimacy and the intervention of the intermediary vary according to the culture of the society in which the dispute occurred. [8] Shall be deemed to be enforceable, except where such provision or law is available.

 

Arbitration:

 

Arbitration

 

It is defined as the method used by the third party involved in the resolution or management of the dispute, which is responsible for issuing binding decisions to the parties to the dispute. Arbitration is a method that is widely used in international conflicts and economic institutions. It is also popular in traditional societies, Most of the latter speed is less formal

 

Litigation:

 

Litigation

 

The most commonly used methods of conflict resolution are: the parties to the conflict are civil to separate them, and the verdict is determined by a judge and jurors; they are interested in listing the evidence and listening to the information transmitted.