Confilcts
Lidan Tian
Lidan Tian
What is a value-based conflict?
A conflict caused by differences in cultural beliefs, values, or what people consider important.
What is high Power Distance (also known as Power Distance Index (PDI)?”
In this type of culture, employees may hesitate to question a manager’s decision, leading to misunderstandings when collaborating with colleagues from more egalitarian societies.
Individuals may defer to authority figures during conflicts in high power-distance cultures (e.g., India and Mexico). In contrast, in low power-distance cultures (e.g., Denmark and the Netherlands), individuals are more likely to challenge authority and prefer egalitarian conflict resolution.
What is Trompenaars’ main contribution to understanding culture in the workplace?
Trompenaars developed a framework of seven cultural dimensions that help explain how people from different cultures behave and communicate in professional settings.
What is “Active Listening”?
Listening fully, paraphrasing, and showing empathy.
According to Hall, what is the difference between high-context and low-context cultures？
High-context cultures rely on implicit messages and nonverbal cues; low-context cultures depend on direct, explicit verbal communication.
Which type of conflict occurs when two people prefer different communication styles, such as direct vs indirect?
Communication-Style Conflict.
What is Individualism vs. Collectivism (IDV)?”
A conflict may arise when a team member expects group harmony and indirect communication, but another expects personal accountability and direct feedback. These behaviors reflect differences in this cultural dimension.
Individualistic cultures (e.g., the U.S., Australia) prioritize personal goals and self-expression, often adopting direct and assertive conflict resolution approaches. Collectivist cultures (e.g., China and Japan) prioritize group harmony, leading to more indirect and conciliatory conflict management styles.
How can understanding Trompenaars’ model help in international business?
It helps managers and employees adapt communication and management styles to fit cultural differences, avoiding misunderstandings and improving teamwork.
Why is culturally sensitive communication essential in intercultural conflict?
Because different cultures express disagreement differently (direct vs indirect). Sensitivity prevents misinterpretation and reduces emotional escalation.
Which type of nonverbal behaviour (kinesics, proxemics, haptics, etc.) is most likely to cause misunderstanding across cultures? Give one example.
Haptics (touch). For example, in Latin cultures a friendly touch is normal, but in East Asian cultures it may feel intrusive.
A Western employee values speaking up directly, while an East Asian coworker prefers avoiding confrontation to maintain harmony. What type of conflict is this?
Role-Expectancy Conflict or Communication-Style Conflict
What is high Uncertainty Avoidance (also known as Uncertainty Avoidance Index (UAI)?”
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People from cultures with this characteristic prefer clear guidelines, schedules, and predictable outcomes—often clashing with cultures that embrace flexibility and ambiguity.
Cultures with high uncertainty avoidance (e.g., Greece, Russia) prefer clear rules and structured conflict resolution processes to reduce ambiguity. Cultures with low uncertainty avoidance (e.g., Singapore, Jamaica) are more flexible and open to informal conflict resolution
Universalism vs. Particularism, because it shows whether people prioritize rules (universalism) or relationships and exceptions (particularism).
What practical benefit does Trompenaars’ model offer to managers working in multicultural teams?
What is the main difference between mediation and collaborative problem-solving?
Mediation involves a neutral third person to help facilitate communication; collaborative problem-solving is when both sides work together directly for a win-win solution.
When people from different cultures have different expectations about politeness, time management, or hierarchy, which cultural factor is involved?
Social norms and expectations.
Which conflict type occurs when different cultures have different expectations about politeness, time management, gender roles, or hierarchy?
Relationship Conflict or Role-Expectancy Conflict
What is Masculinity vs. Femininity (MAS)?”
A conflict may occur when one culture values competition, achievement, and assertiveness, while another prioritizes cooperation, quality of life, and consensus. This tension reflects this dimension.
Masculine cultures (e.g., Japan, Germany) value competition, assertiveness, and achievement, often favoring more confrontational approaches to conflict. Feminine cultures (e.g., Sweden and Norway) emphasize caring for others and cooperation, favoring conflict resolution strategies that promote harmony and compromise.
What practical benefit does Trompenaars’ model offer to managers working in multicultural teams?
It provides a guide for adapting leadership and communication styles to improve collaboration, motivation, and cultural sensitivity.Why is it important to know whether a culture is Neutral or Emotional?
Name one strategy for reducing conflict in a high-context vs low-context communication clash.
Combine clarity with sensitivity: low-context communicators should soften directness; high-context communicators should express intentions more explicitly.
If one person values speaking openly while another values maintaining harmony and avoiding embarrassment, which cultural difference is influencing their conflict?
Value-based cultural differences.
Two colleagues disagree because one expects tasks to be done individually, while the other expects group collaboration due to cultural norms. Which type of conflict is this?
Task Conflict influenced by cultural expectations.
What is Long-Term vs. Short-Term Orientation (LTO)?”
In intercultural negotiations, one culture may focus on future rewards, patience, and long-term relationships, while the other seeks immediate results. This conflict reflects differences in this cultural dimension.
Long-term-oriented cultures (e.g., China, South Korea) focus on future outcomes and long-term relationships, approaching conflict resolution with patience and foresight. Short-term-oriented cultures (e.g., the U.S., Canada) may seek immediate solutions to conflicts, prioritizing quick results.
Why is it important to know whether a culture is Neutral or Emotional?
It helps understand how openly people express feelings, which affects communication, conflict resolution, and teamwork.
Case: Li (China) and Mark (USA) disagree in a Zoom meeting. Li remains silent to show respect, while Mark interprets the silence as disagreement. Which conflict strategy should be used, and how?
Use culturally sensitive communication and clarification. Mark should ask open-ended questions (“Li, would you like to add something?”), while Li can use verbal confirmation (“I’m listening and agree so far”) to avoid misinterpretation.
A Canadian manager (low-context, individualistic) sends a short, direct email to a Chinese colleague (high-context, collectivist). The Chinese colleague finds the email rude and unprofessional.
Which cultural differences caused this conflict? Name TWO.
1- High-context vs. low-context communication differences.
2- Collectivism (value harmony and indirectness) vs. individualism (value directness and efficiency).