Психолингвистики
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5. Benefits of cultural awarenessAlthough talking about differing cultural perspectives isn’t easy, the opening a dialogue is the best way to it’s identify. Many people assume similarities, and may not even realize they have a cultural bias that interferes with effective communication. A person might fear not knowing everything about another culture or feel frustrated that someone doesn’t recognize that he’s well intentioned. Therefore a dialogue is the only way to become aware of differences, identify shared interests and the self-determination for integration. But not all cultures are comfortable with direct communication because of a diversity of languages and cultures. These two dimensions of communications problems constitute means of ethnic integration and disintegration as well. An equally differing factor mentioned in the introducing chapter accords to the concept of good communication as the key to intercultural communication repair and resolving conflict in the business world. For example, creates more opportunity for misunderstanding: differences in meanings of the words or mental images and cultures as a whole, when people at work are form different cultures: by dealing effectively with conflict in the workplace. It can’t be forgotten that the important ground rules is the possession of common cultural knowledge. The communication is based on it and the on language rules as well that exist in, gives definitely the positive effect. Language and Culture organise the world of people speaking and give the way to get access of two consciousnesses: verbal and ethnic. The aspect of comparison strategy, looking for differences of two distinct images involves obtaining the new knowledge of the culture. 5.1. Conflict resolution stylesAnother stumbling bloc to minimising the negative impact of miscommunication is cultural differences in conflict resolution styles. Each culture has developed its own ways of solving disagreements, which it believes are most effective and successful. As these styles were created in a cultural context in order to fulfil the needs and to serve the purposes of a certain society, they reflect culture-specific values and attitudes. Strategies that work effectively within one culture need not do so within a different cultural context. When two parties are involved in a conflict, they would naturally apply their own cultural approach to conflict resolution. If these techniques happen to vary considerably from one another, the consequent interaction might be compared to an incompatible dance of two people each doing different steps. This phenomenon is best illustrated by the example of mediation. Although third party intervention is a common practice all over the world, there are considerable differences between cultures. In traditional mediation practiced, for example, in China the mediator is a member of the community familiar both with the parties and the context of the conflict, which apart from directing the process is also expected to advise the parties how best to solve their conflict. The mediation takes place in informal settings and can either be conducted face-to-face or else the mediator can meet with both parties separately. On the other hand, in the Western model of mediation the intervener is an impartial stranger to both parties with no background knowledge about the conflict, whose role is only to help the parties reach an agreement without giving them personal advice. Mediation is based on direct confrontation and conducted in formal settings (18). These main differences are only an example of how even seemingly comparable conflict resolution styles differ from one another. Other cultural background may influence the way people deal with conflicts. There are at least five styles of conflict management: dominating style: win-lose, that reflects high concern for self and low concern for others. The second one is integrating style concerning for both self and others, reflected in an open and direct exchange of information aimed at reaching a solution acceptable to both parties and seeing as most effective for most conflicts, but requires the most time and energy. As next compromising style- reflects moderate degree of concern for self and others, involves sharing and exchanging information and values a kind of "fairness" whereby both parties give up something to find a mutually acceptable decision. By obliging style one party plays down the differences that separate the two parties while emphasizing the commonalities and the last one: avoiding style reflects low concern for self and others in cultural contexts, but in some other contexts this is viewed as an appropriate style that enhances harmony of relationships. In one example mentioned above “manager and workers –members of to different cultures where Arab preferred “fairness”, while a member of an American culture prefers dominating style of conflict resolution. The mentioned above examples demonstrate only a few of the numerous possible differences in conflict resolution styles. A lack of cultural sensibility in this matter is likely to end in confusion and failure. This phenomenon is supported by theories proposed by academics that started to research the applicability of Western conflict resolution practices in non-Western cultural settings. Two anthropologists and conflict resolution scholars Kevin Avruch and Peter Black argue that culture is an essential element in both the theoretical and practical approaches to conflict management. Another conflict resolution researcher John Paul Lederach suggests that resolution techniques should be situated in the cultural context of the conflict parties. In order to find out if cultural awareness is helpful in intercultural communication and conflict resolution, it is essential both to situate the problem in an appropriate conceptual framework and to analyse the main advantages of a cultural aspect together with the potential situations where it might prove useful. One of the characteristic keys of an intercultural conflict is ambiguity. Although the exact influence of culture is difficult to evaluate precisely, it is beyond doubt that culture exerts a considerable impact on perception, ways of thinking, values and behaviour. As the understanding of the outside world is culturally determined, intercultural encounters tend to be confusing. That is to say, people interpret the behaviour of others in terms of their own cultural ways and since the meaning of these behaviours varies across cultures, the disturbed communication process is likely to end in a misunderstanding. Invariably, the same phenomenon applies to conflict resolution. Regardless of the fact whether or not the source of conflict stems from communicational misinterpretation, unrecognised cultural differences in communication and behaviour patterns tend to complicate the conflict even further. Lederach suggests that resolution techniques should be situated in the cultural context of the conflict parties (19). Concentrating on cultural differences might draw the attention away from the real problem that may not be culturally based. One of the often-cited conflict resolution tips is to separate the people from the problem. Negative attitudes towards the opponent often unable the parties to solve their conflict, whereas concentrating on the problem itself makes it more manageable (20). 5.2. Prevention of disturbing factors in intercultural communication Thus, cultural awareness seems to be the only possible way of eliminating or at least reducing this potential threat of misapprehensions. Although in order to preserve a comprehensible structure of the paper the confusing cultural differences will be discussed individually, in reality they are interconnected and inseparable from each other. In all the following aspects the first step to cultural awareness is to become conscious of one’s own cultural practices. The tricky side of culture is that people often fail to notice its influence on their own behaviour. Although most are aware of the evident differences in the visible aspects of everyday life such as traditions, customs or dress, as far as the less obvious elements of culture such as values, verbal and non-verbal communication are concerned, most people also live in the conscious or unconscious conviction of the their universality. An anthropologist Ralph Linton once summarized this phenomenon with an interesting comparison saying that the last thing a fish would ever notice is water (21). Thus, instead of being based on superficial knowledge about noticeable cultural differences, cultural awareness has to be founded in the perception of one’s own culturally determined way of life. Understanding other cultures will in turn improve the knowledge of one’s own. |
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