Introduction
Dispute resolution and cultural sensitivity represent concepts that are interrelated in many stances. Some situations can occur when it is impossible to find common ground because the parties ignore each other’s cultural backgrounds. Here, cultural sensitivity and relevant practices can help come to an agreement because cultural differences can often serve as a source for a disagreement. Therefore, a negotiator must know how to resolve conflicts using culturally sensitive approaches.
Dispute Resolution
A negotiator’s ability to resolve disputes plays a significant part in the negotiation process. According to Ramirez Marin et al. (2019), a disagreement emerges when one party makes a particular claim, and the other partner rejects it. When resolving a dispute, a negotiator must remember three helpful steps. The first is that the disagreement has multiple sources beyond structural issues (Budd et al., 2019). Second, it is critical to precisely identify the sources of the conflict (Budd et al., 2019). Finally, the dispute resolution approaches must address the defined conflict sources (Budd et al., 2019). For example, one party wants to build a factory that may cause adverse environmental consequences for the other party. Thus, both parties come to an agreement that the guest party commits to the environment and community-friendly practices and can be imposed with a penalty for violating host-party conditions.
Cultural Sensitivity
Cultural sensitivity has become a prior property in the constantly globalizing world. The concept refers to being aware of cultural similarities and differences and how they influence values and behavior (BPHC, n.d.). Cultural sensitivity can represent a set of skills allowing for learning and understanding the cultural background of other people without judging or evaluating it (BPHC, n.d.). The critical element of the concept is valuing diversity, which means that people are different and similar in numerous dimensions. One of the indicators of cultural sensitivity includes the responsibility of powerful speakers for their words or actions so they do not allow disrespectful utterances toward other counterparts (Norris, 2021). Another factor is emotional stability, which is crucial in negotiations. A negotiator must refrain from exaggerated behavior or words of the discussion partner. For instance, when one of the negotiation parties silently prays or crosses themselves and other parties give some time for it and show no judgmental reaction.
Summary of Initial Key Points
The discussed concepts of dispute resolution and cultural sensitivity have linkages to the initial points of previous posts. Along with being culturally sensitive, a negotiator should remember qualities common to many nations, such as professionalism and shared values. Nevertheless, a negotiation strategy requires not only the ability to identify and apply cultural knowledge but also to be sufficiently flexible to establish parity during the negotiation process. Conflict can be a normal part of the discussion, so a negotiator should learn to improvise and seek individual ways to address the disagreement instead of relying on existing strategies. However, it is pivotal to remember that excessive creativity may appear harmful, as it can cause an unintended reaction in negotiation partners. A negotiator can also use Hofstede’s or GLOBE cultural dimensions when developing a strategy because they can suggest cultural peculiarities of discussion counterparts together with the benefits and disadvantages of particular tactics in the negotiation process.
Conclusion
Finally, cultural sensitivity is a vital skill for a negotiator because it facilitates successful dispute resolution. The present analysis has shown that the recognition and acceptance of cultural similarities and differences without evaluating them is key to reaching an agreement during the negotiation. This assumption is especially critical because it also allows to understand that cultural background can be a source of a dispute. Being culturally sensitive means taking responsibility for own actions and words toward other negotiation partners.
References
Bronx Partners for Healthy Communities. (n.d.). Cultural Sensitivity. Respect for people’s strength, culture and knowledge. [PowerPoint slides]. Web.
Budd, J. W., Colvin A. J. S., & Pohler, D. (2019). Advancing dispute resolution by understanding the sources of conflict: Toward an integrated framework. ILR Review, 73(2), 1-27. Web.
Norris, P. (2021). Cancel culture: Myth or reality?Political Studies, 71(1), 145-174. Web.
Ramirez Marin, J., Olekalns, M., & Adair, W. (2019). Normatively speaking: Do cultural norms influence negotiation, conflict management, and communication?Negotiation and Conflict Management Research, 12(2), 146-160. Web.