Paul looks at how understanding and communication are essential to analysing issues of culture and conflict among people from different cultural backgrounds. He argues that global meetings and negotiations rely on other factors like human perceptions ad behaviour.
These factors rely on subjective and common cultures of the people involved. Conflicts may occur due to misperceptions and miscommunication occasioned by differences in perceptions, cognition, reasoning and communication styles. Paul advocates for training in cultural awareness and intercultural communication for promotion of cultural exploration and learning.
The level of cultural awareness should focus on cultural chauvinism, ethnocentrism, tolerance, minimization, understanding and integration of different cultures resulting into micro cultures. He sees intercultural exploration as the way forward in the emerging permanent multilateral negotiations as opposed to bilateral diplomacy.
Paul indicates that the traditional ways of Western peacekeeping and peace-making may work on a limited time for quelling conflicts, but may not results into permanent solutions. A peace builder with training in intercultural explorations can identify different issues, manage them, inspire confidence, rise beyond cultural differences and promote intercultural relationships.
For instance, the meeting in Geneva in 1994 between James Baker (the US Secretary of State) and Aziz (Foreign Minister of Iraq) suffered due to cultural misunderstandings. Subjective cultures and mindsets should give room to faith, trust, modesty and graciousness, which are prerequisites to constructive peace building (Deutsch, Coleman, & Marcus, 2006).
The current impasses in politics, economic and diplomatic negotiations are due to ethnocentric and tolerant diplomatic tactics, which result into destructive conflicts such as the US invasion of Iraq and the NATO forces attack on Libya.
Multicultural Conflict Resolution
Multiculturalism theory emanated from the theories of socio-cultural identity, which have bases for conflict resolution. Multiculturalism proposes that people can belong to various cultures simultaneously. This will provide a common ground in resolving conflicts among cultural aspects people share.
Multiculturalism theory enables people to appreciate different cultural views. Therefore, people are not likely to accept wrong choices. Peace builders increase their chances of resolving conflicts because of they understand cultural differences. They can use practical and theoretical options for resolving multicultural conflicts.
Peace builders need to find a common ground in resolving conflicts among people of different cultures without losing their integrity. This is because multicultural approaches to conflict resolution look at a conflict in a multicultural context. This approaches look at causes, processes and effects of conflict.
Cooperative and Competitive Conflict in China
Cooperative and competitive conflict study originates from Deutsch’s theory of cooperation and competitions, which shows how goal interdependence affects expectations, interactions and effectiveness. Studies show Chinese value harmony.
However, conflict avoidance among Chinese appears ineffective in building successful organizations in China. Cooperative and competitive conflict recognises that managing conflict is necessary in creating authentic harmony where people resolve conflicts and maintain relationships (Bordon, 1991).
Studies show that conflict management is vital for development. Workers who use conflict in promoting cooperation reduce costs and improve the quality of products and services. Cooperative conflicts serve to strengthen their relationship within their work environment. Cooperative conflicts results into open-minded, productive relationships between leader and workers.
It is essential to note that different cultures express themselves differently in managing conflicts. Globalisation is making it possible to apply one theory in different cultures in conflict resolution. This is because different cultures have different views on what is right or wrong, ways of accomplishing goals, and different etiquette.
References
Bordon, G. A. (1991). Cultural Orientation: An Approach to Understanding Intercultural Communication. Upper Saddle River, NJ: Prentice Hall.
Deutsch, M., Coleman, P., & Marcus, E. (2006). The Handbook of Conflict Resolution: Theory and Practice, 2nd Edition. San Francisco, CA: John Wiley & Sons.