Cross-cultural organizational conflicts and ways of their resolution (elaboration of Coursera online course materials)
The notion of a conflict and its development over time. Types of conflicts and reasons for their emergence. The materials for online course "Ways of cross-cultural conflicts resolution" on "Coursera". Cross-cultural communication as a conflict premise.
| Рубрика | Иностранные языки и языкознание |
| Вид | дипломная работа |
| Язык | английский |
| Дата добавления | 18.07.2020 |
| Размер файла | 890,2 K |
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In this work, the notions of conflict, cross-cultural conflict and organizational conflict were described, the functions of conflict were enumerated and analyzed, types of conflicts in general and organizational conflicts are described, the reasons for their emergence were specified. In the second chapter, the premises, the materials for an online course on the “Coursera” platform are elaborated.
The cross-cultural organizational conflict stems from the notion of cross-cultural communication theories. These theories include the six-dimensional culture model and high- and low-context classification of cultures. All these elements create the cultural environment and assist people in understanding what to expect from others considering their behavioural patterns and how to communicate with them.
In general, the skills to resolve cross-cultural conflicts at the workplaces is people's ability to act efficiently in such cases when cultural diversity takes place. The concept of conflict is divided into the seven types: intrapersonal (within an individual, takes place in the person's mind), interpersonal conflicts (conflict situation between two or more people), conflicts between a person and a group, intergroup (conflict situations between two or more groups), regional conflicts (conflict situations between the executive and legislative authorities), conflicts on the level of society (conflict situations between the spheres of society's life), and global conflicts (conflict situations between developed and developing countries).
What is more, all types of cultures can be prevented by special techniques such as Rational Emotive Behaviour Therapy (REBT), Distortion of the opponent's perception (“Dome”, “Pillow and arrows”, “Discharge pipe”, “3rd eye”, “Role-playing”), Self-control (breathing, smiling, clenching, autogenic training), Open honesty, Reframing, and Desensitization. Also, all type of conflicts, including cross-cultural and organization ones, may be handled with the help of five strategies that have their specific outcomes: collaborating (win-win), compromising (win-lose, win-lose), competing (win-lose), accommodating (lose-win), and avoiding (lose-lose).
There is plenty of offline and online courses dedicated to conflict resolution. Unfortunately, a vast majority of these courses are general and are not specified on particular types of conflict, such as cross-cultural and organizational ones, mainly analyzed together. Also, almost all of the existing courses take too much time to complete due to the aim of instructors to cover all the types, all the premises of conflict situation, ending up with superficial materials. Thus, it was decided to consider all these drawbacks and to elaborate the materials for an online course which would be specific, full of information and practical cases.
The course itself contains five weeks of the structured information. The choice of five-weeks course is explained by 1) the logical structure of the materials, and 2) the optimal number of the material to obtain all the necessary information step by step.
Having selected and analyzed the relevant literature, we elaborated the materials for the course and logically structured them based on the needs of the future course. The course itself aims at acquainting students who enrol at the course not only with the theoretical part of conflict resolution, its subject and categories, but to demonstrate in practice how the theoretical knowledge may be applied by showing case studies and giving real-life examples. During the course, students ought to learn how to apply conflict management skills (including the role of cultural diversity, the premises of a conflict situation, the preventive techniques, and the conflict-handling strategies) in practice. Therefore, the end of the course was designed as an analysis of case studies by completing the given exercises.
In conclusion, although the notion of conflict is thoroughly researched, there are still some gaps in the study of cross-cultural and organizational conflicts. First of all, there is a significant lack in the study of these two categories together as the unite phenomenon: cross-cultural organizational conflict. Moreover, there are no specific conflict-handling strategies for cross-cultural conflicts in particular. Therefore, the current research contains the general conflict-handling strategies that are mostly used in organizations and the ways for conflict resolution emerged based on cultural diversity. This realm needs more theories which offer cross-cultural communication and conflict management specialists some room for further speculations and research.
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