Cross Cultural Conflict : A Multi Cultural Workforce Essay

Clay Shirky who wrote Newspapers and Thinking the Unthinkable (1993) argues that society doesn’t need newspapers society needs journalism to save society. Shirky supports this argument by giving a historical background to the problems newspapers face and how the problems have developed over time and the solutions society has came up with. The blogger concludes that in order for journalism to go farther new models must be created in place of past molds. Shirky directs this blog toward the current and future generations in attempt to motivate new models and methods of journalism.

The management of an organization plays an integral part in determining the direction and performance of the organization. The manner in which the management of an organization is handled has a profound effect on the organization. The success of an organization is dependent upon a flexible and skilled management and workforce. The management of an organization is responsible for shaping up the organizational behavior and ultimately the culture within the organization. Public management faces a multiple of challenges and opportunities, how the management deals with these issues translates to efficiency in management. The personal judgments and skills of public managers can make a significant impact in public management. If

The purpose of this report is to analyse journalism practices employed in newspaper reporting across different outlets and to analyse if the practice was in line with the media

competence is an imperative aspect that practicing social workers need to employ when providing treatment to clients. Daniel’s treatment provider has to maintain cultural sensitivity when assisting him with obtaining a higher quality of life. Daniel’s ethnicity, age, sex, class, and veteran status require that the treatment provider have knowledge regarding Daniel’s diverse cultural background. Treatment providers that are working with specific populations such as the military must acquire knowledge surrounding the experiences of military personnel, families and children (Cederbaum et al., 2014).

The United States of America is infamous for being a melting pot of different cultures and ethnicities. The diversity in America is great and in theory is an amazing asset to this nation. However, as a society we tend to allow our differences to segregate us and alienate those who are different. By not embracing the diversity among us, many complications are created. For instance, as a result of an inability to respect other cultures, prejudice, discrimination, and tragic violence often occur. People begin to fight with others for the sole reason that they do not hold all the same beliefs. Also, as a result of the difficulties associated with poor acceptance of cultural diversity, communication becomes muddled and misunderstandings become prevalent, creating a society where different peoples are unable to communicate with each other affectively. The way to combat these problems lies in cultural competency. Cultural competency is an understanding that everyone is different while also encouraging respect and tolerance of these varying cultures. As exemplified by the nursing profession, cultural competency benefits all and has the potential to create a more just society for the common good. In nursing, an intolerance of different peoples can mean the difference between survival and death, just as it can for greater society, both literally and figuratively. As encapsulated by the nursing profession, an application of cultural competency creates a society where our

This research did not only use the preferences of superiors employed in multicultural environments, when analyzing, but explored the role of each individual’s culture in defining a possible resolution. “If managers insist on their cultural preferences as the way to resolve disagreements, more disagreements will emerge because of misunderstood processes for resolving disagreements. The results of this study suggest that effective conflict resolution may need to begin with the recognition of different cultural preferences for resolution strategies. Only then can further attempts at resolution proceed effectively. In other words, focus on the "where" before jumping into the "how."”(Adams, p.110)

Many journalists are predominately liberal and are considered more liberal that the general public. They have a way of manipulating news to help Democrats and the liberal agenda. “Strong conservatives and Republicans are more likely to distrust the media news” (Lee Tien-Tsung).

It was through this course that I realized that journalism was in fact alive and well, it was changing with the technology and the times, and now more than ever it matters. Journalism matters because of the journalist’s duty to the public. In many ways democracy depends on journalist. It is the journalists who inform the public on the “political environment,” report on the “actions and decisions of elected officials,”

Today’s management in the workforce is composed of all types of people verses thirty years ago when white males held a majority of upper-management positions in companies. These positions are now held by a mixture of ethnic back grounds and women who hold just as many if not more management positions then men. Just by looking at the changes in management demographics shows how important it is for people to understand cultural competency in the workplace. Dr. Roosevelt Thomas Jr. (1999) stated, “Diversity is the collective mixture of whomever we have in our workforce characterized by their differences and similarities” (p.11). Managers and supervisors must understand the characteristics of a diversity mature individual; they also need to be

Many of us individuals face conflicts almost everyday in our lives. People of all culture have challenging in their lives that they come across a certain incident and get confused in what decision to be made. These conflicts could be a conflict between oneself and another person, an inner-conflict, a conflict between oneself and nature, one and society, or oneself and God. There are positive and negative intercultural conflicts that occurs every day. An example of a positive conflict could be two different cultures compliment one another on the way they dress or how good their food is in the way they prepare it in their culture, or just communicating and respecting one another with the issue that needs to be addressed openly. A negative conflict is when someone has a lack of communication and unwilling to compromise. According to lecture 6, “intercultural conflict occurs when differences in goals, expectations, and values stem from broader cultural differences” (COM-263 Lecture 6, 2017). This paper will describe an incident that happened in France with a Muslim women on how the conflict arose, the best way to handle the conflict, and one recommendation that comes from a Christian Worldview.

The importance of understanding cultural, ethnic and gender differences by managers and professionals in a business setting is essential to make the work environment comfortable. In every culture there are basic standards of thinking, and acting and these cultural differences strongly influence workplace values and communication. What may be considered acceptable and natural in the workplace for one person may be unacceptable for another person. People from diverse cultures bring new ways of thinking, creativity and language skills needed to survive in today’s work force. In many

When dealing with an intercultural conflict, it is important to keep in mind the cultural differences that keep either side from approaching the situation in the same manner. This paper will illustrate a conflict between a Vietnamese teacher and an American teacher. It will then explain the way that the Vietnamese culture views conflict. Followed by the way an American would view conflict. Finally, it will explain how both sides could proceed when dealing with another intercultural conflict. This example of conflict appears to be very simple but given that the Vietnamese culture is a collectivist culture; it can be very complicated.

“Stella Ting-Toomey’s face negotiation theory helps explain cultural differences in responses to conflict (Griffin, 2009). People do not respond to conflict in the same manner. Reponses vary according to culture, goals, desires, and self-image. According to Fullerton, “a communication professor at California State University, Ting-Toomey assumes that people of every culture are always negotiating face. Face is “the projected image of one’s self in a relational situation, the way that we want others to see us and treat us” (Griffin, 2009). Simply, the Golden Rule, “do unto others as you would have others do unto you.”

In this era of Globalisation, cross cultural management is the biggest challenge that is faced by the organisations. Within the business context, cross culture refers to interaction between different cultures. Cross cultural management refers to managing the employees from different cultural background in one environment (Adler, 2008). Cross culture management is a significant issue within the organisations as the success of an organisation depends upon the smooth interaction of the employees. This paper is aimed at providing insight on the cross cultural management and the main issues and challenges relating to cross cultural management. For the purpose of this paper, two articles, “Cross-cultural Differences in Management”, by Amman & Jordan

This paper is a report on cross-cultural management, with the issues related to cross-cultural management being discussed in the paper. Additionally, the report has produced the future way of cross-cultural management, including how it can be improved in offices relying much on this strategic approach.