Conflict Resolution. Compare conflict resolution techniques in two Term Paper

Conflict Resolution. Compare conflict resolution techniques in two different cultures, such as American and Mexican - Term Paper Example The USA belongs to so-called individualistic culture. Besides, this is a country with a low level of power-distance and fear of uncertainty. The Americans use to resolve the conflicts by means of such methods as competition. The Mexican culture is a collectivist culture with high level of power-distance and fear of uncertainty. The representatives are prone to resolve the conflicts by means of cooperation and compromise to resolve the conflict. The conflict, according to K. Thomas - is "a process that arises when one party assumes that the other party is going to impede or interfere with the intentions of the first side" (cited in Lorenzen 2006). K. Thomas identified five styles of behavior in conflict resolution. The modern view is that even the organizations with efficient management have some conflicts; moreover, the conflicts are not only possible, but also desirable. Of course, the conflict does not always produce positive effects. In some cases it can interfere with the needs o f the individual and the goals of the organization as a whole (Augsburger 1992). Some conflict can be functional and lead to increased organizational effectiveness. Or it can be dysfunctional, and then it leads to a decrease in personal satisfaction, group cooperation and effectiveness of the organization. ... Cooperation – â€Å"let's solve this problem together† – an active style, strives to cooperate with other party. In this situation, both parties are committed to achieving their goals. Such manner of behavior characterized by the desire to solve the problem, find out the differences, exchange ideas and information. Such a strategy is often called the approach â€Å"win – win†. Avoidance of conflict – â€Å"leave me alone† is a passive style of conflict solution, which does not seek to any cooperation. One side can acknowledge that a conflict exists, but chooses the manner of behavior, characterized by the desire to avoid conflict or stifle it. Such party delays the conflict solution, using a variety of half-measures in order to dampen the conflict, or covert action to avoid a confrontation. Compliance – â€Å"only after you†- is a passive style, seeking to cooperation. In some cases, one party may try to placate the other and put their interests above their own ones. The given strategy implies the desire to soothe the other party; it involves compliance, obedience and suppleness. Compromise – â€Å"let's meet each other’s interests†- the average position by two parameters: activity - passivity, a willingness to cooperate - its absence. When both sides make concessions, partly by refusing their claims, a compromise is reached. Nobody wins and nobody loses. Such solution involves the search for options and ways to mutually beneficial agreements. Like any other aspect of organizational behavior, style of conflict resolution is subject to significant influence of national cultures. â€Å"To create conditions for cooperation, the leaders of the international level should study