CULTURAL CONFLICT


 CULTURAL CONFLICT




The Cause of Cultural Conflict

      Cultural conflict occurs as a result of ethnocentrism, misinterpretation, and stereotype. Ethnocentrism often entails the belief that one's own race or ethnic group is the most important or that some or all aspects of its culture are superior to those of other groups. Within this ideology, individuals will judge other groups in relation to their own particular ethnic group or culture, especially with concern to language, behavior, customs, and religion.
Speaker from different cultures assume that what they believe is right, because they have grown up thinking their way is the best and this may result in negative attitudes and judgements toward other cultures. These ethnocentrism attitudes cause people become critical of individuals from different cultures.
    Misinterpretation happens because people fail to interpret the verbal and non-verbal communication correctly. As we know that non-verbal language is more difficult than verbal language because one culture to another has different sign and meaning system.
Stereotypes are generalizations of people groups based on past experiences, which are deep-rooted in the psyche of the people. These stereotypes develop from jokes, textbooks, movies, and television. Stereotypical beliefs prevent us from seeing people as individual with unique characteristics.

Dealing with Cultural Conflict
    All kinds of cultural conflicts as the result of ethnocentrism, misinterpretation, and stereotype can be prevented by increasing awareness of our own attitude and sensitivity to cross cultural differences.
There are some ways dealing with cultural conflict:
- If we are subjected to upsetting or offensive behavior, or if you witness such a thing happening to someone else, clearly, firmly and simply state that the behavior is upsetting.
- If the behavior is offensive, but not threatening or aggressive, whether the person apologises or says nothing, let it go the first time.
- If the behaviour is threatening or aggressive, or if the offensive behaviour recurs, tell someone and follow the guidelines.
- If we feel unable to confront the situation directly, or if we are unsure about whether or not to act upon something promptly, discuss the issue with someone such as a friend, colleague, supervisor, employee advisor, or councelor.
- No matter who is involved in the negative interaction, whether the offensive behaviour is directed at us or we

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