Intercultural Mediation and Conflict Management Training: A Guide for Professionals and Academics PDF
Preview Intercultural Mediation and Conflict Management Training: A Guide for Professionals and Academics
Claude-Hélène Mayer Intercultural Mediation and Confl ict Management Training A Guide for Professionals and Academics fl Intercultural Mediation and Con ict Management Training Claude-Hélène Mayer Intercultural Mediation and fl Con ict Management Training A Guide for Professionals and Academics Claude-HélèneMayer DepartmentofIndustrialPsychology andPeopleManagement UniversityofJohannesburg Johannesburg,SouthAfrica InstitutfürTherapeutische KommunikationundSprachgebrauch EuropaUniversitätViadrina Frankfurt(Oder),Deutschland ISBN978-3-030-51764-9 ISBN978-3-030-51765-6 (eBook) https://doi.org/10.1007/978-3-030-51765-6 ©SpringerNatureSwitzerlandAG2020 OriginalGermanEditionPublishedbyWaxmannVerlagGmBH,Germany,2019 Thisworkissubjecttocopyright.AllrightsarereservedbythePublisher,whetherthewholeorpartofthe materialisconcerned,specificallytherightsoftranslation,reprinting,reuseofillustrations,recitation, broadcasting,reproductiononmicrofilmsorinanyotherphysicalway,andtransmissionorinformation storageandretrieval,electronicadaptation,computersoftware,orbysimilarordissimilarmethodology nowknownorhereafterdeveloped. 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Theregisteredcompanyaddressis:Gewerbestrasse11,6330Cham,Switzerland Dedicated to Blanchie, Lolo and Ecee Foreword Thefieldofinterculturalinteractionisperhapsoneofthefewareasofresearchthat has taken Kurt Lewin’s statement “There is nothing so practical as good theory” seriously as can be seen in the work of Edward T. Hall, Harry C. Triandis, John W. Berry, Richard W. Brislin, Paul B. Pedersen, Dan Landis, Michael Bond and many others. Richard Brislin spearheaded the field of intercultural training by offering many volumes over the years (Brislin, 1981; Brislin & Pederson, 1976 Brislin, Cushner, Cherrie, & Young, 1986; Brislin & Yoshida, 1994; Chshner & Brislin, 1997), and Developing Intercultural Mediation and Conflict Management Skills: A Training Manual with Exercises by Professor Claude-Helene Mayer is a timelyadditiontothecollectionofvolumesthatistheorybased,whichcanbeused bybothpractitionersandacademics.ItakethisopportunitytocongratulateProfessor Mayerforheraccomplishment. Interculturalconflictisnatural andintheideal case, barring thecondition when meanandabusivepeoplearetakingadvantageofwhoevertheyareinteractingwith, itisoftenwellmeaning(Brislin,1993)whenbothpartiesareputtingtheirbestfoot forward. Intercultural conflict is natural since both interactants act from their own culturalreality,anddespitebeingwellmeaning,misunderstandingsoccur,mistakes are made and sometimes the situation becomes hopelessly intractable. Professor Mayer presents theories of cultural values, types and dynamics of conflict and mediation process, and provides cases and incidents to explain the theories, which isvaluableforpractitionersfortheycanapplythetheoriesandusefulforacademics toexaminetheapplicabilityoftheoriesandtorefinethem. The book covers important theories like Kluckhohn and Strodtbeck’s value orientations, Triandis’ individualism and collectivism, Schwartz’s universal frame- workofhumanvalues,Moore’scausesofconflict,Ausburger’sbehaviouralconflict styles, Bennett’s intercultural conflict resolution styles, Glasl’s escalation model, Bolten’sinterculturalcompetencemodelandAusburger’smediationmodel.Profes- sorMayeremploystheconstructivistapproach,andhaspresentedherownresearch findingsandinsightsthroughoutthebook,whichaidsinunderstandingthetheories and phenomena. She presents examples from a wide geographical area covering vii viii Foreword Asia,AfricaandtheWesternworld.Thebookalsocoversmanypracticaltoolslike Dulabaum’s IARA (impartiality, acceptance, recognition and affirmation) and SMART(specific,measurable,acceptable,realandterminated),whicharegrounded intheory,andtherefore,usefulandgeneralizable. The book will be of great value to the English readers since it presents many theories that have hitherto only been available to German researchers and practi- tionersinthepast.TheEnglishreadersalsohavetheadvantageofalltheexperience theauthorhascollectedsincethepublicationofthebookinGermaninpreparingthis English edition of the book. The book makes a definitive contribution to the literatureoninterculturalconflictmanagementandtraining. ManagementandCultureCommunity DharmP.S.Bhawuk Psychology,UniversityofHawaiiat Manoa,Honolulu,HI,USA References Brislin, R. W. (1981). Cross-cultural encounters: Face-to-face interaction. Elmsford,NY:Pergamon. Brislin, R. W. (1993). Understanding culture’s influence on behavior. New York, NY:HarcourtBraceJovanovich. Brislin, R. W., Cushner, K., Cherie, C., & Yong, M. (1986). Intercultural interac- tions:Apracticalguide.BeverlyHills,CA:Sage. Brislin, R. W., & Pedersen, P. B. (1976). Cross-cultural orientation programs. NewYork,NY:GardnerPress. Brislin, R. W., & Yoshida, T. (Eds.). (1994). Improving intercultural interactions: Modulesforcross-culturaltrainingprograms.ThousandOaks,CA:Sage. Cushner, K., &Brislin, R.W. (Eds.) (1997). Improving intercultural interactions: Modelsforcross-culturaltrainingprograms(vol.2).ThousandOaks,CA:Sage. Acknowledgements I would like to expressly thank certain people for their direct and/or indirect contributiontothistrainingmanual. My heartfelt thanks go to Inka Heisig and Gudrun Tschechne from SOPRA (Social Practice), Hannover, who guided and supported me, especially during the first years of my mediation practice. I have acquired all the vital insights that are important in the field of mediation and conflict management through Inka and Gudrun. Both have always been great role models for my practical work right up tothisday.Fortheintensivesupportofmyprojects,dearInca,Iwanttoparticularly thankyou. I would also like to thank my friends and family, and especially my three children,whoinspiremeandsharetheinterculturalexperienceswithme. I also want to thank all my colleagues who have worked with me over the past 20 years in science, research and practice and who have developed innovative conceptstogetherwithme. Additionally,Iwouldnothavebeenabletodevelopandtestmanyofmymaterial without the people who worked with me in my workshops, seminars and training sessionsinthefieldofinterculturalmediation,mediationinschoolsinintercultural contexts, intercultural systemic counselling, intercultural communication and con- flict management as well as culture-specific training sessions and who offered me constructivecriticism.Ithanktheparticipantsinthesciencefieldfortheirtheoretical questions and critical comments and the people working in practices for their practice-orientedobjections. Finally,IwanttothankMelanieVölker,mylong-termcontactpersonandlecturer at the Waxmann Verlag in Münster. Mrs. Völker has always been associated with this book project professionally and with commitment in the German context and alsowiththeeditingtasksandmyotherbooksandfilms,andshehaswitnessedthe developments over many years. I would like to thank you sincerely for the long- standing,professionalandfriendlycooperation. ix x Acknowledgements ForthesupportandpublishingofthisfirstEnglishedition,Iwouldkindlyliketo thank Shinjini Chatterjee, my editor at Springer Nature, who has supported me on severalprojectsandwhosupportedtheeditingofthisbook’spublishing. SincerethanksalsogotoBarbaraWood,thetranslatorofthisbook,aswellasmy dearfriendandcolleagueElisabethVanderheidenforeditingthebooktechnically. Professor Dr. Freddie Crous, the Head of Department of Industrial Psychology and People Management at the University of Johannesburg, Johannesburg, South Africa, has supported the translation of this book with all his might. I am sincerely grateful for this support on ideological, psychological, institutional and financiallevels. Contents Introduction. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 1 PartI Conflict InterculturalConflicts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 7 1.I1:WhatAreInterculturalConflicts?. . . . . . . . . . . . . . . . . . . . . . . . . . . 7 1.1E1:ReflectionofaInterculturalConflictExperience. . . . . . . . . . . . . . . 9 1.2E2:PersonalConflictandMediationRoots. . . . . . . . . . . . . . . . . . . . . . 10 1.3E3:TheEmergenceofConflicts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 11 1.4I2:Culture-RelatedStructuresofReality. . . . . . . . . . . . . . . . . . . . . . . 12 1.5E4:AnInterculturalConflictDialogue:APleasantEveninginaPub?. . . 13 TypesofConflicts. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 1.6I3:HotandColdTypesofConflict. . . . . . . . . . . . . . . . . . . . . . . . . . . 15 1.6.1I4:HotConflict. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 15 1.6.2I5:ColdConflict. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 16 1.6.3I6:DynamicsofHotandColdFormsofConflict. . . . . . . . . . . . . . . . 16 1.6.4E5:Self-ReflectionRegardingHotandColdFormsofConflict. . . . . . 17 ConflictTypes. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 1.7I7:TypesofConflict. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 19 1.7.1E6:WhichConflictTypeDoyouTendtowards?. . . . . . . . . . . . . . . . 20 ConflictStyles. .. . . . . . . . . . . . . . . . . . . .. . . . . . . . . . . . . . . . . . . .. . . 23 1.8I8:ConflictStyles. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 23 1.8.1I9:ConflictBehaviourStylesbyAugsburger. . . . . . . . . . . . . . . . . . . 23 1.8.2E7:HowtoWorkwiththeConflictBehaviourStyles byAugsburger. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 24 1.8.3I10:ConflictStylesbyBennett. . . . . . . . . . . . . . . . . . . . . . . . . . . . . 27 1.8.4E8:CaseWork:ConflictStylesbyBennett. . . . . . . . . . . . . . . . . . . . 28 xi
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