2: Theories and Stories of Conflicts
- Page ID
- 341196
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This section offers brief descriptions of contemporary theories, stories of intercultural conflicts as viewed and possibly remediated with these concepts.
- 2.1: Seven Stories of Long‑Standing, Culturally Rooted Conflicts
- Stories with references to the theoretical approaches used to solve them. These theories are referenced for further reading.
- 2.2: Unpacking Problems With Hofstede's Ideas
- Hofstede’s cultural dimensions theory identifies four foundational ways that national cultures differ in their values, communication patterns, and approaches to social organization.
- 2.3: Illustrating Hofstede's Concepts
- The theorist we rely on the most in our course is Hofstede. This chapter offers additional stories that look through the categories he described. We will be looking at other theorists, but it is important for us to be well-versed in his concepts.
- 2.4: Solutions Using Face-Negotiating Theory In Four Sectors
- Face‑negotiation theory, developed by Stella Ting‑Toomey, explains how people from different cultural backgrounds manage conflict and maintain “face,” or their desired social self‑image. The theory argues that cultural values—especially individualism and collectivism—shape how individuals perceive threats to face and which strategies they use to restore or protect it
- 2.5: Looking At Culture Through Hall's Lens Of Time and Context
- Edward T. Hall’s work on cultural patterns emphasizes two foundational concepts—time orientation and context orientation—that shape how people communicate, coordinate, and interpret meaning across cultures. This chapter covers these in some detail with references for further reading.
- 2.6: A Focus On Social and Group Identity
- Social and intergroup identity theory, developed primarily by Henri Tajfel and John Turner, explains how individuals define themselves through group memberships and how these identities shape perceptions, attitudes, and behavior. According to the theory, people categorize themselves and others into social groups (such as nationality, profession, ethnicity, or political affiliation), adopt the norms and values of those groups, and derive part of their self‑esteem from group belonging. This proces
- 2.7: Acculturation and Identity
- Acculturation refers to the process through which individuals adapt to a new cultural environment, balancing the norms, values, and behaviors of their heritage culture with those of the host culture. Leading theorist John W. Berry identified four primary acculturation strategies—integration, assimilation, separation, and marginalization—based on whether individuals maintain their original cultural identity and whether they seek interaction with the new culture.
- 2.8: Applying Cultural Intelligence
- Cultural intelligence (CQ) refers to an individual’s capability to function effectively across cultural contexts, including national, ethnic, organizational, and professional cultures. Developed by Christopher Earley and Soon Ang, the concept emphasizes that effective intercultural interaction requires more than general intelligence or emotional intelligence—it requires a specific set of skills that help people interpret unfamiliar behaviors, adapt communication styles, and respond appropriately