Essay: Intellectual Conflict in the Workplace
One example through which intercultural conflict results in the workplace and in the society is because of identity issues, whereby someone chooses to turn the assertion of his or her identity into cultural hostility (Gudykunst, 2005, pp 223). In a meeting chaired by Ban Ki-Moon, the United Nations Secretary General recently, It was resolved that so as to effectively manage intercultural conflicts, dialogue was critical. At the start of the meeting entitled: Intercultural Dialogue for Peace and Security, Ban Ki-Moon stated that dialogue was essential in managing intercultural conflict because it “can defuse tensions and keep situations from escalating” (2010, par 2). In addition, the Secretary General stated explained that intercultural dialogue can endorse reconciliation in the outcome of conflicts, and is also able to ignite communication into polarized situations (un.org, 2010, pp 1- 14).
In the society today, prejudice and hatred among communities have become very common (Bodine, & Crawford, 1999), caused by cultural reasons that have made extremists to result to incitement strategies, and divisiveness in the workplaces and in nations are common. According to Prime Minister Saad Hariri of Lebanon in the UN meeting aforementioned, effective dialogue is based on recognizing identities and is very much dependent on not turning the assertion of identities into hostility, which usually causes the divisions experienced among cultures ( United Nations Security Council, 2010).