They are Here! How diversity has changed the way we train residence life staff in understanding Cross-cultural conflict

Dr. Joel Pérez, Dean of Inclusion & Student Leadership Programs/Chief Diversity Officer

David M. Johnstone, Associate Dean for Residence LifeGeorge Fox University

George fox university

• Located in Newberg, OR

• Rooted in the Quaker tradition

• Values• Reflecting the Diversity of God’s people• Engaging Globally and Connecting Culturally

• 1800 traditional undergraduate students

• 65% of students live on campus

George fox university

2007 2008 2009 2010 2011 20120.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

15.3%

19.8%21.8%

24.8% 24.9% 25.6%

Multiethnic and International Students

RA Students of color

2007 2008 2009 2010 2011 2012 20130.0%

5.0%

10.0%

15.0%

20.0%

25.0%

30.0%

8.5%6.8%

5.3%7.9%

20.6%

23.8%

27.1%

Diversity leadership scholarships

• Act Six (2007)

• South Central (2009)

• Multicultural Leadership Scholarship (2010)

Obama incident

RL training(conflict / mediation)

Objectives for RL training on conflict

• Greater self awareness and development• Relational /community

development• Cultural humility

How do we understand conflict?

i. social interaction in which

ii. substantive disagreements arise

iii. between two or more individuals

iv. which gives rise to an affective or emotional reaction, often

v. based on a perception of threat or interference by one more other parties to the disagreement.

• (Hammer, 2009, p. 222)   

Conflict, cont.

Add culture:

•“people in different cultures see the same behavior and make very different conclusions about the underlying motivation that determined that behavior.”

• (Cai & Fink, 2002, p. 83)

Turned to Intercultural Conflict Style Inventory

Divides an individual’s style for responding to conflict into

(a) direct,

(b) indirect,

(c) emotionally expressive and

(d) emotionally restrained

Intercultural Conflict Style Inventory, cont.

Direct - encourages the individual to speak their mind and rely on “face-to-face interactions

Indirect - discrete about voicing their opinions; tend to utilize a third party  

Emotionally expressive/restrained style. - either display or disguise their emotions, visibly use their nonverbal cues or minimally “display their feelings through nonverbal behavior.” 

(Hammer, 2003b)

Intercultural Conflict Style Inventory, cont.

The discussion is “verbally direct” and “emotionally restrained or controlled.”

(Hammer 2003a, p. 30)

The engagement emphasizes being verbally direct, but is” infused with an emotionally expressive manner.”

(Hammer, 2003a, p. 30)

In contrast to these two the indirect styles of accommodation emphasize approaching the conflict in a circuitous manner. It seeks to resolve conflict by maintaining calm, being emotionally restrained and pursuing harmony. The dynamic style is also circuitous but will often be defined by hyperbole and characterized by “emotionally intense expression.”

(Hammer, 2003a, p. 30)

 [S1]Slide 15

Intercultural Conflict Style Inventory, cont.

Direct

Discussion Engagement

Indirect

Accommodation Dynamic

Emotional restraint Emotional expressiveness

Intercultural Conflict Style Inventory, cont.

“Conflict style is learned during a person’s socialization in his/her primary cultural community. When we grow up in a culture, we learn from others the attitudes, knowledge structures, behaviors and strategies for responding to conflict situations.”

(Hammer, 2003a, p. 15)

Final Thoughts

• Perceptions are not always accurate; assumptions are often incorrect.

• Asking questions and understanding yourself are the first steps towards minimizing cross-cultural misunderstandings.

References

Cai, D. & Fink, E. (2002). Conflict style differences between individualists and collectivists. Communication Monographs, 69(1), 67-87.

Hammer, M. (2003a). Intercultural conflict style (ICS) inventory: Facilitator’s manual. Ocean Pines, MD: Hammer Consulting, Inc.

Hammer, M. (2003b). Intercultural conflict style (ICS) inventory: Interpretive guide. Ocean Pines, MD: Hammer Consulting, Inc.

Hammer, M. (2009). Solving problems and resolving conflict using the intercultural conflict style model and inventory. Contemporary leadership and intercultural competence: Exploring the cross-cultural dynamics within organizations (pp. 219-232). Thousand Oaks, CA: Sage.