Hennepin Technical College Intercultural Conflict Styles
Summary
TLDRIn this insightful presentation, Jonathan Stewart from Hennepin Technical College introduces Dr. Mitch Hammer's intercultural conflict style model. Stewart explains four distinct styles of conflict resolution based on directness and emotional expression: Discussion, Engagement, Accommodation, and Dynamic. He emphasizes understanding these styles to navigate cultural differences in conflict effectively, highlighting the strengths and weaknesses of each approach and encouraging the adoption of alternative methods to suit different situations.
Takeaways
- 📚 The speaker, Jonathan Stewart, is an instructor at Hennepin Technical College focusing on language, culture, conflict, and cultural topics.
- 🌐 He introduces a model of intercultural conflict resolution based on Dr. Mitch Hammer's work, which is used for customized training services.
- 🔍 The model helps individuals understand their own and others' conflict resolution styles without taking things personally.
- 📊 The model is structured around four quadrants, differentiated by directness and emotional expression during conflict.
- 🗣️ 'Discussion style' individuals are direct and logical but keep emotions in check, focusing on problem-solving rather than personal issues.
- 🔥 'Engagement style' people are direct and express emotions as part of the conflict resolution process, valuing emotional honesty.
- 🤝 'Accommodation style' individuals are indirect and keep emotions to themselves, aiming for harmony and avoiding direct confrontation.
- 🎭 'Dynamic style' individuals are indirect and express emotions through stories or examples, often preferring third-party mediation.
- 🌟 Each style has strengths and weaknesses, and understanding them can help in adapting one's approach to conflict resolution.
- 🌍 Stewart encourages considering culture in the broadest sense, including worldviews, personalities, and personal backgrounds.
- 💡 The model serves as a tool for self-reflection and understanding others in conflict situations, promoting effective intercultural communication.
Q & A
Who is Jonathan Stewart and what does he do?
-Jonathan Stewart is an instructor at Hennepin Technical College, focusing on language and culture, conflict, and cultural topics for customized training services.
What is the purpose of the model that Jonathan Stewart wants to share?
-The purpose of the model is to provide a framework for understanding and resolving intercultural conflicts by analyzing personal conflict styles and applying them to specific situations.
Who is Dr. Mitch Hammer and what is his contribution to the model?
-Dr. Mitch Hammer is a professional who works in hostage negotiation and large-scale mediation around the world. He developed the intercultural conflict style model that Jonathan Stewart wants to share.
What are the two main axes that define the intercultural conflict style model?
-The two main axes are how individuals express disagreement (direct or indirect) and how they express their emotions (retained or expressed).
What are the four intercultural conflict styles identified in the model?
-The four styles are the Discussion style, the Engagement style, the Accommodation style, and the Dynamic style, each characterized by different ways of expressing disagreement and emotions.
What is the Discussion style and how do individuals with this style approach conflict?
-The Discussion style involves being direct in addressing the problem while keeping emotions in check. Individuals with this style believe resolution comes from the clash of emerging ideas.
How does the Engagement style differ from the Discussion style?
-The Engagement style is also direct in addressing the problem, but unlike the Discussion style, individuals express their emotions openly as part of the conflict resolution process.
What is the Accommodation style and how is it typically misunderstood?
-The Accommodation style is indirect in communication and retains emotions. It is often misunderstood as passivity, but it actually seeks harmony and avoids attaching the problem to the person.
What is the Dynamic style and how do individuals with this style resolve conflicts?
-The Dynamic style is characterized by being indirect in communication and expressive with emotions. Resolution often comes in the form of a story or example, and individuals may prefer third-party mediation or alternative resolution methods.
How can understanding these conflict styles help in dealing with different people in conflict situations?
-Understanding these styles allows individuals to recognize their own and others' conflict resolution methods, enabling them to adapt their approach, appreciate different perspectives, and find more effective ways to manage conflicts.
What does Jonathan Stewart suggest when thinking about conflict and culture?
-Jonathan Stewart suggests thinking of culture in the broadest sense, including worldviews, personalities, and other factors, as everyone is a cultural composite, and this model can help navigate conflict situations.
Outlines
🌟 Intercultural Conflict Resolution Model
Jonathan Stewart introduces an intercultural conflict resolution model based on Dr. Mitch Hammer's work, which is used at Hennepin Technical College for customized training services. The model helps individuals understand their own and others' conflict styles by examining how disagreement and emotions are expressed. Stewart explains the four quadrants of the model: the Discussion style, which is direct and logical but keeps emotions in check; the Engagement style, which is direct and emotionally expressive; the Accommodation style, which is indirect and emotion-contained, seeking harmony; and the Dynamic style, which is indirect and emotionally expressive, often resolving conflict through storytelling. The model encourages recognizing the strengths and weaknesses in each style and applying this understanding to improve conflict resolution in various cultural contexts.
🌈 Understanding Conflict Styles and Cultural Perspectives
The second paragraph delves deeper into the nuances of each conflict style, emphasizing that they can be viewed positively or negatively depending on the situation. It discusses the potential negative perception of the Discussion style as unfeeling and the Accommodation style as passive-aggressive, while also highlighting their strengths. The paragraph underscores the importance of considering culture in a broad sense, including worldviews and personality influences, and how these factors contribute to an individual's approach to conflict. Stewart encourages embracing the model as a tool for understanding and adapting to different conflict resolution strategies, recognizing that cultural composites shape our responses to conflict.
Mindmap
Keywords
💡Intercultural Conflict Resolution
💡Cultural Composites
💡Direct Communication
💡Indirect Communication
💡Emotional Expression
💡Discussion Style
💡Engagement Style
💡Accommodation Style
💡Dynamic Style
💡Personalized Assessment
💡Hostage Negotiation
Highlights
Jonathan Stewart introduces an intercultural conflict resolution model based on the work of Dr. Mitch Hammer.
The model is used for customized training services at Hennepin Technical College.
The model helps individuals understand their intercultural conflict style through a personalized assessment.
Dr. Hammer's expertise includes hostage negotiation and large-scale mediation.
The intercultural conflict style model consists of four quadrants based on directness and emotional expression.
Directness in expressing disagreement is represented on the vertical axis.
Emotional expression during conflict is represented on the horizontal axis.
The Discussion style is characterized by direct problem-solving and emotional restraint.
The Engagement style involves direct communication and emotional expression.
The Accommodation style is indirect in communication and retains emotions.
The Dynamic style is indirect in communication but expressive with emotions.
Each style has its strengths and weaknesses, and understanding them can improve conflict resolution.
The model encourages viewing culture in the broadest sense, including as a worldview.
Cultural composites are formed by various factors including personality.
The model provides a framework for adapting to different conflict resolution approaches.
Understanding different intercultural styles can help in managing emotions during conflict.
The model suggests that it's acceptable for individuals to adopt different styles based on the situation.
Quotes are used to illustrate the essence of each conflict style.
Transcripts
either I'm Jonathan Stewart an
instructor at Hennepin Technical College
I do a lot of language and culture
conflict and cultural type topics for
customized training services I want to
share with you a model of intercultural
conflict resolution and have you think
about or applied to your specific
situation this model is based on the
work of dr. Mitch hammer and we at
Hennepin tech to be able to deliver his
training and actually to give a
personalized assessment that will allow
you to choose or figure out what your
intercultural conflict style might be
dr. hammer does all kinds of hostage
negotiation and kind of large-scale
mediation around the world and he's
developed this model that I'd like to
share with you the intercultural
conflict style model is really neat I
think because it allows us to look at
ourselves but also to understand others
to see that we don't have to take things
personally based on how they do
problem-solving or how they do conflict
resolution you can see there's four
quadrants here and vertical and
horizontal axis conflict comes from not
only our differences that might be
perceived or actual but it also comes
from our emotions and so first of all
how we express disagreement at the top
here running along this this vertical
axis are you a very direct person when
disagreement happens do you speak
directly to the problem you know or is
it more indirect giving subtle hints or
or not trying to you know shame the
person by bringing it up front beating
around the bush a little bit direct or
indirect how people express disagreement
and all of us kind of run across this
spectrum and then on the bottom on the
horizontal axis how we express our our
emotions do we retain them and keep them
in is it better for us to keep a cap on
our emotions we don't let them out or do
we express it our emotions come with
the message and we're able to use our
emotions when we're talking about
conflict based on kind of these
horizontal and vertical accesses there
are four kind of intercultural conflict
styles that we can look at the first one
in the top right corner is the
discussion style person the person who
has this style would say resolution
comes with the clash of emerging ideas
you can see they're very direct they're
able to logically lay out the problem
and speak specifically to it but in
terms of pressing their emotions they
were going to keep those in it's about
the problem not about the person and
they try to separate those two so
they're gonna keep their emotions in
check there's a great quote you know
that we all know say what you mean and
mean what you say that's kind of a
discussion style quote and this is just
one style but one that's pretty common
here in the United States moving across
the engagement style conflict style
would be someone who you can see very
direct but this time they're using their
emotions they're expressing their
emotions their emotions are coming with
the message resolution for them comes
when we can engage our emotions both
sided in receiving and giving that might
mean my tone of voice goes up I use more
hand gestures and there are you know you
can think of people you know that
probably when they are motions start
happening they let them out and they're
also able to speak directly an
engagement person a good quote I think
it's an Irish quote it says what's
nearest the heart is nearest the mouth
and for a person like this they're not
gonna want to calm down you're gonna
have to meet their emotions you're gonna
have to match their emotional level and
then maybe lead them if you want them to
try to calm down but emotions are
important for them as they're speaking
directly they want to engage fully in
the bottom-right corner here is the
accommodation style
often times they think of accommodation
as the wet noodle going along with
whatever someone says but this isn't the
way this term is used here it's someone
who is indirect in their communication
but also keeping their emotions in it
can be a very hard difficult person to
read but this person resolution is
coming for them with the harmony of
things so they're not going to want to
bring the problem and attach it to the
person maybe they're from a from a
culture or a context that face and shame
is very important to keep so here's a
great quote the first person to raise
their voice the quote goes the first
person to raise their voice in an
argument loses and when you're engaging
in something they're gonna be more
indirect and we can look at it you know
in a negative way you could call this
person passive-aggressive but it's a
it's could be a just a style that
they're using and they're they're trying
to give the hint or the reason why
they're upset in an indirect way it
takes being able to kind of creatively
understand what's going on the final
quadrant is the dynamic quadrant someone
who's expressive while at the same time
being indirect in in explaining what the
disagreements about or their their
experience with it resolution here often
comes with in the form of a story they
might use an idiom or an example to give
indirectly why they're bringing their
emotions there's an Arab quote that says
it's better to know the truth but to
speak of palm trees and you can start to
see a dynamic person might be more
comfortable having a third party come in
to mediate a situation or to look at
alternative ways to resolve it in each
of these different intercultural styles
there's some part that you can see
positively in some part that you can see
negatively now for example a discussion
person well they're logical but maybe
someone says they're unfeeling or
uncaring but each of them have strengths
and weaknesses and learning about them
in terms of yourself and others
allows you to try on a different way of
dealing with a situation or a person to
understand that it's okay if someone's
gonna use their emotions even if I'm a
discussion person and might not be
comfortable with that when we think of
conflict and culture I tend to encourage
people to think of culture in the
broadest sense of the word even as a as
a worldview you can have someone who
looks the same as you and has a lot of
the same background but they're how
they've been formed that takes into
consideration personality and many other
things we're all cultural composites in
some way and this model is just another
way to think about what to do how to use
that in a conflict situation
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