Intercultural conflict may be characterized by various dialectics, including economic, religious, cultural, and political tensions, as well as ambiguity, language issues, and conflict management styles.
There are two different orientations to conflict: conflict as opportunity and conflict as destructive.
The social science approach emphasizes understanding cultural differences in conflict.
The five types of conflict are affective conflict, conflict of interest, value conflict, cognitive conflict, and goal conflict.
There are five conflict styles—dominating, integrating, compromising, obliging, and avoiding.
The choice of conflict style may be influenced by culture, gender, and ethnicity.
Interpretive and critical approaches to conflict emphasize intergroup and social conflict.
Interpretive and critical approaches also emphasize contexts of conflict.
Social movements are one approach to social change and often involve conflict or confrontation.
Conflict can be productive or destructive.
Some strategies for conflict resolution include staying centered, maintaining contact, recognizing the existence of different conflict management styles, identifying a preferred style, being creative and expanding one’s conflict style repertoire, recognizing the importance of conflict context, and being willing to forgive.
Transforming methods of mediation are commonly used in many cultures.
