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Diversity Conflict in Organizations

Katherine Turpin

Arizona State University – OGL350

February 15, 2019

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Diversity Conflict in Organizations

Diversity and conflict are two words that you hear together often. Diversity seems to

create situations in which conflict arises almost indefinitely at some point. Why does this

happen? Well, too many differences in one space and everyone thinking that their way is the

right way has a tendency to lead to disagreement in the very least. Let’s take a look at diversity

conflict in organizations, how it has impacted my life, and how the concepts that I’ve learned

will help me in the future deal with diversity conflict.

Diversity Conflict

The business world is much more diverse than it used to be, and organizations are making

it a point to diversify their workforce as much as possible. Along with diversity though comes

conflict. Gonçalves, Reis, Sousa, Santos, Orgambídez-Ramos, & Scott state:

“Organizations are now exposed to unfamiliar cultural contexts and culturally diverse

workforces. These intercultural interactions are a challenge, as cultural differences can

increase conflict, tensions and difficulties. Moreover, multiculturalism will tend to

increase the time that needs to be spent managing conflicts” (Gonçalves, Reis, Sousa,

Santos, Orgambídez-Ramos, & Scott, 2016, p. 726).

Cultural differences, even with extensive diversity training, can cause communication errors and

effective productivity problems. We must learn to work with these differences in ways that the

conflict becomes constructive and not destructive.

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There are several ways that we can work with diversity conflict in the workplace and not

have it destroy our productivity and morale. There are five main ways to handle cultural conflict

in the workplace. These five conflict management styles are integrating, avoiding, dominating,

compromising, and obliging (Gonçalves, Reis, Sousa, Santos, Orgambídez-Ramos, & Scott,

2016, p. 727). Each one of these styles handles the conflict a little bit differently. Each style also

comes from a different place of care and concern for self and for others. The avoiding style is not

very conducive to a solution. This style comes from a place of low care for self and others,

completely avoids the conflict, and sometimes it can even involve the manager leaving the

conflict situation in order to not have to deal with the problem (Gonçalves, Reis, Sousa, Santos,

Orgambídez-Ramos, & Scott, 2016, p. 727). The dominating style is a very selfish conflict

management style and not a style that leaves everyone happy. This style involves a high concern

for self and low concern for others and consists of the individual doing everything possible to

have things their way while ignoring the other’s way (Gonçalves, Reis, Sousa, Santos,

Orgambídez-Ramos, & Scott, 2016, p. 727). The obliging style is the exact opposite of the

dominating style. This style comes from a place of low self-concern and high concern for others.

The obliging style is where “the individual seeks to minimize the differences and to focus his or

her efforts on solving the problems by maximizing the common points to satisfy the other party.

It aims at peaceful coexistence and recognition of common interests” (Gonçalves, Reis, Sousa,

Santos, Orgambídez-Ramos, & Scott, 2016, p. 727). Then we have the compromising style. This

style involves an average concern for self and others and is based on each party in the conflict

having equal power and finding ways for both sides to win (Gonçalves, Reis, Sousa, Santos,

Orgambídez-Ramos, & Scott, 2016, p. 727). The last style, which is integrating, seems to be the
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best choice and seems to be the way that would bring the most success to conflict situations. The

integrating style is based on a high sense of concern for self and others and focuses on

compromise (Gonçalves, Reis, Sousa, Santos, Orgambídez-Ramos, & Scott, 2016, p. 727).

Conflict in organizations is not always a bad thing. Conflict can help to breed creativity

and ingenuity. Conflict causes debate and creates opportunity for other views to be seen and

heard. If the conflict is managed well then then the possibilities are endless. Diversity conflict

makes it possible for you to learn how other people see things, what their expectations are, and

why they feel the way that they do.

Communication is key in these scenarios. Lubin states, “You can't expect negotiations

with French to be like negotiations with Americans, and the same holds true for cultures around

the world” (Lubin, 2014, para. 1). Different cultures communicate in different ways. Having an

understanding of different communication patterns helps in times of diversity conflict. You are

able to choose the proper path to take as far as communication. You are also able to understand

they way that they are trying to communicate with you.

I have witnessed many times in the workplace where communication differences between

cultures cause a conflict. When there are meetings it tends to be very apparent that different

communication styles exist. Different cultures use different volumes when they speak. There also

is a difference on whether or not they like to just get to the point or if details are important to

them. It also becomes apparent those that are willing to compromise versus those that have

dominating personalities due to their culture.

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The giraffe and elephant story illustrates cultural diversity and conflict well. The

differences between the giraffe’s house and what the elephant was used to and needed were so

apparent. A lot of the time this is what creates conflict. When one culture is not getting what is

needed and their needs are being ignored this causes them to get upset and feel uncomfortable or

unwanted. Finding ways to make them more comfortable will help the situation but can also

accentuate the differences and cause more discomfort. It is best to accept each other’s differences

and find ways to work together despite those cultural differences. We should find ways to

accentuate each other’s diverse qualities.

Learning about the different conflict management styles will really help me in my daily

work life. Since the workplace is so diverse now it is important to know how to deal with

diversity conflict situations that may come up. The personal diversity maturity index that we did

was really eye opening. Not every situation that pops up is black and white and the solution

clear. There is a lot of negotiating that must take place and you must make efforts to make sure

that the majority is satisfied. There were several situations that when I looked at the choices

offered to solve the situation there were a couple that I would have chosen It is had sometimes to

know the best way to bring solution to conflict. You must weigh options and pick the way that is

going to satisfy most in order to diffuse the conflict. I score a 77 on the personal diversity index.

This means I have moderate diversity maturity. Not the worst but not the best either. I have some

growing to do in this area and will make the necessary attempts to better myself regarding

matters of diversity.
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References

Roosevelt, T.R. (1996). Giraffe and Elephant

Gonçalves, G., Reis, M., Sousa, C., Santos, J., Orgambídez-Ramos, A., & Scott, P. (2016).
Cultural intelligence and conflict management styles. International Journal of
Organizational Analysis, 24(4), 725-742

Lubin, G. (2014). 25 Fascinating Charts of Negotiation Styles Around the World. Business
Insider- Singapore.