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    Article Review.2

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    This article reviews research on managing cross-cultural conflict in organizations. The authors analyzed studies using various methodologies to comprehensively examine the topic. Research on effective management of cross-cultural conflicts has increased in recent decades across multiple disciplines. While conflicts can negatively impact decision-making and relationships, effective management can improve job satisfaction and well-being. Managing cross-cultural conflict requires diagnosing issues, developing intervention strategies, and addressing differences in values, interests, needs and beliefs between cultural groups. Intercultural conflicts are more common in international organizations with diverse workforces.

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    Article Review.2

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    G.A.A.P PRO ACCT
    41 views5 pages
    This article reviews research on managing cross-cultural conflict in organizations. The authors analyzed studies using various methodologies to comprehensively examine the topic. Research on effective management of cross-cultural conflicts has increased in recent decades across multiple disciplines. While conflicts can negatively impact decision-making and relationships, effective management can improve job satisfaction and well-being. Managing cross-cultural conflict requires diagnosing issues, developing intervention strategies, and addressing differences in values, interests, needs and beliefs between cultural groups. Intercultural conflicts are more common in international organizations with diverse workforces.

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    This article reviews research on managing cross-cultural conflict in organizations. The authors analyzed studies using various methodologies to comprehensively examine the topic. Research on effective management of cross-cultural conflicts has increased in recent decades across multiple disciplines. While conflicts can negatively impact decision-making and relationships, effective management can improve job satisfaction and well-being. Managing cross-cultural conflict requires diagnosing issues, developing intervention strategies, and addressing differences in values, interests, needs and beliefs between cultural groups. Intercultural conflicts are more common in international organizations with diverse workforces.

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    © All Rights Reserved
    Download as DOC, PDF, TXT or read online from Scribd
    Download as doc, pdf, or txt
    41 views5 pages

    Article Review.2

    Uploaded by

    G.A.A.P PRO ACCT
    This article reviews research on managing cross-cultural conflict in organizations. The authors analyzed studies using various methodologies to comprehensively examine the topic. Research on effective management of cross-cultural conflicts has increased in recent decades across multiple disciplines. While conflicts can negatively impact decision-making and relationships, effective management can improve job satisfaction and well-being. Managing cross-cultural conflict requires diagnosing issues, developing intervention strategies, and addressing differences in values, interests, needs and beliefs between cultural groups. Intercultural conflicts are more common in international organizations with diverse workforces.

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    of 5

    Running Head: ARTICLE REVIEW: LEADING OR MANAGING ORGANIZATIONS 1

    Article Review: Managing cross-cultural conflict in organizations

    Abstract

    This text reviews the article whose core focus is on cross-cultural, which is quite evident in

    numerous organizations (Mayer & Louw, 2012). Since, these conflicts if not managed as

    necessitated bear detrimental effects on organizations’ progress despite having effective

    strategies meant to attain its goals. For instance, cross-cultural conflicts in any organization if

    respective authorities do not resolve them well lead to distress and distraction besides

    dysfunctional relationships in workplaces (Mayer & Louw, 2012). Conversely, if managed as

    necessitated these conflicts lead to positive impacts ranging from job satisfaction, stress discount

    to individual well-being. To ensure effectiveness in resolving these conflicts entails use of varied

    approaches that vary significantly with organizations.

    Key words: Interests; beliefs; values; psychology; behavior; sociology; communication;

    conflict management; cross-cultural


    ARTICLE REVIEW: LEADING OR MANAGING ORGANIZATIONS 2

    Article Review: International Journal of Cross Cultural Management

    Introduction

    Conflict is a growing concern in numerous organizations globally. Based on Mayer and

    Louw’s article, conflict is part of a person; hence, it is a ubiquitous feature of professional and

    socio-cultural interaction (Mayer & Louw, 2012).

    Summary

    In this article, authors have addressed its theme from other studies’ methodological

    approaches ranging from positivist to communal constructivist besides interpretative paradigms

    (Mayer & Louw, 2012). Hence, it permits for a comprehensive variety of research statistics.

    Conflict is termed as being part of human. Based on this study, currently researches concerning

    effective management of cross-cultural conflict have been on the rise for the decades both

    globally and at interdisciplinary level. These different perspectives include and not limited to

    sociology, psychology, anthropology, health and behavioral sciences as well as communication

    (Mayer & Louw, 2012). According to Mayer and Louw (2012), conflicts can affect decision-

    making process; output, creativity, lead to distress, employees’ distraction and relationships in

    working places besides individual effectiveness (Mayer & Louw, 2012). However, if well

    managed can bear benefits ranging from job satisfaction, stress discount to individual well-being

    of the involved parties especially in the working place (Mayer & Louw, 2012). In workplaces,

    effective management strategies encompass first diagnosing and analyzing of organizational


    ARTICLE REVIEW: LEADING OR MANAGING ORGANIZATIONS 3

    conflict, and eventually devising effective intervention procedures or approaches to resolve it.

    The strategies used by the organizations include, analyzing types of impacts and conflict

    resolution style. Moreover, cooperation in organizations is among the main concepts in reducing

    conflicts in a globalized setting. Internalization process across diverse organizations has led to

    focus on multicultural, intercultural and trans-cultural conflict-related investigation (Mayer &

    Louw, 2012). This cross-cultural research is brought about by the increased potential for

    multicultural conflict in the intercontinental workplace. In such settings multicultural conflicts

    entail a theoretic approach to culture, its descriptions, concepts and the cultural influences on

    personal interaction, conflict besides its management. Identifying the cause of the conflict is one

    of the basic tasks in conflict management. Conflict is associated with matters of standards as well

    as individuality. This is because conflict frequently arises when a person or a group of people

    observes dissimilarities besides opposition amongst themselves and others about values,

    interests, needs as well as beliefs (Mayer & Louw, 2012). Conflict is viewed as, an episode

    created through perception besides being assumed to be influenced by culture and that lead to

    knowing the being of multiple realities.

    Reflections

    The most important conclusion made with this research article is that multicultural

    organizations are the ones that usually experience intercultural conflicts (Mayer & Louw, 2012).

    This shows that much conflict is more often in international organizations where most people are

    from diverse cultural backgrounds as compared to local firms.

    The research article classifies correlation between conflict and culture. If the study had

    been performed on multicultural organizations, the outcomes would have offered extra validity
    ARTICLE REVIEW: LEADING OR MANAGING ORGANIZATIONS 4

    as well as accuracy. The research carried out mostly focus on intercultural, cross-cultural and

    trans-cultural conflict-related (Mayer & Louw, 2012). However, if the research was carried out

    on international organization the results could be accurate.

    The study in this article proposes that there is a problem with organization production and

    culture. However, additional study will need to be carried out concerning the procedure the

    organizations go through towards increasing their output (Mayer & Louw, 2012). Additionally if

    the researches were conducted in organizational settings, perhaps the staff would have given very

    true information hence the results could have resulted with increased reliability and accuracy.

    Implications

    This research article suggests some great conclusion about negative impacts on

    organizational productivity, increased cost and culture (Mayer & Louw, 2012). The conclusion

    may exemplify to organizations that conflict minimization need to be integrated as much as

    possible. Once a staff becomes more involved in conflicts, the organization’s output goes down

    as well as incurring other unnecessary costs (Mayer & Louw, 2012). If an international

    organization has staff with conflict, a program need to be started to assist them emerge from it.

    The overall objective of an organization is to discover incomes as much as possible and in safe

    environs. However, additional efforts need to be made to certify that organizations have minimal

    conflicts.
    ARTICLE REVIEW: LEADING OR MANAGING ORGANIZATIONS 5

    References

    Mayer, C. & Louw, L. (2012). Managing cross-cultural conflict in organizations. International

    Journal of Cross Cultural Management, 12(3), 3-8.

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