Culture is multi-layered which means what you see on the surface may mask

differences below the surface. Therefore, cultural generalizations are not the
whole story, and there is no substitute for building relationships and sharing
experiences, coming to know others more deeply over time.

Culture is constantly in flux which means that as conditions change, cultural

groups adapt in dynamic and sometimes unpredictable ways.

Therefore, no comprehensive description can ever be formulated about a

particular group. Any attempt to understand a group must take the
dimensions of time, context, and individual differences into account.

Cultural conflicts arise because of the differences in values and norms of behavior
of people from different cultures. A person acts according to the values and
norms of his or her culture; which means that another person holding a different
worldview might interpret his or her behavior from an opposite standpoint. This
situation creates misunderstanding and can lead to conflict.

Cultural conflict can be identified by the following signs:

1) it usually has complicated dynamics. Cultural differences tend to create

complex combinations of expectations about one's own and others' behavior.

2) If addressing content and relational issues does not resolve the conflict, it
can be rooted in cultural differences.

3) Conflict reoccurs or arises strong emotions even though the issue of

disagreement is insignificant
The resolution of cross-cultural conflict begins with identifying whether cultural
issues are involved.

1. Probing for the cultural dimension.

The examination process should start from the parties' acknowledgment that their
conflict contains a cultural dimension. There should be willingness on all sides to
deal with all conflict dimensions including the cultural one.

2. Learning about other cultures.

People can prevent cross-cultural conflicts by learning about cultures that they
come in contact with. This knowledge can be obtained through training programs,
general reading, talking to people from different cultures, and learning from past
experiences. Important aspects of cultural education are understanding your own
culture and developing cultural awareness by having knowledge of values and
beliefs of other cultures. The worst thing to do is looking at them through the prism
of cultural stereotypes.

3. Altering organizational practices and procedures.

Often the organizational structure reflects the norms of just one culture and inherits
the cultural conflict. In such cases, structural change becomes necessary to make
the system more sensitive to cultural norms of other people.

Williams identified four phases how to resolve conflicts:

The first step is that the parties describe what they find offensive in each other's
behavior, then,

The second step is that they get an understanding of the other party's cultural
perceptions.

The third step is that they learn how the problem would be handled in the
culture of the opponent;
And the last step is developing conflict solutions. Resolution of the conflict is
particularly complicated if the conflict arose not just out of misunderstanding of
the other's behavior, but because of incompatible values.

Williamss four phases lead us to the probably most important key in resolving
cultural conflicts, and that is cultural fluency. Cultural fluency means familiarity
with cultures: their natures, how they work, and ways they intertwine with our
relationships in times of conflict or in times of harmony. Cultural fluency means
awareness of several dimensions of culture, and that dimensions include

Communication,
Ways of naming, framing, and taming conflict,
Approaches to meaning making,
Identities and roles.

Now we will see some examples of cultural conflicts in real life:

East Asian students now dominate Western schools and workplaces, yet
crash into the so-called bamboo ceiling before reaching the top.
Many Blacks, Latinos, and other people of color know that discrimination
keeps them down, while many Whites sincerely believe that race no
longer matters.
The politics of conservative Protestants frighten Americans of other
religions, while the politics of more mainstream traditions infuriate the
conservatives.
The have-nots or the less privileged still struggle in the classrooms of the
haves or privileged , widening the gap between rich and poor

CONCLUSION

To conclude, I would like to emphasize that there is no unique approach to conflict

resolution which works for everyone, since culture is different everywhere and
constantly changing and challenging us. But cultural fluency is a core competency
for those who intervene in conflicts or simply want to function more effectively in
their own lives and situations. Fluency means understanding what culture is, how
it works, and the ways culture and communication are intertwined with conflicts.