Face: Linking Culture & Conflict Management
There is a strong link between culture and face-management. The predominant concern of most people in collectivistic cultures is the face of others, their facework is giving face. Self-face is the predominant concern of most people in individualistic cultures, so their framework is protecting and restoring their own public self-image.
Ting-Toomey's face negotiation theory suggests a two-step causal chain with face maintenance as the explanatory link between culture and style of conflict resolution:
Type of Culture --> Type of Face Maintenance --> Type of Conflict Management
Ting-Toomey identified five distinct responses to situations where there is an incompatibility of needs, interests, or goals based on the work of M. Afzalur Rahim.
Examples of each according to the book:
1. Avoiding: "I would avoid open discussion of my differences with the group member."
2. Obliging: "I would give in to the wished of the group member."
3. Compromising: "I would use give-and-take so that a compromise could be made."
4. Dominating: "I would be firm in pursuingmy side of the issue."
5. Integrating: "I would exchange accurate information with the group member to solve the problem together."
The theory suggests that these vary according to their mix of concern for self-face and other-face. The chart below should be downloaded in order to understand the five types of conflict management and understand their culture related face concern.
Ting-Toomey's face negotiation theory suggests a two-step causal chain with face maintenance as the explanatory link between culture and style of conflict resolution:
Type of Culture --> Type of Face Maintenance --> Type of Conflict Management
Ting-Toomey identified five distinct responses to situations where there is an incompatibility of needs, interests, or goals based on the work of M. Afzalur Rahim.
Examples of each according to the book:
1. Avoiding: "I would avoid open discussion of my differences with the group member."
2. Obliging: "I would give in to the wished of the group member."
3. Compromising: "I would use give-and-take so that a compromise could be made."
4. Dominating: "I would be firm in pursuingmy side of the issue."
5. Integrating: "I would exchange accurate information with the group member to solve the problem together."
The theory suggests that these vary according to their mix of concern for self-face and other-face. The chart below should be downloaded in order to understand the five types of conflict management and understand their culture related face concern.
| culturalmap.docx |
