The aim of this paper is to highlight the issue of resolving conflicts within multicultural teams in industrial enterprises. The authors build upon the concept of multiculturalism which seeks for possible ways to enab...The aim of this paper is to highlight the issue of resolving conflicts within multicultural teams in industrial enterprises. The authors build upon the concept of multiculturalism which seeks for possible ways to enable different cultures to coexist and the means of communication between them. The authors base the study on the assumption that extensively developed intercultural relationships lead to mutual understanding between people and consequently to less interpersonal conflicts. In the introduction part, the authors explain the importance of increased attention and interest in the area of multiculturalism. Industrial enterprises nowadays are increasingly aware of this issue as they become more open to different cultures and they are confronted with intensive international migration and previously isolated societies become more pluralistic. As a result of these processes, individuals are more frequently in contact with members of different cultures. ＂Think globally, act locally＂ has become a slogan for our society. This way of thinking and acting was transferred to almost all areas of life （economic, political, and educational） and it is applied in the context of schools, societies, and enterprises as well. The ability to understand and accept cultural diversity is becoming essential in the ordinary working environment. It helps to create connections between emotional perception and rational acceptance. In practice, the offer of training seminars about intercultural differences is widespread. Enterprises supporting the knowledge improvement of their own employees have understood that a friendly working environment leads to increased motivation, consequently reflected in their performance. The training focused on skills development in this area can help to reduce interpersonal misunderstandings, bring new ways of conflict resolution and harmony in the workplace and thereby also increase productivity. The authors focus on the ＂outdoor method＂ as an actual phenomenon, which is used in teaching the topic of tolerance towards cultural diversity. They describe the individual stages of this method and introduce a modified version of Tuson＇s model as an effective tool for conflict resolution in the workplace. The tools introduced in this paper, place particular emphasis on actions to prevent conflicts in the workplace. This paper builds upon the theory of knowledge processing and its role as a theoretical basis for knowledge development in the area of multiculturalism. Furthermore, it teaches us to be tolerant towards others, their habits, culture, and history ＂Strangers＂ can be a source of experience for us and they can enrich our personal lives. Discussion of the issues surrounding multiculturalism and also the identification of sustainable key performance parameters within multicultural work environments can contribute to more effective conflict resolution in the workplace and promote awareness towards the tolerant coexistence and social cohesion展开更多
For the formation of nature reserves can directly affect the livelihood of indigenous people living in the area, negotiation between the authority and the community is crucial to the management of the natural resource...For the formation of nature reserves can directly affect the livelihood of indigenous people living in the area, negotiation between the authority and the community is crucial to the management of the natural resources. Crocker Range Park is the largest state park in Sabah state, Malaysia. Since there is a village community living within the boundary of the nature reserve, the state government and the villagers have had a conflict over the land rights. Until the government and the village delegation reached an agreement on the park＇s management plan in 2015, three actors intervened in the conflict： PACOS Trust, Japan International Cooperation Agency （JICA）, and Japan Overseas Cooperation Volunteers （JOCV）. In this study, these interventions by different actors were analyzed with the Tripartite Conflict Management （TCM} model. The results indicate that JOCV was the sole actor that was able to communicate with both the state government and the villagers. To support the result, a preliminary research was conducted, and the villagers＇ perception was investigated through a questionnaire survey. This paper concludes that JOCV was perceived as an actor that can be trusted more than JICA and the state government. This conclusion supports the result of the analysis of TCM model.展开更多
文摘The aim of this paper is to highlight the issue of resolving conflicts within multicultural teams in industrial enterprises. The authors build upon the concept of multiculturalism which seeks for possible ways to enable different cultures to coexist and the means of communication between them. The authors base the study on the assumption that extensively developed intercultural relationships lead to mutual understanding between people and consequently to less interpersonal conflicts. In the introduction part, the authors explain the importance of increased attention and interest in the area of multiculturalism. Industrial enterprises nowadays are increasingly aware of this issue as they become more open to different cultures and they are confronted with intensive international migration and previously isolated societies become more pluralistic. As a result of these processes, individuals are more frequently in contact with members of different cultures. ＂Think globally, act locally＂ has become a slogan for our society. This way of thinking and acting was transferred to almost all areas of life （economic, political, and educational） and it is applied in the context of schools, societies, and enterprises as well. The ability to understand and accept cultural diversity is becoming essential in the ordinary working environment. It helps to create connections between emotional perception and rational acceptance. In practice, the offer of training seminars about intercultural differences is widespread. Enterprises supporting the knowledge improvement of their own employees have understood that a friendly working environment leads to increased motivation, consequently reflected in their performance. The training focused on skills development in this area can help to reduce interpersonal misunderstandings, bring new ways of conflict resolution and harmony in the workplace and thereby also increase productivity. The authors focus on the ＂outdoor method＂ as an actual phenomenon, which is used in teaching the topic of tolerance towards cultural diversity. They describe the individual stages of this method and introduce a modified version of Tuson＇s model as an effective tool for conflict resolution in the workplace. The tools introduced in this paper, place particular emphasis on actions to prevent conflicts in the workplace. This paper builds upon the theory of knowledge processing and its role as a theoretical basis for knowledge development in the area of multiculturalism. Furthermore, it teaches us to be tolerant towards others, their habits, culture, and history ＂Strangers＂ can be a source of experience for us and they can enrich our personal lives. Discussion of the issues surrounding multiculturalism and also the identification of sustainable key performance parameters within multicultural work environments can contribute to more effective conflict resolution in the workplace and promote awareness towards the tolerant coexistence and social cohesion
文摘For the formation of nature reserves can directly affect the livelihood of indigenous people living in the area, negotiation between the authority and the community is crucial to the management of the natural resources. Crocker Range Park is the largest state park in Sabah state, Malaysia. Since there is a village community living within the boundary of the nature reserve, the state government and the villagers have had a conflict over the land rights. Until the government and the village delegation reached an agreement on the park＇s management plan in 2015, three actors intervened in the conflict： PACOS Trust, Japan International Cooperation Agency （JICA）, and Japan Overseas Cooperation Volunteers （JOCV）. In this study, these interventions by different actors were analyzed with the Tripartite Conflict Management （TCM} model. The results indicate that JOCV was the sole actor that was able to communicate with both the state government and the villagers. To support the result, a preliminary research was conducted, and the villagers＇ perception was investigated through a questionnaire survey. This paper concludes that JOCV was perceived as an actor that can be trusted more than JICA and the state government. This conclusion supports the result of the analysis of TCM model.
