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CULTURE: MANAGING CONFLICT - Coggle Diagram
CULTURE: MANAGING CONFLICT
OPERATIVE LEVEL
> what people tend to behave on the base of specific culture
Culture
the way we make sense of what is around us (reality)
to manage conflict (what is the best possible way or the conventional way of doing things)
one of the most relevant is the recognition of some forms of conflict > not just forms of HYPOCOGNITION, but things that can generate conflicts (things for us to complain)
CONFLICT
> something produced on 3 levels
STRATIFICATION
(difference in status, possible source of INEQUALITY) > refers to the fact that there are social differences between people; since there are differences, some people in some occasions can have some privilegies > can be taken as a source of inequality
DIVERSITY
(conflicting ideas, new vs established) > people with different ideas = you tend not to trust someone that has a different way of thinking from yours (ex conflict between generations)
INTIMACY
(intrusion/violation of physical or personal space) > anything that can be perceived as a violation of yourself; being forced to do something that doesn't make you feel at ease
APPROACHES TO CONFLICT
CULTURE OF HONOUR
it is based on a very specific value that is
REPUTATION
(the idea that the others have of you, form of public opinion, from what you do > on the base of what we do, people will have a certain idea of ourselves) < Our reputationderives from the way we are capable of solving problem (you do it in order for other people to see what you do and to impress them)
conflict
: are other-related (instances of inequality > pertaining to other people) + can be perceived as challenges to self (diversity, intimacy: physical violence, insults)
response is operative
: you do something so it's an action (not ignoring or complaining > cowardice/lack of courage)
this is in line of what I think it's the best to do > personal (not through institutions) > problems are actually resolved and your honour is recovered
CULTURE OF DIGNITY
(opposite of the first)
value
: self-restraint (I don't want to impose my personal problems to others), resilience, compromise (inherent quality) > will to solve > impress
conflict
: tend to be other-related (something that is relevant for other people; inequality diversity) > to the self (intimacy)
response is operative
: the response is an action + organized/institutionalized
we refer to groups of people who are in charge to solve that problem (police, ambulance, law, rules...) > someone who will take care of that in the best possible way; negotiation/compromise +
toleration
for threats to self (culture of avoidance: toleration > negotiation) > democratic systems are based on these ideas > the actual conflict is understood
CULTURE OF SENSITIVITY
(or culture of victimhood or of complaint)
value
: sensitivity = something that other people recognize about you because of what you say/show > will to impress (you want other people to notice how sensitive you are) > solve a conflict
conflict
: other-related (inequality and diversity as "privilege") < threats to your views; you perceive things to be against your sensibility > not real but a matter of perception (intimacy)
perception
: emotion > observation (out-of-awareness: Distortion, Deletion, Generalization)
willful misinterpretation
(voluntary: Distortion, Deletion, Generalization) > you decide to misinterpret reality and present yourself as someone who is right and who's feeling oppressed/violated in terms of intimacy
response is textual
(complaint): you show/say that you side with the victim (you say that there is a problem) > you are a hero because you noticed that there was a problem + institutional (expect "centers of power" to cancel, ban, shame, fire) > this is a way from preventing a problem from happening in a future > you have perceived problems that are evaluated rather than solved (you want the problem to be there, because as long as it is there, you can show your sensibility/concern)