Psychology in Action

A wide spectrum of ways through which sources of conflict can be addressed is known as conflict resolution. Cultural differences play a fundamental role in conflict resolution (Huffman, 2009). A good example that will be examined is a conflict between German and Japanese team members as a result of their cultural differences. The best approach to conflict resolution that I believe would have improved the meeting between the German and Japanese team members if collaboration approach.

Through this approach, conflicting parties cooperate and try to entirely satisfy each party’s concerns (Huffman, 2009). In reference to Japanese style of negotiation, it is evident that Japanese are always aware of group goals and needs. Moreover, they are well known for their politeness. The same case applies to German negotiators who are also polite and less aggressive. It is therefore possible for both German and Japanese team members to come to a common ground through collaboration and partnership.

The response would be different if the meeting was between American and Japanese team members. American negotiators tend to use the competitive approach to conflict resolution. Moreover, they tend to be confident, energetic and persistence, and seem to like see things from a single perspective and argue their positions. It is therefore evident that a conflict between German and American team members would be solved using an approach that is totally different from that used to solve a conflict between Japanese and German team members.

 Reference

Huffman, K. (2009). Psychology in Action. John Wiley & Sons

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