Cross-Cultural Dialogue as a Conflict Management Strategy by J. Martín Ramírez & Gracia Abad-Quintanal

Author:J. Martín Ramírez & Gracia Abad-Quintanal
Language: eng
Format: epub
Publisher: Springer International Publishing, Cham

Cross-cultural psychology can attend to the emerging global challenges and psychologists are able to offer suggestions and practical strategies for an effective cross-cultural dialogue (Shiraev and Levy 2017). This can help solving both local and global problems, specially, social, cultural, ethnics, racial, and local and international tensions. As a result, a more intense cultural dialogue may start leading towards the exchange of values, opinions and ideas that each culture should give to the other(s). Cross-cultural psychology “should accept the diversity of ideas, values, and opinions” (Shiraev and Levy 2017, p. 368).

Social capital is disposition of people that allows them to interact in groups and organizations, and to create in this way potential for effectiveness of achieving goals together, which also means effectiveness of counteracting risk for our development. ICC competence is extremely needed for administrative teams, as well as uniformed and civil dispositional groups, which execute tasks from the scope of crisis management (Piwowarski 2015). The phenomenon of ICC competence is a part of culture in broad sense and culture is in a particular civilization not only some “added value”, but it is an autonomous self-defenceness potential of a given civilization individual or collective active social actors—in the fields of political, military, cultural, economic, ecological, legal, organizational, cybernetic or technical activities. Of course, cross-cultural psychology alone doesn’t solve the world problems, but, at least, this psychological knowledge and the ideas we can share each other are really a start point to seek solutions and implemented them.

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