ABSTRACT
In this chapter, the following Problem Question is posed: ‘How do people from different cultures find resolution to their tensions?’
The chapter begins by defining intercultural conflict as a perceived disagreement over allocation of resources that have two sides—tangible and intangible. It is noted that intercultural conflict has two sides—destructive and constructive, which exist together in every situation. It is emphasized that intercultural conflict cannot be eliminated but must be managed. The main ways of managing intercultural conflict are discussed. Based on these ideas, the Transaction Principle of intercultural communication is introduced.
It is shown how the main approaches to intercultural conflict are based on our perception of intercultural communication as transaction. For their interactions to be successful, people from different cultures should move from avoiding one another to collaborating and sharing resources so that they can reach the most constructive resolution in solving their tensions. It is also shown how intercultural transactions take place within a special bargaining range or zone of potential agreement; in this zone lies the potential for a productive intercultural resolution. It is emphasized that a mutually acceptable resolution is more likely to be reached if people from different cultures move from positions to identifying shared interests.
