CONCLUSION
By reframing conflict between people into cultural categories, it becomes possible for two persons to disagree without either of them being “wrong” based on their different culturally learned assumptions.
This chapter has described the advantages of reframing conflict into cultural categories for multicultural conflict resolution. Multicultural conflict resolution may become the first priority of leaders in the twenty-first century, especially when conflict is between culturally different people. Leaders need to find common ground without losing their integrity and without forcing other parties to lose their integrity as well. It will become important for leaders to understand conflict in the cultural context in which those behaviors are learned and displayed.Harrison and Huntington (2000) emphasize the role of culture in resolving conflict. “The role of cultural values and attitudes as obstacles to or facilitators of progress has been largely ignored by governments and aid agencies. Integrating value and attitude change into development policies, planning and programming is, I believe, a promising way to assure that, in the next fifty years, the world does not relive the poverty and injustice that most poor countries, and underachieving ethnic groups, have been mired in during the past half century” (p. xxxiv).
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