When we talk about Mediation, we talk about meeting the parties’ needs. In other words, what do the parties really want and how do we satisfy those needs. However, in cross cultural negotiations, we have to look beyond the parties’ needs in order to obtain a positive outcome. We have to understand the parties’ culture to build rapport. Growing up in a multi-cultural country like Malaysia, we are frequently exposed to different races and cultures. From the Western world’s perspective, they could all be lumped into one group and simply labelled as “Asians” but one needs to understand that within “Asians”, there are many other sub-groups of people such as Japanese, Koreans, Indians, Chinese, Malays, Thais, etc. Each group may have their own different cultural values where the other groups may not be aware of. Therefore, doing a bit of homework and getting to know the person’s culture will do wonders.
However, I wish to caution that understanding the other person’s culture does not mean that you have to be that person of that particular culture. Let me give you an example, I have come across people who have tried to imitate the person of that different culture when they speak. For instance, a non-Chinese person imitates a Chinese native speaker when he speaks English to the former. The person’s intention may be good, in the sense that he wanted to make the Chinese person feel comfortable but at the same time, it could also be perceived as an insult when everyone knows that the non-Chinese person could speak English really well. So, in my opinion, do not overdo it. If you want to make the person feel comfortable, speak slowly and whenever possible, use simple and proper language. If you know certain Chinese words (as in our example) or phrases, use them by interjecting them into your vocabulary when you speak to the Chinese native speaker. I can say with confidence that the Chinese native speaker would be pleased and perhaps even put a smile to his or her face.
I remembered some years ago in an industrial relations case, my client who is the employer attended a tribunal where an ex-employee claimed that he was wrongfully dismissed. The ex-employee was a European man married to a Malay lady. On the day of the hearing, my client’s Human Resource Director who was dressed in his usual office wear was taken by surprise when he saw his ex-employee wearing an elaborate Malay traditional costume. From the way he wore the traditional costume, it was obvious that this was not his usual dressing. It was safe to assume then that the ex-employee was simply putting on a “show” at the tribunal and perhaps, hoping to score a few points with the Chairman of the Tribunal. Well, the HR Director told me that the Chairman of the Tribunal was not impressed and proceeded to hear the case without being swayed by the person’s dressing. Apparently, at one stage the Chairman of the Tribunal enquired from the ex-employee who was clearly uncomfortable and sweating profusely whether he would want a short adjournment so that he could changed to something more comfortable. However the European man declined. So there you have it, this was clearly another act that had gone overboard. When you want to create rapport with a person of different culture, both parties must be comfortable, do your homework to learn more about the person’s culture and do not go overboard.
At the Australian Dispute Resolution Centre, we are constantly researching and finding ways that can help to create rapport amongst people from different cultural background. We are looking at verbal or physical gestures that will create better understanding amongst people of different races and cultures. Hopefully, we will be able to compile a list that will help to create a world of tolerance and friendship.
No comments:
Post a Comment