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Cross-cultural conflict and adjustment | Trường Đại học Ngoại ngữ, Đại học Đà Nẵng

In our increasingly interconnected world, encountering diverse cultures is no longer a novelty. Yet, this global tapestry can sometimes unravel into a tangle of misunderstandings and frustrations. Cross-cultural conflict and adjustment | Trường Đại học Ngoại ngữ, Đại học Đà Nẵng. Tài liệu được sưu tầm gồm 86 trang, giúp bạn tham khảo, ôn tập và đạt kết quả cao!

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Tác giả:

Linh bÙI

6 ngày trước

Danh sách Quiz

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 UNIVERSITY OF FOREIGN LANGUAGES- DANANG UNIVERSITY

FACULTY OF ENGLISH

---------------------***----------------------

Cultural Interference

Teacher: Dinh Thi Hoang Trieu

GROUP ASSIGNMENT 4

TOPIC

CROSS-CULTURAL CONFLICT AND ADJUSTMENT MEMBER:

Lê Thị Kim Ngân 20CNA04

Nguyễn Trần Uyên Bảo 20CNA06

Bùi Thị Thu Phương 20CNA09

Lương Quỳnh Phương 20CNA09

Trương Tiểu Nhi 21CNA03

Nguyễn Thị Trang 21CNA10

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I. Introducon 6

II. BODY.....................................................................7

II.1. Deﬁnions.........................................................................................7 II.1.1.

Acculturaon....................................................................................................7 II.1.2.

Creolizaon......................................................................................................7 II.1.3.

Ethnocentrism.................................................................................................7 II.1.4.

Unorthodox.......................................................................................................8 II.1.5.

Xenophobia......................................................................................................8 II.1.6.

Heterogeneous................................................................................................8 II.1.7.

Homogeneous.................................................................................................8 II.1.8.

Zeitgeist............................................................................................................8 II.1.9.

Maverick............................................................................................................9

II.1.10. Ethnocentrism...............................................................................................9

II.2. Proverbs............................................................................................9 II.2.1. “A smile

goes a long way”............................................................................9 II.2.2. “Seek ﬁrst to

understand, then to be understood”.............................10 II.2.3. “Diﬀerences

should be respected, not feared”....................................10

II.2.4. “A common language is the ﬁrst step to mutual understanding”...11

II.2.5. “Adapt, but don’t lose your identy”.......................................................11

II.2.6. “Paence and perseverance can overcome cultural barriers”.........12 II.2.7. “When two

cultures clash, the loser is the one who can't adjust.".12 II.2.8. “Embrace the

unfamiliar, for it holds the seeds of growth”.............13 II.2.9. “In the land of the blind,

the one-eyed man is king”..........................13 II.2.10. "Diﬀerences should be celebrated,

not tolerated.”..........................14 II.2.11. “When in Rome, do as the Romans

do”...............................................14

II.2.12. “Diﬀerent strokes for diﬀerent folks”....................................................15

II.3. Idioms...............................................................................................16 II.3.1. “A ﬁsh out

of water”....................................................................................16

II.3.2. “A roller-coaster ride”..................................................................................16

II.3.4. “Oil and water”..............................................................................................17 II.3.5. “Sck out

like a sore thumb”....................................................................18 II.3.6. “A place to call

home”.................................................................................18

II.3.7. “Rub each other the wrong way”.............................................................19

II.3.8. “Worlds apart.”.............................................................................................19

II.3.9. “New one in, old one out.”.........................................................................20

II.3.10. “A bad compromise is beer than a good lawsuit”..........................20

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II.4. Cross - cultural Conﬂict.................................................................21 II.4.1.

Communicaon conﬂict..............................................................................21

II.4.1.1. The Elements of Communicaon.......................................................21

II.4.1.1.1. Sender..................................................................................................21 II.4.1.1.2.

Message..............................................................................................21 II.4.1.1.3.

Channel...............................................................................................22

II.4.1.1.4. Symbols...............................................................................................22 II.4.1.1.5.

Receiver...............................................................................................22

II.4.1.1.6. Feedback.............................................................................................22

II.4.1.2. The Characteriscs of Communicaon.............................................23 II.4.1.2.1. Two Or

More Persons........................................................................23 II.4.1.2.2. Exchanges Of

Ideas..........................................................................23 II.4.1.2.3. Multual

Understanding....................................................................23

II.4.1.2.4. Direct And Indirect Communicaon.............................................23

II.4.1.2.5. Connuous Process..........................................................................24

II.4.1.2.6. Use Of Words as Well as Symbols.................................................24

II.4.1.3. Types Of Communicaon......................................................................24 II.4.1.3.1. Non-

Verbal Communicaon............................................................24 II.4.1.3.2. Verbal

Communicaon....................................................................25 II.4.1.3.3. Wrien

Communicaon..................................................................26 II.4.1.3.4. Visual

Communicaon.....................................................................26 II.4.1.3.5. Interpersonal

Communicaon.......................................................27

II.4.1.3.6. Intrapersonal Communicaon.......................................................27 II.4.1.3.7. Group

Communicaon.....................................................................28 II.4.1.3.8. Mass

Communicaon.......................................................................28 II.4.1.3.9. Formal

Communicaon...................................................................29 II.4.1.3.10. Informal

Communicaon..............................................................30

II.4.1.3.11. Digital Communicaon..................................................................30

II.4.2. Culture Conﬂict.............................................................................................31

II.4.2.1. Stereotypes And

Prejudice...................................................................31

II.4.2.1.1. Stereotypes..........................................................................

..............31

II.4.2.1.1.1. Origin Of

Stereotypes.......................................................

..........31

II.4.2.1.1.1.1. Lack Of Understanding About

Other Cultures.............32

II.4.2.1.1.1.2. Conﬂict Of

Interest and Lack of

Interacon.................33

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II.4.2.1.1.1.3. Historical And Educaonal Tradions............................34

II.4.2.1.1.2. The Inﬂuence of

Stereotypes...................................................35

II.4.2.1.1.1.1. Causes Misunderstanding

and Conﬂict.........................35

II.4.2.1.1.1.2. Hindering Understanding and Cooperaon..................35

II.4.2.1.2. Prejudice...............................................................................

...............36

II.4.2.1.2.1. Causes Of

Prejudice............................................................

........36 II.4.2.1.2.1.1. Fear And

Insecurity............................................................

.37 II.4.2.1.2.1.2. The Need to Assert

Oneself..............................................37

II.4.2.1.2.1.3. Lack Of Interacon and Understanding........................38

II.4.2.1.2.2. Eﬀects Of

Prejudice............................................................

........39

II.4.2.1.2.2.1. Leads To Unfair Treatment,

Sgma and Discriminaon

...........................................................................................................................39

II.4.2.1.2.2.2. Create Barriers to

Communicaon and

Cooperaon.40

II.4.2.2. Ethnocentrism........................................................................................

.41

II.4.2.2.1. Causes Of

Ethnocentrism...............................................................41

II.4.2.2.1.1. Lack Of Cross-Cultural Exposure and

Understanding........41

II.4.2.2.1.2. Strong Aachment to One's Cultural

Identy and Values42

II.4.2.2.1.3. Perceived Threats to One's Cultural Way

of Life.................43

II.4.2.2.2. Manifestaons Of

Ethnocentrism.................................................43

II.4.2.2.2.1. Overgeneralizaon And Stereotyping of

Other Cultures..43 II.4.2.2.2.2. Dismissal Or

Devaluaon of Cultural Diﬀerences...............44

II.4.2.2.2.3. Resistance To Adapng to Or Accepng

Other Cultural

Norms...................................................................................................................44

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II.4.2.2.3. Consequences Of

Ethnocentrism..................................................45

II.4.2.2.3.1. Strained Intercultural Relaonships and

Communicaon45 II.4.2.2.3.2.

Perpetuaon Of Cultural

Misunderstandings and Conﬂicts

................................................................................................................................46

II.4.2.2.4.3. Barriers To Eﬀecve Cross-Cultural Adjustment and

Integraon...........................................................................................................47

II.5. Cross – Cultural Adjustment.........................................................48

II.5.1. Culture Shock................................................................................................48

II.5.1.1. The Factors That Lead to Culture Shock...........................................48

II.5.1.1.1. Language barriers.............................................................................48 II.5.1.1.1.1.

Ignorance of language...............................................................49 II.5.1.1.1.2. Nonverbal

diﬀerences................................................................49 II.5.1.1.1.3. Semanc

misunderstanding....................................................50

II.5.1.1.1.4. Intermediate communicaon...................................................50

II.5.1.1.2. Customs and social norms diﬀerences.......................................51

II.5.1.1.3. Living condion diﬀerences...........................................................51 II.5.1.1.4.

Lifestyle diﬀerences.........................................................................53

II.5.1.1.5. Social Roles and Hierarchies..........................................................54

II.5.1.1.6. Sense of Identy...............................................................................55

II.5.1.1.7. Informaon Overload.......................................................................56

II.5.1.1.8. Lack of Familiar Support System..................................................57

II.5.1.1.9. Preconceived Expectaons............................................................57

II.5.1.2. The Symptoms of Culture Shock........................................................58 II.5.1.2.1.

Disorientaon....................................................................................58 II.5.1.2.2.

Homesickness....................................................................................59 II.5.1.2.3. Anxiety And

Irritability.....................................................................60 II.5.1.2.4. Social

Isolaon...................................................................................60

II.5.1.2.5. Physical Symptoms..........................................................................61

II.5.2.1. Negave Eﬀects of Culture

Shock......................................................64

II.5.2.1.1. Emoonal

Distress............................................................................64

II.5.1.3.2. Decreased Self-

Conﬁdence............................................................65

II.5.1.3.3. Social Isolaon...................................................................................65 II.5.1.3.4.

Communicaon Diﬃcules............................................................66 II.5.1.3.5. Negave

Stereotyping and Prejudice..........................................67

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II.5.1.3.6. Decreased Producvity and Performance..................................67

II.5.1.3.7. Violence And Conﬂict.......................................................................68

II.5.3. Adjustment Process.....................................................................................69

II.5.3.1. Adjustment Process in a New

Culture...............................................69 II.5.2.1.1. Honeymoon

Period...........................................................................69 II.5.2.1.2.

Culture Shock.....................................................................................70

II.5.2.1.3. Inial

Adjustment..............................................................................71

II.5.2.1.4.

Depression..........................................................................................72

II.5.2.1.5. Acceptance And Integraon...........................................................72

II.5.3.2. Re-Entry Adjustment

Process..............................................................74

II.5.3.2.1. Acceptance And Integraon in Foreign

Culture........................75 II.5.2.2.2. Return Anxiety in

Foreign Culture................................................75

II.5.2.2.3. Return Honeymoon in the Nave

Country.................................76 II.5.2.2.4. Re-Entry

Shock in the Nave Country.........................................76

II.5.2.2.5. Re-Integraon in the Nave Country...........................................77

II.6. Soluons..........................................................................................78 II.6.1. Enhance

Language and Cultural Understanding..................................78

II.6.2. Improve Communicaon and Social Interacon..................................79

II.6.3. Demonstrate Flexibility...............................................................................80

II.6.4. Maintain Connecon with Cultural Roots...............................................81

II.6.5. Manage Stress and Self-care.....................................................................81

II.7. Cultural Interference.....................................................................82

II.7.1. Vietnam and Eastern Europe.....................................................................82 II.7.1.1.

Problems...................................................................................................82

II.7.1.2. Soluons...................................................................................................82

II.7.2. Vietnam and Western Europe....................................................................83

II.7.2.1. Problems..................................................................................................

.83

II.7.2.2. Soluons..................................................................................................

.84

II.7.3. Vietnam and America..................................................................................84

II.7.3.1.

Problems...................................................................................................84

II.7.3.2. Soluons...................................................................................................85

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III. CONCLUSION........................................................85

IV. REFERENCES........................................................86

I. Introducon

In our increasingly interconnected world, encountering diverse cultures is no

longer a novelty. Yet, this global tapestry can somemes unravel into a tangle of

misunderstandings and frustraons. This is where the concept of cross-cultural

conﬂict and adjustment steps in. Cross-cultural conﬂict arises when the values,

beliefs, and behaviors of one culture clash with those of another. It's the

awkward silence that follows a misinterpreted joke, the furrowed brow upon

witnessing an unfamiliar greeng, or the exasperaon caused by diﬀering work

styles.

These conﬂicts oen stem from seemingly benign aspects of daily life.

Communicaon styles, for example, can vary dramacally. Directness,

considered appropriate in one culture, might be seen as rude in another. Humor,

a universal language in theory, can be lost in translaon due to cultural

references. Even seemingly innocuous gestures like handshakes or eye contact

can have diﬀerent meanings across cultures. Social norms also play a signiﬁcant

role. What constutes politeness in one seng might be considered

disrespecul in another. Gi-giving equee, punctuality expectaons, and

even table manners can become stumbling blocks in cross-cultural interacons.

However, cross-cultural conﬂict also presents a valuable opportunity for growth.

This is where cultural adjustment comes into play. Cultural adjustment refers to

the process of adapng to a new cultural environment. It is a journey of learning,

unlearning, and embracing new perspecves. Openmindedness is key, fostering

a willingness to learn about diﬀerent ways of life and dismantling preconceived

noons. Paence is also essenal, as cultural adjustment takes me and eﬀort.

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Both self-paence and paence with others are necessary to navigate the

complexies of a new cultural landscape. Finally, acve learning fuels successful

adjustment. Seeking out opportunies to understand the new culture, be it

through language classes, cultural events, or simply asking quesons, goes a long

way in bridging the gap.

By acknowledging and managing cross-cultural conﬂict, and by acvely engaging

in cultural adjustment, we pave the way for richer, more meaningful experiences.

II. Body

II.1. Deﬁnions

II.1.1. Acculturaon

(Sự hòa nhập)

II.1.2. Creolizaon

(Sự pha trộn văn hóa)

II.1.3. Ethnocentrism

(Chủ nghĩa vị chủng)

II.1.4. Unorthodox

(Lạ thường)

II.1.5. Xenophobia

(Bài ngoại)

II.1.6. Heterogeneous

(Dị chất)

II.1.7. Homogeneous

(Đồng nhất)

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II.1.8. Zeitgeist

(Hệ tư tưởng của thời đại trước)

II.1.9. Maverick

(Lập dị)

II.1.10. Ethnocentrism

(Chủ nghĩa dân tộc)

II.2. Proverbs

II.2.1. “A smile goes a long way”

“Một nụ cười sẽ rất hữu ích trong việc xóa bỏ sự xa lạ, ngượng ngùng”

A simple, friendly smile can have a signiﬁcant posive impact on a situaon or

interacon. It suggests that a small gesture of kindness and posivity can go a

long way in making someone feel beer, gaining their trust, or improving their

social situaon.

One scenario where this proverb can be applied is when interacng with people

from diﬀerent cultural backgrounds. In many cultures, a smile is a universal

expression of warmth, friendliness, and openness. When traveling or engaging

with individuals from diverse cultural sengs, a genuine smile can help break

down barriers, foster connecons, and convey a welcoming demeanor, even if

there are language or cultural diﬀerences.

II.2.2. “Seek ﬁrst to understand, then to be understood”

“Biết lắng nghe để thấu hiểu và rồi được thấu hiểu”

It is important to ﬁrst listen and try to understand others' perspecves, needs,

and concerns before aempng to express your own viewpoint or have your

own needs met.

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One scenario where this proverb can be applied is in conﬂict resoluon or

negoaon situaons. When two pares are in disagreement or have compeng

interests, it is easy to become focused on asserng one's own posion and trying

to convince the other side. However, by ﬁrst making an eﬀort to truly understand

the other person's point of view, their underlying movaons, and the reasons

behind their stance, it becomes possible to ﬁnd common ground and explore

soluons that address the needs of both pares.

II.2.3. “Diﬀerences should be respected, not feared”

“Những khác biệt nên được tôn trọng, chứ không phải sợ hãi”

When encountering diﬀerences in opinions, beliefs, or backgrounds, it is

important to approach them with an open mind and a spirit of respect, rather

than with fear or hoslity.

One scenario where this proverb can be applied is in a diverse workplace or team

environment. In sengs where people from various cultural, ethnic, or

professional backgrounds come together to collaborate, it is common to

encounter diﬀerences in communicaon styles, work preferences, and

problemsolving approaches. Instead of viewing these diﬀerences as a source of

conﬂict or tension, this proverb encourages embracing them as valuable assets

that can enrich the team's overall perspecve and lead to more innovave

soluons.

II.2.4. “A common language is the ﬁrst step to mutual understanding”

“Ngôn ngữ chung là bước đầu để thấu hiểu lẫn nhau”

The ﬁrst step to mutual understanding" suggests that the ability to communicate

eﬀecvely in a shared language is a crucial foundaon for building mutual

understanding and bridging cultural divides.

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One scenario where this proverb can be parcularly relevant is when individuals

or groups from diﬀerent linguisc backgrounds come together to collaborate or

negoate. Without a common language, it can be challenging to convey ideas,

express needs, and ﬁnd common ground. By establishing a shared means of

communicaon, whether through learning a new language, using a lingua franca,

or ulizing translaon services, the pares involved can begin to understand

each other's perspecves, values, and goals.

II.2.5. “Adapt, but don’t lose your identy”

“Hòa nhập nhưng không hòa tan”

When encountering new cultural environments or situaons, it is important to

be able to adapt and accommodate diﬀerences, while sll maintaining a strong

sense of one's own cultural identy and values.

One scenario where this proverb can be used is when an individual or a group

relocates to a new country or culture, either for work, study, or personal reasons.

In such situaons, it is oen necessary to adapt to the customs, social norms,

and ways of living in the new environment. However, it is crucial to ﬁnd a balance

between embracing the new culture and preserving the core elements of one's

own cultural identy.

II.2.6. “Paence and perseverance can overcome cultural barriers”

“Kiên nhẫn và bền bì có thể vượt qua rào cản văn hóa”

When navigang cross-cultural interacons and environments, it is essenal to

approach them with a mindset of paence and persistence, as overcoming

cultural diﬀerences and barriers may require me and ongoing eﬀort.

This proverb can be used when individuals or organizaons are engaged in cross-

cultural business partnerships or collaboraons. In such contexts, there can be

signiﬁcant diﬀerences in communicaon styles, decision-making processes, and

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underlying cultural values that can create challenges and misunderstandings. By

embracing paence and perseverance, the pares involved can work to bridge

these gaps, seeking to understand each other.

II.2.7. “When two cultures clash, the loser is the one who can't adjust."

“Khi hai nền văn hóa giao thoa với nhau thì cái không thích ứng được sẽ là cái bị

loại bỏ”

In situaons where two diﬀerent cultures come into contact and conﬂict, the

individual or group that is unable or unwilling to adapt and accommodate the

diﬀerences is the one that will ulmately suﬀer the consequences.

One scenario where this proverb can be applicable is when a professional or an

organizaon expands its operaons to a new region or country with a

signiﬁcantly diﬀerent cultural landscape. For example, a mulnaonal company

entering a new market may encounter local customs, business pracces, and

societal norms that diverge from its own established corporate culture.

II.2.8. “Embrace the unfamiliar, for it holds the seeds of growth”

“Hãy đón nhận những điều xa lạ, vì đó là nơi ềm ẩn hạt mầm của sự phát triển”

The proverb suggests that when individuals or groups encounter new and

unfamiliar cultural experiences, it is important to approach them with an open

mindset, as these encounters can serve as opportunies for personal and

collecve growth.

One scenario where this proverb can be parcularly applicable is when an

individual or a team embarks on an internaonal exchange program or a cultural

immersion experience. Such programs oen involve exposure to customs,

tradions, and ways of life that may be vastly diﬀerent from one's own

background. Rather than viewing these unfamiliar elements with hesitaon or

fear, the proverb encourages embracing them as chances to expand one's

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horizons, challenge exisng assumpons, and develop a deeper understanding

and appreciaon for diverse cultures. By engaging with the unfamiliar with a

curious and adaptable mindset, parcipants can learn valuable lessons, gain new

perspecves, and culvate essenal cross-cultural skills, such as empathy,

ﬂexibility, and the ability to navigate ambiguity.

II.2.9. “In the land of the blind, the one-eyed man is king”

“Thằng chột làm vua xứ mù”

The proverb conveys the idea that in a situaon where everyone lacks knowledge

or competence in a parcular area, even a person with limited or basic

understanding will be considered superior or inﬂuenal. It suggests that relave

to those who have no understanding or experse, even a lile knowledge or skill

can provide a signiﬁcant advantage.

This proverb can be applied to situaons where an individual possesses even a

basic understanding of a foreign culture or language. Despite having only, a

rudimentary grasp of the local language, the individual's ability to communicate,

even to a limited extent, puts them at an advantage over others who are

completely unfamiliar with the language. They may be able to establish basic

connecons, negoate with local counterparts, or navigate cultural nuances

more eﬀecvely than those who are enrely reliant on translators or have no

knowledge of the local culture.

II.2.10. "Diﬀerences should be celebrated, not tolerated.”

“Sự khác biệt là gia vị của cuộc sống, không phải là gánh nặng”

The proverb conveys the idea that instead of merely tolerang or accepng

diﬀerences, we should acvely embrace and appreciate them. It emphasizes the

importance of recognizing and valuing diversity in all its forms, whether it be

cultural, religious, ethnic, or individual diﬀerences. Rather than seeing

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diﬀerences as something to be endured or reluctantly accepted, the proverb

encourages us to celebrate them as sources of richness, learning, and growth.

This proverb can be applied to situaons in mulcultural events. Parcipants

showcase their tradions, cuisines, music, dances, and art forms. Instead of

merely tolerang or coexisng, the event becomes a plaorm to celebrate and

appreciate the diverse cultures represented. People acvely engage with one

another, learning about diﬀerent customs, trying new foods, and enjoying

performances from various cultural groups.

II.2.11. “When in Rome, do as the Romans do”

“Nhập gia tùy tục”

The proverb suggests that when you are in a diﬀerent cultural or social

environment, it is wise to adapt and behave according to the customs and norms

of that parcular place. It emphasizes the importance of respecng and

assimilang into the local culture rather than imposing one's own beliefs or

pracces. The proverb implies that by following the lead of the locals, you can

navigate the unfamiliar territory more smoothly and avoid misunderstandings or

conﬂicts.

This proverb can be applied to situaons when a person is traveling to a foreign

country. When someone from one country travels to another country for a work

assignment, they need to understand the cultural norms and equee, the

execuve dresses modestly, refrains from public displays of aﬀecon, and

respects local customs and tradions. They make an eﬀort to learn basic

greengs and observe local pracces during meengs and interacons.

II.2.12. “Diﬀerent strokes for diﬀerent folks”

“Mỗi người một nét”

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The proverb conveys the idea that people have diverse preferences,

perspecves, and ways of doing things. It recognizes that what works for one

person may not work for another, and individual diﬀerences should be

respected. It emphasizes the importance of understanding and accepng that

people have unique needs and preferences, and there is no one-size-ﬁts-all

approach.

This proverb can be applied to situaons in a group project involving team

members from diﬀerent cultural backgrounds. Each member brings their own

set of ideas, work styles, and approaches to problem-solving. Instead of

imposing a single approach or expecng everyone to conform to a parcular

method, the team embraces the diversity of perspecves and encourages each

member to contribute based on their strengths and cultural backgrounds.

II.3. Idioms

II.3.1. “A ﬁsh out of water”

“Lạ nước lạ cái”

The idiom refers to a situaon where someone or something is placed in an

environment or context in which they are uncomfortable, unfamiliar, or ill-

suited, causing them to feel out of place, awkward, or unable to funcon

eﬀecvely.

One scenario where this proverb can be applicable in a crosscultural context is

when an individual from one cultural background ﬁnds themselves immersed in

a radically diﬀerent cultural seng. In this scenario, the individual may struggle

to adapt to the new social norms, communicaon styles, and cultural

expectaons, leading to feelings of disorientaon, isolaon, and an inability to

funcon with the same ease and conﬁdence as they would in their home

environment.

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II.3.2. “A roller-coaster ride”

“Lên xuống thất thường”

The idiom refers to a situaon or experience that is characterized by a series of

dramac ups and downs, sudden changes, and an overall sense of uncertainty

and unpredictability, much like the experience of riding a roller coaster.

One scenario where this idiom can be applicable in a crosscultural context is

when an individual or group embarks on a prolonged cultural immersion or

expatriate assignment in a foreign country. The process of adapng to a new

cultural environment can oen feel like a "roller-coaster ride" as the individual

navigates the various challenges and adjustments required.

II.3.3. “So many countries, so many customs”

“Đất có lề, quê có thói”

The idiom expresses the idea that diﬀerent countries have their own unique

customs, tradions, and ways of doing things. It recognizes that cultural pracces

and norms vary greatly from one country to another, emphasizing the diversity

and richness of diﬀerent cultures around the world.

One scenario that relates to cross-culture and exempliﬁes the meaning of this

idiom is when there is a comparison between mulple countries. In one country,

it may be customary to greet with a bow, while in another, a handshake is the

norm. In one country, it may be considered polite to ﬁnish all the food on your

plate, while in another, leaving a lile food indicates sasfacon.

II.3.4. “Oil and water”

“Như nước với lửa”

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It implies that there is a fundamental diﬀerence or incompability between the

two enes, similar to how oil and water do not easily blend or dissolve into

each other.

This idiom can be used in a mulcultural space where people from diﬀerent

cultural backgrounds must collaborate on a project. When there are two team

members, one from a culture that values direct and asserve communicaon,

and the other from a culture that emphasizes indirect and harmonious

interacon. These disnct communicaon styles can create clashes and

misunderstandings, making it challenging for the two individuals to work

together eﬀecvely. II.3.5. “Sck out like a sore thumb”

“Treo giò giữa chợ”

It implies that the individual or item is easily disnguishable from the

surrounding environment, oen due to being diﬀerent or out of place.

This saying can be applied when a person from a country vising a rural village

in a remote part of another country. The person may be the only non-local

present, with disnct physical features, diﬀerent clothing, and unfamiliar with

the local language and customs. In this scenario, the person would "sck out like

a sore thumb" due to their noceable diﬀerences, easily drawing aenon and

standing out in the community where they are surrounded by locals who share

a common culture and appearance.

II.3.6. “A place to call home”

“Đất lành chim đậu”

The idiom "a place to call home" refers to a locaon, environment, or situaon

where an individual feels a sense of belonging, comfort, and security, a place

they can idenfy with and consider their own.

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One scenario where this idiom can be parcularly relevant in a cross-cultural

context is when individuals or families relocate to a new country or culture, oen

as part of a migraon, expatriate assignment, or personal journey. Navigang

the cultural diﬀerences, language barriers, and unfamiliar social norms can make

it challenging to establish a sense of belonging and connecon to the new

environment. However, through gradual adaptaon, building relaonships, and

embracing elements of the host culture while maintaining their own cultural

identy, they may eventually come to see their new home as a place they can

truly call their own.

II.3.7. “Rub each other the wrong way”

“Đụng đâu cũng gánh”

The idiom "rub each other the wrong way" refers to a situaon where two or

more people interact in a way that creates fricon, conﬂict, or a general sense

of discomfort and irritaon between them.

One scenario where this idiom can be parcularly relevant is when individuals or

teams from diﬀerent cultural backgrounds are required to collaborate on a

project or task, but their cultural diﬀerences and communicaon styles clash.

These cultural diﬀerences can create misunderstandings, tension, and an overall

sense of unease within the team, making it challenging to work eﬀecvely and

achieve the desired outcomes.

II.3.8. “Worlds apart.”

“Một trời một vực”

The idiom "worlds apart" refers to a situaon where two or more people, groups,

or ideas are vastly diﬀerent, distant, or disconnected from one another, oen to

the point where they seem to inhabit enrely separate worlds or realies.

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One scenario where this idiom can be applied is when individuals or

organizaons from vastly diﬀerent cultural backgrounds aempt to collaborate

or engage with one another. The two enes may be "worlds apart" in terms of

their organizaonal structures, decision-making processes, communicaon

styles, and underlying cultural values. What may be considered standard pracce

and eﬃcient in one context could be seen as completely foreign or even

inappropriate in the other. These deep-seated cultural diﬀerences can create

signiﬁcan mise is beer than a good lawsuit t barriers to mutual understanding,

trust, and eﬀecve collaboraon.

II.3.9. “New one in, old one out.”

“Có mới nới cũ”

The idiom "new one in, old one out" refers to a situaon where something or

someone new replaces or takes the place of something or someone that was

previously in that posion or role.

One scenario where this idiom can be relevant in a crosscultural context is when

a person or an organizaon is undergoing a process of cultural adaptaon or

assimilaon in a new environment. As they strive to integrate into the new

society, they may gradually adopt and internalize aspects of the host culture,

while simultaneously leng go of certain cultural norms and pracces from their

country of origin. This "new one in, old one out" process can be experienced in

various domains, such as language, social customs, food preferences, and even

personal values.

II.3.10. “A bad compromise is beer than a good lawsuit”

“Dĩ hòa vi quý”

The idiom "a bad compromise is beer than a good lawsuit" suggests that in

certain situaons, it is preferable to reach a less-than-ideal compromise or

lOMoARcPSD| 59062190

agreement rather than resorng to legal acon, even if the legal case has a high

chance of success.

One scenario where this idiom can be relevant in a crosscultural context is when

two pares from diﬀerent cultural backgrounds are engaged in a dispute or

negoaon and are unable to see eye-to-eye on a parcular issue. Due to

divergent approaches to decision-making, risk tolerance, and intellectual

property rights, a conﬂict may arise that threatens the partnership. Rather than

pursuing a lengthy and potenally costly legal bale, which could further strain

the relaonship, the two pares may decide that a "bad compromise" – one that

does not fully sasfy either side's interests – is a beer outcome than a "good

lawsuit." Even if it requires some concessions on both sides, this can ulmately

lead to more sustainable and harmonious cross-cultural collaboraons.

II.4. Cross - cultural Conﬂict

II.4.1. Communicaon conﬂict

II.4.1.1. The Elements of Communicaon

II.4.1.1.1. Sender

The person who conveys his thoughts, message or ideas to the receiver is known

as the sender. He is at the starng point of the communicaon system and

represents the source of communicaon. E.g., In a classroom, a teacher is a

sender.

The communicaon process begins with the sender, who is also called the

communicator or source. The sender has some kind of informaon—a

command, request, queson, or idea—that he or she wants to present to others.

For that message to be received, the sender must ﬁrst encode the message in a

form that can be understood, such as by the use of a common language or

industry jargon, and then transmit it.

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Preview text:

lOMoARcP SD| 59062 190
 UNIVERSITY OF FOREIGN LANGUAGES- DANANG UNIVERSITY FACULTY OF ENGLISH
---------------------***---------------------- Cultural Interference Teacher: Dinh Thi Hoang Trieu GROUP ASSIGNMENT 4 TOPIC
CROSS-CULTURAL CONFLICT AND ADJUSTMENT MEMBER: Lê Thị Kim Ngân 20CNA04
Nguyễn Trần Uyên Bảo 20CNA06
Bùi Thị Thu Phương 20CNA09
Lương Quỳnh Phương 20CNA09 Trương Tiểu Nhi 21CNA03 Nguyễn Thị Trang 21CNA10 lOMoARcP SD| 59062190 I I. Introduc on 6 II.
BODY.....................................................................7
II.1. Deﬁni ons.........................................................................................7 II.1.1.
Accultura on.. ... ... ....... ... .. ... ... ....... ... .. ... ... ... ... .. ... ....... ... .. ... ... .....7 II.1.2.
Creoliza on.. ...... ... ... ....... ... .. ... ... ....... ... .. ... ... ... ... .. ... ... ... ... .. ... ... 7 II.1.3.
Ethnocentrism... ... .. ....... ... ... ....... .. ... ... ... ....... .. ... ....... .. ....... ... ... .....7 II.1.4.
Unorthodox.... ... .. ... ... ....... .. ... ... ... ... ... ... .. ... ... ... ...... ... ... ....... .. ... ...8 II.1.5.
Xenophobia. .. ... ... ... ... ... ... .. ... ... ... ... ... .. ... ... ... ... ...... ... ... ...... ... ... .8 II.1.6.
Heterogeneous.... ... .. ... ... ....... ... ... .. ... ....... ... ...... ... ... ... .. ... ... ... .......8 II.1.7.
Homogeneous.... .. ... ... ... ....... ...... ... ... ... ... ... .. ... .......... ... ... ... ....... ....8 II.1.8.
Zeitgeist.... .. ... ....... ... .. ... ... ... ... .. ... ... ... ....... .. ... .............. ... ... ... ... ....8 II.1.9.
Maverick. .. ....... ... ... .. ... ....... ... .. ... ... ... ....... ... .. ... ... .. ... ... ... ... ... ... .. 9
II.1.10. Ethnocentrism.. ...... ... ... ....... ... .. ... ... ....... .. ... ... ....... ...... ... ... ....... ....9
II.2. Proverbs............................................................................................9 II.2.1. “A smile
goes a long way”. ....... ...... ... ... ... ... ...... ... ... .......... ... ....... .....9 II.2.2. “Seek ﬁrst to
understand, then to be understood”. ....... ... ... ...... ... 10 II.2.3. “Diﬀerences
should be respected, not feared”. ....... ... .. ... ... ....... ...10
II.2.4. “A common language is the ﬁrst step to mutual understanding”...11
II.2.5. “Adapt, but don’t lose your iden ty”... ... .. ....... ... ... ....... .. ... ... ... .....11
II.2.6. “Pa ence and perseverance can overcome cultural barriers”.. ......12 II.2.7. “When two
cultures clash, the loser is the one who can't adjust.".12 II.2.8. “Embrace the
unfamiliar, for it holds the seeds of growth”. ....... ...13 II.2.9. “In the land of the blind,
the one-eyed man is king”.... ... ... ... .. ......13 II.2.10. "Diﬀerences should be celebrated,
not tolerated.”... ... .. ....... ... ...14 II.2.11. “When in Rome, do as the Romans
do”.. ...... ... ... ....... ... .. ... ... ... ..14
II.2.12. “Diﬀerent strokes for diﬀerent folks”.. ... ... . .... ....... ... ... ... ... ...... ...15
II.3. Idioms...............................................................................................16 II.3.1. “A ﬁsh out
of water”. .. ... ... ... ... ... ... .. ....... ... ... .. ... ....... ... ...... ... ... ..16
II.3.2. “A rol er-coaster ride”.... . . ... ... .. ....... ... ... ...... ... ... ...... ... ....... ... ... .. .16
II.3.4. “Oil and water”. .. ... ... ... ... ... ... .. ... ... ....... ...... ....... ... .. ... ... ....... ... .. .17 II.3.5. “S ck out
like a sore thumb”. . ..... ... .. ... ... ....... ... ... .. ... .......... ... ... .18 II.3.6. “A place to cal
home”. .. ... ... ... ... ... ... .. ... ... ... ... ... .. ... ... ... ... ..........18
II.3.7. “Rub each other the wrong way”... ... .. ....... ... ... .......... ... ... ... ...... ....19
II.3.8. “Worlds apart.”... ... ... ... .. ... ... ... ... ... ...... ... ... ...... ... ... ... ...... ....... ... .19
II.3.9. “New one in, old one out.”... ... ... ... ... .. ... ... ... ... ... ...... ... ... ... ... ...... 20
II.3.10. “A bad compromise is be er than a good lawsuit”... ... .. ....... ... ...20 lOMoARcP SD| 59062190
II.4. Cross - cultural Conﬂict.................................................................21 II.4.1.
Communica on conﬂict.. ... ... ...... ....... ... ... ... .......... ...... ... ... ... ... ......21
II.4.1.1. The Elements of Communica on... .. ... ....... ... ... .. ... ....... ... ... .....21 II.4.1.1.1.
Sender. ..... . ... .. ... ... ....... ... ... .. ... ... ...... ... ... ... ....... .. ... ... ... ... 21 II.4.1.1.2.
Message... .. ... ....... ... ... .. ... ... ...... ....... ... ... ... .. ... ... ...... ... ... ...21 II.4.1.1.3.
Channel.... ... ... ... ... ...... ... ... ....... ... .. ... ... ....... ... .. ... ... ... .. ... ..22 II.4.1.1.4.
Symbols... ... ... ... .. ... ... ... ... ... ...... ....... .. ... ... ... ... ... .. ... ... .......22 II.4.1.1.5.
Receiver. ....... ... .. ... ... ....... ... ... .. ... ... ... ... ... .. ... ....... .. ... ....... .22
II.4.1.1.6. Feedback.... ... ... ... ... ...... ... ... ....... ... ...... ... .. ....... ... ... ... ... ...... 22
II.4.1.2. The Characteris cs of Communica on. ..... . ... ... ....... .. ... ... ... ....23 II.4.1.2.1. Two Or
More Persons. ....... ... .. ... ... ....... ... ... .. ... ... ....... ...... .....23 II.4.1.2.2. Exchanges Of
Ideas.... ... ... ... ... ...... ... ... ... .. ... ... ... ....... ... .. ... 23 II.4.1.2.3. Multual
Understanding.... ... ... ... .. ....... ... ... ...... ... ... ... ... .. ......23
II.4.1.2.4. Direct And Indirect Communica on. ....... ... .. ... ... ....... ... ... .. .23
II.4.1.2.5. Con nuous Process.. ... ... ...... ....... ... ... ... ... ...... ....... .. ... ....... ..24
II.4.1.2.6. Use Of Words as Wel as Symbols... ... .. ....... ... ... ....... .. ... ... ...24
II.4.1.3. Types Of Communica on.. ...... ... ... ....... ... .. ... ... ....... ... .. ... ... ... ..24 II.4.1.3.1. Non- Verbal
Communica on... ... .. ....... ... ... ....... .. ... ....... ... .. ...24 II.4.1.3.2. Verbal
Communica on. ....... ... ... ...... ... ... ... ... ...... ....... ... ... ....25 II.4.1.3.3. Wri en
Communica on. ....... ... ... ...... ... ... ... ... ...... ....... ... ... ..26 II.4.1.3.4. Visual
Communica on. ....... ... ... ...... ... ... ... ... ...... ....... ... ... .....26 II.4.1.3.5. Interpersonal
Communica on. ....... ... ... ...... ... ... ... ... ...... .......27
II.4.1.3.6. Intrapersonal Communica on... ... .. ....... ... ... ....... .. ... ... ... .....27 II.4.1.3.7. Group
Communica on.. ... ... .. ... ... ... ... ... .. ... ... ... ... ... .. ... ... .28 II.4.1.3.8. Mass
Communica on.. ... ... .. ... ... ... ... ... .. ... ... ... ... ... .. ... ... ...28 II.4.1.3.9. Formal
Communica on.. ... ... .. ... ... ... ... ... .. ... ... ... ... ... .. ... ...29 II.4.1.3.10. Informal
Communica on.. ... ... .. ... ... ... ... ... .. ... ... ... ... ... .. ..30
II.4.1.3.11. Digital Communica on... ... .. ....... ... ... ...... ....... ... ... ...... ....... .30
II.4.2. Culture Conﬂict.... ... .. ... ... ....... ... ... .. ... ....... ... ...... ... ... ... .. ... ... ... ....31 II.4.2.1. Stereotypes And
Prejudice. ....... ... ... ...... ... ... ... ... ...... ....... ... ... ...31
II.4.2.1.1. Stereotypes. ....... ... ... ...... ... ... ... ... ...... ....... ... ... ...... ... .. ...... ... 31 II.4.2.1.1.1. Origin Of
Stereotypes.. ... ... ....... ... .. ... ... ....... ... .. ... .. ... ... ..31 II.4.2.1.1.1.1. Lack Of Understanding About Other Cultures. ....... ...32 II.4.2.1.1.1.2. Conﬂict Of Interest and Lack of Interac on. ....... ... ...33 lOMoARcP SD| 59062190
II.4.2.1.1.1.3. Historical And Educa onal Tradi ons. ....... ... ... ...... ...34 II.4.2.1.1.2. The Inﬂuence of
Stereotypes.. ... ... ....... ... .. ... ... ....... ... .. ..35
II.4.2.1.1.1.1. Causes Misunderstanding
and Conﬂict.. ... ... ...... .......35
II.4.2.1.1.1.2. Hindering Understanding and Coopera on.. ... ... .......35
II.4.2.1.2. Prejudice.. ... ... ....... ... .. ... ... ....... ... .. ... ... ... ... ... .. ... ... .. ...... ... .36 II.4.2.1.2.1. Causes Of
Prejudice.... .. ... ... ... ....... ...... ... ... ... ... ... .. .. ... ... 36 II.4.2.1.2.1.1. Fear And
Insecurity... ... ... ... ... .. ... ... ... ... .. ... ... ....... ..
.37 II.4.2.1.2.1.2. The Need to Assert
Oneself.... ... .. ... ... ....... ... ... .. ... ...37
II.4.2.1.2.1.3. Lack Of Interac on and Understanding. ....... ...... ... ...38 II.4.2.1.2.2. Eﬀects Of
Prejudice.... .. ... ... ... ....... ...... ... ... ... ... ... .. .. ... ... 39 II.4.2.1.2.2.1. Leads To Unfair Treatment, S gma and Discrimina on
. ....... ... .. ... ... ....... ... ...... ... ... ...... ... ... ....... ... .. ... ... ... ...... ... ... ... ... .. ...39 II.4.2.1.2.2.2. Create Barriers to Communica on and Coopera on.40
II.4.2.2. Ethnocentrism.. ... ... .. ... ... ... ... ... .. ... ... ... ... ... ...... ... ...... ... ... ... . .41 II.4.2.2.1. Causes Of
Ethnocentrism... ... ... ... .. ... ... ... ... ... ...... ... ... ...... ..41
II.4.2.2.1.1. Lack Of Cross-Cultural Exposure and Understanding... ... 41
II.4.2.2.1.2. Strong A achment to One's Cultural Iden ty and Values42
II.4.2.2.1.3. Perceived Threats to One's Cultural Way of Life... ... .. ......43 II.4.2.2.2. Manifesta ons Of
Ethnocentrism... ... ... ... .. ... ... ... ... ... ...... ...43
II.4.2.2.2.1. Overgeneraliza on And Stereotyping of
Other Cultures..43 II.4.2.2.2.2. Dismissal Or
Devalua on of Cultural Diﬀerences.... .. ... ...44
II.4.2.2.2.3. Resistance To Adap ng to Or Accep ng Other Cultural
Norms.... ... ... ... ... ...... ... .......... ... ... ... ... ....... ...... ....... .. ... ....... ... ... .. ... ...44 lOMoARcP SD| 59062190 II.4.2.2.3. Consequences Of
Ethnocentrism... ... ... ... .. ... ... ... ... ... ...... ... 45
II.4.2.2.3.1. Strained Intercultural Rela onships and Communica on45 II.4.2.2.3.2. Perpetua on Of Cultural
Misunderstandings and Conﬂicts
.. ... ... .. ... ... ... ... ... .. ... .......... ... ... ... ....... ...... ... ... ... .. ... ....... ... .. ... ... .......46
II.4.2.2.4.3. Barriers To Eﬀec ve Cross-Cultural Adjustment and
Integra on.. ... ... ...... ....... ... ... ... ... ...... ... ... ....... .. ... ....... .. ....... ... ... ... .. .47
II.5. Cross – Cultural Adjustment.........................................................48
II.5.1. Culture Shock.. ... ... .. ... ... ... ... ... .. ... ... ... ... .. ... ....... ... .. ... ... ....... ... .48
II.5.1.1. The Factors That Lead to Culture Shock. ....... ...... ... ... ... ... ...... ...48
II.5.1.1.1. Language barriers. ....... ...... ... ... ... ... ...... ... ... ....... ... .. ... ... ... ..48 II.5.1.1.1.1.
Ignorance of language.. ... ... ....... ... .. ... ... ....... .......... ... ... ..49 II.5.1.1.1.2. Nonverbal
diﬀerences... ... ... ... ... .. ... ... ... ... ... ... .. ... ... ... ..49 II.5.1.1.1.3. Seman c
misunderstanding.... ... ... ... .. ....... ... ... ...... ... ... .50
II.5.1.1.1.4. Intermediate communica on... ... ... ... .. ... ... ... ... ... ...... ... .50
II.5.1.1.2. Customs and social norms diﬀerences. ....... ...... ... ... ... ... ......51
II.5.1.1.3. Living condi on diﬀerences. ....... ...... ... ... ... ... ...... ... ... ....... ...51 II.5.1.1.4.
Lifestyle diﬀerences... .. ... ... ... ....... ... ... .. ... ........... .. ... ... ... ... 53
II.5.1.1.5. Social Roles and Hierarchies.. ...... ... ... ....... ... .. ... ... ... ... .. ... ..54
II.5.1.1.6. Sense of Iden ty. ....... ... ...... ... ....... ... ... .. ... ... ....... ...... ....... ... 55
II.5.1.1.7. Informa on Overload.. ... ....... ... ... .. ... ... ... ... ... .. ... ... ... .. ... ...56
II.5.1.1.8. Lack of Familiar Support System... ... ... ... ... .. ... ... ....... ...... ... 57
II.5.1.1.9. Preconceived Expecta ons. .. ... ... ... ... ... ... .. ... ... ... ... .. ... ... .57
II.5.1.2. The Symptoms of Culture Shock.... ... ... ... ... ...... ... ... ....... .. ... ... .58 II.5.1.2.1.
Disorienta on. ....... ... ... ...... ... ... ... ... ...... ....... ... ... ...... ....... ... .58 II.5.1.2.2.
Homesickness.. ... ... .. ... ....... ... ...... ... ... ....... .. ... ....... .. ... ... .....59 II.5.1.2.3. Anxiety And
Irritability.... ... ... ... ... ...... ....... ... .. ... ... ....... ... ... ..60 II.5.1.2.4. Social
Isola on.... ... ... ... .. ....... ... ... ...... ... ... ... ... ....... ...... .........60
II.5.1.2.5. Physical Symptoms.... ... ... ... .. ....... ... ... ...... ....... ... ... .. ... ... ... 61 II.5.2.1. Nega ve Eﬀects of Culture
Shock... ... ... ... .. ... ... ... ... .......... ... ... 64 II.5.2.1.1. Emo onal
Distress. ....... ... ... ...... ... ... ....... ...... ... ... ... ... ...... .....64 II.5.1.3.2. Decreased Self-
Conﬁdence.... .. ... ... ... ....... ...... ... ... ... ... ... .. ..65
II.5.1.3.3. Social Isola on.. ... ... ...... ....... ... ... ... ... ...... ... ... ....... .. ... ... ... ...65 II.5.1.3.4. Communica on
Diﬃcul es.... ... ... ... .. ....... ... ... ...... ....... ... ... .66 II.5.1.3.5. Nega ve
Stereotyping and Prejudice.. ...... ... ... ....... ... .. ... ... .67 lOMoARcP SD| 59062190
II.5.1.3.6. Decreased Produc vity and Performance.. ...... ... ... ....... ... .. .67
II.5.1.3.7. Violence And Conﬂict... ... ... ... ... .. ... ... ... ... ... ...... ... ... ...... ... ..68
II.5.3. Adjustment Process.. ... ... ....... ... .. ... ... ....... ... .. ... ....... .. ... ....... ... ... .69 II.5.3.1. Adjustment Process in a New
Culture. .. ... ... ... ... ... ... .. ... ... ... ...69 II.5.2.1.1. Honeymoon
Period. ....... ... .. ... ... ....... ... ... .. ... ... ... ... ... .. ... ... 69 II.5.2.1.2.
Culture Shock. ....... ...... ... ... ... ... ...... ... ... ....... ... .. ....... .. ... ... ...70 II.5.2.1.3. Ini al
Adjustment... .. ... ....... ... ... .. ... ....... ... ... ...... ....... ... ... .. ..71 II.5.2.1.4.
Depression... ... ... ... ... .. ... ... ... ... ... ... .. ... ... ... ... .. ... ... ... ... .. ..72
II.5.2.1.5. Acceptance And Integra on... ... .. ....... ... ... ....... .. ... ... ... ....... .72 II.5.3.2. Re-Entry Adjustment
Process... .. ... ....... ... ... .. ... ... ... ... .. ... ... ... .74 II.5.3.2.1. Acceptance And Integra on in Foreign
Culture.. ... ... .. ... ... ..75 II.5.2.2.2. Return Anxiety in Foreign
Culture.. ... ... ... .. ... ... ....... ... ...... ...75
II.5.2.2.3. Return Honeymoon in the Na ve
Country.... ... .. ... ... ....... .....76 II.5.2.2.4. Re-Entry
Shock in the Na ve Country... ... .. ... ... ... ....... ... .. ...76
II.5.2.2.5. Re-Integra on in the Na ve Country... ... ... ... ... .. ... ... ... ... ... 77
II.6. Solu ons..........................................................................................78 II.6.1. Enhance
Language and Cultural Understanding... ... ... ... ... .. ... ... ...78
II.6.2. Improve Communica on and Social Interac on... ... ...... ... ... ....... ...79
II.6.3. Demonstrate Flexibility... .. ... ....... ... ... .. ... ....... ...... ....... ... ... .. ... ... ...80
II.6.4. Maintain Connec on with Cultural Roots.... .. ... ... ... ....... ...... ... ... ... 81
II.6.5. Manage Stress and Self-care. ....... ... .. ... ... ....... ... ... .. ... ... ... ... .. ... ..81
II.7. Cultural Interference.....................................................................82
II.7.1. Vietnam and Eastern Europe.. ... .. ........ ... .. ... ... ....... ... ...... ... ... ...... .82 II.7.1.1.
Problems.. ... ... ...... ....... ... ... ... ... ...... ... ... ....... .. ... ....... .. ... ... ... ... 82
II.7.1.2. Solu ons.. ... ... .. ... ... ... ... ... .. ... ... ... ... .. ... ....... ...... ... ... ... ... ....... 82
II.7.2. Vietnam and Western Europe.... ... .. ... ... ....... ... ... .. ... ... ... ... .. ... ... ..83
II.7.2.1. Problems. .. ... ... ... ... ... ... .. ... ... ... ... ... .. ... ... ... ... .. ... ....... ... .. ... . .83
II.7.2.2. Solu ons.. ... ... ....... ... .. ... ... ....... ... .. ... ... ... ... ... .. ... ... ... .. ... ... ... .84
II.7.3. Vietnam and America.. ...... ... ... ....... ... .. ... ... ... .. ... ... ... ... ... .. ... ... ...84 II.7.3.1.
Problems... ... ... ... ... .. ... ... ... ... ... ... .. ... ... ... ... ...... ... ....... .. ... ... ...84
II.7.3.2. Solu ons.. ... ... .. ... ... ... ... ... .. ... ... ... ... .. ... ....... ...... ... ... ... ... ....... 85 lOMoARcP SD| 59062190 II .
CONCLUSION........................................................85 IV.
REFERENCES........................................................86 I. Introduc on
In our increasingly interconnected world, encountering diverse cultures is no
longer a novelty. Yet, this global tapestry can some mes unravel into a tangle of
misunderstandings and frustra ons. This is where the concept of cross-cultural
conﬂict and adjustment steps in. Cross-cultural conﬂict arises when the values,
beliefs, and behaviors of one culture clash with those of another. It's the
awkward silence that fol ows a misinterpreted joke, the furrowed brow upon
witnessing an unfamiliar gree ng, or the exaspera on caused by diﬀering work styles.
These conﬂicts o en stem from seemingly benign aspects of daily life.
Communica on styles, for example, can vary drama cal y. Directness,
considered appropriate in one culture, might be seen as rude in another. Humor,
a universal language in theory, can be lost in transla on due to cultural
references. Even seemingly innocuous gestures like handshakes or eye contact
can have diﬀerent meanings across cultures. Social norms also play a signiﬁcant
role. What cons tutes politeness in one se ng might be considered
disrespec ul in another. Gi -giving e que e, punctuality expecta ons, and
even table manners can become stumbling blocks in cross-cultural interac ons.
However, cross-cultural conﬂict also presents a valuable opportunity for growth.
This is where cultural adjustment comes into play. Cultural adjustment refers to
the process of adap ng to a new cultural environment. It is a journey of learning,
unlearning, and embracing new perspec ves. Openmindedness is key, fostering
a wil ingness to learn about diﬀerent ways of life and dismantling preconceived
no ons. Pa ence is also essen al, as cultural adjustment takes me and eﬀort. lOMoARcP SD| 59062190
Both self-pa ence and pa ence with others are necessary to navigate the
complexi es of a new cultural landscape. Final y, ac ve learning fuels successful
adjustment. Seeking out opportuni es to understand the new culture, be it
through language classes, cultural events, or simply asking ques ons, goes a long way in bridging the gap.
By acknowledging and managing cross-cultural conﬂict, and by ac vely engaging
in cultural adjustment, we pave the way for richer, more meaningful experiences. II. Body II.1. Deﬁni ons II.1.1. Accultura on (Sự hòa nhập) II.1.2. Creoliza on (Sự pha trộn văn hóa) II.1.3. Ethnocentrism (Chủ nghĩa vị chủng) II.1.4. Unorthodox (Lạ thường) II.1.5. Xenophobia (Bài ngoại) II.1.6. Heterogeneous (Dị chất) II.1.7. Homogeneous (Đồng nhất) lOMoARcP SD| 59062190 II.1.8. Zeitgeist
(Hệ tư tưởng của thời đại trước) II.1.9. Maverick (Lập dị) II.1.10. Ethnocentrism (Chủ nghĩa dân tộc) II.2. Proverbs
II.2.1. “A smile goes a long way”
“Một nụ cười sẽ rất hữu ích trong việc xóa bỏ sự xa lạ, ngượng ngùng”
A simple, friendly smile can have a signiﬁcant posi ve impact on a situa on or
interac on. It suggests that a smal gesture of kindness and posi vity can go a
long way in making someone feel be er, gaining their trust, or improving their social situa on.
One scenario where this proverb can be applied is when interac ng with people
from diﬀerent cultural backgrounds. In many cultures, a smile is a universal
expression of warmth, friendliness, and openness. When traveling or engaging
with individuals from diverse cultural se ngs, a genuine smile can help break
down barriers, foster connec ons, and convey a welcoming demeanor, even if
there are language or cultural diﬀerences.
II.2.2. “Seek ﬁrst to understand, then to be understood”
“Biết lắng nghe để thấu hiểu và rồi được thấu hiểu”
It is important to ﬁrst listen and try to understand others' perspec ves, needs,
and concerns before a emp ng to express your own viewpoint or have your own needs met. lOMoARcP SD| 59062190
One scenario where this proverb can be applied is in conﬂict resolu on or
nego a on situa ons. When two par es are in disagreement or have compe ng
interests, it is easy to become focused on asser ng one's own posi on and trying
to convince the other side. However, by ﬁrst making an eﬀort to truly understand
the other person's point of view, their underlying mo va ons, and the reasons
behind their stance, it becomes possible to ﬁnd common ground and explore
solu ons that address the needs of both par es.
II.2.3. “Diﬀerences should be respected, not feared”
“Những khác biệt nên được tôn trọng, chứ không phải sợ hãi”
When encountering diﬀerences in opinions, beliefs, or backgrounds, it is
important to approach them with an open mind and a spirit of respect, rather than with fear or hos lity.
One scenario where this proverb can be applied is in a diverse workplace or team
environment. In se ngs where people from various cultural, ethnic, or
professional backgrounds come together to col aborate, it is common to
encounter diﬀerences in communica on styles, work preferences, and
problemsolving approaches. Instead of viewing these diﬀerences as a source of
conﬂict or tension, this proverb encourages embracing them as valuable assets
that can enrich the team's overal perspec ve and lead to more innova ve solu ons.
II.2.4. “A common language is the ﬁrst step to mutual understanding”
“Ngôn ngữ chung là bước đầu để thấu hiểu lẫn nhau”
The ﬁrst step to mutual understanding" suggests that the ability to communicate
eﬀec vely in a shared language is a crucial founda on for building mutual
understanding and bridging cultural divides. lOMoARcP SD| 59062190
One scenario where this proverb can be par cularly relevant is when individuals
or groups from diﬀerent linguis c backgrounds come together to col aborate or
nego ate. Without a common language, it can be chal enging to convey ideas,
express needs, and ﬁnd common ground. By establishing a shared means of
communica on, whether through learning a new language, using a lingua franca,
or u lizing transla on services, the par es involved can begin to understand
each other's perspec ves, values, and goals.
II.2.5. “Adapt, but don’t lose your iden ty”
“Hòa nhập nhưng không hòa tan”
When encountering new cultural environments or situa ons, it is important to
be able to adapt and accommodate diﬀerences, while s l maintaining a strong
sense of one's own cultural iden ty and values.
One scenario where this proverb can be used is when an individual or a group
relocates to a new country or culture, either for work, study, or personal reasons.
In such situa ons, it is o en necessary to adapt to the customs, social norms,
and ways of living in the new environment. However, it is crucial to ﬁnd a balance
between embracing the new culture and preserving the core elements of one's own cultural iden ty.
II.2.6. “Pa ence and perseverance can overcome cultural barriers”
“Kiên nhẫn và bền bì có thể vượt qua rào cản văn hóa”
When naviga ng cross-cultural interac ons and environments, it is essen al to
approach them with a mindset of pa ence and persistence, as overcoming
cultural diﬀerences and barriers may require me and ongoing eﬀort.
This proverb can be used when individuals or organiza ons are engaged in cross-
cultural business partnerships or col abora ons. In such contexts, there can be
signiﬁcant diﬀerences in communica on styles, decision-making processes, and lOMoARcP SD| 59062190
underlying cultural values that can create chal enges and misunderstandings. By
embracing pa ence and perseverance, the par es involved can work to bridge
these gaps, seeking to understand each other.
II.2.7. “When two cultures clash, the loser is the one who can't adjust."
“Khi hai nền văn hóa giao thoa với nhau thì cái không thích ứng được sẽ là cái bị loại bỏ”
In situa ons where two diﬀerent cultures come into contact and conﬂict, the
individual or group that is unable or unwil ing to adapt and accommodate the
diﬀerences is the one that wil ul mately suﬀer the consequences.
One scenario where this proverb can be applicable is when a professional or an
organiza on expands its opera ons to a new region or country with a
signiﬁcantly diﬀerent cultural landscape. For example, a mul na onal company
entering a new market may encounter local customs, business prac ces, and
societal norms that diverge from its own established corporate culture.
II.2.8. “Embrace the unfamiliar, for it holds the seeds of growth”
“Hãy đón nhận những điều xa lạ, vì đó là nơi ềm ẩn hạt mầm của sự phát triển”
The proverb suggests that when individuals or groups encounter new and
unfamiliar cultural experiences, it is important to approach them with an open
mindset, as these encounters can serve as opportuni es for personal and col ec ve growth.
One scenario where this proverb can be par cularly applicable is when an
individual or a team embarks on an interna onal exchange program or a cultural
immersion experience. Such programs o en involve exposure to customs,
tradi ons, and ways of life that may be vastly diﬀerent from one's own
background. Rather than viewing these unfamiliar elements with hesita on or
fear, the proverb encourages embracing them as chances to expand one's lOMoARcP SD| 59062190
horizons, chal enge exis ng assump ons, and develop a deeper understanding
and apprecia on for diverse cultures. By engaging with the unfamiliar with a
curious and adaptable mindset, par cipants can learn valuable lessons, gain new
perspec ves, and cul vate essen al cross-cultural skil s, such as empathy,
ﬂexibility, and the ability to navigate ambiguity.
II.2.9. “In the land of the blind, the one-eyed man is king”
“Thằng chột làm vua xứ mù”
The proverb conveys the idea that in a situa on where everyone lacks knowledge
or competence in a par cular area, even a person with limited or basic
understanding wil be considered superior or inﬂuen al. It suggests that rela ve
to those who have no understanding or exper se, even a li le knowledge or skil
can provide a signiﬁcant advantage.
This proverb can be applied to situa ons where an individual possesses even a
basic understanding of a foreign culture or language. Despite having only, a
rudimentary grasp of the local language, the individual's ability to communicate,
even to a limited extent, puts them at an advantage over others who are
completely unfamiliar with the language. They may be able to establish basic
connec ons, nego ate with local counterparts, or navigate cultural nuances
more eﬀec vely than those who are en rely reliant on translators or have no
knowledge of the local culture.
II.2.10. "Diﬀerences should be celebrated, not tolerated.”
“Sự khác biệt là gia vị của cuộc sống, không phải là gánh nặng”
The proverb conveys the idea that instead of merely tolera ng or accep ng
diﬀerences, we should ac vely embrace and appreciate them. It emphasizes the
importance of recognizing and valuing diversity in al its forms, whether it be
cultural, religious, ethnic, or individual diﬀerences. Rather than seeing lOMoARcP SD| 59062190
diﬀerences as something to be endured or reluctantly accepted, the proverb
encourages us to celebrate them as sources of richness, learning, and growth.
This proverb can be applied to situa ons in mul cultural events. Par cipants
showcase their tradi ons, cuisines, music, dances, and art forms. Instead of
merely tolera ng or coexis ng, the event becomes a pla orm to celebrate and
appreciate the diverse cultures represented. People ac vely engage with one
another, learning about diﬀerent customs, trying new foods, and enjoying
performances from various cultural groups.
II.2.11. “When in Rome, do as the Romans do” “Nhập gia tùy tục”
The proverb suggests that when you are in a diﬀerent cultural or social
environment, it is wise to adapt and behave according to the customs and norms
of that par cular place. It emphasizes the importance of respec ng and
assimila ng into the local culture rather than imposing one's own beliefs or
prac ces. The proverb implies that by fol owing the lead of the locals, you can
navigate the unfamiliar territory more smoothly and avoid misunderstandings or conﬂicts.
This proverb can be applied to situa ons when a person is traveling to a foreign
country. When someone from one country travels to another country for a work
assignment, they need to understand the cultural norms and e que e, the
execu ve dresses modestly, refrains from public displays of aﬀec on, and
respects local customs and tradi ons. They make an eﬀort to learn basic
gree ngs and observe local prac ces during mee ngs and interac ons.
II.2.12. “Diﬀerent strokes for diﬀerent folks”
“Mỗi người một nét” lOMoARcP SD| 59062190
The proverb conveys the idea that people have diverse preferences,
perspec ves, and ways of doing things. It recognizes that what works for one
person may not work for another, and individual diﬀerences should be
respected. It emphasizes the importance of understanding and accep ng that
people have unique needs and preferences, and there is no one-size-ﬁts-al approach.
This proverb can be applied to situa ons in a group project involving team
members from diﬀerent cultural backgrounds. Each member brings their own
set of ideas, work styles, and approaches to problem-solving. Instead of
imposing a single approach or expec ng everyone to conform to a par cular
method, the team embraces the diversity of perspec ves and encourages each
member to contribute based on their strengths and cultural backgrounds. II.3. Idioms
II.3.1. “A ﬁsh out of water” “Lạ nước lạ cái”
The idiom refers to a situa on where someone or something is placed in an
environment or context in which they are uncomfortable, unfamiliar, or il -
suited, causing them to feel out of place, awkward, or unable to func on eﬀec vely.
One scenario where this proverb can be applicable in a crosscultural context is
when an individual from one cultural background ﬁnds themselves immersed in
a radical y diﬀerent cultural se ng. In this scenario, the individual may struggle
to adapt to the new social norms, communica on styles, and cultural
expecta ons, leading to feelings of disorienta on, isola on, and an inability to
func on with the same ease and conﬁdence as they would in their home environment. lOMoARcP SD| 59062190
II.3.2. “A rol er-coaster ride”
“Lên xuống thất thường”
The idiom refers to a situa on or experience that is characterized by a series of
drama c ups and downs, sudden changes, and an overal sense of uncertainty
and unpredictability, much like the experience of riding a rol er coaster.
One scenario where this idiom can be applicable in a crosscultural context is
when an individual or group embarks on a prolonged cultural immersion or
expatriate assignment in a foreign country. The process of adap ng to a new
cultural environment can o en feel like a "rol er-coaster ride" as the individual
navigates the various chal enges and adjustments required.
II.3.3. “So many countries, so many customs”
“Đất có lề, quê có thói”
The idiom expresses the idea that diﬀerent countries have their own unique
customs, tradi ons, and ways of doing things. It recognizes that cultural prac ces
and norms vary greatly from one country to another, emphasizing the diversity
and richness of diﬀerent cultures around the world.
One scenario that relates to cross-culture and exempliﬁes the meaning of this
idiom is when there is a comparison between mul ple countries. In one country,
it may be customary to greet with a bow, while in another, a handshake is the
norm. In one country, it may be considered polite to ﬁnish al the food on your
plate, while in another, leaving a li le food indicates sa sfac on. II.3.4. “Oil and water”
“Như nước với lửa” lOMoARcP SD| 59062190
It implies that there is a fundamental diﬀerence or incompa bility between the
two en es, similar to how oil and water do not easily blend or dissolve into each other.
This idiom can be used in a mul cultural space where people from diﬀerent
cultural backgrounds must col aborate on a project. When there are two team
members, one from a culture that values direct and asser ve communica on,
and the other from a culture that emphasizes indirect and harmonious
interac on. These dis nct communica on styles can create clashes and
misunderstandings, making it chal enging for the two individuals to work
together eﬀec vely. II.3.5. “S ck out like a sore thumb” “Treo giò giữa chợ”
It implies that the individual or item is easily dis nguishable from the
surrounding environment, o en due to being diﬀerent or out of place.
This saying can be applied when a person from a country visi ng a rural vil age
in a remote part of another country. The person may be the only non-local
present, with dis nct physical features, diﬀerent clothing, and unfamiliar with
the local language and customs. In this scenario, the person would "s ck out like
a sore thumb" due to their no ceable diﬀerences, easily drawing a en on and
standing out in the community where they are surrounded by locals who share
a common culture and appearance.
II.3.6. “A place to cal home”
“Đất lành chim đậu”
The idiom "a place to cal home" refers to a loca on, environment, or situa on
where an individual feels a sense of belonging, comfort, and security, a place
they can iden fy with and consider their own. lOMoARcP SD| 59062190
One scenario where this idiom can be par cularly relevant in a cross-cultural
context is when individuals or families relocate to a new country or culture, o en
as part of a migra on, expatriate assignment, or personal journey. Naviga ng
the cultural diﬀerences, language barriers, and unfamiliar social norms can make
it chal enging to establish a sense of belonging and connec on to the new
environment. However, through gradual adapta on, building rela onships, and
embracing elements of the host culture while maintaining their own cultural
iden ty, they may eventual y come to see their new home as a place they can truly cal their own.
II.3.7. “Rub each other the wrong way”
“Đụng đâu cũng gánh”
The idiom "rub each other the wrong way" refers to a situa on where two or
more people interact in a way that creates fric on, conﬂict, or a general sense
of discomfort and irrita on between them.
One scenario where this idiom can be par cularly relevant is when individuals or
teams from diﬀerent cultural backgrounds are required to col aborate on a
project or task, but their cultural diﬀerences and communica on styles clash.
These cultural diﬀerences can create misunderstandings, tension, and an overal
sense of unease within the team, making it chal enging to work eﬀec vely and achieve the desired outcomes. II.3.8. “Worlds apart.”
“Một trời một vực”
The idiom "worlds apart" refers to a situa on where two or more people, groups,
or ideas are vastly diﬀerent, distant, or disconnected from one another, o en to
the point where they seem to inhabit en rely separate worlds or reali es. lOMoARcP SD| 59062190
One scenario where this idiom can be applied is when individuals or
organiza ons from vastly diﬀerent cultural backgrounds a empt to col aborate
or engage with one another. The two en es may be "worlds apart" in terms of
their organiza onal structures, decision-making processes, communica on
styles, and underlying cultural values. What may be considered standard prac ce
and eﬃcient in one context could be seen as completely foreign or even
inappropriate in the other. These deep-seated cultural diﬀerences can create
signiﬁcan mise is be er than a good lawsuit t barriers to mutual understanding,
trust, and eﬀec ve col abora on.
II.3.9. “New one in, old one out.” “Có mới nới cũ”
The idiom "new one in, old one out" refers to a situa on where something or
someone new replaces or takes the place of something or someone that was
previously in that posi on or role.
One scenario where this idiom can be relevant in a crosscultural context is when
a person or an organiza on is undergoing a process of cultural adapta on or
assimila on in a new environment. As they strive to integrate into the new
society, they may gradual y adopt and internalize aspects of the host culture,
while simultaneously le ng go of certain cultural norms and prac ces from their
country of origin. This "new one in, old one out" process can be experienced in
various domains, such as language, social customs, food preferences, and even personal values.
II.3.10. “A bad compromise is be er than a good lawsuit” “Dĩ hòa vi quý”
The idiom "a bad compromise is be er than a good lawsuit" suggests that in
certain situa ons, it is preferable to reach a less-than-ideal compromise or lOMoARcP SD| 59062190
agreement rather than resor ng to legal ac on, even if the legal case has a high chance of success.
One scenario where this idiom can be relevant in a crosscultural context is when
two par es from diﬀerent cultural backgrounds are engaged in a dispute or
nego a on and are unable to see eye-to-eye on a par cular issue. Due to
divergent approaches to decision-making, risk tolerance, and intel ectual
property rights, a conﬂict may arise that threatens the partnership. Rather than
pursuing a lengthy and poten al y costly legal ba le, which could further strain
the rela onship, the two par es may decide that a "bad compromise" – one that
does not ful y sa sfy either side's interests – is a be er outcome than a "good
lawsuit." Even if it requires some concessions on both sides, this can ul mately
lead to more sustainable and harmonious cross-cultural col abora ons.
II.4. Cross - cultural Conﬂict
II.4.1. Communica on conﬂict
II.4.1.1. The Elements of Communica on II.4.1.1.1. Sender
The person who conveys his thoughts, message or ideas to the receiver is known
as the sender. He is at the star ng point of the communica on system and
represents the source of communica on. E.g., In a classroom, a teacher is a sender.
The communica on process begins with the sender, who is also cal ed the
communicator or source. The sender has some kind of informa on—a
command, request, ques on, or idea—that he or she wants to present to others.
For that message to be received, the sender must ﬁrst encode the message in a
form that can be understood, such as by the use of a common language or
industry jargon, and then transmit it.

Cross-cultural conflict and adjustment | Trường Đại học Ngoại ngữ, Đại học Đà Nẵng

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