FACE

NEGOTIATION THEORY

Agustinus Sitorus | Gemala Citra | Lulu Hanifah | Ratih Kismie

INTRODUCTION

Stella Ting-Toomey The Founder

How populations of specific cultures respond to conflict. How people represent themselves differently to others, when dealing with conflicts. The Question

To understand a communication & sociological standpoint. To have a proper IPC. To be more of “yourself”. To release the stress caused by the need to maintain a specific face. To change the way we communicate within our own culture and amongst other cultures. Why do we learn this?

FACE & CULTURAL ORIENTATION

COLLECTIVISM&INDIVIDUALISM People from individualistic (low context culture) interact differently from collectivistic (high context cultures).

Communication is based on maintaining & negotiating face. Individualistic cultures Self Oriented Face-Work. Collectivistic cultures Other Oriented Face-Work.

FACE & CULTURAL ORIENTATION

THE FACE-WORK The image of oneself that people want other to see. Different culture in every side of the world always has a negotiating face.

Face is PROBLEMATIC when you don’t know another person’s identities for sure.

CONFLICT MANAGEMENT STYLES

Various cultures view face & their individual role in face-work. They will determine the approach to manage the conflict.

How do we reduce an intercultural conflict? RECOGNIZING – UNDERSTANDING – ACCEPTING – ADAPTION to another’s culture.

CONFLICT MANAGEMENT STYLES

Style Self-Face Concern Other-Face Concern Culture

Avoid Low High Collectivistic

Accomodate (oblige) Low High Collectivistic

Compete (dominate) High Low Individualistic

Compromise Moderate Moderate Collectivistic

Collaborate (integrate) High High Both

Emotional Expression High Moderate Individualistic

Passive Aggression High Moderate Individualistic

Third Party Help Moderate Moderate Both

THE MULTIPLE FACES OF FACES

Face is known as an extension of self-concept or a vulnerable identity resource.

SELF-FACE: directed at Americans and Individualistic cultures.

OTHER-FACE: Even in the midst of conflict, Collectivistic cultures pay more attention to the face of others than they maintain their own.

MUTUAL FACE: Where there is an equal concern for both parties’ personal images, as well as the public image of their relationship.

Whose face are you trying to save?

What if our face is in danger? Face-restoration - Protecting your own autonomy. Face-saving – Protecting the autonomy of another person. Face-giving – Protecting another’s need for inclusion. Face-assertion – Protecting your own need for inclusion

Avoiding : Responding to conflict by withdrawing from open discussion.

Accommodating : Accommodating or giving in to the wishes of another in conflict situation.

Compromising : Conflict management by negotiating or bargaining; seeking a middle way.

Dominating : Competing to win when people’s interests conflict.

Integrating : Problem solving through open discussion; collaborating for a win-win resolution of conflict.

STYLES OF CONFLICT MANAGEMENT

Emotional Expression: Managing conflict by disclosure or venting of feelings

Passive Aggressive: Making indirect accusations, showing resent-ment, procrastination, and other behaviors aimed at thwarting another’s resolution of conflict

Third party Help: a method of conflict management in which disputing parties seek the aid of a mediator, arbitrator, or respected neutral party to help the resolve their differences.

(ADDITIONAL) STYLES OF CONFLICT MANAGEMENT

COMPLICATING FACTORS: POWER DISTANCE

vs.

Power IS NOT well distributed (unequal).

APPLICATION:

COMPETENT INTERCULTURAL FACEWORK

How to negotiate while handling conflicts.

CRITICS The theory does not explain the actual behavior exhibited by people in these culture.

Most theory has been done in US, Japan, Asia. More research is needed in other cultures to form more universal ideas about the theory.

THANK YOU