by Peter T. Coleman

A recent article published in Science helps to resolve an age-old dispute about culture and conflict: Does it really matter? The study conducted in 33 nations by a team headed-up by Michele Gelfand at the University of Maryland found that the answer to the question do cultural differences really affect conflict experiences, processes and outcomes is a resounding – it depends. It depends on how tight the culture is around disputes.

Conflict practitioners and scholars have been split on this issue for years. Although some suggest that many of our basic principles and practices of constructive conflict resolution (integrative negotiation, mediation, etc.) are largely universal (e.g., Bouge, 2006; Deutsch, 1985; Fry, 2006; Tjosvold, Johnson & Johnson, 2006), others take issue with this (e.g., Faure, 1985; Lederach, 1994; Sampson, 1993), arguing that our standard thinking and practice is Western-biased and appropriate methods will differ radically in other cultural settings.

The Gelfand study revealed that one major meta-difference between cultural groups is their level of tightness versus looseness. Tighter cultures have many strong norms and high sanctioning of deviant behavior around areas like family disputes, business negotiations, or being in conflict with elders. Looser cultures have weaker social norms and less sanctioning of those who don’t follow the norms. For example, Malaysia, Pakistan, India and South Korea were found to have generally tighter cultures, while Estonia, Hungary, Israel and the Netherlands were found to have looser cultures.

In addition, Gelfand and her colleagues have found that there may exist in any conflict setting certain amplifiers, suppressors and reversers which make cultural differences regarding disputing more and less relevant and influential. For instance, when situations are ambiguous, cultural symbols and artifacts are present, and there is high time pressure, cultural norms will have more impact on disputing. However, in situations of low social monitoring and accountability, the effects of cultural norms on conflict may be altogether absent.

These factors are likely to work together. So if a mediator is working with cultural groups who share tight norms around disputing – and in a situation where those norms are amplified – then yes, cultural differences will play a major role. If working in the reverse – with loose norms that are currently suppressed – culture will play much less of a role.