Sources of information in the field
Competent and sensitive mediation and arbitration

Intercultural contacts and conflict and violence in service organizations between Arabs and Jews in Israel

The common saying in Arabic ‘You are in the valley and I am in the valley’ – anta bowad and anna bowad – you are in the wadi and I am in the wadi, is said when two people are talking and arguing about a certain subject, but each perceives and treats the same subject in a different way and even the opposite of the other’s attitude. A similar scenario may occur when there is a discourse, debate, and conflict between two people from different cultures, one from a conservative, traditional, and collective culture, and the other from a Western, secular, and individual culture. When one comes from among an oppressed and allegedly discriminated minority, and the other from a majority group, Madhakt, allegedly discriminates, when one is from the Arab minority, and the other from the Jewish majority group. Each one with a set of values, attitudes, worldviews and customs is radically different from the other. Each has narratives and versions that are rigid and markedly different from those of the other. the above description. It is a well-known and clear remedy for the lack of communication in almost every discourse, discussion and contact between Jews and Arabs, especially in light of the feelings of suspicion, lack of training and anger towards each other and this in light of the socio-political tension.

The shortfall in the media is almost certain to occur, and it even exists not necessarily when the background to conflicts are issues related to socio-political tension, but also in any issue and in any situation of contacts between the Arab and Jewish minority. This is the case even in business, intra-organizational, and inter-organizational discussions, debates, and conflicts. The atmosphere of suspicion, mistrust and hostility hovers and sabotages everything that comes between the two nations. And everyone loses from the conflictual and polar reality that prevails. Sometimes the lack of communication in understanding and cultural and social sensitivity between the two parties does not necessarily manifest itself in anger and a hostile and tense atmosphere, but on the contrary, a significant sign of a lack of communication and discussions that are neither fruitful nor conducive are expressed in a reverse reaction, unrealistic and unrealistic, which is characterized by a pleasant, rather conciliatory, cautious discussion atmosphere And quite nice. In fact, an atmosphere of discussion is avoided, and it is careful not to face and confront the various professional issues despite the tense intercultural encounter.

In practice and unconsciously, in cross-cultural encounters between the Arab minority and the Jewish majority, the main issue that is discussed in depth, without either side realizing it, is the issue of tension, suspicion and hostility between the two sides. Such issues are always present, hovering over the prevailing atmosphere between the two parties, without any of the parties involved declaring and admitting their existence and influence. At the same time, among the participants and those involved in this type of discussions, there will always be the incomprehensible feeling that “they are not reaching each other”, that something is missing, does not work and does not flow in these types of discussions. And so the quality, efficiency and effectiveness of the discussions and decisions are questionable in terms of their correctness and professionalism. Sometimes those involved and the participants find it difficult to put their finger on what is not working and what is not understood and clear in each of the two parties involved.

Thus, for example, the manager of a Jewish company in the high-tech field, and which employs a considerable number of programmers and engineers from among the Arab population, may be confused, preoccupied, and busy trying desperately to understand a secondary organizational sub-culture that is developing in his company, for example lateness, absences and non-compliance with deadlines that stand out and characterizes more the workers from the Arab minority. He finds it difficult to understand the motives for its development, is cautious and afraid of raising the issue among the Arab workers, and this for fear of being accused of discrimination, racism and harassment of workers from among the Arab population. He tries to give interpretations and subjective explanations for the phenomenon. On the one hand, he greatly appreciates and emphasizes excellent aspects of the professional work of the employees from among the Arab population, but on the other hand, he is worried and uneasy about the phenomenon, and his greatest concern is that this is a phenomenon that expresses a lack of satisfaction, opposition, attrition, or a preliminary phenomenon to planning the departure and dropping out of the Arab employees from the company.

What is certain about that company manager, that despite all the internal and external interpretations and discussions with the Arab workers or without them, he is still dealing with subjective, inter-cultural-ethnic aspects, that he fails to decipher, to accurately state the causes of its development, and of course he fails to eradicate and reduce its business and economic consequences in the current and daily conduct of the company. In light of the sensitivity and lack of objective understanding of the sources and causes of the phenomenon, sometimes the company manager tries to convince himself to come to terms with the phenomenon, and to deal with its economic and business consequences, instead of confronting and insisting on eradication and a comprehensive solution to the phenomenon.

You might also be interested

Want to consult with a qualified cultural mediator? Leave details

Accessibility Toolbar

Need a cultural bridge?

Leave details and I will get back to you soon!