The Concept of Face Negotiation Theory in Terms of Cultural Conflict , and everything froze for us.” Piciatto (2004) also continues to describe the attack, as solid as ever. To a man, no one moved except to look up at the ceiling, to see where the noise was coming from. The firefighter describes as if he could look clearly into the ceiling tiles for a simple reason for the attack on the Twin Towers. It was completely silent, no words were spoken. The hero recounts this tragedy and shares that he had little to no time to put his feelings into words, although he had time to think about what had happened. Today, Muslims residing in America are experiencing problems and are being portrayed by some as terrorists after the September 11 attacks. The attack on the Twin Towers is one of many examples that can be linked to FGT. Face negotiation theory describes how individuals of diverse ethnicities control disagreements. A person's face indicates the flattering self-esteem encountered in communicative positions. This face is considered an emotional expansion of how one perceives oneself. These are people from various ethnicities who possess a sense of face, referring to a universal concept. The meaning of the face can differ according to cultures around the world. When interacting with others, one continually makes conscious and unconscious decisions regarding face-saving and honor issues related to rational, professional, and global issues. Although there are different theories to choose from in the textbook, face negotiation theory seems interesting to me for observing conflicts and approaches of different cultures. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”?Get the original essayTheory DevelopmentTo illustrate, the chosen theory was created by Stella Ting-Toomey and describes the cultural and situational goals that shape the communicators, movement to move towards and control conflicts. Ting Toomey and his colleagues believe that there are three kinds of faces. The first is self-image, worry about how one may be perceived by others. The second type is called other face, discomfort with the image of others. Finally, it's a mutual face, there are worries for both parties, painted pictures or worries with the connection all together. Face is commonly referred to as the way a person wants others to see them. It also refers to how one desires to be treated and how individuals treat others by engaging in their social self-concept assumptions. To add, there are several core beliefs related to centered theory. The first core belief created by Ting Toomey is that people of ethnicities around the world attempt to preserve and resolve face-to-face communication in all disagreements. The second core belief is that being confronted with emotionally frightening or helpless concerns is usually difficult when the defined identities of communicators are subsequently called into question. Next comes the extent of the cultural value of individualism-collectivism and the extent of power distance, which shapes concerns and face types. The fourth focuses on the utility models of individualism and collectivism that shape members' tastes for self-oriented disruptions in the face ofsituations oriented towards others. Fifth, useful power distance trends, whether small or large, shape one's taste for the horizontal versus vertical focus face. Sixth, in specific scenes consisting of culture, there are elements of value coincident with personal, comparative, and situational goals that affect the use of specific facial work actions in certain culture-related scenes. Finally, cross-cultural facework skills touch on optimal assimilation of information, prudence and correspondence techniques in controlling conflict situations based on impotent identification.relevance. According to Zang, Ting-Toomey, and Oetzel (2014), “conflict is essentially a process of face-to-face negotiation, but cultural value orientations and individual attributes shape behavior toward conflict and toward self/other.” The unrevealed impression of face negotiation theory is that face is a descriptive mechanism in different conflict styles. To begin with, emotional conflicts are expected to occur within heterogeneous groups due to decreased barriers accounted for by group members exhibiting a diverse set of values, opinions, and language systems acquired during different socialization encounters. When managing conflict, some argue that talking is an essential way to resolve relationships. While others want to emphasize communication, communication is likely to be successful when groups in conflict can and will talk. Disagreements related to emotions, especially negative emotions such as frustration and anger, can lead to dysfunctional team performance. Face is a person's stated feeling of approving their image in the social and comparative media situation, and face refers to the actions that individuals use to present their own face and to support or challenge another face. Conflict is thought to be a process of face negotiation through which people feel faced with threat or loss, define positioned faces or identities, and perform face work. It is important to note key principles of face-to-face negotiation theory involving those from collectivist cultures or others who view themselves as interdependent in self-definition, prefer to be face-to-face oriented, abstain, accommodate and consolidate. Additionally, people from cultures such as individualism or those who define themselves as independent relate to a tendency to be more positioned and challenging. At the same time, self-concept also has a connection with face-to-face negotiation theory. This category corresponds to a person's awareness of their image traits, which can be considered independent or interdependent. Independent self-definition emphasizes originality, uniqueness, distinctiveness, and inner characteristics, while self-definition emphasizes relationships, relationships, and social situations. This style has also sparked interest in the study of cross-cultural connections for its ability to connect to both an individual's values and behavior. There are also emotions and feelings related to face-to-face negotiation theory. Conflict is believed to be influenced and triggered by emotions. A confrontation with another person can be considered emotionally initiated and can be handled in a positive manner. This doubt is justified in part by the fact that speaking is not a circumstance for speaking or startinglinguistic remarks – expressing thoughts clearly, referring to mentions of “team discussion” in other data. There is also a competing style containing an increase in self-concern. and a reduction of a different concern. Zang, Ting-Toomey, and Oetzel (2014) state, “this style is assertive, but non-cooperative, which prioritizes one's own interests and goals, representing an 'I win, you lose' perspective” (p. 375). Career Field Additionally, communication within the medical field is crucial. Progress in communication within medical circles and social services is now recognized. In healthcare, physicians must constantly communicate with a diverse set of individuals. A common goal in medicine is to provide effective health care to preserve, advance, and save individuals. According to Kirschbaum (2012), “face negotiation theory measures and explains how various elements contribute to conflict management style.” This type of style is assessed by observing how one reacts to situations that involve conflict between people. To add, there are two goals that are frequently assessed in face-to-face negotiation data, classified as face-to-face concerns and self-concept. Prior to this theory, there were concerns such as inspecting identity design issues that arise when linked to episodes of conflict. Conflict is an essential element of face negotiation theory. Studies frequently use three different categories that arise from conflict styles classified as dominant, integrating, and avoidant. It is important to note that none of these three terms reflect good or bad conflict management styles; rather they are appropriate or not, depending on the situation. A section of medicine has taken control of the direction of communication education and training focused on those who provide services in the operating room. This is because poor communication that occurs within the operating room can lead to conflict or put patients in danger. Distinctive dependent differences are present in pilot and physician self-description. Not to mention that there are various communication variables within culture. Inside the operating room, there are different cultural behaviors, such as high motivation and independence, resulting in idealism, invulnerability, and avoidance of fatigue and stress. A relevant example is that when comparing doctors to pilots, it is best for those below them not to ask questions of the doctors. They also believe that they perform procedures even when tired. The results suggest that recognition of strength among physicians follows ranking, autonomy, and indestructibility. Shared cultural behaviors are maintained within long-established medical training. The observation of cultural elements focuses on communication problems inside the operating room, doctors are there to resolve medical situations. FGT evaluates and discusses the different factors that add to the conflict management style. This style is assessed by observing how people react to situations that reveal conflicts between individuals. Furthermore, the two most frequently assessed goals are face-to-face negotiation data, with both face concern and self-concept. The first objective, self-construction, brings the expansion of various cultural dimensions to the single level of analysis. The second objective, face preoccupation, is studied in.

Essay / The Concept of Face Negotiation Theory in Terms of Cultural Conflict , and everything froze for us.” Piciatto (2004) also continues to describe the attack, as solid as ever. To a man, no one moved except to look up at the ceiling, to see where the noise was coming from. The firefighter describes as if he could look clearly into the ceiling tiles for a simple reason for the attack on the Twin Towers. It was completely silent, no words were spoken. The hero recounts this tragedy and shares that he had little to no time to put his feelings into words, although he had time to think about what had happened. Today, Muslims residing in America are experiencing problems and are being portrayed by some as terrorists after the September 11 attacks. The attack on the Twin Towers is one of many examples that can be linked to FGT. Face negotiation theory describes how individuals of diverse ethnicities control disagreements. A person's face indicates the flattering self-esteem encountered in communicative positions. This face is considered an emotional expansion of how one perceives oneself. These are people from various ethnicities who possess a sense of face, referring to a universal concept. The meaning of the face can differ according to cultures around the world. When interacting with others, one continually makes conscious and unconscious decisions regarding face-saving and honor issues related to rational, professional, and global issues. Although there are different theories to choose from in the textbook, face negotiation theory seems interesting to me for observing conflicts and approaches of different cultures. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”?Get the original essayTheory DevelopmentTo illustrate, the chosen theory was created by Stella Ting-Toomey and describes the cultural and situational goals that shape the communicators, movement to move towards and control conflicts. Ting Toomey and his colleagues believe that there are three kinds of faces. The first is self-image, worry about how one may be perceived by others. The second type is called other face, discomfort with the image of others. Finally, it's a mutual face, there are worries for both parties, painted pictures or worries with the connection all together. Face is commonly referred to as the way a person wants others to see them. It also refers to how one desires to be treated and how individuals treat others by engaging in their social self-concept assumptions. To add, there are several core beliefs related to centered theory. The first core belief created by Ting Toomey is that people of ethnicities around the world attempt to preserve and resolve face-to-face communication in all disagreements. The second core belief is that being confronted with emotionally frightening or helpless concerns is usually difficult when the defined identities of communicators are subsequently called into question. Next comes the extent of the cultural value of individualism-collectivism and the extent of power distance, which shapes concerns and face types. The fourth focuses on the utility models of individualism and collectivism that shape members' tastes for self-oriented disruptions in the face ofsituations oriented towards others. Fifth, useful power distance trends, whether small or large, shape one's taste for the horizontal versus vertical focus face. Sixth, in specific scenes consisting of culture, there are elements of value coincident with personal, comparative, and situational goals that affect the use of specific facial work actions in certain culture-related scenes. Finally, cross-cultural facework skills touch on optimal assimilation of information, prudence and correspondence techniques in controlling conflict situations based on impotent identification.relevance. According to Zang, Ting-Toomey, and Oetzel (2014), “conflict is essentially a process of face-to-face negotiation, but cultural value orientations and individual attributes shape behavior toward conflict and toward self/other.” The unrevealed impression of face negotiation theory is that face is a descriptive mechanism in different conflict styles. To begin with, emotional conflicts are expected to occur within heterogeneous groups due to decreased barriers accounted for by group members exhibiting a diverse set of values, opinions, and language systems acquired during different socialization encounters. When managing conflict, some argue that talking is an essential way to resolve relationships. While others want to emphasize communication, communication is likely to be successful when groups in conflict can and will talk. Disagreements related to emotions, especially negative emotions such as frustration and anger, can lead to dysfunctional team performance. Face is a person's stated feeling of approving their image in the social and comparative media situation, and face refers to the actions that individuals use to present their own face and to support or challenge another face. Conflict is thought to be a process of face negotiation through which people feel faced with threat or loss, define positioned faces or identities, and perform face work. It is important to note key principles of face-to-face negotiation theory involving those from collectivist cultures or others who view themselves as interdependent in self-definition, prefer to be face-to-face oriented, abstain, accommodate and consolidate. Additionally, people from cultures such as individualism or those who define themselves as independent relate to a tendency to be more positioned and challenging. At the same time, self-concept also has a connection with face-to-face negotiation theory. This category corresponds to a person's awareness of their image traits, which can be considered independent or interdependent. Independent self-definition emphasizes originality, uniqueness, distinctiveness, and inner characteristics, while self-definition emphasizes relationships, relationships, and social situations. This style has also sparked interest in the study of cross-cultural connections for its ability to connect to both an individual's values and behavior. There are also emotions and feelings related to face-to-face negotiation theory. Conflict is believed to be influenced and triggered by emotions. A confrontation with another person can be considered emotionally initiated and can be handled in a positive manner. This doubt is justified in part by the fact that speaking is not a circumstance for speaking or startinglinguistic remarks – expressing thoughts clearly, referring to mentions of “team discussion” in other data. There is also a competing style containing an increase in self-concern. and a reduction of a different concern. Zang, Ting-Toomey, and Oetzel (2014) state, “this style is assertive, but non-cooperative, which prioritizes one's own interests and goals, representing an 'I win, you lose' perspective” (p. 375). Career Field Additionally, communication within the medical field is crucial. Progress in communication within medical circles and social services is now recognized. In healthcare, physicians must constantly communicate with a diverse set of individuals. A common goal in medicine is to provide effective health care to preserve, advance, and save individuals. According to Kirschbaum (2012), “face negotiation theory measures and explains how various elements contribute to conflict management style.” This type of style is assessed by observing how one reacts to situations that involve conflict between people. To add, there are two goals that are frequently assessed in face-to-face negotiation data, classified as face-to-face concerns and self-concept. Prior to this theory, there were concerns such as inspecting identity design issues that arise when linked to episodes of conflict. Conflict is an essential element of face negotiation theory. Studies frequently use three different categories that arise from conflict styles classified as dominant, integrating, and avoidant. It is important to note that none of these three terms reflect good or bad conflict management styles; rather they are appropriate or not, depending on the situation. A section of medicine has taken control of the direction of communication education and training focused on those who provide services in the operating room. This is because poor communication that occurs within the operating room can lead to conflict or put patients in danger. Distinctive dependent differences are present in pilot and physician self-description. Not to mention that there are various communication variables within culture. Inside the operating room, there are different cultural behaviors, such as high motivation and independence, resulting in idealism, invulnerability, and avoidance of fatigue and stress. A relevant example is that when comparing doctors to pilots, it is best for those below them not to ask questions of the doctors. They also believe that they perform procedures even when tired. The results suggest that recognition of strength among physicians follows ranking, autonomy, and indestructibility. Shared cultural behaviors are maintained within long-established medical training. The observation of cultural elements focuses on communication problems inside the operating room, doctors are there to resolve medical situations. FGT evaluates and discusses the different factors that add to the conflict management style. This style is assessed by observing how people react to situations that reveal conflicts between individuals. Furthermore, the two most frequently assessed goals are face-to-face negotiation data, with both face concern and self-concept. The first objective, self-construction, brings the expansion of various cultural dimensions to the single level of analysis. The second objective, face preoccupation, is studied in.

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