I.Immigrants labor demand and supply are keep increasing in Canadian labor market, but people may be more likely to have conflicts based on cultural differences. As human resource professionals, learning and understanding the cultural influence on conflicts helps them to manage their organizations. The major influence on conflicts between immigrants and natives is based on the Eastern and Western cultural differences, which has five components such as understandings, communication, administrative styles, perceptions and ways of thinking. II.Jeanne Ho-ying Fu, Micheal W. Morris, Sau-lai Lee, Melody Chao, Chi-yue Chiu and Ying-yi Hong (2007) points out the five major culture influences in workplace conflict which are understandings, communications, administrative styles, perceptions and ways of thinking. III.There will be a background section which give information about the immigrants in Canadian labor market. The five major influences from culture differences will be analyzed in the analysis part, and there will be a example section which gives short cases of conflict styles based on the previous components. Furthermore, the recommendation section will develop several ways to manages the cultural difference which helps to lead healthy conflicts in workplace. IV.For getting data in the background section, Canadian government census data can provide the percentage of workers who are from different culture. Jeanne Ho-ying Fu et.al (2007) helps analyze the five major culture influence in workplace conflict. Subhas C. Kundu (2010) shows some strategies to manage the culture differences. V.Not only in Canada, most of countries which have many races and are open for globalization are facing some problem of conflicts between different cultures. As a result, for human resource professionals, developing a effective model to manage the cross-culture workplace is necessary.
Dispute Systems: Managing Conflict within Organization