The Anxiety/Uncertainty Management Theory tends to establish factors that bring misunderstandings in an intercultural dialogue. In the theory, William Gudykunst, posits that anxiety and uncertainty about how the other party will react are the main reason that leads to misunderstandings (Burleson & Greene, 2003). Therefore, for effective communication both sides must manage anxiety. Reducing anxiety tend to reduce scenarios that lead to misunderstanding and hostility. For instance, in the case of the student and the officer, it is evident that both parties failed because they were both unaware of the cultural differences between them.
Hence, if any of the parties would have taken the initiative to research on the culture of the other side, then the interview would have been a success. Similarly, knowledge on the culture of the other party tends to reduce confusion. In fact, the of
...ficer would have begun with a casual conversation before proceeding with the business details. On the other hand, the students would have understood that the officer's culture does not have such tendencies. Thus, by accommodating the values and behaviours of the other side, then the interview would have proceeded without a hitch.
In conclusion, it is clear that cultures tend to create differences in the views of two parties in a conversation. In a scenario that involves communication between sides from different cultures, it is best if both parties understand the culture of the other. Such an approach tends to reduce anxiety and misunderstandings between both sides. In fact, two theories namely the Anxiety/Uncertainty Management as well as Face-Negotiation theory attempts to evaluate the scenario between the officer and the students. Finally, it is evident that knowledge on different
cultures as well as to accommodate the views of the other side is the hallmark to peaceful co-existence.
References
- Burleson, B. Greene, O. (2003) Handbook of Communication and Social Interaction Skills New York: Psychology Press
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