Summary:
Crisp and Turner (2011) aimed to explore why studies on intercultural communication sometimes yield contradictory results. Some research suggests that intercultural exchanges lead to negative outcomes, such as poor relations and negative emotions, while other studies highlight the potential benefits, such as enhanced cognition and creativity. Drawing upon social categorization theory, they proposed that the impact of cultural diversity and intercultural communication is shaped by certain conditions. Specifically, they argue that intercultural experiences can lead to positive outcomes if individuals are both motivated and capable of engaging with different cultures, and if the experience challenges their existing stereotypes. In this context, when individuals encounter cultural differences that contradict their preconceived notions or stereotypes, they engage in cognitive processes aimed at resolving this inconsistency. This process involves using the same mental flexibility and problem-solving abilities that are employed in everyday thinking. The term "cognitive flexibility" describes this capacity to adapt and think creatively when faced with new, challenging information. Crisp and Turner suggest that intercultural communication, under the right circumstances, can stimulate cognitive flexibility, leading to a range of benefits. These benefits can enhance individual, group, and organizational outcomes across multiple domains, including improved creativity, problem-solving, and overall adaptability to diverse environments.
An Application:
An application of Crisp and Turner's theory of intercultural communication in the world of work can be seen in diversity training programs within organizations. Many companies today emphasize cultural diversity in their workforce, and intercultural communication plays a critical role in how employees from different cultural backgrounds collaborate, innovate, and contribute to the organization. According to Crisp and Turner's model, when employees engage in intercultural interactions that challenge their stereotypes, they are prompted to engage in cognitive processes that resolve inconsistencies between their expectations and actual experiences. This process, known as cognitive flexibility, helps employees become more adaptable, open-minded, and creative in problem-solving.
For example, in a multinational team, members from various cultural backgrounds may initially hold stereotypical views about each other, which could hinder effective collaboration. However, if the team is encouraged to interact in ways that challenge these stereotypes—through team-building exercises, cross-cultural training, or collaborative projects—they may begin to adjust their perspectives and recognize the value of diverse viewpoints. As these team members work through their differences and resolve misunderstandings, they exercise cognitive flexibility, which enhances their ability to think creatively and solve problems in novel ways.
In this context, intercultural communication doesn't just reduce potential conflicts or misunderstandings; it also fosters a more innovative and collaborative environment. Teams that engage in these types of intercultural exchanges may develop stronger problem-solving skills, better decision-making processes, and a greater capacity to adapt to changing market demands—all of which benefit the organization. Therefore, organizations that effectively promote intercultural communication, particularly when it challenges stereotypes, can reap cognitive and creative benefits, leading to enhanced performance and competitive advantage.
Think of a time when you've met someone from a different culture or background - did you find it mentally challenging to get your perspective across, or to see theirs? If so, this is what a 'work out' for your brain feels like - and it would have made it easier the next time you encountered a situation that was new to you.
Key References
Crisp, R. J. & Turner, R. N. (2011). Cognitive adaptation to the experience of social and cultural diversity. Psychological Bulletin, 137, 242-266.
This paper by Crisp and Turner (2011) explores how individuals cognitively adapt to social and cultural diversity. It examines the psychological processes involved when people are exposed to diverse social environments, focusing on how such experiences can challenge existing stereotypes and lead to cognitive flexibility.
Maddux, W. W., & Galinsky, A. D. (2009). Cultural boundaries and blending: Bicultural effects on identity and negotiation. Journal of Cross-Cultural Psychology, 40(6), 1002-1018.
This paper provides evidence on how bicultural experiences encourage cognitive flexibility.
Hodson, G., Crisp, R. J., Meleady, R., & Earle, M. (2018). Intergroup contact as an agent of cognitive liberalization. Perspectives on Psychological Science, 13(5), 523-548.
This paper extends principles of cognitive adaptation to diversity to intergroup contact research, arguing that it not only reduces prejudice but also serves as a broader agent of 'cognitive liberalization'. It argues that intergroup interactions can challenge existing cognitive frameworks, leading to greater openness, more flexible thinking, and improved attitudes toward various social and environmental issues.
