Migration, ethnic otherness and the ‘refugee crisis’ in Germany: Why more conflict is better integration, and how this reconfigures positive cross-cultural management scholarship

Otherness in contemporary cross-cultural management (CCM) studies often emerges from migration and refugee movements, with ensuing integration challenges. In this context, ‘difference’ is perceived as being more problematic than enriching, and this makes it difficult to contribute to integration via a Positive Organizational Scholarship. Introducing the sociology of conflict, I propose that the success of a positive cross-cultural management engagement with Otherness should not be measured in terms of the degree to which difference is overcome and integrated, but in terms of the degree to which more parties engage more deeply with relevant conflict and friction. Investigating Otherness by means of a sociology of conflict approach thus radically changes the assumptions, research agendas, practices, presumed goals and potential responsibilities of a contemporary cross-cultural management theory and practice: deeper conflict signifies better integration, and assuming otherwise is both unrealistic and mis-fitting. I exemplify this reverse logic, and how to employ it, with a discussion of the ‘refugee crisis’ and the dynamics of ‘migration background’ in Germany. Thus reconfigured, integration in Germany emerges as more successful than is commonly believed.