Editor’s Note:
This article is part of a long-running cultural series on Indonesia and reflects the observations and professional experience of the original author at the time of writing. While the core cultural insights remain highly relevant, Indonesia has evolved significantly in recent years due to urbanisation, globalisation, and the influence of multinational workplaces. Readers are encouraged to interpret these observations as general cultural tendencies rather than fixed rules, and to consider variations across regions, industries, and generations.
This is the second of three columns focusing on what I call the Indonesian Big Five Cultural Values. The first column covered ‘loyalty to hierarchical structures of authority’. In this one I will discuss ‘conflict avoidance’ and the consequences of being ‘subjugated to nature’. The third column will discuss face and social shame along with Indonesia’s relaxed future-time perspective.
As I have often stressed, it is important to understand that the core cultural values of the Indonesian archipelago, while often assumed to be like Javanese values, show distinct variations based on ethnic group, social class, and religion. However, Javanese values do tend to dominate just because of demographics along with political and social pressure.
Conflict Avoidance (Harmoni Kelompok)
The second of Indonesia’s five core values, ‘Conflict Avoidance’ is also called Harmoni Kelompok. Most Indonesians value maintaining the appearance of harmony at all costs. This leads to situations involving possible obfuscation, such as saying ‘yes’ when they may in fact mean ‘no’, and adopting an outwardly passive attitude toward many situations.
There is a strong separation between appearance and reality in fundamental Indonesian belief systems. Usually, more importance is placed on the appearance or interpretation of a situation rather than on the ‘real’ facts or rational analysis. Reality is often best hidden.
If a problem arises in an Indonesian office, for many personnel it is often better to use the conflict resolution strategy of ‘denial’ to maintain the appearance of harmony rather than risk even the possibility of confrontation. This can be seen in the reluctance to address problems or difficult situations directly, and in the difficulty of accepting personal responsibility and demonstrating initiative.
Former President Suharto once used a saying that loosely translates, “Everyone understands the situation without having to discuss it.” This reflects a broader cultural tendency, particularly among older generations, to avoid direct confrontation and preserve group harmony.
The underlying value is that discussing or using direct communication as a conflict resolution tool can make a situation or problem too real, potentially leading to confrontation, which is to be avoided if at all possible.
If an employee has made a mistake or serious error in the performance of the job, a supervisor who addresses that employee in private allows office personnel, though they may be fully aware of the situation, to act as if nothing ‘disturbing’ has happened, thereby preserving the appearance of office harmony.
There is often a gap between reality and appearance, with appearance being the more important. Situations that can be rationalised can be accepted, even though the ‘reality’ might not quite fit.
In today’s Indonesia, particularly in multinational companies and among younger professionals, there is increasing openness to more direct communication styles. However, the preference for maintaining harmony and avoiding public confrontation still plays a significant role in workplace interactions.
Therefore, questions such as why health and safety standards are sometimes disregarded, or why certain problems are not openly addressed, may be attributed to external factors. By not assigning blame within the group, harmony is maintained.
Whenever an employee leaves a company, there are often stories that surface about mistakes or issues during their employment. Because the relationship has ended, there is less need to maintain silence. Employees who have made serious errors may be let go quietly so as not to create unnecessary disruption.
The cultural value of conflict avoidance may bring benefits to the workplace, providing a surface calm and a sense of stability. From a Western perspective, it may also be misunderstood as avoiding issues or being overly passive.
Subjugation to Nature (Kekuatan Alami)
Looking at the third of my five core values, ‘Subjugation to Nature’, also called Kekuatan Alami, Indonesians tend to take great comfort in shared belief systems and religion. They are often able to handle an uncertain future with resilience and faith. At the same time, traditional beliefs and spiritual perspectives may influence how events and outcomes are interpreted, sometimes alongside more modern or rational approaches.
In some contexts, this can be interpreted as placing less emphasis on individual control over outcomes, particularly in environments where external factors are seen as influential.
Most Indonesians believe that having a religious or spiritual foundation is an important part of life. Kekuatan Alami may also be reflected in a patient and accepting approach to life circumstances, particularly in communities where stability and harmony are prioritised over rapid change.
A quiet endurance of life’s challenges is often seen as appropriate, and openly complaining about circumstances that cannot be changed may be viewed as disruptive to group harmony.
While emotional restraint is traditionally valued, attitudes are gradually evolving, particularly among younger Indonesians and those exposed to international environments.
Historically, extreme emotional release has been described in cultural terms such as lari amok. Today, such behaviour is better understood within psychological and social frameworks, and is not broadly accepted or excused in modern Indonesian society.
In another example, a subsistence-level farmer, who has had little contact with formal economic systems or political empowerment, may be encouraged by his environment to accept that his circumstances are shaped by forces beyond his control. Less educated company employees may sometimes take a similar perspective.
In some communities, traditional practices and local customs coexist alongside formal religious observance, reflecting Indonesia’s rich cultural diversity.
Familial and religious obligations have strong influence. If traditional rituals and ceremonies are not properly observed, there may be concern about negative consequences affecting individuals or families. As these obligations are deeply meaningful, they may sometimes take priority over work commitments.
This cultural value of subjugation to nature may bring benefits to the workplace, such as providing a calming influence and reducing stress. From a Western perspective, these differences may sometimes be misunderstood as a lack of urgency, when in fact they reflect deeply rooted values around balance, faith, and social harmony.
As in many societies, the spread of rumours or misinformation can influence perceptions, particularly in environments where trust and relationships play a central role.
What This Means for Expats Working in Indonesia
Understanding these cultural tendencies can significantly improve your effectiveness when working with Indonesian colleagues.
Address sensitive issues privately rather than in group settings. Avoid direct confrontation or public criticism, especially in hierarchical environments. Be patient when seeking clear answers, as agreement in conversation does not always mean alignment in action. Take time to build trust before expecting open disagreement or feedback.
These small adjustments can make a significant difference in building strong working relationships and achieving better outcomes.
Frequently Asked Questions
Why do Indonesians avoid conflict in the workplace?
Maintaining group harmony is a deeply rooted cultural value. Avoiding confrontation helps preserve relationships and social balance.
Do Indonesians say “yes” when they mean “no”?
In some situations, yes. Saying “yes” may indicate acknowledgment rather than agreement, especially when there is pressure to maintain harmony.
Is Indonesian work culture changing?
Yes. Younger professionals and multinational environments are introducing more direct communication styles, although traditional values still influence behaviour.
How should expats handle misunderstandings at work in Indonesia?
Approach issues calmly, privately, and with sensitivity. Building trust and avoiding public confrontation is key.
This article was generously contributed by George B. Whitfield III when he was a Technical Advisor with Executive Orientation Services.
