...The knowledge of cultural intelligence in employees is very important for decision-making, implementing organisational strategies and for smooth functioning of daily business processes. According to Triandis (2006), the definition of intelligence is culturally orientated. Earley and Mosakaoski (2004) defined cultural intelligence as, “ an outsider’s seemingly natural ability to interpret someone’s unfamiliar and ambiguous gestures the way that person’s compatriots would”. There are various definitions of cultural intelligence with moreover the same meaning touching different aspects of business processes. Cultural intelligence in general is the course of motivated actions in an adaptive environment. It refers to making adjustments with people of different cultures to carry out business operations around the world. Cultural intelligence is of great significance in today’s employees as it is the basic necessity in deals around the globe. Many enterprises especially the family-owned ones still believe in the traditional form of business, whereby they hire employees whom they can easily trust and rely on. But in such cases it becomes difficult for the company to exploit the foreign markets as these employees may not have the necessary knowledge of cultural differences. Hence Cultural intelligence is of great importance in today’s world. For example, Lloyds TSB believes in hiring culturally intelligent people to enhance its customer relationships across the globe. Culturally intelligent...
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...Article Review on: Toward Culture Intelligence: Turning Cultural Differences into a Workplace Advantage. The article under review is entitled as "Toward Culture Intelligence: Turning Cultural Differences into a Workplace Advantage." by Earley, P. Christopher, and Elaine Mosakowski. This article has been acquired from the journal, Academy of Management Perspective, Volume 18, Issue No. 3 and was published on August 1, 2004. The article attempts to explain the traditional approaches that were used in understanding and explaining the differences among people who belonged to diverse backgrounds and have a different culture. It then focuses on the recent development of a newer approach that is cultural intelligence, its framework and different managerial profiles that can be helpful for competing with other organizations in this era of diversity and globalization. The authors have described two traditional approaches in this article that were used to study cultural diversity. The first approach is, the aggregate approach, in which the researchers identify and ascertain the values and beliefs of people in a particular region or a country and then they associate those beliefs and values to those set of people. This approach is more generalized and therefore it does not account for the differences among individuals from the same cultural background. The second approach is, the individual approach, in which the researchers do not focus on the culture to which the individual belongs...
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...1.0 The Role of Emotional Intelligence In Project and Construction Management Today 1.1 Introduction This literature review deals with the role of emotional intelligence in project and construction management today and argues that, even if it is a relatively new approach and just became more and more important during the last decade, the topic is still not getting enough attention in the contemporary construction industry (Zhang & Fan, 2013). Especially when it comes to larger and more complex or even international and cultural complex projects, a high level of emotional intelligence and competence in the project management might be more necessary and contribute to the project’s success (Müller & Turner, 2007). Therefore this literature review contains an overview of the significant authors, defines the actual term of emotional intelligence, analyses the main issues and positions, summarizes some relevant studies and research and identifies implications for contemporary project and construction management practice. 1.2 Overview As one of the most significant authors Goleman (1995) defines emotional intelligence as the ability of being aware of your own and other’s emotions, recognizing them and even using them to influence people in their actual thinking and behaviour. That is why these abilities are very supportive and at least as important as IQ or technical skills for every leader independent of his industry, in order to achieve better business results (Goleman...
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...Introduction Cultural intelligence will be assessed through this report, analysing whether such thesis can be utilized within our organisation to enhance staff development. Cultural intelligence also called cultural quotient (CQ), can be defined as ‘'the ability to engage in set of behaviours that uses skills and qualities that are tuned appropriately to the culture-based values and attitudes of the people with whom one interacts'(Peterson,2004). Respect for basic rights, human dignity and good citizenship are core human values(Donaldson 1996), understanding differing cultures present through our employees and foreign dignitaries will improve our relations with different cultural belief systems, and adorn more sophistication in our diplomacy. Globalization has dramatically increased foreign trade due to the falling trade barriers, easier emigration possibilities, improved transportation and technological revolutions. ‘Growing interconnections bought about by the globalization process require that both managers and organizations expand repertoires of roles’(Parker,2005). Hence effective communications with differing cultures is more important than ever(Tannen,1985). Culture is man-made part of the environment(Herkovits,1948),management must consider the relativity in such analysis, since absolute meanings cannot be derived due to the differing meanings of cultures explained either through the actor or observer. One may assume cultural idioms using models such as ‘Hofstede’s...
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...Reilly, A.H. and Karounos, T.J. (2009), “Exploring the Link between Emotional Intelligence and Cross-Cultural Leadership Effectiveness”, Journal of International Business and Cultural Studies, Vol. 1, Feb. 2009, pp. 1 – 13. Introduction Along with the globalization of business, many corporations are facing the challenge of operating in a different culture. The writers made a connection between emotional intelligence and cross-cultural leadership effectiveness to deal with this situation, this article also presented some significant results and implications which were greatly helpful for our company. This report is aimed at review the article and pick out something useful to raise staff awareness of cross-cultural issues. In this paper, I will summarize the key point of the article and evaluate some correlative information which can be applied to our company, then there will be a conclusion at the end of the report and two related references will also be given as well. Summary Reilly and Karounos (2009) exhibited Goleman’s research to identify the connection between emotional intelligence and leadership ability. Goleman (1998) claimed that the importance of emotional intelligence on the overall leaderships in organization is twice greater than the other two personal capabilities, technical skills and cognitive skill. The article showed the five components of emotional intelligence and their respective characteristics listed by Goleman (1998), which are exhibited on a...
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...International Teams: Beyond Cultural Differences Multicultural teams are different. In addition to culture the team needs to consider: * the purpose for its existence, - the influence of personality differences, - the impact of cultural and professional identities, - the importance of emotional intelligence, - the vital role of adequate support systems. Team leaders need updated global competencies which they may not have learned in business school. Multicultural Teams are Complex Cross-cultural knowledge is an obvious pre-requisite for working with any team whose members come from different cultures. We acquire this knowledge from our reading, from our studies, from company-sponsored seminars and most importantly by maintaining a very high level of self-awareness when we step outside our own cultural boundaries. However managing cross-culturally is complex because real business issues are complex and often require more than a linear solution. So, how do we avoid the trap of over-simplifying the complexity of the issues faced by international teams? Let’s agree that there is more to understanding an international team than being aware of the diversity of national cultures represented by the members. We know from experience that there are key differences found on any team which may include gender, race, individual personality, cognitive and emotional intelligence, educational, and occupational backgrounds. Consulting to international teams and executives...
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...globally, there is one corporation that has expanded in diversity globally. Starbuck’s is one of the largest coffee companies in America and a cross the world that is diverse culturally. So, how does Starbucks utilize its cultural intelligence to increase the awareness of diversity in the workplace? Is workplace diversity important to employees at Starbucks? Starbucks’ believe that to operate successfully in a global marketplace, embracing diversity in every aspect of their business is absolutely essential (www.starbucks.com). Diversity is something that brings everyone together, race, gender, religion, cultural background, experience etc… Diverse workplaces do the same as well, learning from one another and being able to work in an environment with different ethnicities. Diversity brings opportunities within the organization and the learning capability increase from the many cultures. By Starbucks being a global corporation, the company has to maintain their diversity not just for the workplace but also for the community. In this paper I will describe and explain the foundation of Starbucks Company, and how diversity is implemented in the workplace. I will also discuss how diversity is implemented in my work organization and my opinion of the importance of diversity in a workplace. With supportive documentation that will explain the how effective diversity is in the workplace and how it Starbucks is known for their workplace diversity. Introduction Starbucks was founded...
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...Cultural Perceptions of Intelligence Marilyn Raleigh Dr. Castleberry March 20, 2015 The two cultures I selected to compare how each receives intelligence are the United States and Ghana. The American culture is more of an individualistic culture. There are many different cultures within the American culture. American culture holds values of religion, family, and morality; however these beliefs aren’t collective where each individual in America may hold a different view of these specific values (Verdem, 2013). The advancement in an individualistic society is placed on the individual goals and desires as opposed to what might be best for one’s society .Individuals in a collectivist .culture such as Ghana focus on the well -being and what will benefit the greater need of society. America Individualistic Culture There are many different cultures within the American culture. American culture holds values of religion, family, and morality; however these beliefs aren’t collective where each individual in America may hold a different view of these specific values (Verdem, 2013). .Americans has been exposed to many types of intelligent tests. Basic skills are given yearly to determine how much children are learning through the school system or if home schooled. College students must take SAT and ACT tests and obtain a certain percentage score for admission. Technology has impacted America; through computers, cell phone...
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...culture. There is always a scope of conflicts due to culture variations. The article “Impact of cultural intelligence level on conflict resolution ability” talks about the importance of cultural intelligence level and how this helps to resolve the conflicts. “Therefore, this model presents that a higher level of cultural intelligence positively affects and predicts whether an individual will select an appropriate conflict resolution strategy fitting for the cultural backgrounds of those involved in the conflict” (Ramirez, 2010, p. 2). The author starts off with briefly discussing why it is so important for the business leaders to use different conflict resolution strategies using the cultural intelligence level of the persons involved in the conflict. The author first described the gaps in the current studies of “impact of culture intelligence level in resolving the conflicts” and then explained how the current model would fulfill those gaps. This model helps leaders to prepare different strategies and to use the correct strategy based on the cultural intelligence level of the persons involved in the conflicts. The model considers culture intelligence level as independent variable and conflict resolution ability as dependent variable and the how these two variables are related to cultural intelligence characteristics and versatility. According to the article, high cultural intelligence people fall under “high confusion acceptance people.”These people expect some...
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...Intelligence Testing Article Analysis PSY/450, 2014 Intelligence Testing Article Analysis Mapping out the definition of intelligence is not a simple task, it is an ambiguous term that has a variety of definitions. When defining intelligence there appears to be common ground in phrases such as one’s ability to acquire knowledge, ‘he ability to solve problems, or the ability to understand and follow instructions. There are many more phrases and terms that one associates with intelligence, and this may be in part because, the differences of defining intelligence may lie in the fact that questions for evaluating intelligence may not have the same connotation in differing cultures. Shiraev and Levy state that intelligence is the necessary factor that allows an organism to adapt to its surroundings, a way of understanding one’s world (Shiraev, 2010). Along with understanding one’s world, intelligence allows one to make and complete goals, and overcome obstacles that may come into one’s life. This understanding of intelligence sets a good basis for understanding and defining intelligence, however, a do develop a greater understanding it is necessary to study the different theoretical testing of intelligence. This review will also examine the effectiveness of these various theories. Multiple Intelligence Theory In the late 1980’s Howard Gardner introduces a different viewpoint to the traditional theories of intelligence. He did this by including, language, logical-math, spatial...
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...Impact of Emotional Intelligence on Leadership in Global Environment Context The differing opinions that exist on what is important in the examination of effective leadership are linked with theories of what has the biggest impact: whether it is personal traits, behaviour patterns or aspects of the cultural and organisational setting. When evaluating leadership, both emotions and social skills may be seen as a vital role in a process of influencing and gaining employees job satisfaction. However, the role emotions play in leadership needs to be considered alongside research. Ralph Stogdill, the early commentator on the subject highlighted three different dimensions of leadership: interpersonal process, social context and goal achievement (Huczynski & Buchanan, 2013). During the first half of the 20th century researchers have focused on identifying personality traits of effective leaders, also influenced by Great Person theory (Mullins, 2013). However, the research found only a weak relationship between them (Daft, 2014). Contradictory Ohio and Michigan studies concentrated on discovering specific behaviour patterns related to this matter (Huczynski & Buchanan, 2013). After all, organisational context and setting differ a lot, therefore, contingency theorists argued that leaders need to adjust their style of leading to a specific situation (Huczynski & Buchanan, 2013). In the late 20th century researchers have distinguished transactional and transformational...
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...CULTURE AND ETHICS IN BUSINESS LEARNING JOURNAL CHALLENGES OF MANAGER’S CULTURAL DIFFERENCES FOR THE INTERNATIONAL BUSINESS ENVIRONMENT Introduction Business today has seen a high surge in globalization. This increase of international business all over has led to a number of ties and relations among people from different culture and nationalities. Managers who still haven’t adapted to the new age managerial skills and are still following the conventional route have found themselves extremely ineffective in the global platform. A need of global managers who understand multi-cultural competencies has arrived and most scholars debate that the working style, values and behaviour of a manager are directly a persona of their national culture. Thus in order to be competitive in this global market, the traditional approach by the managers must transcend to a global one. A global manager is one who has the ability to manage the complexities in a business which is conducted or laid upon multi-cultural diversities. A global manager has many challenges when managing people from different cultures; this includes the people from both High context society as well as low context society. Challenges Lack of communication: When a manager is working with his team members who have different native tongue, it’s most possible at time that the information flow is not constant. Adding to the woes are the multitasking employees and talking to employees over...
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...Keith shoemaker Assignment for Chapter 4, 5, and 6 Module 2 Due Feb. 15th 1. Has this presentation challenged any assumptions I have had about China and the Chinese people? Explain. I have never really given any thought to different cultures being different in the way they do business. I suppose I will have to learn these nuances as time goes on. Because I never really had a clear predetermined idea of what other cultures did compared to mine, it wasn’t very surprising to me about China’s individualistic approach to business. I am surprised that the government accepts Chinas residents strive for individualism. I always thought that Chinese people were told what to do and how to act weather they were doing business or just living their lives. Because of Chinese residents of suppression for many generations I can see how they would be very aggressive with what they want in their personal lives as well as business. The incentive of being wealthy and going after what they need to do to make this happen does in fact surprise me. I assumed that Americans were the most aggressive. I believe this chapter has opened my eyes to other cultures and the way they do business. I liked the notion of Chinese business people don’t deliberate very long before they move ahead on a project. Here in the west we seem to analyze things too much. We study and research ideas and proposals so long that if we just moved ahead with an idea we would get much more accomplished. Another myth...
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...Question 1(word count 897) From its humble beginnings the McDonalds organisation has continuously looked to engage everyone within the business to help identify and solve problems and has made the elements of leadership, participation, team-based structures, strong adoptive cultures, employee empowerment and the open sharing of information key pillars in which it has built itself from the ground up. Sustainable development has also been at the forefront of the McDonalds organisation and is an integral part of the continued success of the organisation and its ability to weather the storm from critics regarding the quality of its “fast food” in recent years and stay ahead of its competitors. McDonalds has a rich heritage of leadership and investing in its leaders. In 1961 Hamburger University was established in Elk Grove, Ill to train restaurant staff and management in the consistent procedures of the restaurants operations and create a culture that has continued. The 2008 CEO Jim Skinner worked his way up from Trainee Manager. Skinner is also a man of values and ethics: When McDonald’s was blamed for the obesity problem, he helped direct the company to take responsibility and help create a solution rather than pass the blame. Thus, Skinner can be seen as a moral leader. McDonalds prides itself on leading from the top down but also encouraging ideas and innovation from the bottom up. Ray Kroc has encouraged a participative strategy at McDonalds from the beginning with some...
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...Cultural Intelligence (CQ) is critical skill set that has applications far beyond private industry conducting business in the international arena. Militaries around the world spend enormous amounts of money, time, and energy ensuring that their troops are trained on weapon systems, vehicles, and equipment. NATO countries spend fortunes on preparation exercises and training to test tactics, techniques, and procedures (TTPs) across NATO Coalition Forces; honing military proficiency and effectiveness should they need to exercise force protection, demonstrate a deterrent posture, or actually fight during an operation. This preparation and expenditure is only prudent. However, very little effort, if any at all, is spent solving the "people puzzle." In reality, most stability and counter-insurgency operations are all about the people. The importance of people is true at all levels, whether dealing with the adversaries, host nation population, international community, and even one’s own nation. To be successful in these potentially diverse environments, CQ is critical. The ability to recognize the shared beliefs, values, attitudes, and behaviors of a group of people and, most importantly, to apply this knowledge toward a specific goal is just as important as equipping and training the front line war fighter to fight in a coalition environment. Cultural intelligence is a set of skills that facilitates effective cross-cultural management. CQ plays a major role in dealing with NATO...
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