Effective and Efficient Management Through Cultural Intelligence Training

In: Business and Management

Submitted By AungThura
Words 989
Pages 4
Effective and efficient management through Cultural Intelligence Training

With the widespread application of Globalization, the accelerating driving force of information technology, outstanding advanced new transportation systems, increasing migrated work force seeking greener pasture, limitless academic boundary of intellectual and intelligentsia, working cross borders, brain drain of developing countries towards developed countries, human trafficking, the global communication traffic has progressively extended. In that situation, living in an unfamiliar social environment demands other considerable matters, adaptable behaviour and attitude, heavily depending on cultural intelligence. Development of Cultural Intelligence is relying on the following resources, accompanied with practising and training.

(1) For head/ cognitive communication, immediate recognition of dos’ and don’ts of different cultures, including one’s own culture, as well as belief, traditional behaviour, taboo established on them.

(2) For body / physical communication, appreciation and acknowledgement on working colleagues and guests with different religious backgrounds and races, as well as foreign countries where one’s businesses are based and operated. Understanding others’ cultures and accepting them willingly after removing and cutting improper ethical limits, promoting communications through significant definition of physical behaviours reflecting the readiness to enter into their social environment.

(3) For heart/emotional/motivational communication, mutual understanding and sympathy should be exercised on operational, social and ethical barriers

located in new cultural environment to overcome them, reflecting own efficacy to locals and achieving acknowledgement of the people with different cultural backgrounds.

Every human being belongs to unique behaviour that means such…...

Similar Documents

Effective Training

...characteristics of an effective orientation? * The training model identifies the design inputs as the training needs from the TNA, the organizational constraints, and the training methods based on learning theory. For the hypothetical example, we have identified the training needs. Before determining what training methods to use, we need to consider the constraints. 2. How are organizations dealing with diversity? Are the methods effective? Why or why not? * The Bank of Montreal won the prestigious Catalyst Award for its effective diversity programs, promoted vigorously by its senior management. Then there is IBM; it developed a diversity program that resulted in an increase in black executives and female minority executives in about two years. Carrier Corp formed diversity councils in all business units. It develops diversity business cases to assist in training and has successfully increased the percentage of black people in executive positions. 3. What are the important components of an effective sexual harassment strategy? * Defining sexual harassment when it relates to a hostile environment is difficult, and care in determining what is enforceable is important. Those who develop and conduct training must not bring their own values into the training. Rather, they must present situations that are irrelevant and could quite likely lead to a backlash. 4. Why is team training necessary? What are the seven components of effective teams? What are some......

Words: 632 - Pages: 3

Cultural Intelligence

...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......

Words: 2376 - Pages: 10

Cultural Differences and Emotional Intelligence

...Cultural Differences and Emotional Intelligence Group 4: Sheila Wade, Sara Shimkus, Jeff Robben, Gus Caruso, Leticia Santana, and Lori McKenzie Central Michigan University Abstract During an the assessment of several countries, values of open-mindedness, inclusion, respect and tolerance are more likely to be attained within a prospectus that encourages the increase of Emotional Intelligence (EI). In this research paper, the role of EI in determining leadership effectiveness was reviewed to explain emotional characteristics specific to five countries: Nigeria, Mexico, Russia, Argentina, and China. These countries were included in a study called Project Globe. GLOBE is the acronym for Global Leadership and Organizational Behavior Effectiveness. In this study, four cultural clusters were utilized, and the role of emotional intelligence was evaluated in determining leadership effectiveness. Emotional Intelligence was appraised more favorably than technical skills and cognitive skills, especially when referring to social skills, and transformational/charismatic leaderships were preferred across cultures. The intent of the collaborative effort of Team 4 was to explore the cultural values and practices in five different countries and to identify their impact on organizational practices and leadership attributes. One way to explore cultural similarities in the world is to study cultural clusters which are a group of countries that share many similarities. The countries......

Words: 2741 - Pages: 11

Cultural Intelligence

...What is cultural intelligence? “Cultural intelligence is a theory within management and organizational psychology which states that understanding the impact of an individual’s cultural background on their behavior is essential for effective business, and measuring an individual’s ability to engage successfully in any environment or social setting.” (Wikipedia) One’s cultural intelligence (or cultural quotient) includes three components that work together: cognitive, emotional, and physical. The cognitive component involves a person’s observational and learning skills and the ability to pick up on clues and understanding the subtleties of others. The emotional component concerns one’s self-confidence and self-motivation; gaining rewards and strength from acceptance and success. The physical component refers to a person’s ability to shift his or her speech patterns, expressions, and body language to be in tune with people from a different culture; using your senses and adapting your movements and body language to blend in. It is possible for one to increase their cultural intelligence (or cultural quotient) by approaching others as individuals while resolving not to make assumptions about those people based on a group identity, to seek feedback from others to confirm a true understanding of what they’re communicating, and to notice how things are said while remaining aware of patterns of speech, tone of voice, and periods of silence. It is important to remember that silence......

Words: 607 - Pages: 3

Cultural Intelligence

...2010 Chen and Miller 17 E X C H A N G E West Meets East: Toward an Ambicultural Approach to Management By Ming-Jer Chen and Danny Miller Executive Overview In the aftermath of the recent economic crisis, the world is looking for fresh ideas and new perspectives. Business reality has transformed from “West leads East” to “West meets East.” A thriving Chinese business culture represents not only a source of economic partnership but a potential fount of managerial wisdom that can help renew Western economies. Unfortunately, the cultural distance between East and West makes Chinese examples too different, and at times inappropriate, for Western firms to emulate. Outstanding entrepreneurs such as Stan Shih, who have taken the best managerial practices from the East and the West while avoiding the shortcomings, represent ideal “intermediate” role models. By employing such an “ambicultural” approach to management, Shih provides a model for both bridging cultures and instructing organizations in the East and West. In this essay, we discuss these linkages and some of the useful lessons for managers from both cultures. Indeed, “Chinese” as a way of thinking, with its emphasis on balance and self-other integration, offers the promise to bridge global divides and facilitate the formation of global-minded executives. T he global economic crisis has destroyed vast amounts of wealth— both public and private— and eliminated tens of millions of......

Words: 5093 - Pages: 21

Formulating Information Systems Risk Management Strategies Through Cultural Theory

...IMCS 14,3 Formulating information systems risk management strategies through cultural theory Aggeliki Tsohou, Maria Karyda and Spyros Kokolakis Department of Information and Communication Systems Engineering, University of the Aegean, Samos, Greece 198 Evangelos Kiountouzis Department of Informatics, Athens University of Economics and Business, Athens, Greece Abstract Purpose – The purpose of this paper is to examine the potential of cultural theory as a tool for identifying patterns in the stakeholders’ perception of risk and its effect on information system (IS) risk management. Design/methodology/approach – Risk management involves a number of human activities which are based on the way the various stakeholders perceive risk associated with IS assets. Cultural theory claims that risk perception within social groups and structures is predictable according to group and individual worldviews; therefore this paper examines the implications of cultural theory on IS risk management as a means for security experts to manage stakeholders perceptions. Findings – A basic theoretical element of cultural theory is the grid/group typology, where four cultural groups with differentiating worldviews are identified. This paper presents how these worldviews affect the process of IS risk management and suggests key issues to be considered in developing strategies of risk management according to the different perceptions cultural groups have. Research limitations/implications –......

Words: 9716 - Pages: 39

Effective Training

...your textbook readings ("Training and Development", Leadership", and "Motivation, Job Satisfaction, and Job Involvement") you learned about the importance of training your employees. However, training is only effective when employees can retain the information and incorporate what they learn to improve their job performance. You have just learned that your company is looking for ways to cut back expenses. One of the cost cutting measures being considered is to terminate the training department, as the company considers this an expense and they do not believe training is contributing to the profitability of the company. As the head of the training department it is your job to defend the value of the department. You realize that well trained employees perform their jobs more efficiently and consequently can contribute to higher productivity and profits for the company. One way to show the value of training is to have tools that will allow a manager to track the performance of an employee both before and after they have received training. Report Write a report that will be shared with senior management on why training is a very important part of the company’s overall financial success. Discuss the advantages of having well-trained employees. Evaluation Tool Using what you have learned about transfer training and the evaluation of training programs create an evaluation tool which can be used to evaluate how effective any given employee training program is in......

Words: 504 - Pages: 3

Modern Management & Cultural Intelligence

...Modern Management & Cultural Intelligence Today is the global village prospering with globalisation. During this interactive communication age, it is critical for administrative managers to understand and accept a diversity of cultures and traditions for all the stake holders of different areas: staff, consumers, partners, rivals and local administration authority, as modern management concept. Utilizing cultural intelligence delicately can assist exploring endless resources, hidden in the social communication of the sophisticated nature of business. As every individual is inherited with different education, experiences and culture, accompanied by advantages and divergence, it is only necessary to properly manage them. Leaders should prompt to achieve the target goal by means of global cultures based on modern management capacity as well as religion, social customs: innovative management models based on integration of diverse culture: and adjusting existing practising principles with varied culture. Even though the development of all these approaches are some of the characteristics of each manager reflecting mutual understanding, inspiration and innovation, most of them heavily rely on the cultural quotient. In brief, beliefs, values, perceptions, expectations, attitudes and assumptions derived from IQ and EQ are on the other hand, getting along with Cultural Intelligence occurred in his or her social environment of regional, national, economic and livelihood. In......

Words: 1465 - Pages: 6

Developing Effective Emotional Intelligence in the Workplace

...is a leader who exemplifies emotional intelligence. Managers want to make sure employees feel compensated for their hard work, but also making sure the company is not putting themselves in a hole on the balance sheet. Businesses have fallen due to lack of knowledge about how to keep employees interested so that they can be productive for the business. Leaders must understand and create procedures that are both positive and beneficial to the business. The success that a business can have depends on the leadership style that is chosen. Keywords: Leader, Workforce, employee Leadership Styles Leadership styles have multiple effects not only in small businesses but also in the world's largest corporations. These styles have an impact on everyone from senior management to the newest college intern. They help form the corporate culture that shapes the organization and its performance (Carraher). Autocratic Style Effects, also known as authoritarian leadership, autocratic style clearly helps identify the division between leaders and workers. Autocratic leaders make decisions with little or no involvement from employees. These leaders are supremely confident and comfortable with the decision-making responsibility for company operating and strategic plans (Carraher). Although research indicates that autocratic leaders show less creativity than more contemporary styles, this style is still effective when fast decisions need to be......

Words: 4434 - Pages: 18

Cross Cultural Training and Workpalce Management

...NCVER Cross-cultural training and workplace performance Robert Bean Robert Bean Consulting The views and opinions expressed in this document are those of the author/project team and do not necessarily reflect the views of the Australian Government, state and territory governments or NCVER Publisher’s note Additional information relating to this research is available in Cross-cultural training and workplace performance: Support document. It can be accessed from NCVER’s website . To find other material of interest, search VOCED (the UNESCO/NCVER international database ) using the following keywords: cross cultural training; cultural awareness; workplace learning; capacity building; training provider; employee attitude; employer attitude. © Australian Government, 2008 This work has been produced by the National Centre for Vocational Education Research (NCVER) under the National Vocational Education and Training Research and Evaluation (NVETRE) Program, which is coordinated and managed by NCVER on behalf of the Australian Government and state and territory governments. Funding is provided through the Department of Education, Employment and Workplace Relations. Apart from any use permitted under the Copyright Act 1968, no part of this publication may be reproduced by any process without written permission. Requests should be made to NCVER. The NVETRE program is based upon priorities approved by ministers with responsibility for vocational education and training......

Words: 18850 - Pages: 76

Cultural Intelligence Beyond Private Industry

...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...

Words: 433 - Pages: 2

Cultural Intelligence

...work with people from a variety of cultural backgrounds daily. Who should adapt to whom, and how can organizations make the most of the burgeoning diversity across the workforce? Many employees encounter awkward and confusing situations on a regular basis. For example: ■ You’re talking to a person from a different culture, and he doesn’t look you in the eye. Is it a cultural difference or a personal quirk? How do you know, and how do you deal with it? ■ You’re ready to sign a contract after months of intense negotiations with a new international client. At the eleventh hour, the client puts everything on hold and says she needs to get back to you in two weeks. How do you reply? Success in these situations requires a unique set of skills known as cultural competence. Organizations and managers sometimes dismiss cultural competence as a set of elusive, soft skills that cannot be measured or taught. But that is not the case. These skills can be developed, and a number of intercultural models and inventories exist that can help. This report is focused primarily on cultural intelligence (CQ), an innovative, research-based approach for working effectively across national, ethnic and organizational cultures.1 The good news is, anyone can become more culturally intelligent. This report summarizes the research on cultural intelligence and presents evidence-based strategies for assessing and developing CQ. The cultural intelligence research includes surveys of......

Words: 280 - Pages: 2

Effective Training

...Analysis on effective Training What else should Fred have done before choosing a training package? I believe that Fred should focus on the two things – first he should conduct a Training need analysis (TNA) procedure before choosing a training package. It is not only important but also necessary. The TNA process includes the series of the steps which help in determining the actual problems or issues at the workplace. It helps in multiple ways. It identifies that whether the training is the only solution of the problem or the employees are lacking the important knowledge, skills and attitude which are very necessary for performing the certain tasks of the job. A pre training research is very important in this case which will help Fred in identifying the actual and corrective action for the present needs. Secondly, before finalizing the particular vendor for the training program, Fred should conduct the research on the performance of the vendor related to its background, work experience, clients and customer. In the present situation, It must be difficult for Fred’s company to compete with big competitors like Home Depot. So it is important for Fred to do research on the market too before taking any decision related to the training and the selection of the vendor. It will help Fred and company in taking the right step at the right time as according to the needs of the company. If you were the training consultant that Fred hired, describe how you would plan for the training.......

Words: 984 - Pages: 4

Producing Sustainable Competitive Advantage Through the Effective Management of People

...advantage through the | |effective management of people | | | | | Impressive remarks The author points out thirteen practices for managing people in order to achieve a competitive advantage. I am impressed by the way the author points out the importance of the workforce and how it is managed. The importance: As other sources of competitive success have become less important, what remains as a crucial, differentiating factor is the organization, its employees, and how they work. The author quotes Southwest Airlines as an example, which achieved competitive advantage from its very productive, very motivated, and by the way, unionized workforce. The author clearly points out, Culture, how people are managed, and the effects of this on their behavior and skills are sometimes seen as the “soft” side of business, occasionally dismissed. Even when they are not dismissed, it is often hard to comprehend the dynamics of a particular company and how it operates because the way people are managed often fits together in a system. Success, such as that achieved at Southwest, can be sustained and cannot readily be imitated by competitors. It is easy to copy one thing but much more difficult to copy numerous things. This is because the change needs to be more comprehensive and also because the ability to understand the system of management......

Words: 1349 - Pages: 6

Effectiveness of Cross-Cultural Training

...THE EFFECTIVENESS OF CROSS-CULTURAL TRAINING FOR EXECUTIVES IN OIL & GAS COMPANIES WITHIN THE KLANG VALLEY A Master’s Project submitted in partial fulfilment Of the requirements for the degree of Master of Human Resource Management The Effectiveness of Cross-Cultural Training for Executives in Oil & Gas Companies within the Klang Valley ABSTRACT Cross-cultural interactions are rapidly increasing. Globalisation and cultural diverse communities are lending themselves to daily intercultural exchanges. With greater diversity, we require greater open-mindedness, tolerance and sensitivity. Those in direct contact with culturally different members are in greater need of such skills, and often require training to become more cross-culturally sensitive. Cross-cultural training program for individual going abroad, address such issues and prepare participants to work and live overseas. Cultural conflicts affect the efficiency of the employees’ performance at workplaces and it is believed that employees from different cultural backgrounds will have to improve their communication skills. An intercultural training programme is needed in order to prepare multicultural employees for surprises that could arise in complex cultural situations without being frustrated, stressed, and puzzled. TABLE OF CONTENTS TITLE PAGE PAGE ABSTRACT ii ABSTRAK ...

Words: 22094 - Pages: 89

الراتنج الحرف | Forrest Gump | Mario (2018)