History Of Cultural Intelligence

Critical Reflection In this assignment, I am going to define cultural awareness and cultural intelligence, and will also discuss how they relate to each other. Cultural awareness is the foundation of communication; it involves the ability to standing back from over selves and becoming aware of cultural values, beliefs and perceptions (Brislin.2006). Being aware of own cultural includes the goals and boundaries of a cultural; it also includes religion, language and relationships. On the other hand cultural intelligence has various meanings (Brislin.2006). In one way cultural intelligence includes behaviour with different people who have different cultures.

Cultural Knowledge is to equip oneself with the diverse cultural backgrounds and the related issues. Cultural skill is the ability to conduct the acute assessment of the cultural contexts and the subsequent acquisition of the cultural data. Cultural Encounters is the stage where the Professional interacts with the subject coupled with the cultural dynamic exchange. Cultural skill is the effort that the Professional put in to become more effective with the cultural implications and is central in providing the very basis for becoming effective at the stage referred to as the Cultural Competence. Specific Strategies in relation to each aspect to help me in caring for the People that are subject of the Bias Dr. Campinha Bacote model is quite effective in containing the risks that evolve out of the Biasness toward a certain Group of People.

The “assigning and prioritizing commitments” function serves to enable us to sort out, arrange, and make different commitments, allegiances, or loyalties the the things we assume, value, and do. Interpreting is described as a complex process; the function serves to help people interpret and assign meaning to life. The “integrating” function is to relate each aspect of culture to all others. Lastly, the “adapting” function discusses adapting to internal and external pressure for

Although there is no general consensus among the definitions, there are certain characteristics of cultural intelligence. Cultural intelligence is characterized by adapting to new cultural environments (Earley and Ang, 2003), intercultural interactions (Van Dyne and Ang, 2005), understanding the basis of intercultural interaction and rational approach, creating skills and behaviors that can be applied in different intercultural settings (Moon, 2010) can be determined to successfully adapt to unusual, diverse and new cultural environments (Earley et al, 2006) and to interact with people with cultural differences (Thomas and Inkson, 2009). Cultural intelligence is defined as "a system of knowledge and skills connected with the cultural metacognition in which people are able to adapt and shape the cultural conditions in their environment" (Thomas et al.,

Subsequently, people have the tendency to frame the set definition of “face” and pass the word “facework” inversely from one culture to the next, the Face-Negotiation theory has a generalization of cultural frameworks to observe facework negotiation. Stella Tiny-Toomey expanded her thoughts on this theory and hypothesizes face as an individual 's claimed sense of favorable social self-image in a relational and network context. Facework is well-defined as groups of communicative behaviors that are used to uphold, challenge/threaten, or support the other person 's

Studies have shown that this factor has a great (significant) influence on the resistance to change. Such that research has shown that employee participation in the change process significantly associated with the commitment to change and reducing resistance to it and also increase the adaptability and compatibility to change. Participation by increasing the individual self-efficacy related to the change has the stimulating effect on the change participants which can reduce the individual resistance to the change. Improvement of individual Psychological tolerance to change and create a positive attitude in them is a good way to reduce resistance to change. It can be achieved by reducing job stressors by involving Individuals in the change process and increase their understanding of the benefits of change.

Some of the pros are that Hofstede provided a definition of culture and how culture can be measured. His research showed that cultural differences matter. Also, Hofstede's model provides managers of cross-cultural relations a tool to help them understand differences in value sets and behavior. Hofstede's model helped people in day to day life by making them understand about different culture. Another pro is Hofstede model negates that one set of principles is universally applicable by confirming that there are multiple ways of structuring organizations and institutions.

The goals of Cultural Competence is to help professionals become actively involved in the process of being aware of their own values, biases and assumptions about human behavior. Another goal of Cultural Competence is to help professionals to understand the world view of their culturally diverse clients, and to develop and practice appropriate, relevant and sensitive

Some of the important process and variables that Bandura use to understand personality is the Observational Learning that he believe that this is a key aspect of how we learn. Through this process we form ideas about the behavior of others and then possibly adopt this behavior ourselves. Also on a Personal Control social cognitive theorists emphasize that we can regulate and control our own behavior, despite our changing environment (Bandura, 2006: Mischel

People with more knowledge are usually more respected because they act more thoughtfully and consider the possible outcomes of their actions. Privileges are granted because others respects or fears the individual and are willing to allow them to have special rights. “Knowledge is power” – Francis Bacon Knowledge gives people the feeling of superiority and confidence. When knowing something others don’t, people feel

This will create a higher moral among employees, thus making the work environment more healthy and positive. We at CEN Solutions suggest that you create an organization flow chart to improve your communication process. This chart will begin to close the communication gap; promote healthy chain of command that the employees can look up to; and provide higher accountability when

A culture, by definition, is a set of shared beliefs within a society; learning how to interact with people from different cultures is important in order to communicate and work with each other. It helps us become understanding of one another and widens our perspective of what the world has to offer. To be able to cross cultural communicate with others, the first step is to be aware that every culture is complex and has its differences. While traveling to new countries and trying to understand each other, there is a large possibility of miscommunication, which can come in the form of misinterpreting messages or body language; therefore, it is crucial to keep an open mind whilst communicating. There are multitudes of factors in various cultures that play a role in decision making, so being aware of the expectations that are influenced by someone’s culture will help you understand their choices.

Clearly, this manager either had taken classes on management or had a natural talent for the managerial role. When conflict is managed well, it can lead to improved creativity, innovation, higher-quality decision making, therefore creating a more productive workplace. Also another aspect of good communication and conflict management is the strengthening of employee relationships. When the employees feel like they are a part of the solution, they are more willing to participate in the implementation of the decision, even when the decisions are not their preferred outcome (Runde, C. E.