Presentation on theme: "Cultural Intelligence: A Key Competence for Managers in a Diverse and Global Workplace By: Yvonne du Plessis Sumari O’Neil Riana van den Bergh University."— Presentation transcript:
Cultural Intelligence: A Key Competence for Managers in a Diverse and Global Workplace By: Yvonne du Plessis Sumari O’Neil Riana van den Bergh University of Pretoria South Africa
Cultural Intelligence: EAWOP 2007 2Overview What is Cultural Intelligence Importance of Cultural Intelligence Purpose of this study MethodologyResults Discussion & Conclusion
Cultural Intelligence: EAWOP 2007 3 What is Cultural Intelligence? The ability to adapt to new cultural settings Capability to cooperate effectively with other people from a dissimilar cultural background and understanding Ability to function in Culturally Diverse situations Thomas & Inkson (2003) Early & Ang (2003) Early, Ang & Tan (2006)
Cultural Intelligence: EAWOP 2007 4 Basis of Cultural Intelligence (CI) CI finds a place alongside the different components of intelligence: Emotional Intelligence (EI) Social Intelligence Social Intelligence CI picks up where EI leaves off by taking the impact of culture on interactions into account
Cultural Intelligence: EAWOP 2007 5 Components of Cultural Intelligence Meta-Cognition (Head) Learning Strategies Clues to shared understandings Motivation (Heart) Overcome setbacks High Self-Efficacy & Confidence Behaviour (Body) Mirror Customs & Gestures Adopt Habits & Mannerisms
Cultural Intelligence: EAWOP 2007 6 Importance of (CI):
Cultural Intelligence: EAWOP 2007 7 Purpose of the Study The purpose of this study is to explore how managers in South African organizations, who have to succeed in an existing multi- cultural workplace, perceive the term cultural intelligence, as well as its importance as a key managerial competence Capture the experiences and perceptions of South African managers in culturally diverse settings
Cultural Intelligence: EAWOP 2007 8 WHY? The need for this study CI is a relatively new and unexplored concept as a holistic phenomenon (lot on Diversity and EI, but not CI) Assess, Evaluate and Develop managers in diverse environments – Sustainable performance in diverse globally competitive environments Intercultural/multi-cultural training & development
Cultural Intelligence: EAWOP 2007 9 Qualitative part of a broader study Basis of Questionnaire: CQ™ Self Assessment (Linn van Dyne & Soon Ang, 2005) Convenience Sample of 500 SA Managers Response Rate: 70.6 % (353) Development of a CI measurement instrument for South African Managers (Poster presentation by Ms. Sumari O’Neil, Dr Yvonne du Plessis and Prof Leo Vermeulen) Methodology
Cultural Intelligence: EAWOP 2007 10 Methodology (Cont…) Cultural Intelligence Questionnaire Cultural Intelligence Questionnaire Section A: Biographical Information Section A: Biographical Information Section B: Cultural Intelligence Section B: Cultural Intelligence 37 Closed-ended Items, 5-point Scale 37 Closed-ended Items, 5-point Scale (Motivation, Cognition, Behaviour) (Motivation, Cognition, Behaviour) 6 Open-ended Questions 6 Open-ended Questions (Experiences, Perceptions, (Experiences, Perceptions, Attitudes,Motivation) Attitudes,Motivation)
Cultural Intelligence: EAWOP 2007 11 Qualitative Analysis of 6 Open-Ended Questions Emergent themes per question coded Frequency Analysis Data analysis
Cultural Intelligence: EAWOP 2007 12 Question 38: An employee from another culture invites you for dinner and you know that the food may be different to what you are used to. What do you do? ……………………… Results
Cultural Intelligence: EAWOP 2007 13 Themes: Ask for guidance w.r.t. menu/explore the food beforehand Only Accept if I want to get to know the person better Accept Invitation Give it a Try Only eat certain Foods Inform host of dietary of requirements Tell host of likes/dislikes Feel Uncomfortable Decline Invitation Suggest a restaurant/ different venue Don't Eat/Eat Beforehand
Cultural Intelligence: EAWOP 2007 14 Question 39: My most exhilarating moment in having to deal with people from different cultures was: ……………………………..
Cultural Intelligence: EAWOP 2007 15Themes: Presenting Work-Related Experiences Negotiating Teamwork/ Teambuilding Workshops/Training/Teaching Student Life/Schooling Education-Related Experiences Mutual Understanding Celebrating Differences Learning more about different cultures Understanding differences/Similarities Interactions with different cultures Conversations Cultural Events (weddings, funerals, dinners) Travel/ Learning about other cultures Language
Cultural Intelligence: EAWOP 2007 16 Question 40: My most embarrassing moment in having to deal with people from different cultures was: ………………………………
Cultural Intelligence: EAWOP 2007 17 Themes: Gestures/Comments/Actions Discrimination Cultural Events Cultural Misunderstandings Race/Gender-related issues in the workplace Categorisation/Stereotyping Cultural Rituals & Ceremonies Dinners & Social Gatherings Assumptions Greetings Insensitivity/Lack of knowledge Language Barriers
Cultural Intelligence: EAWOP 2007 18 Question 41: What are your goals as a manager/supervisor of a multicultural group?
Cultural Intelligence: EAWOP 2007 19 Themes: Cross-Cultural Understanding Organisational Objectives Knowledge & Understanding Respect Differences/Tolerance Equal/Fair Treatment, Maximising Potential Productivity Achieve Results irrespective of Culture Managing Diversity Communication
Cultural Intelligence: EAWOP 2007 20 Question 42: Are you actively trying to learn about other cultures? How?
Cultural Intelligence: EAWOP 2007 21 Themes: Passive Learning/Not Learning Participation in Cultural Events DIRECT INTERACTIONS Travel Social Interactions, Asking Questions Learning a new Language ACTIVE LEARNING METHODSReading Training Television/Radio/InternetWorkshops Forums
Cultural Intelligence: EAWOP 2007 22 Question 43: In having to deal with people from different cultures I would like to have answers on the following: ………………………………..
Cultural Intelligence: EAWOP 2007 23 Themes: SOCIAL CONDUCT/ APPROPRIATE BEHAVIOUR Taboos/Offensive Behaviour Greetings/Display Respect Language & Communication PERCEPTIONS BETWEEN CULTURES How different cultures perceive each other Stereotypes/ Specific Cultural Questions Globalisation
Cultural Intelligence: EAWOP 2007 24 Managers in SA state that CI is important as key competence in multicultural settings Managers are positively inclined towards learning more about different cultures, especially through active participation in cultural events, learning new languages and interaction with other cultures The achievement of organisational goals take preference above cultural intelligence Discussion & Conclusion
Cultural Intelligence: EAWOP 2007 25 Key issues that emerged from the analysis: multi-cultural events Participation in multi-cultural events Mutual understanding Mutual understanding and acceptance organisational objectives Achieving organisational objectives interaction Learning and understanding through interaction
Cultural Intelligence: EAWOP 2007 26 Discussion & Conclusion (Cont…) Suggestions for future research: (replication study) Test validity of emergent themes (replication study) generalisability of results Exploring the attitudes, perceptions and experiences of managers outside the RSA context in order to determine the generalisability of results Comparison of results Comparison of results across different nationalities/countries
Cultural Intelligence: EAWOP 2007 27 Outcome of the study We hope that these shared experiences and perceptions of South African managers on Cultural Intelligence will inspire the rest of the world. Managers can benefit from CI as key competence, to deliver sustainable performance in a diverse global competitive environment.
Cultural Intelligence: EAWOP 2007 28 Any Questions?