1. Culture and Organizational Life

2. National values and organizational practices

3. Differences in HRM among 5 clusters of countries

6. How cultural values shape the conduct of HRM
• attitudes held about, and definitions of, what makes an effective manager, and their implications for the qualities recruited, trained and developed • the giving of face-to-face feedback, levels of power distance and uncertainty avoidance, and their implications for recruitment interview, communication, negotiation and participation processes • expectations of the manager—subordinate relationship, and their implications for performance management and motivational processes • differential concepts of distributive justice. socially healthy pay and the individualization of rewards, and their implications for the design of pay systems • the mindsets used to think about organizational structuring or strategic dynamics.

8. Emotional Intelligence (EI)
Self-awareness
Self-management
Self-motivation
Empathy
Social skills
Research Findings
High EI scores, not high IQ scores, characterize high performers.

9. Cultural Intelligence
Cultural Intelligence (CQ) is the ability to cope with national, corporate and vocational cultures as described by Christopher Earley and Elaine Mosakowski in HBR of October CQ is the ability to understand unfamiliar contexts, and then to adjust. They describe three sources of Cultural Intelligence.

10. Cultural Intelligence
Metacognitive
(MC)
Strategies for Awareness, Planning & Checking
Cognitive
(COG)
Cultural Knowledge Domains
Motivation
(MOT)
Intrinsic Desire & Interests
Behavior
(BEH)
Verbal & Non-verbal Actions

11. CQ-Strategy Metacognitive (MC)
• Making sense of multi-cultural experiences • How people make sense of new cultural settings include: – Planning before an encounter – Checking assumptions during an encounter – Revising mental maps when necessary

12. CQ-Knowledge Cognitive (COG)
• Knowledge of cultures and cultural values, beliefs and how these values are reflected in history, customs, political, economic, and social aspects of different cultures

13. CQ-Motivation Motivation (MOT)
• An interest to engage in cross-cultural interactions, new cultural settings • Confidence to function well in cross-cultural settings

14. CQ-Behavior Behavior(BEH)
• Ability and flexibility to adapt verbal and non-verbal behaviors appropriately in new cultures • Verbal: tone, pronunciation, etc. • Non-verbal: gestures, facial expressions, dressing, etc.