Cultural intelligence

Cultural intelligence

Cultural intelligence refers to cultural awareness and sensitivity skills.

Definition

According to Management by Robbins and Coulter (14th edition),

Cultural intelligence. Cultural awareness and sensitivity skills.

Awareness

Main wikipage: Cultural awareness

Parochialism

Main wikipage: Parochialism

• Parochialism
  • Ethnocentric attitude

Cultural open-mindedness

Main wikipage: Cultural open-mindedness

• Cultural open-mindedness
  • Geocentric attitude
  • Polycentric attitude

Related concepts

1. Cultural context. The influence of the society the author lives in and his or her culture on his or her communications.
   • High-context culture. A culture that relies heavily on nonverbal and subtle situational cues in communication.
   • Low-context culture. A culture that relies heavily on words to convey meaning in communication.
2. Coolhunting (also known as trendspotting) – to make observations and predictions in changes of new or existing cultural trends in areas such as fashion, music, films, television, youth culture and lifestyle.
   • Dominant culture. A culture that expresses the core values that are shared by a majority of the organization's members.
   • National culture. The values and attitudes shared by individuals from a specific country that shape their behavior and beliefs about what is important.
   • Strong culture. A culture in which the core values are intensely held and widely shared.
   • Ethnicity. Social traits (such as cultural background or allegiance) that are shaped by a human population.
3. Ethnic tendency. A quality or feature regarded as a characteristic or inherent part of culture.
   • Power distance. A national culture attribute that describes the extent to which a society accepts that power in institutions and organizations is distributed unequally.
   • Collectivism. A national culture attribute that describes a tight social framework in which people expect others in groups of which they are a part to look after them and protect them.
   • Individualism. A national culture attribute that describes the degree to which people prefer to act as individuals rather than as members of groups.
   • Long-term orientation. A national culture attribute that emphasizes the future, thrift, and persistence.
   • Short-term orientation. A national culture attribute that emphasizes the present and accepts change.
   • Masculinity. A national culture attribute that describes the extent to which the culture favors traditional masculine work roles of achievement, power, and control. Societal values are characterized by assertiveness and materialism.
   • Femininity. A national culture attribute that indicates little differentiation between male and female roles; a high rating indicates that women are treated as the equals of men in all aspects of the society.
   • Uncertainty avoidance. A national culture attribute that describes the extent to which a society feels threatened by uncertain and ambiguous situations and tries to avoid them.
4. Diversity. The extent to which members of a group are similar to, or different from, one another.
   • Deep-level diversity. Differences in values, personality, and work preferences that become more important for determining similarity as people get to know each other.
   • Discrimination. Noting of a difference between things; often we refer to unfair discrimination, which means making judgments about individuals based on stereotypes regarding their demographic group. Unfair discrimination occurs when someone acts out their prejudicial attitudes toward people who are the targets of their prejudice.
5. 

   Surface-level diversity
   Surface-level diversity. Differences in easily perceived characteristics, such as gender, race, ethnicity, age, or disability, that do not necessarily reflect the ways people think or feel, but may activate or trigger certain stereotypes.
   • Biographical characteristic. A quantifiable personal characteristic such as age, gender, income, education, socioeconomic status, family size, marital status, race, and length of tenure that are objective and easily obtained from personnel records. These characteristics are indicators of surface-level diversity.
   • Race. The biological heritage (including skin color and associated traits) that people use to identify themselves.
6. Preconceived attitude. An attitude that someone has already had about representatives of some group without learning about their actual characteristics.
   • Prejudice. A preconceived belief, opinion, or judgment toward a person or a group of people.
   • Stereotyping. Judging someone on the basis of a perception of the group to which that person belongs.
   • Stereotype threat. The degree to which we internally agree with the generally negative stereotyped perceptions of our groups.
7. Cultural attitude. An attitude that someone has toward own and other cultures.
   • Parochialism. Viewing the world solely through your own perspectives, leading to an inability to recognize differences between people.
   • Geocentric attitude. A world-oriented view that focuses on using the best approaches and people from around the globe.
   • Ethnocentric attitude. The parochial belief that the best work approaches and practices are those of the home country.
   • Polycentric attitude. The view that the managers in the host country know the best work approaches and practices for running their businesses.
8. Ingroup favorism. Perspective in which one sees members of own ingroup as better than other people, and, often, people not in own group as all the same.
9. GLOBE project (Global Leadership and Organizational Behavior Effectiveness project) is the research project that studies cross-cultural leadership behaviors.
   • Global mind set. Attributes that allow a leader to be effective in cross-cultural environments.
   • Institutions. Cultural factors that lead many organizations to have similar structures, especially those factors that might not lead to adaptive consequences.
   • Workforce diversity. The ways in which people in an organization are different from and similar to one another.
   • Surface-level diversity. Easily perceived differences that may trigger certain stereotypes, but that do not necessarily reflect the ways people think or feel.
   • Deep-level diversity. Differences in values, personality, and work preferences.
   • Race. The biological heritage (including skin color and associated traits) that people use to identify themselves.
   • Ethnicity. Social traits (such as cultural background or allegiance) that are shaped by a human population.
   • Bias. A tendency or preference toward a particular perspective or ideology.
   • Prejudice. A preconceived belief, opinion, or judgment toward a person or a group of people.
   • Stereotyping. Judging a person based on a perception of a group to which that person belongs.
   • Discrimination. When someone acts out their prejudicial attitudes toward people who are the targets of their prejudice.
   • Glass ceiling. The invisible barrier that separates women and minorities from top management positions.
   • Mentoring. A process whereby an experienced organizational member (a mentor) provides advice and guidance to a less experiences member (a protégé).
   • Diversity skills training. Specialized training to educate employees about the importance of diversity and teach them skills for working in a diverse workplace.
   • Ethnographic research. A particular observational research approach that uses concepts and tools from anthropology and other social science disciplines to provide deep cultural understanding of how people live and work.
   • But if a kind of injury is not only a personal contradiction between A and B, but also has a profound social background and cultural context, social movement is an appropriate response.
10. A non-profit corporation (hereinafter, the Corp) is any corporation that cannot distribute its free cash flow to the Corp's shareholders, leaders, and/or members. Particularly, the Corp cannot pay any dividends to its stockholders. The Corp can also be defined as a nonprofit organization in a form of a corporation. The Corp itself is not banned from making profit. However, the Corp must direct its possible surplus of the revenues to further achieve the ultimate objective or objectives of the Corp. Those objectives commonly include social, economic, cultural, and/or environmental causes.
    • Societal environment. The portion of a firm's environment pertaining to cultural factors such as language, business customs, customer preferences, and patterns of communication.