Cultural Intelligence

In the article, the author highlights differing views on the nature of intelligence. He states that in Asian cultures intelligence is something that they must acquire or work to achieve; whereas, western cultures view it as something one is born with. Neither of these views is necessarily incorrect however, I believe the best outlook lies somewhere in between. People are born with natural gifts and skills. Therefore, certain subjects come very easily to them. Nevertheless, it is possible for one to increase his skill by applying himself.

The concept of CQ captures an individual’s capacity for successful adaptation to new and unfamiliar cultural settings and ability to function easily and effectively in cultural environments worldwide. (Rose, Sri Ramalu, Uli, and Kumar (2010) Recently… (p. 2))

intercultural awareness (Bennett, 1986, 1998). In our study, we will focus on cultural intelligence and cross-cultural awareness. Cultural intelligence(CQ), an individual’s capability to function and manage effectively in culturally diverse situations and settings. Cultural awareness is the ability and willingness to objectively examine the values, beliefs, traditions and perceptions within our own and other cultures. This research project examines the intercultural competence of the students of Maastricht University sojourn in The Netherlands different from the one’s country in which they grew up. The thesis is organized as follows: start with the brief introduction of the topic, the next section contains an overview of previous studies and their respective findings on the cultural intelligence of Maastricht University students. At the end of

There is a relationship between intelligence and culture because intelligence is culturally shaped and defined and some cultures support and identify it as very vital in the context of social and ecological aspects. In the early years, there was a bias towards intelligence tests because they used English language and culture. The formation of Wesler Adult Intelligence Scale, Fourth Addition (WAIS,IV) in 2008 by David Wesler was meant to minimise the bias. According to Westen, Burton and Kowalski (2006), intelligence assists human beings to take control of their lives and it varies cross culturally because the power dynamics differ in each society and this leads to differences in behaviour and line of thinking. These authors describe intelligence as multifaceted, functional and can be defined by culture because it is universal and studying intelligence using different culture as a sample that can be used to question Western ideas about intelligence with some emphasis on the assessment of skills and abilities using culturally appropriate methods (Benson, 2003)

The purpose of this paper is look at the difference between race and the intelligence quotient of the different ethnicities. This study is not meant offend anyone, the results are based off of independent studies and the self-supporting scientific evidence. The discussion of race and IQ is a despised topic in today’s society, due to individuals classifying the study as scientific racism. Therefore, the question comes if we should even pursue and see if there is a noticeable difference. I believe we should, not to use it to further discriminate, but just to help further understand the human body. There have been differences found, since the first world war when the army tested soldiers. Then there was a study of 6 million people who were study

This essay will also discuss the authors own culture, knowledge, experience and behaviour that were previously discussed in assessment 1. According to Quappe and Cantatore (2005), in order for one to be culturally self-aware, the ability to understand one’s own belief, perceptions and cultural values are necessary for understanding and the development of other’s cultural dynamics. Moreover, according to Brislin, Worthley and Macnab

Cultural intelligence assessment will enable the individual to have certain information about himself. It is posited that cultural difference has a greater impact on business effectiveness than we think. That our cultural backgrounds really influence the way we think and act and the way we interpret each others contributions. Our success or failure in communication will depend on the extent at which we understand the different cultural background of the employees and create a fruitful collaboration in situations where cultural differences play a role. To achieve this, we need to act in an appropriate way in multicultural situations coupled with the ability to have an open mind which admits new information and this is curious about

I was born in China and moved to the United States when I was five. When I moved to the United States, I relocated around the Midwest before settling in Wisconsin for high school and middle school. Looking at the Cultural Intelligence assessment, I think I generally am strong in the Physical and Emotional/Motivation CQ. I generally do not tend to think about how I would approach or interact with individuals from a different cultures, resulting in a lower Cognitive CQ. Rather, I generally tend well to mirror individual’s physical gestures and body language as well as adapting to a lifestyle in a different culture. I think coming from a culture where individualism takes a back seat to conformity, moving to the United States was challenging. Furthermore,

A stream of research from psychology and management indicates that bicultural individuals have a particular set of skills and competencies that can contribute to the performance of international firms and organizations (Osland, 2008). Research within psychology and sociology indicates that biculturals exhibit higher levels of creativity than their monocultural peers (Leung et al., 2008), hold more complex views of social issues (Benet-Martinez, Lee, & Leu, 2006; Tadmor, Tetlock, & Peng, 2009), and can be more effective in using cultural knowledge (Benet-Martinez & Haritatos, 2005), which in turn leads to greater flexibility (Chiu & Hong, 2004, 2005) and higher levels of psychological and sociocultural adjustment (Benet-Martinez et al., 2002; Nguyen & Benet-Martinez, 2013). Biculturals also demonstrate better awareness and understanding of cultural differences and are capable of regulating their behaviour in cross-cultural situations (Benet-Martinez & Haritatos, 2005; Brannen, Garcia, & Thomas, 2009). Gillespie, Riddle and McBride (2010) found that in multinational firms,

“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)

For decades, a lot emphasis has been put on certain aspect of intelligence. This intelligence is called IQ ( Intelligence Quotient ). IQ includes aspects of Mathematics, spatial learning, Verbal, logical reasoning, and memory. This intelligence could predict to a significant degree of performances and some degree of personal and professional success. However, some people with fabulous IQ scores are doing poorly in their life. They somehow are wasting their potential by thinking, behaving and communication in a way that hinders their chances to succeed. There is something missing in the success equation. The missing part in the success equation is EQ or EIQ ( Emotional Intelligence Quotient ).

The workplace has become one of the biggest multicultural settings. Almost half of the work force in the United States is made up of minorities. There are many advantages to having this percentage of people from different cultures throughout our workplace. One is the increase in creativeness. Not only in products that are being created but in the developing of an approach to solving problems. "Other cultures can offer insightful alternatives" (EthoConnect). Another way in which the workplace is affected by this is in productivity and attitudes. When people of all cultures pull together to reach a common goal there are less limited boundaries and there are more global understanding that are used to help reach the world's market place; creating a larger market for products. With this change in productivity in the workplace is more desirable and enjoyable for all employees. The market place has become more global based that workers having a diverse culture base is very important to break down barriers in language and knowledge of certain markets. This affects our lives by more companies hiring more international job seekers.

Managers were concerned about knowing and understanding each and every perspective of their employee’s cultures. As they know that without studying or knowing the culture, coordination cannot be built between the employees. It is the existing perspective of managers dealing with cross-cultural management (Sultana, 2013).

One of the most urgent problems of modern pedagogy is to prepare a person for life in the global information society of the future, which involves the training of its new types of literacy (readers, information, computer and media literacy), raising the intellectual level, the improvement of psychosocial health, the development of the ability to navigate in the global flow of information as well as the training of informed decision-making. With the development of society and scientific and technological progress of mankind has created all the new tools and methods for collecting, storing, transmitting information. But the most important processes in information - processing and purposeful transformation of information - always carried out exclusively by man. Most importantly, the intelligent action depends only on the person, and the technique only helps to obtain the necessary additional information. Studies have addressed the study of the influence of socio-cultural factors, show their decisive importance in the formation of intelligence. IQ is not predetermined from birth varies considerably depending on the social and cultural conditions. To identify the variables which, when taken together, serve as relatively stable situational factors in the foreign

the skill sets and aptitudes to manage in global organizations. These skills include the culture, the