scholarly journals When in Rome do as the Romans do or not? Cultural Intelligence and Cross-Cultural Learning

2020 ◽  
Vol 18 (2) ◽  
pp. 1-10
Author(s):  
Muhammad Adnan waseem ◽  
◽  
Naveed Hasan
Keyword(s):  
Host Country ◽  
Cultural Adaptation ◽  
Cultural Intelligence ◽  
Home Country ◽  
Cross Cultural ◽  
Cultural Learning ◽  
Chinese Market ◽  
Different Cultures ◽  
Diverse Cultures ◽  
Theoretical Developments

Cultural intelligence, does it come naturally, or one has to learn it. The answer is a bit of both. Adaptation of a culture in a new environment is pertinent for the newcomers in society. Collaborations among different countries for different purposes (i.e. economic, commercial, social, etc.) also require an understanding of home-country and host-country cultures i.e. China Pakistan Economic Corridor (CPEC). Just like countries and societies, organizations also enjoy different cultures and the need for adaptation increases when it involves some organizational scenario. The focus of this study is mainly on the pertinence and utilization of cultural adaptation in settings that are novel to the new-comers. The current study has generated a conceptual discussion on cultural intelligence while understanding its role and significance in settings where cross-cultural learning is adopted. A thorough discussion is generated on the standing of cultural learning and the importance of cultural intelligence along with the theoretical developments in the area. A practical example of Australian investment in the Chinese market is shared followed by concluding the study. Findings of this study are significant for organizations as well as countries with workforce serving from various countries having diverse cultures.

If only cultural chameleons could fly too

2012 ◽  
Vol 12 (2) ◽  
pp. 229-245 ◽  
Author(s):  
Maribel Blasco ◽  
Liv Egholm Feldt ◽  
Michael Jakobsen
Keyword(s):  
Intercultural Competence ◽  
Cultural Intelligence ◽  
Learning Processes ◽  
Cross Cultural ◽  
Cultural Learning ◽  
Cultural Dimension ◽  
Short Term ◽  
Semiotic Perspective ◽  
Human Attributes

The article offers a critique of the concept of cultural intelligence (CQ) from a semiotic perspective. It addresses three assumptions that underpin the CQ concept: that CQ exists, that conflict and misunderstandings are antithetical to CQ and that metacognition involves a cultural dimension. The analysis focuses in particular on the dimension of cultural metacognition which has recently been claimed to be the CQ concept’s main contribution compared to earlier concepts such as cross-cultural or intercultural competence, a claim which is found to be overstated. The article uses the example of CQ training to illustrate the need for greater attention to context and motivation when CQ is deployed for business purposes, as well as to the role of experience in cultural learning processes. At a broader level, the article urges caution in assuming that all human attributes can be trained for business purposes, especially through short-term interventions.

Cross-Cultural Competences in the New Economy

2012 ◽  
pp. 238-256 ◽  
Author(s):  
Irene Martin-Rubio ◽  
Drew Rodgers ◽  
Erik Døving
Keyword(s):  
Knowledge Management ◽  
Information Processing ◽  
Experiential Learning ◽  
Cultural Knowledge ◽  
Cross Cultural ◽  
Cultural Learning ◽  
Experiential Learning Theory ◽  
Global Organizations ◽  
Different Cultures ◽  
Kolb's Experiential Learning Theory

Cross-cultural knowledge management in the e-environment results from interactions with others from different cultures that require new understanding and interpretations. The authors find that few studies have been conducted to address the objective of identifying the competences that are needed to promote learning and information processing in the 21st century. The authors’ primary goal is to identify competences that will promote learning and information processing in global organizations. The chapter outlines a taxonomy of competences necessary for cross-cultural learning in the global e-environment based on Kolb’s Experiential Learning Theory.

Unlocking Expatriates’ Job Creativity: The Role of Cultural Learning, and Metacognitive and Motivational Cultural Intelligence

2017 ◽  
Vol 13 (4) ◽  
pp. 767-794 ◽  
Author(s):  
Xiao-Jun Xu ◽  
Xiao-Ping Chen
Keyword(s):  
Cultural Intelligence ◽  
Cultural Distance ◽  
Cross Cultural ◽  
Cultural Learning ◽  
Crucial Component ◽  
Domain Learning ◽  
Expatriate Management ◽  
Nuanced Understanding ◽  
Motivational Cultural Intelligence

ABSTRACTIn this article, we extend Amabile's componential theory of creativity to account for cross-cultural creativity by conceptualizing cultural learning as a crucial component in the creativity relevant process. We hypothesize a significant positive relationship between cultural learning and expatriates’ cross-cultural job creativity, and that this relationship will be enhanced by domain learning and the cultural distance between the host and home countries. Moreover, we propose that expatriates with higher metacognitive and motivational cultural intelligence will engage in greater cultural learning, which in turn will be related to job creativity. Data from 219 expatriate-supervisor dyads of 36 Chinese multinational companies reveal that metacognitive CQ and motivational CQ are indeed positive antecedents to cultural learning, which in turn positively relates to cross-cultural job creativity, especially for high domain learning expatriates who work in a foreign culture not vastly different from home. Our findings make significant contributions to the existing literature on creativity and provide nuanced understanding of the relationship between cultural intelligence, cultural learning and cross-cultural job creativity. Our findings also have important implications for expatriate management.

scholarly journals (IR)Reverently Telling the Otherness through Paratextual Narrative

2016 ◽  
Vol 3 (2) ◽  
pp. 7-14
Author(s):  
Nicoleta-Loredana Morosan
Keyword(s):  
Cultural Differences ◽  
Host Country ◽  
Intercultural Competence ◽  
Cultural Intelligence ◽  
Cross Cultural ◽  
The Difference ◽  
Cultural Belonging ◽  
Inherent Component ◽  
Cultural Interactions

Abstract An inherent component of relocation narratives is the description of the protagonists’ process of building up their intercultural competence - whose range will vary from one expatriate narrator to another. Closely connected to all the four types of cultural intelligence (CQ), in general, and to the metacognitive CQ, in particular, the account of the sojourn in foreign lands conjures up a raft of reflections on what exactly gives one the sense of cultural belonging. Noticing the difference, analysing it, integrating or dismissing it are as many steps taken during/after cross-cultural interactions. This paper addresses the verbalisation of the cultural differences in accounts that sometimes embrace and other times reject them, by resorting to risqué language in snide remarks meant to perform an evaluation of the received ideas in relation to both the native and the host country of the expatriate. The corpus examined is the construction of the paratext prefiguring the spot-on satire comprised by the text.

scholarly journals The Life History Of Human Foraging: Cross-Cultural And Individual Variation

2019 ◽  
Author(s):  
Jeremy Koster ◽  
Richard Mcelreath ◽  
Kim Hill ◽  
Douglas Yu ◽  
Glenn Shepard ◽  
...  
Keyword(s):  
Life History ◽  
Cultural Adaptation ◽  
Human Life ◽  
Cross Cultural ◽  
Cultural Learning ◽  
Substantial Variation ◽  
History Of ◽  
Study Sites ◽  
Human Foraging ◽  
High Skill

ABSTRACTHuman adaptation depends upon the integration of slow life history, complex production skills, and extensive sociality. Refining and testing models of the evolution of human life history and cultural learning will benefit from increasingly accurate measurement of knowledge, skills, and rates of production with age. We pursue this goal by inferring individual hunters’ of hunting skill gain and loss from approximately 23,000 hunting records generated by more than 1,800 individuals at 40 locations. The model provides an improved picture of ages of peak productivity as well as variation within and among ages. The data reveal an average age of peak productivity between 30 and 35 years of age, though high skill is maintained throughout much of adulthood. In addition, there is substantial variation both among individuals and sites. Within study sites, variation among individuals depends more upon heterogeneity in rates of decline than in rates of increase. This analysis sharpens questions about the co-evolution of human life history and cultural adaptation. It also demonstrates new statistical algorithms and models that expand the potential inferences drawn from detailed quantitative data collected in the field.

Cross-Cultural Adaptation

2017 ◽  
Author(s):  
Young Yun Kim
Keyword(s):  
Cultural Adaptation ◽  
Mass Communication ◽  
Culture Shock ◽  
Cross Cultural ◽  
Identity Transformation ◽  
Cultural Learning ◽  
Adaptation Process ◽  
Common Humanity ◽  
Host Environment ◽  
Cross Cultural Adaptation

Countless immigrants, refugees, and temporary sojourners, as well as domestic migrants, leave the familiar surroundings of their home culture and resettle in a new cultural environment for varying lengths of time. Although unique in individual circumstances, all new arrivals find themselves in need of establishing and maintaining a relatively stable working relationship with the host environment. The process of adapting to an unfamiliar culture unfolds through the stress-adaptation-growth dynamic, a process that is deeply rooted in the natural human tendency to achieve an internal equilibrium in the face of adversarial environmental conditions. The adaptation process typically begins with the psychological and physiological experiences of dislocation and duress commonly known as symptoms of culture shock. Over time, through continuous activities of new cultural learning, most people are able to attain increasing levels of functional and psychological efficacy vis-a-vis the host environment. Underpinning the cross-cultural adaptation process are the two interrelated experiences of deculturation of some of the original cultural habits, on the one hand, and acculturation of new ones, on the other. The cumulative outcome of the acculturation and deculturation experiences is an internal transformation in the direction of assimilation into the mainstream culture. Long-term residents and immigrants are also likely to undergo an identity transformation, a subtle and largely unconscious shift from a largely monocultural to an increasingly intercultural self-other orientation, in which conventional, ascription-based cultural categories diminish in relevance while individuality and common humanity play an increasingly significant role in one’s daily existence. Central to this adaptation process are one’s ability to communicate in accordance to the norms and practices of the host culture and continuous and active engagement in the interpersonal and mass communication activities of the host society.

scholarly journals Challenges In Cross-Cultural Business Education

2009 ◽  
Vol 2 (2) ◽  
pp. 55-64
Author(s):  
Alli Nathan ◽  
Margaret Ruggieri
Keyword(s):  
Learning Environments ◽  
Business Education ◽  
Business Environment ◽  
Cross Cultural ◽  
Cultural Dimensions ◽  
Cultural Learning ◽  
Study Abroad Programs ◽  
Exchange Programs ◽  
Teacher Student ◽  
Different Cultures

One of the most important and lasting legacies of the 20th century is globalization and the increased integration among countries and economies leading to more interactions among the peoples of different cultures. This effect has also percolated into the business environment and into the realm of business education. We have seen the internationalization of the business curriculum, the creation of more study abroad programs for students, and the increased efforts towards exchange programs for educators. Conflicts in cross-cultural learning environments have been examined primarily from the perspective of the student, with limited research on the experiences of the teacher. We use Hofstedes (1980) cultural dimensions to identify the characteristics of teacher-student pairs from different cultures, explore the potential conflicts that may be created, and offer suggestions for developing strategies to be a globally competent teacher.

scholarly journals A methodology for forming international ship crews

2020 ◽  
Author(s):  
Н.В. Давыдова ◽  
В.И. Комашинский ◽  
И.И. Михаил ◽  
Д.Р. Худайназарова ◽  
В.П. Чернолес
Keyword(s):  
Cultural Values ◽  
Cultural Adaptation ◽  
Power Distance ◽  
Uncertainty Avoidance ◽  
Cross Cultural ◽  
Cross Cultural Adaptation ◽  
Multicultural Environment ◽  
Psychological Balance ◽  
Index Value ◽  
Different Cultures

Разработана методика формирования судовых команд из представителей стран с отличающимися культурами. Показано, что широкое представительство в таких командах граждан различных стран актуализирует проблему их адаптации к ранее неизвестной им культурной среде на судне. Сложность формирования подобных мультикультурных коллективов обусловлена сложностью снижения различий в культурных ценностях членов команды, неразработанностью в психологической практике судового коллектива принципов и средств кросс-культурной адаптации (ККА) членов команды для обеспечения психологического равновесия на эмоциональном, коммуникабельном и поведенческих уровнях в кратчайшие сроки. Рассмотрена динамика процесса ККА представителей различных стран в ситуациях нового социокультурного окружения. Предложена методика комплектования мультикультурных судовых команд, основанная на использовании культурных синдромов параметрической модели культуры Г.Хофстеде: «дистанция власти» (PDI – Power Distance Index); «коллективизм-индивидуализм» (IDV-Individualism Index Values); «избегание неопределенности» (UAI-Uncertainty Avoidacer Index); «маскулинность-фемининность» (MAS-Masculiniti Index). На основе вычисления интегральных показателей культур определены показатели: плохо, допустимо, приемлемо и хорошо совместимых представителей различных культур для работы в составе мультикультурной судовой команды. Практика использования разработанной методики показала существенное снижение уровней личностной и ситуационной тревожности в составе интернациональных групп. A methodology has been developed for forming international ship crews composed of representatives of countries with different cultures. It is shown that the wide representation of citizens of different countries in these crews actualizes the problem of their adaptation to a previously unknown multicultural environment on board the ship. The complexity of forming such multicultural crews is due to the complexity of reducing differences in the cultural values of crew members, the lack of development of principles and means of cross-cultural adaptation (CCA) of crew members in the psychological practice of the ship crew to ensure psychological balance at the emotional, sociable and behavioral levels within the shortest possible time. The dynamics of cross-cultural adaptation of representatives of different countries to a new socio-cultural environment is considered. A methodology for recruiting multicultural ship crews is proposed based on the use of cultural syndromes of G. Hofstede's parametric model of culture: “power distance” (PDI – Power Distance Index), “collectivism-individualism” (IDV – Individualism Index Value), “uncertainty avoidance” (UAI – Uncertainty Avoidance Index) and “masculinity-femininity” (MAS – Masculinity Index). Based on the calculation of integral cultural indicators, the indicators of poorly, tolerably, acceptably and well compatible representatives of different cultures for work as part of a multicultural ship crew are determined. The practice of using the developed methodology has shown a significant decrease in the levels of personal and situational anxiety within international groups.

The Interactions Between Cultural Intelligence, Job Burnout, and Task Performance of Expatriates

2022 ◽  
pp. 858-876
Author(s):  
Çağlar Doğru
Keyword(s):  
Empirical Study ◽  
Task Performance ◽  
Host Country ◽  
Quantitative Research ◽  
Cultural Intelligence ◽  
Multinational Companies ◽  
Job Burnout ◽  
Marketing Department ◽  
Different Cultures ◽  
And Task

In this chapter, cultural intelligence, one of the most crucial capabilities of employees for overcoming the cultural obstacles of different countries, is figured out in depth. This is attained by checking out the relationships between cultural intelligence, job burnout and task performance of expatriates who are employees sent by their company to a host country for a period. Since expatriates are the employees who face actual barriers in adapting and living in different cultures, a quantitative research was conducted among 156 expatriates working at the marketing department of different multinational companies, operating in Turkey. According to the results, expatriates with high cultural intelligence face burnout less at the workplace. Moreover, task performance of these employees tends to increase because of their cultural intelligence. Consequently, with the help of this chapter, a paramount empirical study on cultural intelligence and its correlates is added to the literature.

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