Phillip February 28, 2024 No Comments

BUS FPX 4048 Assessment 1 Cross – Cultural Leadership

BUS FPX 4048 Assessment 1 Cross – Cultural Leadership Name Capella university BUS-FPX4048 International Human Resource Management Issues Prof. Name Date Cross-Cultural Leadership Introduction Conflict in the workplace is inevitable. Conflict can best be described as a “clash between individuals arising out of a difference in thought process, attitudes, understanding, interests, requirements and even sometimes perceptions” (Understanding Conflict). Because conflicts arise in human relationships, culture tends to be embedded in almost every conflict. There are numerous methods of addressing conflict and resolving it. An organization that possesses an understanding of cultural intelligence is very important and can help deal with conflicts that may arise due to cultural differences. This assessment will touch on an analysis of cultural intelligence, why it’s important, and how to develop it and deal with the issues stated in the scenario. The Importance of Cultural Intelligence People often place limitations on how they want to define culture. Culture is much more than language, dress, and food customs. “Culture has been called ‘the way of life for an entire society’” (What is Culture). Cultures are powerful, but they often influence conflict and how conflict can be resolved in imperceptible ways. Whether culture plays a central role or influences it subtly, it is most often always a mitigating factor. Our response to conflict is often deeply rooted into our cultural response of what we deem normal. Within an organizational setting, culture can impact various functions such as people’s work expectation, how they communicate and what motivates them. If there is not an understanding of cultural differences, it can lead to an uncomfortable work environment. Cultural intelligence is an important asset for an organization to employ. Working with individuals of a different cultural background has several advantages. It makes for a better work environment due to the employees being aware of their interactions with one another. “Cultural intelligence refers to the skill to related and work effectively in culturally diverse situations. It’s the capability to cross boundaries and prosper in multiple cultures” (Farrell, 2022). Cultural intelligence is also known as cultural quotient (CQ). When an organization possesses cultural intelligence, this plays a large role in how the employees view the company and how the employees are able to interact with one another. Cultural intelligence is very important when an organization employs people all over the world. There are several reasons that cultural intelligence is important in the workplace. BUS FPX 4048 Assessment 1 Cross – Cultural Leadership They are: It creates harmony – “team members become compassionate and sensitive to divergent opinions and perceptions”. Communication improves – “A culturally intelligent team can more easily understand each other and interact more effectively, resulting in less miscommunication”. Innovation expansion – “Cultural intelligence can develop one’s ability to adapt to an emerging demographic while also creating an environment in which everyone feels comfortable enough to voice their opinions”. Rapport is established with customers and investors – “Understanding the cultural outlook of your clients and business partners can help gain their trust”. It encourages health competition – “expanded diversity improves a company’s performance when competing within the global market by bolstering confidence in interactions outside of its domestic market”. (Indeed Editorial Team, 2023). Developing Cultural Intelligence in the Workplace Most organizations set aside funds for diversity and training in diversity. An organization that has cultural diversity awareness is exceptional, however there are some more notable methods to attaining cultural intelligence. This can aid in employees feeling comfortable in their work environment. Some key things that an organization can do are the acknowledgement of different holidays or celebratory events, creating a common area in the workplace to gather, awareness of the words they use when speaking, avoiding making stereotypical comments, acknowledgement of social events and providing the employees an outlet to discuss these events, and to “keep learning, researching, and growing” (Jones, R.). While these ideas are great when it comes to increasing cultural intelligence, there’s also the method of training the staff on different ways to enhance cultural intelligence. These trainings can focus on key areas of concern and ways to improve the cultural diversity within the workplace. “The path to cultural intelligence starts with ignorance” (Jones, R.). When an individual is aware of their own lack of knowledge of a culture, then learning can begin. It is vital for an organization to have an open mind to the various different cultures that are withing their company. It is also very important for an organization to create opportunities for cultural exchanges. This is a critical step in making sure all of the employees feel comfortable while at work. If they feel comfortable, they are more much more productive, and it reduces the employee turnover rate. It is very important for an organization to create opportunities for cultural exchanges. When an organization focuses on diversity inclusion, they can increase their cultural intelligence. Addressing the Workplace Scenario The first thing that needs to be addressed with the scenario is the fact that New York and Shanghai are on two different time zones. Coordinating meeting times is very difficult for that reason. Fighting Games has worked hard to establish themselves within the gaming community and having employees in 50 different countries has proven to be a benefit for the organization and its growth. Shanghai is 12 hours ahead of New York. They scheduled their meetings for twice a week. The New York team has arrived late to the last three meetings and the Shanghai team recently cancelled the meeting. The Shanghai team is valid in how they feel regarding the New York team constantly being late. “As a consequence, the Chinese tend not to trust people outside their group” (McKay, 2012). After the New York team has been late to several meetings consistently, the Shanghai team does not have any trust in the New York team. After acknowledging the time difference between the two teams, it is imperative for management to meet with both teams separately and then together. While Shanghai has verbally expressed how

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