The Importance Of Cultural Competence In Leadership
Introduction
Intercultural competence is important in today’s world. There are many reason of its importance, which we will see and understand.
CQ As A Capacity
Culture Intelligence as a capacity gives an employer the since of who possess the level of cultural intelligence that they will need when the time is right. CQ plays an important role for an organization in bridging the gaps with educating other employees different cultures. Another positive note is that culturally intelligent employees have the ability to potentially motivate creativity and this is to their ability to integrate different resources.
There are many ways to defined intercultural competence, the best way to describe it is the ability for one to communicate and behave in a manner that is culturally different from another. It also means that one can help create or work with teams in an organization and be effective doing this, bring satisfaction to everyone in the setting. There are other benefits to Cultural competency in the business setting or in regular life. It can help one understand education value, healthcare, public service and more. In fact the best part about being knowledgeable or open minded to cultural influences is that one becomes better at improving relationships with others.
Culture is such a powerful element that it can affect how anyone or everyone is perceived. One can look at ones actions, gestures, and the way one speaks. Is it nice that every once and a while we will get that one person that will be able to mirror others actions, gestures and the way they speak, that is cultural intelligence. This is why it is so important for business to have employees that are cultural intelligent.
The Development of Cultural Sensitivity
DMIS or The Development Model of Intercultural Sensitivity was created by Bennett (1986), Bennett (1993). The reason for the development was as an explanation of how people with different cultural backgrounds interact. The observation of intercultural identified six orientations that people seem to move though when interacting with intercultural competence. The Development Model of Intercultural Sensitivity wants to assume that the cultural difference can become an active part of the way ones views the world. Hopefully giving one the understanding of one’s own culture but other cultures as well, this giving one the confidence and ability to comply in intercultural relationships.
Remember the DMIS is six orientations, the first three DMIS orientations are more ethnocentric, this meaning that one own culture is experienced as normal or reality. One has a sense of denial towards other cultures, the reason for that state of mind is that one person has experienced their own culture to be the only real one. While the other three orientations of the DMIS are defined as ethorelative, this meaning that one’s own culture is experienced in context of other cultures. The acceptance of cultures and others are viewed as one owns culture, one does see people from another culture as different, they also see them as equal just by being human.
Key Components of CQ
Cultural Intelligence or CQ has key components which some sources will say that there are three components and other sources will say that there are four components. Whichever one chooses to showcase all the components are important to CQ. One will also take notice that these components will have different names for example motivation is also known as CQ Drive. Some individuals have the abilities of being beyond intelligent or emotionally mature or just having the best social skills. It will show with these four components of CQ. The Components consist of CQ Strategy, CQ Motivation, CQ Knowledge, and CQ Behavior.
CQ Strategy is basically one’s ability to adjust mentally. A high CQ strategy score suggest that one is confined to a single view of the world, but this one person is open to new ideas or suggestions.
CQ Motivation is one’s ability to function effectively across the board with any culture, this component combines the emotional, cognitive and practical dimensions of cross cultural encounters.
CQ Knowledge is information that is stored in one’s head or memory. It refers to a level of thinking that is of higher learning to use the stored information to manage diversity.
CQ Behavior tells one the capability one has the ability to communicate appropriately verbally and nonverbally when interacting with people from different cultures.
Being cultural intelligent sets one apart from others in todays world. It is saying that you are capable of being globalized, that one can relate and work effectively with people from all over the world with different cultural backgrounds. One is also that one is ready to make a difference and come up more innovative solutions.
Conclusion
In conclusion, being cultural intelligent can benefit a person in more ways than one. Not just in the work place nut also in ones personal life. Being that person that is able to fit in with any one is a testament to the person alone.
References
- Earley, P. C. & Mosakowski, E. (2004). Cultural Intelligence. Harvard Business Review, 82(10): 139–146.
- Hammer, M. R., Bennett, M. J., & Wiseman, R. (2003). Measuring intercultural sensitivity: The intercultural development inventory. International Journal of Intercultural Relations, 27(4), 421-443. Retrieved from the Trident Online Library.
