BUS 5211: Managing in the Global Economy, University of the People
Unit 1 Written Assignment
Go to Chapter 7 in the Cultural Intelligence for Leaders textbook and read Case Study 2: Young, Confident, and Moving too Fast. Please be sure to particularly address the following questions related to the case:
- What beliefs and values “root” Joanne and Julia to their individual conceptions of self?
- What suggestions do you have for Joanne and Julia when working with persons of other generations?
- How would you suggest Joanne and Julia use the cultural intelligence principles to resolve this intercultural situation? Specifically address how Joanne and Julia can help reduce the use of generalizations and stereotyping related to generation.
Grade: 77.25/90 (613 words)
In this case study, two women, Julia and Joanne, work in the same nonprofit organization that provides transitional housing to the homeless. They have different beliefs and values and make assumptions about each other. I briefly introduce the character and situation of the case study and suggest the methods to reduce their conflict occurred by developing each cultural intelligence.
The beliefs and values “root” Joanne and Julia in their self-concepts
Julia
Julia graduated from the University of Chicago with her master’s degree in social work. She is highly motivated, and her boss holds her in high regard, but she has worked in the organization for only two months. Compared to other staff, she lacks experience in the organization and the field. Recently, she felt stressed about her boss, Joanne’s constant micromanagement and questioning of her decisions.
Joanne
Joanne is Julia’s boss. Although Julia feels Joanne’s management is too often creating barriers, Joanne worried about Julia. Julia thinks that fast-paced work in this field can be emotionally draining. Also, Joanne thinks they should prevent making mistakes at work.
(Cultural intelligence for leaders, 2012, December 29)
Conflicts occurred between Julia and Joanne
Julia is a fast learner with a high confidence level, but she feels that Joanne, her manager, is creating barriers. On the other hand, Joanne didn’t mean to create obstacles for Julia. She believes that she knows work in the industry better than Julia. As stated above, Joanne and Julia are confident about doing their job and lack understanding of the other.
Suggestions for Joanne and Julia when working with persons of other generations
According to IESE Business School, “cultural knowledge is composed of content (what) and process (how) knowledge of other cultures, such as how and when people express disagreements with each other and how to give feedback to subordinates” (IESE Business School, 2015, March 24). I suggest they learn cultural intelligence principles to understand their differences in intercultural situations, and conduct an exercise. (Cultural intelligence for leaders, 2012, December 29)
Reduce the conflicts generated by generalizations and stereotyping related to generation
Cultural intelligence is more than knowledge-gathering and is more comprehensive than emotional and social intelligence. Emotional intelligence is one’s ability to assess and manage one’s and others’ emotions. Social intelligence is the ability to sense one’s inner state, feelings, and thoughts about one’s social environment and react appropriately in this environment for social success. Based on the knowledge stated above, they can reduce conflicts by understanding cultural intelligence with the framework for cultural intelligence. The framework consists of expertise, strategic thinking, motivation, and behaviors. When tackling the strategic thinking and behaviors phases, the concept of adaption and empathy is useful. (Cultural intelligence for leaders, 2012, December 29)
For example, Julia entered a new culture, so she should think about how to adjust, adapt, or reinvent herself based on the new culture and the situation. Although Julia is an intelligent and passionate person, she does not understand the specific culture of the new organization.
On the other hand, Joanne needs empathy with Julia. Joanne assumed Julia requires more experience and micromanagement to avoid mistakes based on her previous experiences. Joanne has more knowledge and experience, so she is too confident to empathize with Julia. Therefore, Joanne possibly misunderstood Julia and imposed her values on Julia.
Conclusion
The conflicts between Julian and Joanne occurred by a lack of cultural understanding of each other. Learning cultural intelligence principles and modifying behaviors are effective methods to solve the situation. The cultural intelligence framework is one method of learning cultural intelligence. The framework consists of knowledge, strategic thinking, motivation, and behaviors. Based on the understanding of cultural intelligence, each can modify their behavior, reducing conflicts.
References
Cultural intelligence for leaders (2012, December 29). Lardbucket. Retrieved from https://2012books.lardbucket.org/pdfs/cultural-intelligence-for-leaders.pdf licensed under CC-BY-NC-SA 3.0
IESE Business School. (2015, March 24). Why You Need Cultural Intelligence. Forbes. Retrieved from https://www.forbes.com/sites/iese/2015/03/24/why-you-need-cultural-intelligence-and-how-to-develop-it/?sh=1fb7d3b617d6
