Business and Cultural Intelligence
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The article provides information found on studying Cultural Intelligence found in organizations. The primary thesis of the article is “successful interaction across cultures requires cultural intelligence.” (Triandis, 2006). The study was conducted by observing those in collectivist and individualist cultures. The research was thoroughly done through finding many resources related to the subject. There are many references well used throughout the article. Application is also used throughout the study. Numerous times throughout the article we are encouraged to view other cultures and to modify our behaviors in order to be affective in our interactions. “Seeing people as relatively mutable and the environment as relatively immutable; seeing behavior as due to external factors, such as norms and roles, more than due to internal factors, such as attitudes and personality.” (Triandis, 2006). The observation of people being mutable is key to success within organizations. I really appreciate the point on picking the right organization, “Learning to select organizations so as to avoid countercultural situations is also important.” (Triandis, 2006). In order for any organization to be successful it needs to start at the top, “Unless senior leaders embody the values and vision of your organization, those ideas remain mere words on a PowerPoint presentation or web page.” (Livermore, 2019, 209)
Cultural Intelligence is a must in the business world. Many businesses are global. I worked for General Motors for twenty-four years. Our vehicles were produced all over the world. The producing culture was evident in areas such as what was important (ie. storage, the amount of cup holders, the placement of buttons on the radio because of right-hand or left-hand drive). Interacting with and learning from the engineers that work in South Korea or Australia requires patience and understanding of their reasoning and the reasons they chose the layouts of inside of the vehicles. Having a high CQ will help me to appreciate their expertise though I may not fully appreciate their choices, initially. The research I can do is reaching out to the tech line General Motors provides. In most cases I can find an English speaking representative. Having an understanding of different languages would not hurt either. “I was not totally blind to the cultural and interpersonal dynamics involved here.” (Livermore, 2019, 12). This is a reference that David refers to from a trip to West Africa. If he did not adapt or care to research more after walking away from this interaction, his lack of Cultural Intelligence would have been evident. Romans 12:2 lays it out for us, “Don’t copy the behavior and customs of this world, but let God transform you into a new person by changing the way you think. Then you will learn to know God’s will for you, which is good and pleasing and perfect.” Any additional research would need to be centered around the psychology behind each culture’s point of view.
My seminar would focus on CQ Strategy and Action. Most people in the auto industry have drive and those at the seminar are seeking further knowledge. Many in the auto industry are older and stuck in their ways. We would need to focus on any preconceived notions or opinions. “But leading with cultural intelligence opens up a number of promising opportunities.” (Livermore, 2019, 14). There is so much to learn from others and their perspective built from their cultures. I would set aside a good portion of the seminar for role playing. This would provide different scenarios for all in attendance to see and learn from other’s approaches and levels of understanding.
Triandis, Harry. “Cultural Intelligence in Organizations.” Group & Organization Management, Vol. 31 No. 1 (2006): 20-26.
Livermore, David. Leading with Cultural Intelligence: The Real Secret to Success, Second Edition. New York, NY: American Management Association, 2019.
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