Joanne has a formal position in a local nonprofit organization that provides transitional housing to homeless people. Julia is a newcomer in this job and after a month in the job she thinks that her manager Joanne is creating barriers. However, both have their own culture and must learn to adapt and control. This case is about understanding culture and cultural intelligence.
Beliefs and values
As human beings, it is difficult to recognize the other perspective about culture. Definitions of culture usually corporate an expression of values and beliefs of groups, the learning that occurs in groups, and the expressions of those cultural norms (Cultural Intelligence for Leaders, 2012). So culture can be learned and shared and is dynamic, systemic, and symbolic. However, there are five levels of cultures (national, regional, individual, team, and organizational) and each of them has many sublevels and micro levels.
As a result, each people is different and never addresses the same culture as someone else. Cultural issues exist and if they are not addressed properly become chaotic and difficult to solve. Values often serve as principles that guide people in their behaviors and actions (Cultural Intelligence for Leaders, 2012). Beliefs are what we believe to be true and give life to our lives.
In our case the beliefs and values of Joanna and Julia are different. Their beliefs and values are rooted in their value system, in what they tell to their selves. It is crucial to recognize these cultural interactions and eliminate any stereotypes. Even though they may share similar cultural experiences their personal experiences can be expressed differentially.
Joanne and Julia express their values differently through their behavior. Joanne believes that it takes time and patience to learn this work and that she knows who she is. She believes that Julia has blind spots and that knows more things. She believes that she has more experience and she has a certain attitude about the way that work can be done and completed and about the outcomes. Also, she cannot adjust to any situation, serve as a role model, and train and give feedback to Julia. Finally, she assumes Julia’s changes will forthe cultural background. They must be able to adapt. for the
Joanne as a leader must act as a role model and guide Julia to reach her goals and to achieve the goals of the organization. She must not miss the change to bring positive change and progress to the organization. She must have the the true courage to give root to another generation’s beliefs and thetruly understand the culture of the organization and teach Julia to understand the culture. To see the other generation not as a threat but as a learning opportunity. To manage any cognitive dissonance from a different culture. To learn how to interact with another culture and to understand how your employees could improve their selves. Through, a generation’s behavior, knowledge,built and awareness she will manage another generation’s cultural environment. She will establish principles to guide Julia and to support mechanisms not to fail. She will identify the barriers (emotions, feelings, etc.) and will create opportunities to help Julia work more efficiently and to see her abilities and the whole picture of the organization. Culturally intelligent will help Joanne to communicate and shared learning.
Julia must be familiar with generational issues. She lacks knowledge about different cultures in an organizational team. She must become more familiarbuiltof and bult her knowledge of changed other cultures. She must work with Joanne to put together an action/plan to become more aware older generation. She must adapt and change her attitude to a changesthatpositive perspective. She could learn to identify any possible change that needneedsthe truly to be changedin and changed I monitor her progress toward the goal. Julia must stop making assumptions and explore her behavior and her emotions. She must explore the information empathic of sizes another generation’sofemphasizes culture. To learn the whole picture.
Cultural intelligence and the reduction of generalization and stereotyping
Cultural intelligence (CI) is the ability for people, organizations, and businesses to relate to culturally diverse situations and work effectively in them (Yehia, 2018). It is the framework to reset the way we are thinking and acting. CI emphasizes areas of acquiringbuildingacquiring building knowlecontemplatingcontemplatingdge, building thcontemplatingcontemplatingon how strategic thinking, contemplating your self-efficacy, elf efficacy, your motivation to work with other people, how, and finally adapting your behavior. All these are the cultural intelligence model and will help us in our future cultural interactions and will guide our behaviors and actions, how to acquire, to build, contemplate, and do in any situation.
The stereotype, unfamiliarcultures’or is a certain negative statement about a group of people. Generalization is a broad statement of culture, based on experiences, facts etc. Generalization can be valid or for unfamiliar faulty but give us actionable knowledge. Joanne and Julia must find the way/solutions to work this intercultural situation. With CI they can have the ability to adapt to unfamiliaran cultures and change will cultural learnchangedthat. They will be skilled to understand another cultulearnre, learning about it from the ongoing interaction, reshaping their thinking about other cultures, and, behave more appropriately, when interacting with each other. As a result they will increase the success and the performance of the team. They will set up their selves to adapt to any new situation. The awareness leads to improve communication and shared learning.
The acquisition of knowledge and information is, be, be essential for Joanne and Julia and will help them to identify and reset what they have in their memory. Through intercultural training and cultural interactions they will change the picture they have and their stereotypes about generation. Joanna can use this knowledge to build awareness and prepare and plan how to address the CI to Julia. CI will help them to develop their behavior and to better perform and act with other cultures. To pay attention to unfamiliar situations and to take a step back. To contemplate any action and willing to work with others without any stereotypes and judgments be prepared. Finally, both must have the ability to adapt across cultures and to become conscious of prepared for the decision and actions that influence those that are near you. They must change their behavior to new behavior.
In concussion developing their CI will help Joanne and Julia to be prepare, reshape their thinking, be sympathetic to other cultures, and adoptadaptto to any cultural interaction without the stereotype of generation, and perform well in a multicultural team.
