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The purpose of this part is for each student to gain practice in evaluating and interpreting their Intercultural Effectiveness Scale competencies.

Upon completion of this assignment the student will be able to:Articulate the meaning of the competencies.Diagnose personal strengths and weaknesses and make recommendations for development

Instructions

  1. Read Mendenhall et.al.
  2. Read personal survey report thoroughly. Reflect on accurateness/fit of the results.
  3. Discuss strengths and how you might build upon your intercultural competence. In addition, highlight one area and make suggestions for development.
  4. Do not simply state that competencies are high or low; rather discuss the implications for developing intercultural competence.

The Three Elements of Intercultural Effectiveness Scale

According to the personal survey report, the test is divided into mainly three elements they are Continuous learning, Interpersonal Engagement and hardiness. The continuous learning process explains that the individual is continually looking to understand about and learn about a particular activity. Individual who continuously try to learn new activities is more successful working across all the cultures and demographics (Dean, 2018). Continuous learning is a vital factor of the intercultural effectiveness and it consists of two dimension exploration and self-awareness (Sessa & London, 2015).

The next element is interpersonal engagement. It defines whether the individual is passionately interested on other people who are different form them or other cultures. This element explains whether the individual thinks that the developing relationship is vital or not. Interpersonal management have two dimensions that are – World orientation and Relationship development. The third element is dimension. This dimension explains that whether an individual can handle his/her emotions and thoughts effectively in diverse and intercultural situation. This element explains that whether the individual can be open-minded and non-judgemental. This also explains that whether the individual can learn from the setbacks and failures. This element consists of two dimensions, emotional resilience and positive reward.

According to the intercultural effectiveness scores I ranked high with 6 points in the continuous learning. In the self-awareness dimension my score is 6 which are good for me. This explains that I am continuously looking for improvements and learning new things. It also explains that I am very much aware of my strengths, weaknesses, behavioural tendencies and interpersonal style and how all these will affect others. In exploration my score is 5 which is medium and I need to focus on increasing the score to high. In the interpersonal engagement my score is medium which indicates that I am poor in the world orientation dimension.

In the world orientation dimension I scored 3 which is moderate and in the relationship development the score stands at 4 which indicates that I am poor in building relationship with others and it came affect me in managing a team. In today’s world globalization has increased and for efficient working in today’s world an individual should be capable of making good communication with the people of other culture. In the hardiness element my score is moderate, 4. In the positive regard dimension I scored 5 which is goof and in the emotional resilience my score is 4 which can be improved with experience and proper training. In the overall IES tests my score is moderate and this can be improved with proper training in the interpersonal engagement dimension.  

            According to the tests my strengths are that I am good in self-awareness and exploration (Vago & David, 2012). This means that I am aware of the situation and the things that is happening in my surroundings. This will help me to focus on my work and I can set my goals. Having scored such high score in the self-awareness indicates that I am continuously learning about myself. My exploration skills are also good which means that I am open to new ideas and are continuous in searching for new ideas and values.

Interpreting Personal Results

            The one are or weakness in me is my social engagement or interpersonal engagement. I am poor in the interpersonal engagement can affect me in a various ways. Having lower interpersonal skill means that I am not able to mix freely with the other cultures and this can affect my team managing capabilities. This means that there is some communication or any other kind of barriers that comes in between when I try to communicate freely.

This is a serious issue and this needs to be stopped with proper training. Relationship development is a vital factor in the competitive world, with proper relationship development skill an individual will be able to strike out deals which will be favourable for the organization. Good interpersonal engagement is necessary so that I can be able to communicate with people from different backgrounds and this is one of the main things that I need to work on.

            In today’s workplace the organizations invests a lot of money in interpersonal training programmes to develop effective leaders and employees for their training organization (Váczi et al., 2013). Interpersonal skill are necessary as it helps in managing  the team effectively and in this way the organization will be effective in building good relationship with their employee. The leader of the organization will be more effective in communicating with the other employee form different cultural background and this will ultimately help the organization in gaining competitive advantage over their competitors. It will also reduce the conflicts in the organizations.

Task 2:

            Carlos Ghoshn is a chairman and CEO of the big car manufacturing company named Renault-Nissan Alliance. Carlos thinks that to be a good and effective leader a person needs to have a good cross-cultural communication skill. He told that cultural differences are the main cause of the cultural synergies and it often creates barrier in the organizations. He thinks that the most important competency that an individual needs to have is the cultural diversity. Having cultural diversity helps the organization to recruit employees from different fields and it also reduced the risks of miscommunication.

He gave given example that results from optimising the best of both the worlds that the French and the Japanese brings in tier organization. It helps both the parties to learn something from each other and become successful in their field. This gives the opportunity to learn and continuously explore new things in the organization. He has highly focused on working in a diverse environment and this can actually help the employee to learn and improve their operations continuously.

            In Mendenhall et al. it is mentioned clearly that the interpersonal engagement is necessary, building relationship and developing that relationship is necessary. The same thing Carlos Groshn has mentioned that the interpersonal engagement in necessary.

Importance of intercultural competencies:

Intercultural skill is very important in today’s market as it helps in building good relationship

with the supplier and the key stakeholders of the company. The advantages of the interpersonal skills are described below: 

  • Negotiating: When negotiating in a transactionalculture, people begin discussing negotiations right away. When negotiating in a relationship culture, the pre-negotiation process is crucial (Kong, Dirks & Ferrin, 2014). Building trust is essential to entering the actual negotiations, so take time to know the people you will be dealing with. Successful negotiation with the suppliers and the key stakeholders will give the organization the competitive advantage and this increases the effectiveness of the leaders.
  • Decision Making:In transactional cultures, decisions are generally made to best serve the interests of the company. Personal relationships may be disregarded if other means will ensure greater efficiency (Davids et al., 2013). In relationship cultures, decision-making will take into consideration relationships with employees and clients even if this may affect efficiency of the task. This helps in bringing innovations and change in the organization which will help the organization to come out with better strategy that the organization can use.
  • Business communication and relationship: Intercultural skills help in building a good relationship with the employees and the stakeholder’s of the companies.  Good and effective communication is very much necessary as it helps in avoiding serious mistakes and miscommunication, which can lead to serious issue in the organization.
  • Reduces conflicts: Good intercultural communication skill and open mindedness helps in reducing the conflicts in the organization. A workplace with diverse cultures accepts different culture of the individuals and this helps them to reduce any cultural issues in the organization (Brockman, 2013).
  • Skilled labours: Diverse working environment helps in attracting skilled labour from different cultural background. This helps the organization to be more effective and efficient (Bailly & Lene, 2012). Having skilled employee in the organization is always good for any organization as it helps the organization to continue a smooth flow of operation.

The interpersonal skills can be developed for the global business by conducting training for improving the interpersonal skills. The organization can build intercultural programmes within the organization. The organization need to give training to their employees and the leader. They all need to learn a single language by which they can communicate freely and effectively. This will reduce the miscommunication and they will be able to understand each other more effectively. The intercultural skills can also be developed by organizing open discussion session in which everyone can share their views. This will help to understand each other.

References:

Bailly, F., & Léné, A. (2012). The personification of the service labour process and the rise of soft skills: a French case study. Employee Relations, 35(1), 79-97.

Brockman, J. L. (2013). Interpersonal conflict in construction: Cost, cause, and consequence. Journal of Construction Engineering and Management, 140(2), 04013050.

Davids, K., Araújo, D., Correia, V., & Vilar, L. (2013). How small-sided and conditioned games enhance acquisition of movement and decision-making skills. Exercise and sport sciences reviews, 41(3), 154-161.

Dean, J.S., 2018. Demography, environment, and subsistence stress. In Evolving complexity and environmental risk in the prehistoric Southwest (pp. 25-56). CRC Press.

Kong, D. T., Dirks, K. T., & Ferrin, D. L. (2014). Interpersonal trust within negotiations: Meta-analytic evidence, critical contingencies, and directions for future research. Academy of Management Journal, 57(5), 1235-1255.

Sessa, V. I., & London, M. (2015). Continuous learning in organizations: Individual, group, and organizational perspectives. Psychology Press.

Váczi, M., Tollár, J., Meszler, B., Juhász, I., & Karsai, I. (2013). Short-term high intensity plyometric training program improves strength, power and agility in male soccer players. Journal of human kinetics, 36(1), 17-26.

Vago, D. R., & David, S. A. (2012). Self-awareness, self-regulation, and self-transcendence (S-ART): a framework for understanding the neurobiological mechanisms of mindfulness. Frontiers in human neuroscience, 6, 296.

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