Emotional intelligence
Emotional intelligence is perceived to incorporate discrimination of one’s emotions, incorporation of empathy and accurately recognizing the moods in another individual.
Emotional Intelligence and Diversity
Emotions resolve if people recognize, reject, advance, avoid, or connect with others. Increased understanding and management of emotional responses boosts comfort in relationships, interactions and effectiveness in organizations. Diversity enhances understanding between individuals from different dimensions.
Australia’s philosophy on diversity
Despite the fact that a manager from a United States is highly likely to maintain a good communication relationship with an employee from Australia, upholding of a cross cultural communication is also highly likely to present some issues.
Emotional competence correlating with workplace success
They include: Social competence; Empathy and intuition; Understanding others; People development; Leadership.
Understanding cultural diversity
Apparently, Kelly and Littman (2001) emphasizes on the importance of learning the foreign cultural basics and the language utilized by an employee from a different culture. This is perceived as necessary even for the basic understanding level that is needed to have the feeling employed and manager engaged in appropriate contact.
Developing individual cultural awareness
For a leader involved in varying cultures, incorporation of a foreign employee entails a new understanding.
When a manager is communicating to a foreign employee, Bar on Parker (2000) emphasizes on the importance of ensuring that although English may appear as a normal language, it is not a guarantee that this employee is capable of speaking good English. Actually, is approximated that more than 800 million people speaking English have learned it as the first language. Moreover, those speaking it as the second language are more limited in comparison to the native speakers.
Emotional intelligence for successful cross cultural management
An organization cannot operate without incorporation of foreign human resource. Therefore, cultural diversities within organizations enable them to come up with firm human resource management policies.
Cultural integration using Empathy and Understanding
As a result of increase in the investment flow, global business environment continues to be increasingly independent (Gardenswartz et al., 2008). Hardly can an organization operate without incorporation of foreign human resource. Therefore, it becomes increasingly significant that modern organizations recognize the cultural differences likely to be exhibited in their organizations (Bar-On & Parker, 2000). Australian population presents an example of the numerous countries where the employees have moved to the foreign nations for organizational responsibilities. It is important for companies to recognize the fact of cultural diversity within their immediate environments for this enable them to place firm human resource management policies and systems which consequently ensure the successful adaptation of the organization to the dynamic global culture.
References
Bar-On, R., & Parker, J. (Eds.). (2000). The handbook o emotional intelligence: Theory, development, assessment, and application at home, school and in the workplace. San Francisco: Jossey-Bass.
Gardenswartz, L., Cherbosque, J., & Rowe, A. (2008). Emotional intelligence for managing results in a diverse world. Mountain View, CA: Davies-Black.
Gardenswartz, L., & Rowe, A. (1994). Diverse teams at work. Chicago: Irwin.
Kelly, T., & Littman, J. (2001). The art of innovation: Lessons in creativity from IDEO, America’s leading design firm. New York: Broadway Business.
Petrides, K. V. & Furnham, A. (2003). Trait emotional intelligence: Behavioural validation in two studies of emotion recognition and reactivity to mood induction. European Journal of Personality, 17, 39-57.
Reuven Bar-On., J.G.Maree., Maurice., & Jesse Elias. (2007). Educating People to Be Emotionally Intelligent, (1st ed.). United Kingdom: Greenwood Publishing Group. (Chapter 3)
