Discuss about the Importance Of Cultural Intelligence Emotional Intelligence In A Business.
In today’s growing era, it is important for the business process to gain the competitive edge in the market. So in order to expand the market, the company needs to focus on all the internal and external aspects present in global business environment. Apart from attainment of organizational objective financial, a business process shall also consider the environment of the organization. The report further provides an overview of the policies which the company can adopt in order to solve the multicultural tension present in the management system of the organization (Goleman, Boyatzis, and McKee 2013). It also provides the summary of two organizations from the presentation. Lastly, the report analyses the firm’s weakness to manage the multicultural issues and justified strategies which can help the organization to gain competence.
Multicultural issues refer to those issues which are faced in a company when they hold their business activities with other companies outside their geographical boundaries. Such issues are faced by the management of the organization when they collaborate with companies of foreign countries. Due to these issues the internal environment of the organization is disturbed resulting in negatively affecting the growth of the company. Workplace issues like high employee turnover, low productivity and low morale among employees are attracted with the company (Serrat 2017). As there is major difference between the culture of Australia and India, due to which many times the organization is unable to satisfy the employees of the both the unit due to which such problems occurs (appendices 1). It can also be regarded as the inefficiency of the company to adequately satisfy the requirement of all the employees of the company. Thus, the organization shall apply the below mentioned policies to solve the multicultural issues of workplace (Druskat, Mount, and Sala 2013).
Cultural intelligence refers to the capability of an organization to relate with work and culture efficiently. This aspect helps an organization to initiate implementation of the objectives of the organization by fulfilling the cultural ethics as well. For an organization, cultural intelligence refers to the capabilities of the management to be intelligent enough to create a culture at the workplace which motivates the people and help them to achieve the targets (Legree, Mullins, and Psotka 2016).
Talking about the company McDonalds, the company was originated in the year 1940 by Richard and Mauricee as a barbeque restraint. Later on they organized their company as a hamburger stand in 1948. In the current era McDonalds owns the market by serving 69 million customers per day. The company cultural promise is to initiate diversity in the workplace.
Emotion intelligence along with organizational engagement is regarded as best for the growth of an organization as it improves both employee and organizational performance. Applying emotional intelligence in McDonalds, the company adequately integrated the emotional intelligence with the leadership skills of the organization. The company also identified the issues which caused low productivity and prioritized them according to their focus. McDonalds increased the emotional engagement by creating a people profit chain and fusion in different activities of the company. Also one of the major cultural issues is incivility which leads to loss of customers in the company. So lastly, it is suggested to McDonald that they shall focus on the soft skill training which will implement generation of greater productivity and less workplaces issues in the organization.
Emotional intelligence refers to the capability of the organization to analyze the requirements of the organization and then act accordingly. Adoption of emotional intelligence in an organization helps then to create goodwill in the target market (Mayer, Caruso, and Salovey 2016). Further talking about the coca cola company and emotional intelligence, the company engages in activities which make use of emotional intelligence at high level, also the company share happiness and satisfaction with their product in the market. Another aspect focused by the company is diversity, Coca-Cola adequately supplied their products in the market and recruited diversified workforce in their organization as well.
Further it shall be taken into accounts that the three aspects that are cultural diversity, emotional intelligence and diversity affect the growth of the business in the global market. The Coco-cola is adequately serving its product in the market because the company offers its products according to cultural diversity resent in the market. Apart from that they also understand the emotions of the customers attracted with the product due to which they adequately satisfy the requirements of the customers. Diversity is also one of the factor due to which human resource management of the company is growing and providing efficient services in the market. People with different cultural values come together and initiate innovation in the product due to which Coke (product of coca cola) is highly demanded in the market. But diversity attracts a few drawbacks a well. Thus, the fact shall be taken into account that cultural intelligence, emotional intelligence and diversity are three factors which can both positively and negatively affect the growth of the company in the global market (appendices 2).
The issue analyzed in the case is related to workforce management issues. Low morale of employees results to increase in high employee turnover and less productivity as well. Focusing on the core issue of the task, it shall be noticed that as the company has collaborated with many other companies around the global due to which they need to expand their customer base and employee base as well. Due to large and diversified human resource the company was unable to manage the workplace management in the system of the organization. Further the company shall implement the above mentioned strategies in the organization so that excellence is achieved by the company and issues are solved easily (Carson, Carson, and Birkenmeier 2016).
From the analysis of the multicultural issue attracted with the company its company shall be solved with the use of adequate technological managerial measures so that the company achieves competence in the market. As recommended for the McDonalds the company, this company shall apply such tools in their organizational process so that growth is achieved (Schroeder, et. al., 2016).
Initially the management shall segregate different tasks in groups and then align the duties to managers and employees of the organization. This will help the company to develop soft skill qualities in their process, apart from that aspect are neglected by the management many times can be considered under the soft skill process of the company (Gardiner, Baranski, and Funder 2016). This aspect looks at the multicultural issues which he organization faces, and make sure to solve them so that employee satisfaction in remain in place. Another strategy learned from the implementation of such strategy is the emotional intelligence; it is one or the major aspect due to which the growth of the organization is possible (Prada, et. al. 2016).
Thus, this fact is justified that acceptance of the above mention two strategies can helps the employees of the organization to generate sustainability in the organization. With the initiation of soft skill training process all the issues related to employee turnover and retention can be solved by initiating higher satisfaction among them. Also the soft skill helps the company to focus on all the aspect relating to employees of the organization (appendices 3). This factor also motivates and involves the employees in the activities of the business process. Soft skills help in the company in forward to the technological changes of the organization as well (Sheldon, et. al., 2017).
Lastly, it shall be said that the activities opt the management of the company is justified as it can adequately assist the company in archiving the target in the global business environment also it will help the company to remove the multicultural tension and issue related to communication gap a well (Khan, Pitts, and Williams 2016).
It is recommended to the company all the multinational companies to work in accordance to the cultural and emotional intelligence aspects present in the environment as they help to understand the market in a better way. Apart from that it also helps to keep the employees of the organization motivated. Also emotional intelligence is the best way through which an organization can understand the feelings of other country as well. This will help the company to maintain their activities in other countries and eliminate the cultural differences as well.
Conclusion
In the limelight of above mentioned events the fact that shall be taken in accounts is that multi-cultural tension is an important issue in the organization which shall be resolved by the management of the company on highest priority. Such issue affects the satisfaction level of the employees of the company due to which the efficiency level of organization is affect (Bleidorn, et. al., 2016). Thus, proper measure shall be taken in the organization to avoid such issues. Apart from that emotional intelligence plays a significant role in shaping future of the organization. So, concluding to all statement it shall be said that the organization need to adequately analyze the problem occurring in the internal and external environment of the organization and apply measures to solves them with the help of emotional intelligence then only they can achieve competence in the market.
References
Bleidorn, W., Arslan, R.C., Denissen, J.J., Rentfrow, P.J., Gebauer, J.E., Potter, J. and Gosling, S.D., 2016. Age and gender differences in self-esteem—A cross-cultural window. Journal of personality and social psychology, 111(3), p.396.
Carson, K.D., Carson, P.P. and Birkenmeier, B.J., 2016. Measuring emotional intelligence: Development and validation of an instrument. Journal of Behavioral and applied Management, 2(1).
Ciarrochi, J. and Mayer, J.D., 2013. Applying emotional intelligence: A practitioner’s guide. Psychology Press.
Dong, Y., Seo, M.G. and Bartol, K.M., 2014. No pain, no gain: An affect-based model of developmental job experience and the buffering effects of emotional intelligence. Academy of Management Journal, 57(4), pp.1056-1077.
Druskat, V.U., Mount, G. and Sala, F., 2013. Linking emotional intelligence and performance at work: Current research evidence with individuals and groups. Psychology Press.
Gardiner, G., Baranski, E. and Funder, D., 2016. Cross-cultural Differences in Average Daily Behavior. International Journal of Psychology, 51, p.328.
Goleman, D., Boyatzis, R.E. and McKee, A., 2013. Primal leadership: Unleashing the power of emotional intelligence. Harvard Business Press.
Khan, T., Pitts, M. and Williams, M.A., 2016. Cross-cultural differences in automotive HMI design: a comparative study between UK and Indian users’ design preferences. Journal of Usability Studies, 11(2), pp.45-65.
Legree, P.J., Mullins, H.M. and Psotka, J., 2016. Comment: The ability model of emotional intelligence: Consistency with intelligence theory. Emotion Review, 8(4), pp.301-302.
Mayer, J.D., Caruso, D.R. and Salovey, P., 2016. The ability model of emotional intelligence: Principles and updates. Emotion Review, 8(4), pp.290-300.
Prada, M.R., Guzman, N.A., Celis, S., Huerfano, L.M. and Gallo, D., 2016. Differences in Perception of Health-Related Quality of Life Associates to Socioeconomic, Cultural and Housing Factors: Multilevel Analysis. Value in Health, 19(7), p.A361.
Schroeder, A., Pennington-Gray, L., Donohoe, H., Kiousis, S. and Mandala, L., 2016. Do Cultural Differences Influence Tourists’ Likelihood to Seek Information Via Social Media in the Event of a Crisis?.
Serrat, O., 2017. Understanding and developing emotional intelligence. In Knowledge Solutions (pp. 329-339). Springer Singapore.
Sheldon, P., Rauschnabel, P.A., Antony, M.G. and Car, S., 2017. A cross-cultural comparison of Croatian and American social network sites: Exploring cultural differences in motives for Instagram use. Computers in Human Behavior, 75, pp.643-651.
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