•
Normative Commitment –
the obligation an individual feels to staying with the
organization.
•
Continuance Commitment –
an individual’s calculation to stay with the
organization based on the perceived costs of leaving the organization.
Employee Engagement –
an individual’s involvement with, satisfaction with, and enthusiasm
for the work he or she does.
Cultural Intelligence –
the ability to understand someone’s unfamiliar and ambiguous
gestures in the same way as would people from that person’s culture.
Most managers fall into the following cultural intelligence profiles:
Provincial –
they work best with people of similar background, but have difficulties working
with those from different backgrounds.
Analyst –
they analyze a foreign culture’s rules and expectations to figure out how to interact
with others.
Natural –
they use intuition rather than systematic study to understand those from other
cultural backgrounds.
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Ambassador –
they communicate convincingly that they fit in, even if they do not know
much about the foreign culture.
Mimic –
they control actions and behaviors to match others, even if they do not understand
the significance of the cultural cues observed.
Chameleon –
they have high levels of al three CQ components (physical, cognitive and
emotional/motivational). They could be mistaken as being from the foreign culture. According
to research, only about 5 percent of managers fit this profile.
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- Winter '08
- fatin
- analyst, 5 percent, national culture attribute
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