Free An Insight On Human Cultural Intelligence And The Example Of An International Organization Research Paper Example

Data Collection

The data collection is based on the collection of quantitative and qualitative data. Qualitative studies are based on understanding, explanation and interpretation of empirical data and are the source of the hypotheses’ and productive ideas’ formation. Quantitative research is the main tool of obtaining the necessary information for planning and decision-making, when necessary hypotheses about the behavior of consumers have already been formed.
For performing the research on IATA the Skill Inventory System was launched three months ago as the quantitative method. Its purpose is to create a complex approach of all information concerning IATA’s international staff’s listing of skills, capabilities, experience, and career objectives of the employees taking into account their existing and prior individual and professions knowledge to categorize appropriate candidates for inside enrollment or promotions. These record facts will be used then after as the basis to define culturally diverse compared to non-diverse managers in IATA. Also, IATA adopted Performance Assessment system, which is assessed in the research.
For collecting qualitative data the method of interview is chosen as the best method of gathering descriptive information. The main advantage of the interviewing method is its versatility. The internal and external interviews were conducted. The participants of internal interviews are IATA 3 regional vice presidents from Americas, Middle East and Europe and the Vice President, Human Capital. IATA managers are asked about their opinion on what measures culturally diverse managers take in comparison with local/single culture managers. The first question concerns the understanding by IATA interviewees of a term of culturally diverse manager. Secondly, it is necessary to figure out is there any difference in the behavior of the non-diverse managers and the diverse ones. In case the difference will be defined, it is important to identify its effect on their activity (positive or negative). The next question relates to the level of satisfaction with IATA way of assessing and elaborating CQ in managers’ particular regions. In addition, the interview with the VP, HC is carried out in order to reply on the mentioned questions from a headquarter point of view (Geneva and Montreal).
External interviews are conducted with the HR departments of P&G and UNICIF. The purpose of the interviews is to examine how other large global private and commercial organizations together with governmental and non-for-profit companies distinguish the interaction between task performance and cultural diversity. In this regard, the questions about the existence of positive impact of cultural intelligence and diversity on their organization’s operation and applied tools and models for the evaluation and increase in CQ are posed.
In addition to above stated methods, literature review was made comprehensively, including the consideration of different printed and online sources, namely books, articles in periodicals and web-sources. As visual data analysis methods are extremely important for the preliminary study, figures, diagrams, tables and flow charts are applied for the appropriate research performance and highlight necessary data. The visualization has undeniable advantages: it can be a source of information for the user without requiring theoretical knowledge and special skills, can speak the language, which will bring together professionals from different areas of concern, can transform the original data set in the image through which the brand new, unexpected solutions can appear of the researcher.
It is found that collected data uncover the true nature of the business challenges I am researching, because culturally intelligent persons are usually more tending to suppose decision-making positions in HR departments and global companies and institutions. Such persons are competent to show their sincere feelings as well as feelings of harm and soreness in numerous dissimilar manners and languages. They are expected to have individual assurances in various cultures.

Answers to Questions

Have you discussed why you believe the research is important to your organization?
Having 250 member airlines and being present in some 60 countries over the world, IATA employees were not able to identify whether their enormous culturally diverse population comprised of more than 50 nationalities with rich cultural intelligence had an impact (whether negative or positive) on the performance of individuals in the workplace. Therefore, the research is important to be carried out.

Have you discussed your proposed measures of success, short-term and long-term, for your research project?

The proposed measures of success were discussed in the course of conducting research and specified in the recommendation section.
Have you discussed who you will be presenting your research and proposed solution to in the organization for implementation consideration (i.e., decision makers)?
I’ve decided after the completion of research to present it to the top management and decision makers at IATA for the further improvement of the human resources management system as the driving force in the organization’s improvement. Top management plays a key role in the management of personnel, it directs and coordinates the work of employees, who have to obey it and fulfill all its requirements. Its task is to a certain way to organize the activities of subordinates and to achieve effective results from people. To manage people is the hardest process, because they are the most difficult subject for this. To be successful in this business it is important to understand what caused this or that behavior of subordinates.

How will this topic leverage your area of concentration and/or the HRER curriculum?

Does your Executive Mentor support your research topic and is engaged in helping you complete this project?
Businesses and organizations that take into account the factor of cultural diversity of its customers and employees and skillfully uses in connection with this opening capability, acquire a significant competitive advantage. While having the experience in the field of managing cultural intelligence, my executive mentor completely supports my choice of the topic and is interested in its research in IATA. My mentor is sure that the cultural intelligence is a solid resource of the organization that provides the attraction at the workplace and the appropriate specialist can increase productivity by organizing a creative atmosphere in the team. The use of cultural differences in the form of benefits, pluralism and openness lead to a more motivated workforce, able to show good results.