Intelligence Between Intelligence And Culture - 1730 Words

There is a relationship between intelligence and culture because intelligence is culturally shaped and defined and some cultures support and identify it as very vital in the context of social and ecological aspects. In the early years, there was a bias towards intelligence tests because they used English language and culture. The formation of Wesler Adult Intelligence Scale, Fourth Addition (WAIS,IV) in 2008 by David Wesler was meant to minimise the bias. According to Westen, Burton and Kowalski (2006), intelligence assists human beings to take control of their lives and it varies cross culturally because the power dynamics differ in each society and this leads to differences in behaviour and line of thinking. These authors describe intelligence as multifaceted, functional and can be defined by culture because it is universal and studying intelligence using different culture as a sample that can be used to question Western ideas about intelligence with some emphasis on the assessme nt of skills and abilities using culturally appropriate methods (Benson, 2003) The methods they were using to measure intelligence tests were a bit biased towards Western intelligence because Western culture value speed and other culture value perfection even if it means taking long to complete the tests. To address this anomaly, ‘culture free test` was used to take away the things that affected performance due to cultural differences. They also used ‘culture fair test` to measure common skillsShow MoreRelatedCultural Perceptions of Intelligence in Japanese and American Indian Societies1300 Words   |  6 Pagesevaluating intelligence. The Stanford-Binet intelligence test is one of pioneering tests created to measure facets of intelligence, and it is still being utilized today (Anastasi Urbina, 1997). Weschler created several intelligence tests focusing on age range in relation to intelligence (Anastasi Urbina, 1997). While these tests are staples in the psychological testing community, there are many criticisms of intelligence testing. One such criticism is the absence of race and culture as influentialRead MoreEmotional Intelligence And Interpersonal Intelligence1478 Words   |  6 Pagesregarding emotional intelligence. More specifically, the emotional intelligence faced between the employee and employer relationship. Emotional intelligence can be best defined as the ability to control and express one s emotions in a professional manner. In other words, emotional intelligence is the ability to communicate one s emotions in a manner that is both professional and productive. From this definition we can begin to make connections as to how emotional intelligence could cause problemsRead MoreCultural Intelligence Of The Semrush American And Russian Managers And Its Impact On The Cross Cultural Communication1552 Words   |  7 Pagesreasons and explanations for the research on cultural intelligence of the SEMrush American and Russian managers and its impact on the cross-cultural communication within the company. The followin g literature review consists of three sections. The first section will focus on the concept of cultural intelligence, 4 factors model and training of cultural intelligence. The second section will cover the research of managerial cultural intelligence in different environment, especially in the IT industryRead MoreCultural Intelligence607 Words   |  3 PagesWhat is cultural intelligence? â€Å"Cultural intelligence is a theory within management and organizational psychology which states that understanding the impact of an individual’s cultural background on their behavior is essential for effective business, and measuring an individual’s ability to engage successfully in any environment or social setting.† (Wikipedia) One’s cultural intelligence (or cultural quotient) includes three components that work together: cognitive, emotional, and physical. TheRead MoreUnderstanding The Complexity Of Measuring Intelligence And Definitions Of Intelligence Essay1288 Words   |  6 PagesThe topic that will be discussed in this paper is Culture and Intelligence which were developed by Howard Gardner. In order to test or begin to understand the complexity of measuring intelligence and define it we have to research information on Gardner’s Multiple Intelligence Theories. In the theories of Intelligence Gardner argued that to measure intelligence or get a clear understanding, it can be measured in seven areas. The areas are linguistic, logical mathematics, bodily kinesthetic, interpersonalRead MoreCultural Intelligence1554 Words   |  7 PagesCultural Intelligence Cultural Quotient is the organizational psychology and management theory, and it is all about the continuous learning and aptitude to develop personally through this learning. The differences in the intercultural do remains in the momentous challenge stage in all multinational organizations. Hence to face the challenge there is a need of a new domain of astuteness which immense relevance to the era of escalating globalization and the workplace diverse. For every manager whoRead MoreAn Intelligence Officer For The Australian Army1261 Words   |  6 PagesAs an Intelligence Officer for the Australian Army, the main role is to provide the intelligence support required by commanders and staff at all levels. The role requires the highest calibre of noetic suppleness and flexibility and the facility to operate at the tactical, operational and strategic levels and to integrate with joint, inter-agency, inter-governmental and multi-national agencies. This environment will additionally dema nd culturally astute and situationally vigilant officers, comfortableRead MoreWhat Is Cultural Intelligence (Cq)?. The Cultural Intelligence1494 Words   |  6 PagesWhat is Cultural Intelligence (CQ)? The Cultural Intelligence Center defines CQ as a tool that â€Å"measures your capability to relate and work effectively in culturally diverse situations† (What is CQ Anyway?, 2017), noting that CQ is a form of intelligence that has been tested by academic researchers in over 98 countries for nearly two decades. Cultural Intelligence (CQ) is the ability to understand key cultural standards of a colleague’s culture, to listen, discern, and modify someone’s behaviorRead MoreLink Between Emotional Intelligence and Cross-Cultural Leadership1033 Words   |  5 PagesReilly, A.H. and Karounos, T.J. (2009), â€Å"Exploring the Link between Emotional Intelligence and Cross-Cultural Leadership Effectiveness†, Journal of International Business and Cultural Studies, Vol. 1, Feb. 2009, pp. 1 – 13. Introduction Along with the globalization of business, many corporations are facing the challenge of operating in a different culture. The writers made a connection between emotional intelligence and cross-cultural leadership effectiveness to deal with this situation, thisRead MoreThe Understanding Of An Individual Culture Background1334 Words   |  6 Pages We know that culture intelligence is related to cross-culture competence. The understanding of an individual culture background. My key objective is that people fail to adjust to understand new cultures, behavioral, cognitive, and motivational aspect of other cultures. Before anyone goes to a foreign country for a new job, living or visiting, we should educate ourselves before taking that journey. We know going to another country can be scary, but we can learn new things from them and they can learn

Bt0092 - Software Project Management - 5321 Words

Spring 2012 Bachelor of Science in Information Technology (BScIT) – Semester 1 BT0092 – Software Project Management – 4 Credits (Book ID:) Assignment Set – 1 (60 Marks) Answer all questions 10 x 6 = 60 1. Explain the IT and its organizational structures in detail? Ans: Traditional organizations are hierarchical, flat or matrix in design. (Fig. 1.1) †¢ In hierarchical organizations, middle managers tell subordinates what to do and tell superiors the outcomes. IS supports this hierarchy. †¢ In flat structured organizations, work is more flexible and employee do whatever is needed. It allows offloading extra work and supports intra-firm communications. †¢ In matrix organizations, work is organized into small work groups and integrated†¦show more content†¦Act as the central point of contact on those projects. Involve or aware of virtually every issue or decision in project. Team Leader is responsible for all aspects of the project. Work with all other positions. †¢ Product Management Work with clients to define requirements and resolve issues. Design and maintain functional specifications and other documentation. Often provide prototypes for user interfaces or design interface of services. Work with Team Leadership and Software Development. †¢ Logistics Manage hardware/software requirements for development, testing, validation, and production environments. Perform or oversee installations. Own the installation process and any installation utilities. Work with resource teams to obtain servers/software and address issues within the environments. Work with Team Leader. †¢ Software Development (Programming) Design and code the software to match the specifications, prototypes, and other documentation. Define timelines. Work with Product Management to refine expectations and clarify requirements. Often interact with Team Leader, Tester, User Documentation, and User Education. †¢ Software Testing Define testing procedures and certification process. Define timelines. Create and execute tests on software. Manage a bug-tracking procedure. Work with Team Leadership. Collaborate with Product Management to define areas and specifics of testing. Often

Employee Management Plan Free Essays

Running head: EMPLOYEE PORTFOLIO: MANAGEMENT PLAN Employee Portfolio: Management Plan MGT/311 Organizational Development University of Phoenix Riordan Manufacturing has implemented a management plan that will assess employees’ characteristics. By assessing their characteristics, the organization will know how to use their characteristics to make the organization more successful. The company has asked three employees to complete self-assessments about job satisfaction. We will write a custom essay sample on Employee Management Plan or any similar topic only for you Order Now The assessments will ultimately allow management to discover characteristics of the employees and determine how these characteristics will affect Riordan Manufacturing in the future. Self-assessments give an employee the opportunity to provide a narrative description of their major accomplishments, job satisfaction, emotional influence and how they make decisions related to their performance. In a self? assessment, the employee can describe their major contributions and how they accomplished or did not accomplish their performance expectations. After a thorough analysis of the self-assessments, additional recommendations will be presented to assist Riordan Manufacturing gain a better perspective on the management and motivation that these employees will need in order to succeed. The participants in the Riordan Manufacturing self-assessments were Catrina Toth, Kyle Rogers, and Paul Holliday. The following self-assessments were administered to the employees: How Satisfied Am I with My Job, Am I Engaged, How Are You Feeling Right Now, What’s My Affect Intensity, What’s My Emotional Intelligence Score, and Am I A Deliberate Decision Maker? Management will use these assessments to identify the areas in which they scored high and low and create a plan based on the areas that mostly need more engagement. Catrina’s self-assessments indicate a job satisfaction rating at an average. She is satisfied with her job but not really engaged, is a deliberate decision maker, and exhibits positive emotions. Kyle has an above average rating in most areas; he is very satisfied with his job and is engaged in his work, exhibits an average score on deliberate decision-making and demonstrates positive emotions. Paul demonstrates a high score in job satisfaction, is a deliberate decision maker and also exhibits positive emotions on his self-assessments. The efficiency of the company is directly affected when employees are satisfied with their job and position held. An employee with a high level of job satisfaction feels more positive about his or her job and will continue to be a productive member of the company. Job Satisfaction Job satisfaction is the general attitude one holds about a job, which can dramatically affect the effectiveness and efficiency of the organization† (Robbins Judge, 2011). Companies with satisfied employees tend to reduce the levels of absenteeism and turnover rate. Employees with low levels of job satisfaction experience negative attitudes about their jobs, tend to have a high absenteeism rates, leave the organization, or engage in deviant behaviors that negatively affect the organization and other employees. The self-assessment results reveal that employees at Riordan Manufacturing exhibit positive behaviors influencing other employees in the workplace. Employee Engagement The employees’ engagement indicates their involvement and enthusiasm for their work (Robbins Judge, 2011). All three of the self-assessed employees are highly satisfied with their jobs, are committed to their responsibilities, and motivated. Dedicated employees commit more time to their work, are a positive influence on others, and perform at higher levels than expected. Self-Assessment Recommendations Management at Riordan Manufacturing recommends additional assessments to conclude what is their job satisfaction level. Understanding these factors would describe a positive feeling about a job. It is important to understand what provides positive feelings and low-level negative feelings. Also management recommends more job involvement because this would enhance the level of attitude toward the assigned tasks and duties. It is important to be involved because management can identify strengths and show that company cares about the kind of work employees do. The recommendation of additional assessments will provide both the employees and managers with additional information on each personality to implement better managerial techniques. Based on those results, managers will develop management plans to encourage and mentor employee success. References Robbins, S. P. , Judge, T. A. (2011). Organizational behavior (14th ed. ). Upper Saddle River, NJ: Pearson/Prentice Hall. How to cite Employee Management Plan, Essay examples