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Book part
Publication date: 6 July 2011

Robert Weech-Maldonado, Mona Al-Amin, Robyn Y. Nishimi and Fatema Salam

According to the Census, racial/ethnic minority populations are growing at such a fast rate that by 2050 more than 50% of the population will belong to a minority group (US…

Abstract

According to the Census, racial/ethnic minority populations are growing at such a fast rate that by 2050 more than 50% of the population will belong to a minority group (US Census, 2001). The increasing diversity of the U.S. population is one of the many changes that health care delivery organizations need to proactively address in order to better serve their community and improve their performance. In this paper, we argue that cultural competency not only is important from a societal perspective, i.e., reducing health disparities, but can also be a strategy for health care organizations to improve quality, lower cost, and attract customers. We provide detailed recommendations for health care leaders and managers to adopt in order to successfully serve a diverse patient population.

Details

Organization Development in Healthcare: Conversations on Research and Strategies
Type: Book
ISBN: 978-0-85724-709-4

Keywords

Article
Publication date: 23 May 2023

Paula M. Caligiuri

This paper aims to understand how these competencies gained will help human resource (HR) leaders become more strategic about when and how to use global mobility for talent…

Abstract

Purpose

This paper aims to understand how these competencies gained will help human resource (HR) leaders become more strategic about when and how to use global mobility for talent development.

Design/methodology/approach

In this paper, the author defines the construct of cultural agility and describes the theoretical mechanisms through which employees can gain cultural agility through culturally novel situations such as global mobility. Cultural agility enables individuals to work comfortably and effectively with people from different cultures and in situations of cultural novelty. People with cultural agility have task-management competencies (cultural minimization, adaptation and integration), self-management competencies (tolerance of ambiguity, resilience, curiosity) and relationship-management competencies (humility, relationship building and perspective taking).

Findings

This study aims at focusing on the development of cultural agility, this paper focuses on four cascading features of a culturally novel experience that can help individuals gain this competence: (1) the level of cultural novelty in the experience, (2) the readiness of an individual for that level of cultural novelty, (3) the individual's level of awareness of the cultural norms and values inherent in the culturally novel experience and (4) the level of social support offered to that individual to learn how to understand and respond in that experience.

Originality/value

Each feature is discussed, concluding with the implications for future research and practitioners in global mobility and talent development.

Details

Journal of Global Mobility: The Home of Expatriate Management Research, vol. 11 no. 2
Type: Research Article
ISSN: 2049-8799

Keywords

Article
Publication date: 19 August 2021

Mehdi Yazdanshenas

The study investigates the effects of core self-evaluations on project managers' competencies. The study further examines the moderating effect of cultural intelligence between…

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Abstract

Purpose

The study investigates the effects of core self-evaluations on project managers' competencies. The study further examines the moderating effect of cultural intelligence between core self-evaluations and competencies.

Design/methodology/approach

In this study, with a descriptive-survey approach, necessary data were collected from a sample of project managers of Iran's Ministry of Communication and Information Technology through questionnaires. The conceptual framework of the study was tested according to structural equation modeling by PLS software.

Findings

Findings show that core self-evaluations have positive and significant effects on project managers' competencies among which psychological stability has the greatest effect. Furthermore, the moderating role of cultural intelligence in the relationship between core self-evaluations and project managers' competencies was confirmed. According to the calculated coefficient, motivational cultural intelligence had the greatest role.

Research limitations/implications

The data were collected using a questionnaire at a single point in time, and thus, not allowing cause–effect inferences. Also, the demographic variables were not controlled.

Practical implications

The results of this study provide some implications for HRM professionals and project managers interested in promoting a system of HR practices that contributes to enhancing project managers' competencies and effectiveness.

Originality/value

This study advances our understanding of the factors that have an effect on project managers' competencies, specifically on a list of main competencies necessary for project managers' performance. Moreover, it suggests that project managers' competencies will benefit from cultural intelligence, which will display a greater effect when embedded in highly diverse cultural contexts.

Details

Journal of Management Development, vol. 40 no. 6
Type: Research Article
ISSN: 0262-1711

Keywords

Article
Publication date: 8 February 2022

Wann-Yih Wu, Tuan Anh Bui and Tuan Cong Dao

This study investigates the influence of cross-cultural stable and dynamic competencies on expatriate adaptation and outcomes.

Abstract

Purpose

This study investigates the influence of cross-cultural stable and dynamic competencies on expatriate adaptation and outcomes.

Design/methodology/approach

This study surveys 10 expatriates in Taiwan and conducts qualitative analysis based on the newly collected original data.

Findings

The study's results confirm that cross-cultural stable and dynamic competencies improve expatriates' cross-cultural adaptation, enhancing expatriate outcomes in cross-cultural environments.

Originality/value

This study contributes to cross-cultural management research by clarifying the characteristics and action mechanisms of cross-cultural stable competencies (including cultural empathy, emotional stability, social initiative, open-mindedness and flexibility) and cross-cultural dynamic competencies (including relational skills, general self-efficacy and non-ethnocentrism) in the international business context. The study's findings suggest future research directions in the empirical investigation of the antecedents, characteristics and results of cross-cultural competencies, cross-cultural adaptation and expatriate outcomes.

Details

Asia-Pacific Journal of Business Administration, vol. 14 no. 4
Type: Research Article
ISSN: 1757-4323

Keywords

Article
Publication date: 25 April 2023

Hala Bucheeri and Afsana Faheem

This study aims to explore whether the cultural competency training in Improving Access to Psychological Therapies (IAPT) services is sufficient to equip Psychological Wellbeing…

Abstract

Purpose

This study aims to explore whether the cultural competency training in Improving Access to Psychological Therapies (IAPT) services is sufficient to equip Psychological Wellbeing Practitioners (PWP) to support Black, Asian and Minority Ethnic (BAME) service users.

Design/methodology/approach

A qualitative design was adopted using semi-structured interviews with six PWP participants. Reflexive thematic analysis using Braun and Clarke’s (2006) six-step process was used in data analysis.

Findings

Three themes revealed evaluations of PWP training, factors supporting PWPs’ cultural competency and points of improvement for PWP training. The training briefly and superficially covered cultural competency content; however, it encouraged PWPs to explore potential personal and cultural biases in therapy. PWP training can also be improved by providing more culturally relevant resources and involving BAME service users.

Research limitations/implications

A small sample size (N = 6) was used, impacting the findings’ generalizability.

Practical implications

PWP training does not sufficiently equip PWPs to support BAME service users. PWPs’ reflection of their own ethnic identity and personal experiences, when combined with training, can improve cultural competency. IAPT training should focus on cultural awareness, knowledge and skills to enhance therapeutic experience. Moreover, PWPs should reflect on their identity, personal biases and experiences when working with diverse communities.

Originality/value

This is one of the few qualitative studies evaluating the cultural competencies of PWPs in IAPT.

Details

Mental Health Review Journal, vol. 28 no. 3
Type: Research Article
ISSN: 1361-9322

Keywords

Article
Publication date: 9 October 2007

Mitchell F. Rice

The dramatic population growth of Hispanics and immigrants, combined with the issue of diversity, in the United States population raises several important questions about the…

7309

Abstract

Purpose

The dramatic population growth of Hispanics and immigrants, combined with the issue of diversity, in the United States population raises several important questions about the future role of public administration and the delivery of culturally appropriate and culturally responsive public programs and public services in the post modern era of diversity. What is cultural competency in public programs and public service delivery? Can public agencies become culturally competent organizations? What is a cultural competency model for public administration and public service delivery? Aims to answer these questions that point to the need for a “new” kind of public servant and public service agency provider– one who possesses explicit cultural competency skills to work with racial/ethnic and cultural/linguistic groups in the delivery of public programs and public services.

Design/methodology/approach

Utilizing a literature review approach, the paper examines the concept of culture in public administration and argues that “culture” and “competency” must be tied together thereby leading to a contemporary standard and operational framework for advancing cultural competency in public administration and public service delivery. The article argues that cultural competency can enhance public administration/public service delivery normative values by increasing an agency's ability to work efficiently, effectively, and equitably in the context of cultural differences.

Findings

The paper concludes that there are five reasons for incorporating cultural competency into the study and practice of public administration/public service delivery and moving a public agency toward cultural competence.

Practical implications

Embracing cultural competency in public service delivery recognizes the salience of understanding the cultural context in which any direct public service encounter occurs. Advancing cultural competency presents an opportunity to address the incomplete and often times inaccurate public services and public programs provided to minority populations. A focus on cultural competency increases the relevancy of a public agency's administration, services and programs to the groups that can best utilize them. Having knowledge, awareness, and skills in cultural competency, service delivery professionals are better prepared to do their jobs.

Originality/value

This paper should be of value to both academics and practitioners as they grapple with diversity and immigration issues, public administration, public programs and public service delivery.

Details

International Journal of Public Sector Management, vol. 20 no. 7
Type: Research Article
ISSN: 0951-3558

Keywords

Article
Publication date: 29 July 2014

Jasmin Mahadevan

This article aims to suggest implementing an integrated approach – named intercultural engineering – at university level. Engineering today often takes place across cultures…

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Abstract

Purpose

This article aims to suggest implementing an integrated approach – named intercultural engineering – at university level. Engineering today often takes place across cultures, locations and organizations. As a result, many companies have included cross-cultural training activities into their internal human resource development program. However, current practice neglects the engineering context and might enable sophisticated stereotyping.

Design/methodology/approach

This article presents the case of a German bachelor study program in International Industrial Engineering and the theoretical foundations of its design.

Findings

Engineering education needs to move beyond simplistic comparative cross-cultural management theory. It needs to acknowledge cultural complexity in engineering through an integrated development of competencies for utilizing the benefits of cultural diversity.

Originality/value

The contribution of this article lies in providing a practical example of how to develop integrated competencies for cultural diversity in engineering, as based on latest theory.

Details

European Journal of Training and Development, vol. 38 no. 7
Type: Research Article
ISSN: 2046-9012

Keywords

Article
Publication date: 5 June 2017

Annachiara Scapolan, Fabrizio Montanari, Sara Bonesso, Fabrizio Gerli and Lorenzo Mizzau

The purpose of this paper is to investigate the behavioural competencies of directors and managers working for cultural organizations and their relationship with organizational…

Abstract

Purpose

The purpose of this paper is to investigate the behavioural competencies of directors and managers working for cultural organizations and their relationship with organizational performance.

Design/methodology/approach

The study adopts an ESC competency modelling process and the technique of the Behavioural Event Interview as the primary source of data collection. In particular, the authors interviewed 14 directors and managers of six performing arts organizations operating in Emilia-Romagna, a region located in Northern Italy.

Findings

Findings show that directors and managers of cultural organizations are characterized by a specific set of social and emotional (e.g. persuasion and empathy), whereas cognitive competencies, such as quantitative analysis, are less frequent. Findings highlight also that a balanced portfolio of behavioural competencies emerges as importantly correlated with high organizational performance.

Practical implications

Findings offer relevant managerial implications for the design and implementation of a coherent set of human resource management practices, which allow cultural organizations to reach above-average performance.

Originality/value

This study contributes to a better understanding of the relationship between managerial competencies and the performance of cultural organizations, taking into account specific kinds of competencies – namely, behavioural competencies – which have been neglected by the previous literature.

Objectivo

Este estudio pretende investigar las competencias comportamentales de los directores y managers que trabajan en las organizaciones culturales, y la relación entre estas competencias y la el desempeño organizacional.

Diseño/metodología/enfoque

Este estudio usa el proceso ESC competency modelling y la técnica de la Behavioral Event Interview. Sobre todo, entrevistamos 14 directores y managers de seis organizaciones de espectáculos en vivo que operan en Emilia-Romagna, una región del Norte de Italia.

Hallazgos

Encontramos que los directores y managers de las organizaciones culturales muestran un conjunto especifico de competencias sociales y emocionales (persuasión, empatía, etc.), mientras que las competencias cognitivas son menos frecuentes. Hallazgos muestran también que un portfolio balanceado de competencias comportamentales está correlacionado con alto desempeño organizacional.

Implicaciones prácticas

Los Hallazgos ofrecen relevantes implicaciones administrativas por el diseño y la implementación de un sistema coherente de prácticas de recursos humanos, que permite a las organizaciones culturales conseguir un alto rendimiento organizacional.

Originalidad y valor

Este articulo contribuye a una mejor comprensión de la relación entre las competencias de los managers y el desempeño de las organizaciones culturales, sobre todo considerando competencias específicas (las competencias comportamentales) que los estudios pasados han descuidado.

Article
Publication date: 3 February 2012

Robert J. Emmerling and Richard E. Boyatzis

Continued research on the assessment and development of emotional and social intelligence competencies represents an opportunity to further both theoretical and applied…

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Abstract

Purpose

Continued research on the assessment and development of emotional and social intelligence competencies represents an opportunity to further both theoretical and applied applications of behavioral science to the management of human capital. While the field has continued to expand over the preceding decades, research has often trailed application, especially as it relates to cross‐cultural validity. The purpose of this introductory essay to this special issue of CCM serves to focus on cultural issues related to applied use of competencies in diverse cultures.

Design/methodology/approach

Emotional and social intelligence competencies are defined and an overview provided for the papers that will follow, with original research linking these constructs to performance in various occupations and cultures, as well as issues related to their development.

Findings

Emotional and social intelligence competencies are found to represent a practical and theoretically coherent, reliable and valid approach to assessing and developing individuals in diverse cultures.

Research limitations/implications

As an introductory essay, the paper lays the foundation for the following articles in this special issue.

Originality/value

Although competencies are in widespread use around the world, issues related to cross‐cultural validation are seldom studied empirically. This introductory essay and subsequent articles will help clarify emotional and social competencies as a behavioral approach to applying emotional intelligence to the practical needs of organizations.

Details

Cross Cultural Management: An International Journal, vol. 19 no. 1
Type: Research Article
ISSN: 1352-7606

Keywords

Book part
Publication date: 1 January 2014

Paula Caligiuri and Ibraiz Tarique

In this chapter we examine the individual-level accelerators of global leadership development as they affect the acquisition of cross-cultural competencies through both cross…

Abstract

In this chapter we examine the individual-level accelerators of global leadership development as they affect the acquisition of cross-cultural competencies through both cross-cultural training and developmental cross-cultural experiences. Individuals’ cognitive ability, prior knowledge, and personality traits will accelerate the knowledge they gain from cross-cultural training. Their personality characteristics, language skills, motivation, and prior experience will facilitate the development of cross-cultural competencies from high-quality international experiences. We highlight an aptitude × treatment interaction approach whereby the level of a given individual-level attribute affects how global leaders will respond to instructional methods, cross-cultural experiences, or developmental opportunities. The chapter suggests that global leaders’ individual differences can accelerate (or possibly impede) the developmental gains in their cross-cultural competencies.

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