An Assessment on the Feasibility of Incorporating Culture Intelligence as Workforce Management Tool Within a Cultural Diversified Organisation: A Case Study on Etihad Airways
Cardiff Metropolitan University
MetadataShow full item record
Due to increasing number of multinational organizations, companies likely to have employees from different nationalities. Once a multicultural work environment is created, companies also need to focus on diversity as it is crucial to recognize dissimilarities and value differences. On the other hand, due increase cultural exposure caused by the globalization, a new phenomenon has arisen, a so-called ‘Cultural Intelligence’ was created to define a human capability to function and interact effectively in cross-cultural context. Building on this foundation, the scope of this research was to examine the possible correlation between cultural intelligence and cultural diversity management by answering the question ’How feasible is to incorporate cultural intelligence into the workforce diversity management practices within a cultural diversified organization?’ Though, the investigation was only limited to consider diversity management in terms of cultural difference. Importantly, research paper included a critical review of available literature, evaluation of recent studies and theories in regards to cultural intelligence, CQ development, diversity and cultural diversity management in regards to the research question and research objectives. Due to the nature of the research, the sample size was limited as only professionals who had possessed the title and work experience related to workforce management and who were working at the Workforce Planning team, in the case study organization, were targeted to participate in the research. Semi-structured interviews were conducted to gather qualitative data on their professional relevant to the research topic. Recorded interviews were then transcribed, analyses and findings were presented in order to conclude whether findings meet the research objectives. In summary, the research has concluded the need and also willingness to incorporate CQ in the current workforce management practices while also considering challenges, potential benefit and possible shortfalls. Also, following the conclusion, limitations and recommendations for future research were also included.
MBA Advanced Entry
Showing items related by title, author, subject and abstract.
Sidoryk-Wroblewski, Amber (Cardiff Metropolitan University, 2008)The Purpose of this dissertation is to investigate and analyse the issue of cultural diversity within the compass CAMEA workforce. The author has used secondary research from a variety of sources such as the internet, ...
(Animation, 2007-11-01)Until relatively recently, games have not been taken seriously as cultural artefacts, and this has impacted on the perceived legitimacy of committed research into their culture, form and development. Cracks in the edifice ...
Developing a value chain model that establishes key break-through resources for wedding events firms to penetrate the ethnic weddings market in England and Wales. Yaskin, Stephanie (Cardiff Metropolitan University, 2015)This research project evaluated Porters (1985) Value Chain model and Lynch’s (2006) Hierarchy of resources model in relation to the supply and value chain for ethnic minority weddings. An increased culturally diversity ...