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dc.contributor.authorJonas, Anita
dc.date.accessioned2018-06-28T13:56:56Z
dc.date.available2018-06-28T13:56:56Z
dc.date.issued2018-06
dc.identifier.urihttp://hdl.handle.net/10369/9649
dc.descriptionMBA Advanced Entryen_US
dc.description.abstractDue 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.en_US
dc.language.isoenen_US
dc.publisherCardiff Metropolitan Universityen_US
dc.subjectculture intelligence, workforce management tool, cultural, diversified organisation, Etihad Airwaysen_US
dc.titleAn Assessment on the Feasibility of Incorporating Culture Intelligence as Workforce Management Tool Within a Cultural Diversified Organisation: A Case Study on Etihad Airwaysen_US
dc.typeDissertationen_US
dcterms.dateAccepted2018-06
rioxxterms.versionNAen_US


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