COMPETENCIES
3082.1.1 : Emotional Intelligence
The graduate applies emotional intelligence (EI) to improve intrapersonal and interpersonal interactions.
3082.1.2 : Cultural Intelligence
The graduate demonstrates cultural intelligence (CI) within multicultural and contemporary business situations.
INTRODUCTION
As a business professional, it is not only essential that you apply the principles of emotional intelligence (EI), but also the principles of cultural intelligence (CI) to positively impact the effectiveness of an organization.
In this task, you will address a business scenario for a company that is wanting to become a more emotionally and culturally intelligent organization. You will be asked to first identify your own core values and assess whether your values will fit with the organization’s core values. Then, you will evaluate how you can apply the principles of EI and CI to successfully work with a diverse group of stakeholders.
SCENARIO
Corollary Marketing is a leadership development company known for its EI training programs. Corollary was recently hired by Alliah Company’s leadership to conduct emotional intelligence training for Alliah’s employees. Alliah Company recently received a rating of 10/100 on the A–Z List of Emotionally Intelligent Companies.
Company leadership is very concerned that this low rating could significantly impact its market share, access to talent, and customer satisfaction. This is especially concerning since Alliah revised its mission, ethics, and corporate social responsibility statements this year.
Mission Statement: Alliah Company will provide the most innovative products designed by the best and brightest talent in the technology industry.
Ethics Statement: Alliah Company is committed to ensuring that all employees, suppliers, contractors, and any other entities engaged in business with Alliah will do the right thing for stakeholders.
Corporate Social Responsibility Statement: Alliah Company is committed to reducing the environmental impact of the business.
In addition to revising its mission, ethics, and corporate social responsibility statements, Alliah’s leadership wants to create an innovative culture that approaches all ideas as possible customer solutions that could create the next profitable approach to market growth.
Employees are not surprised by Alliah’s rating of 10/100 on the A–Z List of Emotionally Intelligent Companies. In recent communications with company leadership, the human resources team has advised the leadership to consider certain best practices.
Understanding that employees are valuable not just for their ideas that could lead to profits but as individuals who are valuable on their own merits, can improve morale.
Increasing the diversity of the company’s employees, suppliers, and contractors could better reflect the customers that purchase Alliah’s products.
Reducing resistance to allowing employees to work remotely requires reconsidering expressed concerns over not being able to manage employees’ productivity if they work outside of the office.
Changing the way employees communicate with leadership from a chain of command approach of working through managers to having avenues for meeting with leadership could open communication channels and increase trust.
Corollary’s EI training session will be coordinated by the employees’ managers, and company leadership will not be in attendance. The leadership is expecting that the result of the training will be a move towards their desire for a culture of innovation, and that the next year’s rating on the A–Z List of Emotionally Intelligent Companies will be significantly higher.
REQUIREMENTS
Your submission must be your original work. No more than a combined total of 30% of the submission and no more than a 10% match to any one individual source can be directly quoted or closely paraphrased from sources, even if cited correctly. The originality report that is provided when you submit your task can be used as a guide.
You must use the rubric to direct the creation of your submission because it provides detailed criteria that will be used to evaluate your work. Each requirement below may be evaluated by more than one rubric aspect. The rubric aspect titles may contain hyperlinks to relevant portions of the course.
A. Explain your top four core values (e.g., accountability, honesty, integrity, respect, loyalty, fairness, etc.) with detail on why they are personally meaningful.
B. Evaluate how each of your four core values from part A align or misalign to Alliah’s values and social responsibility.
C. Evaluate how EI and CI impacts interactions within the Alliah Company by doing the following:
1. Explain two potential ways the Alliah’s leadership will improve their cultural intelligence by working with a more diverse group of stakeholders.
2. Explain, with a specific example, how you would overcome a potential challenge that may arise when working with Alliah’s diverse group of stakeholders.
3. Explain how an aspect of Hofstede’s six-dimensions of culture can help you respectfully communicate with Alliah’s diverse work culture.
Note: Identify one of Hofstede’s six dimensions (Power Distance, Individualism versus Collectivism, Masculinity versus Femininity, Uncertainty Avoidance, Long versus Short Term Orientation, or Indulgence versus Restraint). Then, provide a detailed explanation of how someone within the organization could communicate, accommodate, and/or interact with others using the concepts that specifically apply to the selected dimension, given the corporation’s diverse work culture.
D. Acknowledge sources, using in-text citations and references, for content that is quoted, paraphrased, or summarized.
E. Demonstrate professional communication in the content and presentation of your submission.
File Restrictions
File name may contain only letters, numbers, spaces, and these symbols: ! – _ . * ‘ ( )
File size limit: 200 MB
File types allowed: doc, docx, rtf, xls, xlsx, ppt, pptx, odt, pdf, csv, txt, qt, mov, mpg, avi, mp3, wav, mp4, wma, flv, asf, mpeg, wmv, m4v, svg, tif, tiff, jpeg, jpg, gif, png, zip, rar, tar, 7z
RUBRIC
A:CORE VALUES EXPLANATION
NOT EVIDENT
The submission does not include the candidate’s top 4 core values.
APPROACHING COMPETENCE
The submission provides 4 core values, but does not explain what each value means, or does not explain why each value is personally meaningful.
COMPETENT
The submission provides a detailed explanation of why each of the 4 identified core values are personally meaningful.
B:CORE VALUES EVALUATION
NOT EVIDENT
The submission does not provide a logical argument assessing the alignment or misalignment of Alliah’s values and social responsibility to each of the 4 core values from part A.
APPROACHING COMPETENCE
The submission provides an explanation of Alliah’s values and social responsibility, but does not assess how those values and social responsibilities align or misalign to each of the 4 core values from part A. Or the submission does not contain any scenario-based examples.
COMPETENT
The submission provides a logical argument, with scenario-based examples, that assesses the alignment or misalignment of Alliah’s values and social responsibility to each of the 4 core values from part A.
C1:EXPLANATION OF IMPROVEMENTS
NOT EVIDENT
The submission does not explain 2 potential ways Alliah’s leadership will improve their CI by working with a more diverse group of stakeholders.
APPROACHING COMPETENCE
The submission explains 2 potential ways Alliah’s leadership will improve their cultural intelligence by working with a more diverse group of stakeholders, but the explanation is not logical or plausible. Or it is not supported with conclusions drawn from the scenario.
COMPETENT
The submission logically and plausibly explains 2 potential ways Alliah’s leadership will improve their cultural intelligence by working with a more diverse group of stakeholders and it is supported with conclusions drawn from the scenario.
C2:EXPLANATION OF POTENTIAL CHALLENGES
NOT EVIDENT
The submission does not explain how the candidate would overcome a potential challenge that may arise when working with Alliah’s diverse group of stakeholders.
APPROACHING COMPETENCE
The submission explains how the candidate would overcome a potential challenge that may arise when working with Alliah’s diverse group of stakeholders, but does not provide a specific example that clearly describes the challenge.
COMPETENT
The submission explains how the candidate would overcome a potential challenge that may arise when working with Alliah’s diverse group of stakeholders by providing a specific example that clearly describes the challenge.
C3:HOFSTEDE AND COMMUNICATION
NOT EVIDENT
The submission does not explain how an aspect of Hofstede’s six-dimensions of culture can help the candidate communicate with Alliah’s diverse work culture.
APPROACHING COMPETENCE
The submission explains how the candidate would respectfully communicate with Alliah’s diverse work culture, but does not include an aspect of Hofstede’s theory that would help with that communication.
COMPETENT
The submission explains how the candidate would use an aspect of Hofstede’s six dimensions of culture to respectfully communicate with Alliah’s diverse work culture.
D:SOURCES
NOT EVIDENT
The submission does not include both in-text citations and a reference list for sources that are quoted, paraphrased, or summarized.
APPROACHING COMPETENCE
The submission includes in-text citations for sources that are quoted, paraphrased, or summarized and a reference list; however, the citations or reference list is incomplete or inaccurate.
COMPETENT
The submission includes in-text citations for sources that are properly quoted, paraphrased, or summarized and a reference list that accurately identifies the author, date, title, and source location as available.
E:PROFESSIONAL COMMUNICATION
NOT EVIDENT
Content is unstructured, is disjointed, or contains pervasive errors in mechanics, usage, or grammar. Vocabulary or tone is unprofessional or distracts from the topic.
APPROACHING COMPETENCE
Content is poorly organized, is difficult to follow, or contains errors in mechanics, usage, or grammar that cause confusion. Terminology is misused or ineffective.
COMPETENT
Content reflects attention to detail, is organized, and focuses on the main ideas as prescribed in the task or chosen by the candidate. Terminology is pertinent, is used correctly, and effectively conveys the intended meaning. Mechanics, usage, and grammar promote accurate interpretation and understanding.
