WRITTEN ASSIGNMENT UNIT 1 1

Written Assignment unit 1

University of the People

BUS 5211: Managing in the Global Economy (Unit 1)

20 NOV 2019
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Abstract

Our case study talking about young passionate girl who is recently graduated

from University of Chicago. She is on the top of her class, her personality is brilliant in fast

decision making, problem solving and independence. She started her career as social worker in

non-profit local organization. But she annoyed with her manager’s constant micromanagement

and questioning of her decisions. “Come to me before you make a major decision. I don’t want

you to move so fast on your own,” Joanne says

What beliefs and values “root” Joanne and Julia to their individual conceptions of self?

Julia is self-confident and very enthusiastic for her job as social worker, she thinks that she

knows everything well and no need for directing her from the manager. This is not right as she is

fresh-graduated with no experiences in many tough situations and think that her manager hinders

her progress as his old micromanagement way. On the other hand, Joanne is very experienced

person who had been working in this position for several years, but he cannot trust decisions

from any employee under his authority. He thinks that all new employees need more time to

learn how to manage their job responsibilities, but under his supervision as well due to his

experience as he thinks that he knows more than them.

What suggestions do you have for Joanne and Julia when working with persons of other

generations?

I think they need to reframe their relationship from starting point again. Julia is self-confident

with good skills and qualifications and Joanne is well-experience manager but does not support

development of his team. So, I suggest that every one of them need more time to understand

management style of each other before making self-perceptions. Joanne needs to enhance his
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relation with Julia before judging her work. And Julia needs to be more patient in taking steps in

his work and adapt with her manager personality.

How would you suggest Joanne and Julia use the cultural intelligence principles to resolve

this intercultural situation? Specifically address how Joanne and Julia can help reduce the

use of generalizations and stereotyping related to generation.

Cultural intelligence

“The ideas, customs and social behavior of a particular people or society” (Oxford University

Press, 2014).

It is also the ability to interact effectively with people of different cultures.

The different perspective of each of us is mainly based on his culture. Therefore, some of us may

have a cultural shock when they meet those who are different from their customs, rituals and

traditions. So we have to accept other cultures and adapt to deal with them and this is called

cultural intelligence.

4 components of CI:

1-Drive of motivation: develop motivation inside your employees to adapt with other’s culture.

2-Strategy or metacognition: the ability to look at what do I need to do here. How to frame

everything in the proper way?

3-Knowledge: what information do I need about a particular Country, People.

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4-How do I actually utilize this and how do I practice this?

How do I deal with the hierarchy? How do I alter the tone of my voice? How do I modulate my

speech patterns?

Culture IQ is very important in our case study to help Julia and Joanne in tailoring their

relationship to improve quality of work environment. Joanne must put herself in other’s shoes in

order to know their feelings and points of view. Joanne can make coaching meetings with Julia

to discuss organization policies and procedures or be a mentor for her with respectful way

instead of refusing her effort due to her fast-decision making. We must respect our differences in

management and leadership styles. Julia must adapt with Joanne’s micromanagement style by

providing a brief about anything before taking fast actions or make pre-meeting in a professional

way to satisfy Joanne’s culture in the workplace.

References

BillT, Michele, Mind Tools Content Team, Mind Tools Content Team, & Mind Tools Content

Team. (n.d.). Cultural Intelligence: Working Successfully With Diverse Groups. Retrieved from

https://www.mindtools.com/pages/article/cultural-intelligence.htm.

Mosakowski, P. C. E. E. (2016, April 20). Cultural Intelligence. Retrieved from

https://hbr.org/2004/10/cultural-intelligence.
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Horton, A. P. (2019, June 5). 3 simple ways businesses can boost cultural intelligence in the

workplace (and why it's important). Retrieved from https://www.fastcompany.com/90360182/3-

simple-ways-businesses-can-boost-cultural-intelligence-in-the-workplace-and-why-its-important.

Parker, R. (2019, August 29). 4 Tips for Improving Cultural Intelligence in the Workplace.

Retrieved from https://www.theselfemployed.com/management/4-tips-improving-cultural-

intelligence-workplace/.

School, I. E. S. E. B. (2015, March 24). Why You Need Cultural Intelligence (And How To Develop

It). Retrieved from https://www.forbes.com/sites/iese/2015/03/24/why-you-need-cultural-

intelligence-and-how-to-develop-it/#3045916217d6.