Balancing Global Cultural Intelligence
Overview:
Balancing Global Cultural Intelligence. Developing cultural intelligence, “the ability for people, organizations, and businesses to relate to culturally diverse situations and work effectively in them”, is vital to the success of global business (Yehia, 2018). Developing a cultural IQ among employees is equally important. However, being able to effectively measure change management can be a challenge but it should become part of the management process itself (Kaplan & Norton, 1993).
Terry Pratchett (2010) sums up the need to accurately measure both the beginning point and the goal of global change: “If you do not know where you come from, then you don’t know where you are, and if you don’t know where you are, then you don’t know where you’re going. And if you don’t know where you’re going, you’re probably going wrong” (p. 187).
Analysis:
Organizations have several methods available to measure activities and performance, but for some, the methods used to measure success are not often grounded in an organization’s strategic objectives. A “balanced scorecard” looks at strategic measures with the traditional financial measures to connect projects and programs, key performance indicators, strategic objectives, and the mission and vision of the organization (Balanced Score Card, n.d.).
You will create a balanced scorecard that an organization could use to measure their global cultural intelligence. Review Resources attached as you consider the financial and customer outcomes of global cultural intelligence as well as the impact that cultural intelligence as businesses processes and potential learning and growth.
Requirements:
When designing your scorecard, consider the following questions for each category of your scorecard. Financial Measures. What financial outcomes can the company expect to achieve as a result of implementing a global diversity initiative? Identify three measures a company should use and justify your selections. What are the three key areas around financial issues, that, if measured accurately, could lead to a more robust, global intelligence and diversity impact?
For example: “Reduced organizational costs as a result of hiring locally diverse talent” – your measurement would be ‘reduced costs’ Customer Measures. What customer outcomes can the company expect to achieve as a result of implementing a global cultural diversity initiative? Identify three measures a company should use and justify your selections. Business Processes. What business process outcomes can the company expect to achieve as a result of implementing a global cultural diversity initiative?
Identify three measures a company should use and justify your selections. Learning and Growth, What learning and growth outcomes can the company expect to achieve as a result of implementing a global cultural diversity initiative? Identify three measures that a company should use and justify your selections.
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