Emotional and cultural intelligence in diverse workplaces: getting out of the box

Abstract

Purpose The purpose of this paper is to explore how cultural intelligence (CQ) and emotional intelligence (EI) can assist with navigating the complexities associated with diversity in the workplace. Design/methodology/approach This paper was developed through a comprehensive literature review related to the constructs of EI and CQ. Findings The authors focused on the conceptualization and evolution of the intelligence types as reflected in the literature, examine research that connects the intelligence types with issues of the workplace, and its contributions when used in a diverse workplace for improving organizational outcomes and access and inclusion of underrepresented cultural and social groups. Originality/value This paper explores the constructs of EQ and CQ and specifically the value the constructs may provide to individuals and organizations. Further, means of developing CQ and EI are discussed

Manifestation of emotional intelligence and Transformational leadership in virtual teams: Case study of Nairobi technology hub

“…Some of the changes that leaders have to make include restructuring functions, redesigning organograms from hierarchical to flat or flexible ones. Clark and Polesello (2017) agree with this view by observing that globalization, immigration and technological changes have resulted in increased diversity in organizations and as a result, new demands in the workplace are encountered.…”

“…Additionally, it makes it possible to hire the best talent irrespective of where they are thereby encouraging flexibility, creativity and encouraging knowledge sharing among members. This perspective is also supported by Clark and Polesello (2017) who notes that diversity in teams brings positive outcomes like innovation, and competitive edge. The individuals in virtual teams according to Pitts et al (2012) communicate using computer technology and tools like chats, email and conferencing in order to achieve their work objectives.…”

International Strategic Management: A Conceptual Model with Top Managers’ Emotional Intelligence, Cultural Intelligence, and Networking

“…Their information processing capabilities are of major importance in international management e.g., [7], and the emotional and cultural information they will have to deal with immediately suggests the decisive role of EI and CQ abilities. Thus, EI and CQ are seen as complementary abilities that promote an individual's competencies to deal with the complexity and diversity from international contexts [122]. According to Earley and Mosakowski [123], a manager in intercultural environments, being emotionally intelligent has the ability to manage more delicate situations by creating, for example, empathy and managing moods, but, if he lacks CQ, he will not adequately analyze cultural situations and soon fail at addressing them properly.…”

Emotions, Behavior, and the Mediating Role of Climate

“…In summary, proper personal treatment and empathy shown from superiors to subordinates is related to OCB, and in turn, creates a positive OC (Waruwu, 2015). Clark and Polesello (2017) explain that EI is a means of producing the skills and resulting behaviors needed to create inclusive organizational environments. When employees become indifferent to rewards and reinforcements, they tend to attribute it to external factors, such as employer EI and OC (Minibas-Poussard et al, 2017).…”

“…When employees become indifferent to rewards and reinforcements, they tend to attribute it to external factors, such as employer EI and OC (Minibas-Poussard et al, 2017). Clark and Polesello (2017) propose that the ability to recognize other's and one's own emotions, adapt to moods, and use emotions to solve problems are associated with a positive effect on performance, which establishes satisfaction and allows the employee to manufacture OCB. Zhang and Shi (2017) also mention that positive OCB focuses on employee well-being in the workplace; the more emotionally intelligent employees are, the more they can regulate their emotions and moods to properly relate it to positive OC.…”