DOCSLIB.ORG

THE IMPACT of CULTURAL INTELLIGENCE on ORGANIZATIONAL EFFECTIVENESS in a GLOBAL ENVIRONMENT by Sandrine Kouassi AKA Miller-B

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
THE IMPACT of CULTURAL INTELLIGENCE on ORGANIZATIONAL EFFECTIVENESS in a GLOBAL ENVIRONMENT by Sandrine Kouassi AKA Miller-B THE IMPACT OF CULTURAL INTELLIGENCE ON ORGANIZATIONAL EFFECTIVENESS IN A GLOBAL ENVIRONMENT by Sandrine Kouassi AKA Miller-Bey A COMPARATIVE MULTIPLE CASE STUDY ANALYSIS Submitted to the Faculty of Delaware State University in Partial fulfillment of the requirements for The Degree of Doctorate in Education DOVER DELAWARE MAY 2018 This thesis is approved by the following members of the Final Oral Review Committee: Dr. Richard Phillip, Committee Chairperson, Department of Education, Delaware State University Dr. Pat Carlson Committee Member, Department of Education, Delaware State University Dr. Nirmaljit Rathee, Committee Member, Department of Education, Delaware State University Dr. Aaron Dale, External Committee Member, Howard County Public Schools © Sandrine Isabelle Kouassi All Rights Reserved DEDICATION I would like to take this opportunity to dedicate this work to my family. My late Mom and Dad as well as my Mommy Yo, and the rest of the Kouassi’s family. I would like to honor particularly my Grand-Parents (educators exemplars) who took on the task to raise me from a 2 weeks old infant until I finished my first college degree, and who foster the love for learning and the passion for education in me. I have had a very difficult and confusing life, with lots of mysteries and an overload of challenges. But through it all, I built resiliency through each step of my life, because of their love and faith in me. I want to honor my GOD who has truly glorified his name thought this journey. Nothing was guaranteed, but all was promised. My best friend Josiane De Souza and her family, Joel, Nuria, Yanira and Amariah for their support during this process. My five children Brian, Andrea, Yosha, Kamau and Heidi, they are the reason I keep fighting. They inspire me so much and I am so honored to be their mother. Lastly, my husband, Patrice who has been my rock and support. Words cannot express my profound feelings of affection and appreciation for his patience and unfailing love. ii ACKNOWLEDGEMENTS I would like to thank the many people who made this manuscript a reality. Thank you to my co-chairs, Dr. Patricia Carlson and Dr. Richard Phillips for guiding me through the doctoral process. Thank you to my other committee members, Dr. Nirmaljit Rathee and Dr. Dale for your considerable expertise and assistance. Thank you as well to Dr. Robert Martin for being an integral member of the review team. A special thank you is due to Danielle Hicks, for keeping everyone appraised of deadlines as well as always having a positive attitude. iii The Impact of Cultural Intelligence on Organizational Effectiveness: A Qualitative Multiple Study Analysis Sandrine Kouassi Faculty Co-Chairs: Dr. Patricia Carlson, Dr. Richard Phillips ABSTRACT With increasing globalization, growing diversity in organization demography, and the popular use of team-based organizational structures (Friedman, 2006), multicultural teams are a central feature in today’s organizations. It is increasingly likely that employees will be required to work interdependently with team members who have different and culturally significant affiliations (Knight, 2007). Cultural differences often cause uncertainty and miscommunication, and cultural intelligence (CQ) has recently been used to address these issues (Lin, Chen & Ye- Chen, 2012). Cultural intelligence is a specific form of intelligence that focuses on the capability of an individual to function effectively in situations in which they are presented with cultural diversity (Earley & Ang, 2003). Ang et al. (2007) further suggested that CQ is a complementary form of intelligence that can explain variability in coping with diversity and functioning in new cultural settings. Research has not yet examined how CQ affects organizational effectiveness. The purpose of this investigation is to examine, through the analysis of three empirical studies, the impact that CQ has on organizational effectiveness (OE). This study draws upon literature on CQ and OE to explain a model by which leaders in a cross-cultural context can find a balance between the tension of their own deeply held values, and those of their culturally different counterparts. An extensive literature review was conducted to address the research question: What is the impact of CQ on organizational effectiveness? Three empirical studies were examined to identify patterns of CQ and leadership in the workplace. The process consists iv of identifying patterns among the study results, as well as potential similarities and inconsistencies among those results. The analysis conducted for this research provides extensive information on whether CQ has an impact on organizational effectiveness by analyzing three empirical studies. v TABLE OF CONTENTS List of figures .................................................................................................................... ix Chapter I: Introduction .................................................................................................. 10 1.1 Need for the Study................................................................................................... 16 1.2 Significance of the Study ........................................................................................ 19 1.3 Purpose of the Study ............................................................................................... 19 1.4 Research Question ................................................................................................... 19 1.5 Major Theoretical Frameworks ............................................................................... 19 1.6 Cultural Intelligence ................................................................................................ 20 1.7 Global Leadership and Organization Behavior Effectiveness (GLOBE) ............... 21 1.8 Relevance to Organization Leadership ................................................................... 21 1.9 Methodology ........................................................................................................... 22 1.10 Limitations ............................................................................................................ 23 1.11 Delimitation ........................................................................................................... 23 1.12 Definition of Terms ............................................................................................... 23 1.13 Summary ............................................................................................................... 24 Chapter II: literature Review ........................................................................................ 25 2.1 Globalization ........................................................................................................... 25 2.2 Cultural Studies ....................................................................................................... 26 vi 2.3 Hofstede’s Cultural Dimensions ............................................................................. 27 2.4 The GLOBE Project ................................................................................................ 28 2.5 Leadership ............................................................................................................... 37 2.6 Multicultural Leadership ......................................................................................... 37 2.7 Cultural Intelligence and Leadership ...................................................................... 39 2.8 Organizational Effectiveness................................................................................... 43 2.9 Staff Cohesiveness .................................................................................................. 44 2.10 Organizational Commitment ................................................................................. 46 2.11 Efficiency and Performance .................................................................................. 51 2.12 Cultural Intelligence and Organizational Effectiveness ........................................ 52 2.13 The Leader Member Exchange Theory ................................................................. 53 2.14 The Role of Cultural Intelligence on Leader-Member Exchanges ....................... 55 2.15 Qualitative Study Research ................................................................................... 56 2.16 The Researcher as Research Instrument................................................................ 57 2.17 Multiple Qualitative Study Analysis ..................................................................... 57 2.18 Major Theoretical Frameworks ............................................................................. 58 2.19 Summary ............................................................................................................... 59 Chapter III: Methodology .............................................................................................. 60 3.1 Research Question ................................................................................................... 61 3.2 Study One ................................................................................................................ 61 vii 3.3 Study 1 Methodology .............................................................................................. 63 3.4 Study 2....................................................................................................................
Load more

Recommended publications
  • International Strategic Management: a Conceptual Model with Top Managers' Emotional Intelligence, Cultural Intelligence, and N
    information Review International Strategic Management: A Conceptual Model with Top Managers’ Emotional Intelligence, Cultural Intelligence, and Networking Ângelo Miguel R. Cabral 1,*, Fernando Manuel P. O. Carvalho 1 and José António Vasconcelos Ferreira 2 1 CeBER, Faculty of Economics, University of Coimbra, 3004-512 Coimbra, Portugal; [email protected] 2 GOVCOPP, Department of Economics, Management, Industrial Engineering and Tourism, University of Aveiro, 3810-193 Aveiro, Portugal; [email protected] * Correspondence: [email protected] Received: 8 October 2020; Accepted: 8 December 2020; Published: 10 December 2020 Abstract: The conceptual approach in this article follows and analyzes the holistic model of Kuivalainen, Sundqvist, Saarenketo, and McNaughton in 2012, making it analytically fitting to the SMEs’ international strategic groups concerning their international scale and scope. That model, according to our conceptual proposal, needs a methodological readjustment to an effective conformity towards the cross-sectional research. Accordingly, we presented two main considerations. First, we put together a conceptual model, fitted towards the field of top managers’ psychological characteristics as major antecedent of the firms’ international strategy. Second, the proposed conceptual model is methodologically oriented for cross-sectional studies. In relation to the antecedents, we took top managers’ emotional intelligence and cultural intelligence as distinctive capabilities of the firms’ international strategy and as major antecedents of top managers’ networking behaviors. Regarding firms’ international performance as the major conceptual model outcome, a multidimensional approach is taken with financial, strategic, and overall performance. These elements of the international firms are regarded as of major importance within the international firms’ enterprise architecture. Methodologically, we performed a bibliographic review on the fundamental concepts that we present in the model.
    [Show full text]
  • The Roles of Implicit Culture Beliefs and Adjustment
    PERSONNEL PSYCHOLOGY 2017, 70, 257–292 ENHANCING CULTURAL INTELLIGENCE: THE ROLES OF IMPLICIT CULTURE BELIEFS AND ADJUSTMENT MELODY MANCHI CHAO Hong Kong University of Science & Technology RIKI TAKEUCHI Hong Kong University of Science & Technology JIING-LIH FARH Hong Kong University of Science & Technology Although international experience has been proposed as an important factor contributing to the development of cultural intelligence (CQ), its effect on CQ has often been assumed. Through a contact hypothesis framework, this study advances our understanding of CQ. It examines the process through which CQ changes occur against the backdrop of international exchanges. University students who were enrolled in an international exchange program with partners worldwide participated in this study. Using a 3-wave time-lagged design, we found that implicit culture beliefs (the beliefs about fixedness or malleability of cultural attributes) influenced intercultural rejection sensitivity, which impacted the cross-cultural adjustment of sojourning students and their subsequent CQ. Specifically, we found that cross-cultural adjustment experiences, particularly in the social domain, play an important role in influencing CQ. Findings from this study raise novel research questions and under- score the need for more empirical work in this area. Theoretical and practical implications are discussed. Globalization has created opportunities for people from different cul- tures to interact and collaborate. As international trade flourishes, the demand for cross-cultural
    [Show full text]
  • The Cultural Intelligence Difference
    Livermore_Template 11Q_Rev 2/22/11 11:50 AM Page v THE CULTURAL INTELLIGENCE DIFFERENCE Master the One Skill You Can’t Do Without in Today’s Global Economy DAVID LIVERMORE, Ph.D. American Management Association New York • Atlanta • Brussels • Chicago • Mexico City • San Francisco Shanghai • Tokyo • Toronto • Washington, D.C. Livermore_Template 11Q_Rev 2/22/11 11:50 AM Page vi Bulk discounts available. For details visit: www.amacombooks.org/go/specialsales Or contact special sales: Phone: 800-250-5308 E-mail: [email protected] View all the AMACOM titles at: www.amacombooks.org This publication is designed to provide accurate and authoritative information in regard to the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional service. If legal advice or other expert assistance is required, the services of a competent professional person should be sought. Library of Congress Cataloging-in-Publication Data Livermore, David A., 1967– The cultural intelligence difference: master the one skill you can’t do without in today’s global economy / David Livermore. p. cm. Includes index. ISBN-13: 978-0-8144-1706-5 (hbk.) ISBN-10: 0-8144-1706-X (hbk.) 1. Diversity in the workplace. 2. Cultural intelligence. 3. Intercultural communication. 4. Management—Cross-cultural studies. 5. Organizational behavior—Cross-cultural studies. I. Title. HF5549.5.M5L58 2011 650.1’3—dc22 2010043843 © 2011 David Livermore All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system, or transmitted in whole or in part, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of AMACOM, a division of American Management Association, 1601 Broadway, New York, NY 10019.
    [Show full text]
  • Cultural Intelligence's Impact on Cross-Cultural Problem-Solving Performance
    Double Helix, Vol 4 (2016) Research Article Cultural Intelligence’s Impact on Cross-Cultural Problem-Solving Performance Robert Engle and Andrew Delohery Quinnipiac University Introduction In today’s world of increasing globalization, there is a growing need to understand how to effectively interact with individuals from diverse cultural backgrounds. Relatively recently, Earley and Ang (2003) developed a construct they labeled “cultural intelligence” (CQ), which they defined as a person’s ability to effectively function in culturally diverse situations. Since then, CQ has been found to be associated with a wide range of outcomes, including cultural adaptation (Lin, Chen, & Song, 2012), cultural judgment, decision making, and task performance (Ang et al., 2007) and has also been related to general interaction and work adjustment of foreign workers (Dagher, 2010). Sachsenmaier (2013) concluded that compared to the United States and China, Europe’s educated circles remain monocultural by training. Ironically, it is now a “Middle Kingdom” mentality putting constraints on European economic, political and intellectual life. Widespread cultural ignorance no longer fits into a shifting world in which Chinese and other non-Western countries are themselves going global. (para. 12) This leads us to recognize the need for universities to do much more to prepare students for a global society by adding cultural and globalization-related adjustments to curricula, including methods of analysis and connections with multiple disciplines. However, there is little research to suggest that cultural intelligence can actually impact a student’s ability to do analysis of situations in which cultural differences play a significant role. The objective of this study is to address this gap in the literature by examining the relationship between students’ level of cultural intelligence and the degree to which they are able to use this ability to analyze a business situation, identify culturally-related problems, and develop culturally appropriate solutions to those problems.
    [Show full text]
  • Romanticizing Culture: the Role of Teachers' Cultural Intelligence in Working with Diversity
    SARINA CHUGANI MOLINA University of San Diego Romanticizing Culture: The Role of Teachers’ Cultural Intelligence in Working With Diversity As the world is becoming increasingly flat (Ang, Van Dyne, Koh, Templer, & Chandrasekar, 2007; Darling-Hammond, 2010; Friedman, 2005), the classroom has become a mirror that often reflects this phenomenon at a microcosmic level. As such, teacher- preparation programs are continuing to emphasize the importance of understanding and valuing student cultures to inform teaching practice. This study sought to examine how 10 in-service teachers in the San Diego area understand the role of culture in their daily work with their culturally and linguistically diverse students using the cultural intelligence framework (Earley & Ang, 2003). While the cultural intelligence framework provided some insight into how teachers understood certain aspects of culture in relation to their students, it also brought to light the complexity of defining and assessing cultural competence. In fact, teachers challenged the elevated emphasis on culture in the literature, and instead, highlighted additional competencies of value to them in this work. Introduction n order for our students to participate in this increasingly interconnected world (Friedman, 2005), it has become of utmost importance for research- ers and teachers alike to equip our students with the tools to engage on the Iglobal platform. Darling-Hammond (2010) believes that this work begins in our classrooms as we address issues of social justice and equity among our own children. When children recognize the power of their voice and understand the wealth that their backgrounds and cultures bring to their classrooms, their communities, and the world, they will more likely begin to see themselves as valued members of the global community.
    [Show full text]
  • Cultural Intelligence: a Proxy for Wisdom in Intercultural Exchanges
    Asian Journal of Business Research Volume 9 Issue 1, 2019 ISSN 2463-4522 e-ISSN 1778-8933 DOI: 10.14707/ajbr.190053 Cultural Intelligence: A Proxy for Wisdom in Intercultural Exchanges Steve A Varela Department of Management and Information Technology, Calumet College of St. Joseph, Indiana, USA Abstract The efficacy of intercultural exchanges can be measured by an individual‟s cross- cultural competency. This research examines the relationships between Cultural Intelligence (CQ) and intercultural negotiation outcomes relative to the onset of wisdom. In particular, the properties of cultural intelligence and intercultural negotiation outcomes are examined relative to other measures such as an individual‟s age, education, and professional experience. To test the hypotheses, the CQS and a self-report survey of actual intercultural negotiation exchanges was administered to 102 experienced international business negotiators from Taiwan. A cross-sectional research method incorporated a sequential survey design and subsequent analysis was conducted using hierarchical regression analysis. Results indicated that CQ explained a significant amount of variation in intercultural outcomes at certain stages of a professional‟s career. The results provided support that aggregate CQ predicts intercultural outcomes during the early and mid-stages of a professional‟s career, and then tapers. Together, the findings suggest that an individual‟s CQ can be used as a proxy for intercultural competency, until wisdom manifests itself and that participation in
    [Show full text]
  • Linking Cultural Intelligence and Emotional Acculturation: a First Study Myrthe Blösser Supervisor
    Linking Cultural Intelligence and Emotional Acculturation: A first study Myrthe Blösser Supervisor: Jozefien de Leersnyder Student number: 10789154 Universiteit van Amsterdam Bachelor thesis Social Psychology Word count: 4565, abstract: 150 Date: 01-06-2018 RUNNING HEAD: CULTURAL INTELLIGENCE AND EMOTIONAL ACCULTURATION Abstract The emotional patterns of immigrants who are in daily social contact with the majority tend to become more similar to that of the majority; they emotionally acculturate. In addition, expatriates with high cultural intelligence tend to culturally adjust more than expatriates with low cultural intelligence. Therefore, I hypothesized that immigrants with high cultural intelligence would emotionally acculturate faster when in contact with the majority then immigrants with low cultural intelligence. To obtain our emotional acculturation score, while using a new operationalization for emotional fit where all participants rated their appraisals and action tendencies in response to anger-situations describing vignettes, we correlated the emotional patterns of 18 immigrants with that of the typical emotional pattern of the native Dutch in corresponding anger-eliciting situations. Against my hypotheses, the amount of contact did not predict the level of emotional acculturation, and minorities’ level of cultural intelligence did not strengthen nor weaken this relationship. Linking Cultural Intelligence with Emotional Acculturation: A first study In the last decennia, ever-increasing globalization and migration have led to an increase of cultural diversity and multicultural societies in Europe (Czaika & Haas, 2014). In the Netherlands, 23% of the population is made up of immigrants from 138 different nationalities (CBS, 2018). Consequently, intercultural contact occurs daily in a wide arrange of situations, creating a strong need for cross-cultural communication skills for effective communication.
    [Show full text]
  • LEADING with CULTURAL INTELLIGENCE the Real Secret to Success
    LEADING WITH CULTURAL INTELLIGENCE The Real Secret to Success SECOND EDITION David Livermore Foreword by Soon Ang, PhD and Linn Van Dyne, PhD American Management Association New York • Atlanta • Brussels • Chicago • Mexico City • San Francisco Shanghai • Tokyo • Toronto • Washington, D.C. Bulk discounts available. For details visit: www.amacombooks.org/go/specialsales Or contact special sales: Phone: 800-250-5308 Email: [email protected] View all the AMACOM titles at: www.amacombooks.org American Management Association: www.amanet.org This publication is designed to provide accurate and authoritative information in regard to the subject matter covered. It is sold with the understanding that the publisher is not engaged in rendering legal, accounting, or other professional service. If legal advice or other expert assistance is required, the services of a competent professional person should be sought. CQ is a trademark of the Cultural Intelligence Center, LLC. Library of Congress Cataloging-in-Publication Data Livermore, David A., 1967- Leading with cultural intelligence : the real secret to success / David Livermore ; foreword by Soon Ang, Ph.D., and Linn Van Dyne, Ph.D.—Second edition. pages cm Includes index. ISBN 978-0-8144-4917-2 (hardcover)—ISBN 0-8144-4917-4 (hardcover)—ISBN 978-0- 8144-4918-9 (ebook)—ISBN 0-8144-4918-2 (ebook) 1. Leadership—Cross-cultural studies. 2. Organizational behavior—Cross-cultural studies. 3. Management—Cross-cultural studies. 4. Intercultural communication. 5. Cross-cultural orientation. I. Title. HD57.7.L589 2015 658.4’092—dc23 2014030865 © 2015 David Livermore All rights reserved. Printed in the United States of America. This publication may not be reproduced, stored in a retrieval system, or transmitted in whole or in part, in any form or by any means, electronic, mechanical, photocopying, recording, or otherwise, without the prior written permission of AMACOM, a division of American Management Association, 1601 Broadway, New York, NY 10019.
    [Show full text]
  • Measuring Cultural Intelligence: Implications and Opportunities
    Measuring Cultural Intelligence: Implications and Opportunities David C. Thomas Simon Fraser University Abstract Cultural intelligence is an ability that varies with individuals and explains differences in intercultural effectiveness. This ability is difficult to assess, yet managers must be able to measure it in order to determine which employees are talented at working across cultural contexts and with people from different cultures. In this article I describe the development of a new measure of cultural intelligence and how managers can use it to inform and support a number of management decisions such as international staffing and leadership of cross- cultural teams or projects.1 Measuring Cultural Intelligence: Implications and Opportunities Both domestic and international organizations increasingly face a knowledge based competitive environment.2 Concurrently their workforces are increasingly culturally diverse. As a result, the human aspect of management becomes paramount for success. This means employees must be skilled at navigating cultural differences in management behavior and managers must be able to assess this ability among employees. Consider the following situations: The merger of Daimler- Benz with Chrysler Corporation was touted as a “marriage made in heaven” resulting in an automobile company ranked third in the world in terms of revenue and fifth in number of units sold. However it wasn’t long before the marriage made in heaven resulted in divorce. Differences in the cultures and management styles of the two firms proved too difficult to overcome and within 19 months two American CEOs were dismissed and German management took over. Daimler’s management team had tried to administer the Chrysler division Rutgers Business Review Vol.
    [Show full text]
  • The Effect of Emotional and Cultural Intelligences on Networks' Behaviors in International Smes: Evidence from Portugal
    behavioral sciences Article The Effect of Emotional and Cultural Intelligences on Networks’ Behaviors in International SMEs: Evidence from Portugal Ângelo Miguel R. Cabral 1,*, Fernando Manuel P. O. Carvalho 1 and José António V. Ferreira 2 1 CeBER, Faculty of Economics, University of Coimbra, 3004-512 Coimbra, Portugal; [email protected] 2 GOVCOPP, Department of Economics, Management, Industrial Engineering and Tourism, University of Aveiro, 3810-193 Aveiro, Portugal; [email protected] * Correspondence: [email protected] Received: 17 September 2020; Accepted: 22 October 2020; Published: 24 October 2020 Abstract: The major purpose of this research was to study the predictive value of the top managers’ psychological characteristics regarding their networking behavior. In the international business management context of small- and medium-sized enterprises, we took the top managers’ cultural intelligence and emotional intelligence as determinant capabilities to perform better in their external networking. The sample was composed of 307 Portuguese SMEs’ international decision-makers, specifically founders, owners, chief executive officers (CEOs), managers of international activities, international market managers, or commercial managers. The data was collected from 2–30 April 2019 through online surveys directed to the Portuguese decision-makers that were directly responsible for the firms’ international activities. As a data collection instrument, the surveys were pretested and sent by e-mail. The average age of the participants was approximately 50 years old for males and 45 years old for females. We used self-reported measures to assess the different constructs and the hierarchical regression analysis to test our hypotheses. The results showed that cultural intelligence and emotional intelligence were significant drivers of decision-makers’ external networking behavior.
    [Show full text]
  • Its Measurement and Effects on Cultural Judgment and Decision Making, Cultural Adaptation and Task Performance
    Management and Organization Review 3:3 335–371 doi: 10.1111/j.1740-8784.2007.00082.x Cultural Intelligence: Its Measurement and Effects on Cultural Judgment and Decision Making, Cultural Adaptation and Task Performance Soon Ang1, Linn Van Dyne2, Christine Koh1, K. Yee Ng1, Klaus J. Templer1, Cheryl Tay1 and N. Anand Chandrasekar3 1Nanyang Technological University, Singapore, 2Michigan State University, USA, and 3Center for Creative Leadership, Singapore ABSTRACT We enhance the theoretical precision of cultural intelligence (CQ: capability to function effectively in culturally diverse settings) by developing and testing a model that posits differential relationships between the four CQ dimensions (metacognitive, cognitive, motivational and behavioural) and three intercultural effectiveness outcomes (cultural judgment and decision making, cultural adaptation and task performance in culturally diverse settings). Before testing the model, we describe development and cross-validation (N = 1,360) of the multidimensional cultural intelligence scale (CQS) across samples, time and country. We then describe three substantive studies (N = 794) in field and educational development settings across two national contexts, the USA and Singapore. The results demonstrate a consistent pattern of relationships where metacognitive CQ and cognitive CQ predicted cultural judgment and decision making; motivational CQ and behavioural CQ predicted cultural adaptation; and metacognitive CQ and behavioural CQ predicted task performance. We discuss theoretical and practical implications of our model and findings. KEYWORDS cultural adaptation, cultural intelligence, cultural judgment and decision making, individual difference, task performance INTRODUCTION Although globalization has made the world seem smaller and ‘flat’ in many ways (Friedman, 2005), increasing cultural diversity creates challenges for individuals and organizations, making the world ‘not so flat’ after all.
    [Show full text]
  • Cultural Intelligence (CQ) Framing the Effectiveness of Leader-Follower Relationship
    Master Thesis in Leadership and Management Cultural Intelligence (CQ) Framing the Effectiveness of Leader-Follower Relationship Author: Mohamed Elziadi & Fatin Qassis Supervisor: Mikael Lundgren Examiner: Lars Lindkvist Term: Spring 2020 Subject: Leadership and Management in International Context Level: Master’s Degree Course code: 4FE41E Table of Contents 1 Introduction – What it is all really about? ..................................................... 1 1.1 Background ............................................................................................... 1 1.2 Problem Discussion and Relevance of the Study ..................................... 4 1.3 Research question and Research objectives ............................................. 5 2 Research Methodology ..................................................................................... 7 2.1 Research Design ........................................................................................ 7 2.2 Conceptual Research ................................................................................. 9 2.2.1 Research Approach .......................................................................... 11 2.2.2 Conceptual Mapping ........................................................................ 11 2.2.3 Data Collection ................................................................................. 12 2.2.4 Relevant Literature to our Conceptual Research .............................. 13 2.2.5 Validity and Credibility of our Conceptual Research .....................
    [Show full text]