MGT 3190 Cross Cultural Management 2013/14
Coursework : Analysis on the subject of ‘How can cultural intelligence be
measured? (Use at least 3 different examples.)
• Find out and analyse how different authors have answered the question. Use
the (14) articles (primarily), the course textbook and some of your own
research (relevant library database journal articles).
NOTE: You MUST use the resources provided to you during seminars. Failure to do
so = -25%
Comparative Analysis & Portfolio (30%)
Section What is required?
Introduction It’s a professional report – set the scene and briefly review the current
business environment.
You should give a definition what cultural intelligence is by using the
sources provided to you. You should not give a definition without a
reference or use random internet websites.
In the introduction you should also set the structure of your report, showing
they are able to write a professional piece. Set the aims (what you will
prove) and the structure of the report.
Literature
review &
Analysis
Find out how different authors have answered the question: How can
Cultural Intelligence be measured? (Use at least 3 different examples.)
Critique the relevant articles (check if they’re up to date, if management
theory has changed, what evidence the writers have (self report,
observation, performance (e.g. profit))
Evaluate the practical implications – What could managers do with this
information? and Which article would you advise your
manager to read to find an effective tool to measure cultural
intelligence?
Make sure you answered the question ‘How can Cultural Intelligence be
measured?’
Ensure your references are in order and do a spell, grammar and syntax
check.
How to score points:
1) FOLLOW THE INSTRUCTIONS!!! Ensure your work has a clear structure
(introduction, analysis, discussion with conclusion), use paragraphs (one point made
per paragraph) and guide your reader (don’t write loads of stuff hoping the right
answer is somewhere in there). Points are deducted if you write too little or too much.
NOTE: Wrong or improvised course work will be graded as a fail! Make sure you
answer the question(s).
2) Make sure you check spelling and grammar of your work by using the MS Word
Spell and Grammar check before you submit. Bad spelling and grammar affect the
clarity of your work and points will be deducted.
3) Include a reference section at the end and make sure it’s in alphabetical order.
Usually, if this section is absent, messy, cut and pasted, incorrect, the rest of your
work is pretty bad too. Points are deducted for incomplete, incorrect or absent
reference sections. The university uses Harvard as referencing. The library has a
style guide – use it.
Use the structure as set out above (use your own sub headings). Make the report
look professional, as if you’d submit it to a business. 1500 words
Note: Word count guides you to what is required – too few words and you’ll not have
written enough, too many words and you’re not able to focus. Use common sense,
don’t worry too much. CHECK fonts, references, spelling and grammar before
submission.
READINGS: COURSEWORK 2
Session 1: News articles and opinion
1) The importance of understanding culture? – Liliana Diaconu (2012)

http://blogs.ft.com/mba-blog/2012/11/19/the-importance-of-understanding-culture/

2) Cultural Intelligence and the Global Economy – Joo-Seng Tan
(http://www.ccl.org/leadership/pdf/publications/lia/v24n5question.pdf )
3) Van Meurs, N. (2007) The Future’s Bright, The Future’s Blended. Mixedness and
Mixing, E-Conference, Commission for Racial Equality (Peer reviewed).

http://www.intermix.org.uk/events/Dr%20Nathalie%20Van%20Meurs.asp

Session 2: Introducing Cultural Intelligence
4) Earley, C. and Mosakowski, E. (2004), Cultural Intelligence. Harvard Business
Review Magazine April, 2004.
5) Triandis, H.C. (2006) Cultural Intelligence in Organizations. Group and Organization
Management, 31, pp 20-26
6) Imai, L. & Gelfand, M. (2010) The culturally intelligent negotiator: The impact of
cultural intelligence (CQ) on negotiation sequences and outcomes Organizational
Behavior and Human Decision Processes 112 (2010) 83–98
Session 3: Alternatives to Cultural Intelligence
7) Morris, M. (2005) When culture counts and when it doesn’t. Negotiation. June. A
newsletter from HBS Publishing and Program on Negotiation at Harvard Law School.
8) Brett, J., Behfar, K., & Kern, M. C. (2006). Managing Multicultural Teams. Harvard
Business Review, 84(11), 84-91.
9) Leung, K., R. Bhagat, N. Buchan, M. Erez, & C. Gibson. (2005). ‘Culture and
international business: recent advances and their implications for future research’.
Journal of International Business Studies, 36(4): 357-78.
10) Ward, C. Fischer, R. Zaid Lam, F.S., and Hall, L (2009), The Convergent,
Discriminant, and Incremental Validity of Scores on a Self-Report Measure of
Cultural Intelligence, Educational and Psychological Measurement, Volume 69 (1),
85-105. (NOTE: SKIP STUDY 1, STUDY 2, and STUDY 3 page 87-101)
Session 4: Key skills and abilities for global managers
11) Neeley, T. (2012) Global Team Leaders Must Deliberately Create “Moments”
Harvard Business Review Blog

http://blogs.hbr.org/cs/2012/03/global_team_leaders_must_delib.html

12) Selmer, J. (2002) Who Wants An Expatriate Career? In search of the Cosmopolitan
Manager International Journal of Cross Cultural Management August 2001 vol. 1 no.
2 173-185
13) Selmer, J. & Lam, H. (2004) Third Culture Kids: Future Business Expatriates?
Personnel Review, 33, 4, P 430-445
14) Van Vianen, A. E. M.; De Pater, I. E.; Kristof-Brown, A. L.; Johnson, E. C. Fitting In:
Surface- and Deep-Level Cultural Differences and Expatriates’ Adjustment, Academy
of Management Journal, Oct 2004, Vol. 47 Issue 5, p697-709.