Reference no: EM132060264

Cultural assessment tool

Culture entails the set of characteristics of a particular group of people based on a number of factors such as social habits, cuisine, music, art, language, and even religion.

This collective notion distinguishes one particular group from another. While a group of people may experience diversity because of such factors as color, physical ability, ethnicity, and gender, such individuals are known to share a common trait that identifies their culture. To identify one culture, individuals use cultural assessment tools. In relation to cultural intelligence, these tools measures three dimensions namely emotional, cognitive, and the action dimension (Daft, 2015).

After understanding a cultural assessment, the results of my cultural dimension are as follows. 77 for power distance, 48 for individualism, 56 for masculinity, 40 for uncertainty avoidance, 51 for long-term orientation, and 26 for indulgence. Upon completing this assessment, the overall thought is that individuals in the society react differently due to the way they have been socialized.

Nonetheless, the differences in people's behavior and intelligence are bound to change as they move from one place to another as well as when they interact with people from different cultures. With this in mind, I will focus on uncertainty avoidance and individualism. This is because after living in the United States, I have come to be used to people being more individualistic as opposed to living in a collective culture.

Training is one of the tools that most companies use to access their workforce readiness. This tool entails impacting knowledge or type of behavior to an individual. The rationale as to why most companies use this tool is to increase efficiency and employee motivation. This leads to high productivity, which is a reflection of profitability. Training is also critical in improving employee retention (Brown & Lent, 2004). Such employees are responsible for advancing the cultures of that organization.

References

Brown, S. D., & Lent, R. W. (2004). Career Development and Counseling: Putting Theory and Research to Work. Hoboken: John Wiley & Sons.

Daft, R. L. (2015). Organization Theory and Design. Boston: Cengage Learning.