PERCEPTION OF MANAGERS ABOUT CULTURAL INTELLIGENCE (CI) AND IT'S RELATION TO INDIVIDUAL AND ORGANIZATIONAL PERFORMANCE

The manager strives to maintain a proper link between top management and the employees. The quality of performance of the employees depends on the leadership, Knowledge, Skills, Attitude(KSA) and the talent of a manager. The manager has to be multi-intelligent with a nice blend of Intelligent Quotient-IQ, Emotional Quotient-EQ,Social Quotient-SQ and of course Cultural Quotient-CQ or Cultural Intelligence (CI).If a leader is culturally intelligent then he can motivate the organization and labour force to be culturally intelligent. Studies found that IQ remains same in all ages but Cultural Intelligence (CI) changes as per experience and training. As the Economy becomes increasingly global, the workforce becomes increasingly diverse. In every organization the Human Resource is Heterogeneous & Diverse in nature.
Cultural Intelligence is, “A person"s capability for successful adaptation to new cultural settings, that is, for unfamiliar settings attributable to cultural context.”(Earley and Ang2003)
Cultural Intelligence (CI) is Multidimensional construct .Cultural intelligence is proven to reduce attrition, attract & retain top talent ,improve innovation, promote leadership and make multicultural teams more effective.
When Cultural Intelligence levels are high in organisations, diverse teams perform better in several areas :innovation, cost saving, productivity, efficiency, employee engagement, profitability, etc. To overcome the challenges in Diversity management, the diversity training inclusive of Cultural Intelligence training is desirable. The data is collected through questionnaire from57 managers of various organizations to judge the awareness of CQ and also to know whether any tailor- made efforts are initiated in organizations or not. Also the attempt is made to know whether CQ and work performance are related with each other