The ability to function efficiently in a variety of cultures, such as

national, ethnic, and organizational ones, is referred to as cultural

intelligence (Ang & Van Dyne, 2008; Earley & Ang, 2003). The
growing interest in "real-world" intelligence has identified new types of
intelligence that focus on specific content domains, such as social
intelligence (Thorndike & Stein, 1937), emotional intel- ligence (Mayer
& Salovey, 1993), and practical intelligence (Stemberg et al., 2000).
CQ, like CQ, focuses on a specific domain—intercultural settings—and
is motivated by the practical reality of workplace globalization (Earley
& Aug, 2003). Following Schmidt and Hunter's (2000) definition of
general intelligence, CQ is described as a particular form of intelligence
focused on an individual's ability to grasp and reason correctly in
situations characterized by cultural diversity. There are numerous
theories and books on cross-cultural interaction (Hofstede & Hofstede,
2004; House, Hanges, Javidan, Dorfman, & Gupta, 2004). A significant
portion of that content focuses on cultural knowledge—understanding
how cultures differ in work norms, habits, and behaviors. Beyond this
emphasis on knowledge, the cultural intelligence approach emphasizes
the importance of developing an overall repertoire of understanding,
motivation, and skills that allows one to move in and out of a variety of
cultural contexts (Ang & Van Dyne, 2008). Cultural intelligence takes
into account the cultural, sociological, and individual dynamics that
occur in cross-cultural settings for each of us.

Individuals with high CQ can understand and navigate complex cultural

differences, according to a study by Livermore and Ang (2018), and are
thus better equipped to function in multicultural environments.
Businesses and organizations frequently operate across borders in
today's globalized world, and people with high CQ are better suited to
work with people from different cultural backgrounds (Ang & Van
Dyne, 2015).
Furthermore, it has been discovered that cultural intelligence has a
positive impact on job performance and career success. Individuals with
a high CQ can establish trust and relationships with people from various
cultural backgrounds, which can lead to better collaboration and more
successful outcomes in cross-cultural settings (Rockstuhl et al., 2011).
This is especially true as workplaces become more diverse and
multicultural. According to a (2004) study by Earley and Mosakowski,
people with high CQ are better able to establish trust with people from
other cultural backgrounds, which improves communication and
bargaining in cross-cultural business situations. Those with high CQ are
more likely to perceive and respect cultural differences and are better
suited to handle intercultural conflicts in the workplace, according to a
(2017) study by Gelfand and colleagues. This promotes an office
environment that is welcoming, encouraging, and supportive of
achievement and productivity. Individuals with high CQ are also more
likely to have greater cross-cultural adaptability and resilience, making
them better suited to manage cultural stress and adapt to new cultural
environments, according to research (Thomas & Inkson, 2009). This is
critical in today's globalized world, where people are constantly
exposed to new and unfamiliar cultural contexts. Increased job
performance and career success have been linked to cultural
intelligence. Individuals with high CQ have greater leadership
effectiveness in cross-cultural settings, which translates to better job
performance and career advancement, according to a study by
Rockstuhl and colleagues (2011). Cultural intelligence has been
demonstrated to be significant in navigating cultural variety as well as
having significant effects on education and healthcare. Cultural
competence in healthcare requires both cultural intelligence and cultural
competence, according to a study by Matsumoto and colleagues (2016).
Yeh and colleagues (2018) discovered that cultural intelligence training
improved intercultural sensitivity and global awareness among college
students in their study. Promoting intercultural understanding and
global citizenship is critical in today's increasingly interconnected
world for fostering a more peaceful and cooperative global community.
Important ramifications for foreign help and development are also
provided by cultural intelligence. In order to support effective and
sustained development projects in settings with a diversity of cultures,
Smith and colleagues' (2019) research found that cultural intelligence is
crucial. According to a study by Thomas and colleagues (2019), those
with high CQ were more likely to appreciate and acknowledge diversity
in the workplace, which led to increased inclusion and favorable results
for diverse employees. In corporate settings, it has been discovered that
CQ is crucial for fostering diversity and inclusion (Thomas et al.,
2019). Cultural intelligence is necessary to support successful and long-
lasting development initiatives in situations with varied cultures (Smith
et al., 2019). Those with high CQ are more likely to recognize and
value local cultural customs and values, which results in development
efforts that are more successful (Smith et al., 2019). Cultural
intelligence has been found to be an important factor in promoting
intercultural understanding and global citizenship in education (Yeh et
al., 2018). CQ has been proven to be crucial for the success of global
business, especially in cross-cultural negotiations and joint ventures
(Leung et al., 2014).