Professional Documents
Culture Documents
Report 2
Report 2
Report 2
BUSINESS ADMINISTRATION
Scale of Marks
Criteria Criteria Description
Mark/10 Remark
1
II. MEMBERS LIST:
MEMBERS LIST
2
completion
Find :
-Challenges and Pitfalls
Bùi Nguyễn -Benefits and Business Outcomes
1 100%
Cathy -Developing Cultural Intelligence in the
Workplace
Do the report
Write an introduction and
Find:
Ngô Thị Ngọc -The Role of Effective Communication
2 -Mastering International Business 100%
Hiền
Negotiations
-Building Strong Cross-Cultural
Relationships
3 Lê Trần Thuận Do powerpoint 100%
3
GROUP MEETING MINUTE
I.Time-Location
II. Members
Student
Full Name Absence Late Apprearance
ID
Trương Bá 723K0112
4 x
Thuận
Nguyễn Hồ 723K0079
5 x
Khánh Ly
III. Content
4
5. Edit slides according to the marking criteria
6. Find images and videoclip related to the topic
7.Arrange the next meeting to review all the contents we have made
IV. Ask&Answer
1. Trương Bá Thuận
5
V. ACKNOWLEDGEMENT:
First and foremost we would like to express our sincere gratitude to our teacher.
This presentation would not be possible without the support and guidance from Ms.
Victoria, who helped evaluate and redirect our analysis process. We are grateful for
our teacher for providing such valuable insights and support which helped us gain a
better understanding of the topic of Cultural Intelligence.
Furthermore, we would like to acknowledge and thank each individual of our group
who have contributed their fair share of finding and research to help shape the
content of this presentation. Without their invaluable team working skill and
information finding, this project would have been an impossible task to handle.
Last but certainly not least, we would also like to thank the audience, for your
patience and attention to our presentation, and for those who provided valuable
feedback and input throughout our project. Your suggestions and feedback have
helped complete and improve our report and presentation.
6
VI. SUPERVISOR’S COMMENTS:
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
………………………………………………………………………………………...
Ho Chi Minh City, / /2023
TABLE OF CONTENTS
7
I. MARKING ASSESSMENT GRID:.............................................................................1
II.MEMBERS LIST.........................................................................................................2
III. ASSESSMENT TABLE OF MEMBERS’ CONTRIBUTION:................................3
GROUP MEETING MINUTE.........................................................................................4
V. ACKNOWLEDGEMENT:.........................................................................................6
VI. SUPERVISOR’S COMMENTS:...............................................................................7
VIII. PREFACE:..............................................................................................................9
IX. CONTENT: CULTURAL INTELLIGENCE:.........................................................10
1.DEFINITION:.............................................................................................................10
Why is it call CQ not CI?.....................................................................................10
What is CQ?.........................................................................................................10
Why is it important?.............................................................................................10
2. UNDERSTANDING:................................................................................................11
3.CHALLENGES:.........................................................................................................12
3.1 Cultural Intelligence Equals Political Correctness.............................................12
3.2 Moralise...............................................................................................................12
3.3 Disregarding context............................................................................................12
3.4 Fear of being embarrassed..................................................................................12
4.COMMUNCATIONS:............................................................................................14
5.NEGOTIATIONS:..................................................................................................15
6.RELATIONSHIP – BUILDING:............................................................................16
7.JOB OPPORTUNITIES:.........................................................................................17
X. CONCLUSION:........................................................................................................18
XI. REFERENCES:.......................................................................................................19
8
VIII. PREFACE:
Cultural intelligence, or CQ, is one of the key factors in building, growing and
sustaining a business. Especially in an era in which going global is sought after by
many modern businesses to either expand their branch, create subsidiaries or to simply
improve the company’s reputation. To understand why CQ plays such an important
role in international business and why it is the focal point of every business discussion
when it comes to improving relationship building, we as a team have collectively
decided to choose this topic to further research, analyse and most importantly
recognize the influence it has on the working environment.
The ability to effectively accept and adapt to the other individual’s differences in
culture is the definition of Cultural Intelligence. It goes without saying that culture
often has an impact on negotiation, as do the vitality of mastering CQ in our
increasingly globalised world where cross-cultural understanding is essential for
success. The question of how to have the most effective negotiation and leave the best
impression is always a headache for many business people as well as companies and
organisations. That is why we wrote this report to explain and give you a general
overview of how culture affects negotiations
9
IX. CONTENT: CULTURAL INTELLIGENCE:
1.DEFINITION:
Why is it call CQ not CI?
Because it envelop more than just knowledge or understanding of different cultures.
CQ includes the ability to recognize and adapt to cultural differences, as well as the
motivation and emotional intelligence needed to work effectively in culturally diverse
situations.
What is CQ?
Cultural intelligence (CQ) refers to the ability to relate and work effectively in
culturally diverse situations.
Why is it important?
It ‘s the global nature of modern business:
Modern business is growing more globally as communication, transportation, and
technology advance.
1. Global supply chains: To cut costs and obtain specialized knowledge, companies
now hires and purchase parts and materials from different nations. This calls for cross-
border coordination and cooperation.
Cultural diversity in the workplace:
Refers to the presence of employees from a variety of cultural backgrounds
Enhanced creativity and innovation: Cultural diversity promotes a more inclusive and
creative work environment. By embracing different ideas and perspectives, teams can
explore a wider range of possibilities.
The impact of cultural on business success:
With 4,000 languages available to users, Google brings a real-world solution to a
global audience. This has been the driving force behind the company’s success.Our
motto is inspiring, “never judge a search engine by its interface".
10
2. UNDERSTANDING:
CQ Drive:
To boost resilience toward different culture
To overcome bias
To improve relations
CQ knowledge:
Understand others better
To enhance problem - solving and decision making
To improve relaions
CQ Strategy:
To build trust and rapport ( in sync )
Increase innovation
To improve task performance
To support self - directed learning
CQ Action
To improve communication
To create a favourable impression
To maintain emotional composure
11
3.CHALLENGES:
3.1 Cultural Intelligence Equals Political Correctness
The real benefit from diversity comes from the different mindsets and ways of
thinking that allows for creativity and innovation. Without CQ, you might have
employees that look different to each other, but all conform to the same way of
thinking because the organisational culture isn’t welcoming.
3.2 Moralise
One of the biggest organizational mistakes regarding CQ, is using moralising language
to discuss the topic. Diversity policies must be researched and implemented with care
so that everyone in the workplace can feel valued and supported. Using moralising
language may lead to your employees feeling threatened and disengaged.
3.3 Disregarding context
Communication styles differ greatly across cultures. The amount of eye contact,
directness, tone of voice and use of silences are dependent on cultural norms and
values. The distinction between high context and low context cultures explains that in
low context cultures, team members may reveal strong emotions and feel comfortable
with eye contact. In high context cultures, however, staff might be more passive, mask
emotions, use monotone speech and avoid eye contact.
High context culture: Vietnam, Japan, France,…
Low context culture: USA, Germany, Canada,…
3.4 Fear of being embarrassed
When communicating with strangers, both at home and abroad, most of us worry about
many things, such as:
• Making a fool of ourselves;
• Being ridiculed;
• Embarrassing someone else;
• Offending someone or being offended.
12
Today, McDonald’s has half the presence that KFC does when it comes to total stores,
while losing out to KFC in revenue per store and margin. There are a number of
reasons for KFC’s success, such as being first to the market, building a strong supply
chain, and deploying a more strategic expansion plan. However, a big reason for
KFC’s success is that it adapted to the local culture while McDonald’s initially refused
to cater to the tastes of Chinese customers.
McDonald’s had great success with its line of American-style burgers when expanded
to Japan and other Asian countries. They stubbornly decided to roll out the same line of
product that worked in nearby countries. The difference between those countries and
China is that the latter had no frame of reference for burgers. The country was closed
of for so long that burgers seemed too strange and fore. KFC, meanwhile, had the
advantage of offering fried chicken, which is a familiar food for people in China. They
also took active steps to localize their menus for the Chinese market, and their wildly
successful breakfast menu featuring staples like congee is a testament to their
localization efforts.
McDonald’s has since learned from its mistakes and and enjoys a strong position in
China’s fast food market. But due to their botched rollout, they’re still a lagging
competitor to KFC’s market position. A little localization goes a long way, especially
when it’s done correctly from the start. In summary, the failure of McDonald's in its
competition with KFC in China underscores the importance of cultural sensitivity,
adaptability, and a thorough understanding of local markets in cross-cultural business
interactions. Companies seeking success in foreign markets must be willing to learn
from local cultures, adapt their strategies, and build strong relationships to thrive in
diverse business environments.
13
4.COMMUNCATIONS:
- Non-verbal communication can either affirm or fail to justify the words which are
being spoken. When verbal and non - verbal information is communicated more
efficiently, the listeners can understand you better.
1. Maintaining etiquette
2. Actively listen
6. Be careful of humour
14
5.NEGOTIATIONS:
- Understanding a foreign counterpart’s culture during the conversation will not only
leave an impression and sympathy but will gain the other person's trust and satisfaction
in not only this cooperation but also in the future.
Example:
15
6.RELATIONSHIP – BUILDING:
Having strong relationships is crucial for any business. Furthermore, having good
relationships in international expansion becomes even more critical, as it requires faith
in the expertise and competence of your network from afar. Many benefits come from
establishing strong business relationships:
+ Attracting investment.
16
7.JOB OPPORTUNITIES:
Intelligence Analyst
Some key skills and qualifications for an Intelligence Analyst include:
17
X. CONCLUSION:
In the era of globalization, most countries are following the trend of integration, and
multinational companies are increasingly appearing. That requires our younger
generation students to be even more self-aware in proactively learning, integrating, and
always being ready to improve their cultural intelligence. The more we understand
about other countries' cultures, the more foundations we have to develop ourselves and
expand relationships around us. Understanding the culture of partner businesses or
competitors will directly affect the success of a transaction or negotiation - which is the
first step in determining whether a business or sales contract is obtained. established or
not. Thanks to CQ, we can narrow the cultural gap in the work organization, connect
well with domestic and foreign colleagues, limit cultural shocks in the communication
process, have high creative potential, and help promote innovation in business and
especially creating trust with customers or foreign partners.
To have cultural intelligence, one needs to be equipped with knowledge about cultures
and an open mind. This cultural knowledge can come from selectively reading sources
about cultures around the world. Watch movies, travel or study in a multicultural
environment. An open mind is to remember that culture is the way of life of a group of
people, there is no way of life that is perfect, right or wrong, but each of us should
respect the differences between cultures of our partners’ country.
18
XI. REFERENCES:
1. Merie Pelsser. March 26th, 2018. Cultural Intelligence: Avoid the Top 5
Workplace Mistakes
https://www.linkedin.com/pulse/cultural-intelligence-avoid-top-5-workplace-
mistakes-merie-polkamp
2. Jelena Fisic. September 18th, 2023. Cultural intelligence: Working confidently
in cross-cultural environments
https://pumble.com/blog/cultural-intelligence/
3. Van Dyne, L., Ang, S., Ng, K. Y., Rockstuhl, T., Tan, M. L., & Koh, C. (2012).
Sub-dimensions of the four factor model of cultural intelligence: Expanding the
conceptualization and measurement of cultural intelligence. Social and
personality psychology compass
https://cultureplusconsulting.com/2015/06/20/understanding-cultural-
intelligence-what-is-cq-knowledge/
19