HOW CULTURALLY INTELLIGENT ARE SLOVAK SMALL AND MEDIUM BUSINESS

Journal of Economics and Social Research, Scientific Journal of Faculty of Economics, Matej Bel University, 2018

Intercultural competence appears to be an inevitable component of employee working skills in international organizations of all kinds. The related cultural intelligence (CQ) of an individual manifests in three primary areas-cognitive, motivational, and behavioral one. Thus training of intercultural competences results in increasing CQ of the trainees. This paper outlines the first results of an ongoing research into measuring both phenomena in Slovak small, medium, and large enterprises, while the main goal of the paper is to compare the perceived levels of CQ, surveyed through a 20-item 4-factor CQ scale, with the actual manifestation of intercultural competences in the respondent's actions, measured by a self-assessment questionnaire created for this purpose. The findings of the research were processed and evaluated by the methods of descriptive, graphical, and statistical analysis, while similarities and differences among the overlapping competences are highlighted in this paper. Suggestion is given with regard to training the individual intercultural competences in order for the enterprises to achieve efficiency and competitive advantage in the Slovak and international markets.

Proceedings of scientific studies of the project VEGA 1/0934/16 Cultural intelligence as an essential prerequisite for competitiveness of Slovakia in global environment, 2018

Cultural intelligence, as an individual ability to effectively function in situations characterized by cultural diversity, is gaining popularity in the corporate world. Enterprises are realizing the potential of being culturally intelligent in order to achieve competitive advantage within the 21st century's globalized business environment. The paper presents a newly developed tool assessing cultural intelligence in a workplace, which was proposed, developed, and tested by a team of scholars at Matej Bel University, and is highly applicable not only in enterprises, but also in other types of organizations. The results of CQ assessment among employees of Slovak enterprises are analyzed and related to other relevant researches, while recommendations based on the research outcomes are provided for Slovak enterprises who wish to assess cultural intelligence of their employees and thus determine the need for and the specific type of intercultural training in order to enhance such CQ facets that the enterprise is lagging behind in. The paper further outlines the form in which the assessment tool will be provided to enterprises so as to reach larger audiences easily, and thus raise awareness of cultural intelligence among Slovak enterprises.

Ekonomický časopis

Cultural intelligence (CQ) includes cultural knowledge, strategy, drive and the resulting behavior of individuals in intercultural situations. In implementing CQ in enterprises, it is essential to focus on mutual understanding and tolerance, and the development of intercultural skills and competences. The paper analyzes the concept of cultural intelligence, and presents a newly developed tool assessing cultural intelligence in a workplace of enterprises in Slovakia. The main objective of the research was to assess the level of the individual facets of cultural intelligence of employees of enterprises in Slovakia, and on the basis of the results, to propose and algorithm of CQ enhancement in enterprises in Slovakia. The research was conducted in a form of a questionnaire on a sample of 236 respondents. Within the research, it has been found out that the level of cultural intelligence in enterprises in Slovakia is low; therefore, the proposed algorithm of CQ enhancement is substantiated.

Contemporary challenges towards management III, 2013

A modern corporation can hardly do without effective leadership and management in a global competition. Cultural intelligence (CQ) as a new phenomenon represents a great potential for a learning organization, and a great further step in the company's development. Corporate leaders who are capable of understanding a multicultural environment are able to function in it and perform their managerial skills effectively, are a valuable asset for an organization and should be viewed as a competitive advantage of the particular company. However, training managers in intercultural awareness as well as building their intercultural competence is not necessarily a priority for small and medium enterprises in Slovakia. This paper analyzes the situation in building intercultural awareness of managers and employees of Slovak SMEs and suggests that enhancing the cultural intelligence of leaders and management and building awareness in the field of knowledge management, provides a platform for further development of a learning organization.

E+M Ekonomie a Management, 2019

information related to the opportunities Slovak enterprises have to use the results of the assessment in further development of skills and competences of their employees, and to ensue competitiveness of Slovak enterprises in the global world of the 21 st century.

E+M Ekonomie a Management, 2021

Cultural intelligence (CQ), expressing a capacity to effectively function in a cultural or culturally diverse environment (professional and otherwise), has great importance not only for the success of individuals who operate professionally in a intercultural environment, but also for the competitiveness of companies or organizations operating in international markets. For this reason research about CQ abroad is given the high level of attention, however this is not the case in the Czech Republic. This review uses the relatively new method of systematic quantitative literature review to provide a detailed mapping of cultural intelligence research in the years 2015–2019. The results of the analysis indicate that CQ is a global multidisciplinary phenomenon that has become established in intercultural management as a compelling area of research. The concept of CQ is well conceptualized and operationalized; the research at present is focused on the known relationships of new mediators or...

Globalization impacts working patterns of employees from large and small countries all over the world. More people are starting careers in the global companies, and working in international teams abroad. As a result of these new needs, university curriculums are changing in order to meet expectations and prepare graduates for dealing with different cultures in diverse work spaces. Some schools in the USA even require a semester abroad for program completion.

2019

The process of training intercultural competences of future managers is closely associated to the national culture of the country they come from. This is why studying cultural dimensions is very important in this context. Possible intercultural differences can be ameliorated through the getting of intercultural competences, and the intercultural formation considers the cultural positioning of the countries, according to different models. Main methodological approach of this paper represents the comparative research. Part of the information in the article includes the works of foreign and local researchers in the field of managerial theory and practice and scientific studies carried out in the Republic of Moldova and Romania. We used as the basis of our study the model of national culture differences of Fons Trompenaars and Charles Hampden-Turner. In the article the authors analyzed the cultural dimensions of the business students from Romania and the Republic of Moldova. The results of the study allow highlighting certain important particularities, which must be taken into account when developing intercultural competence of future managers. This is explained by the fact that the culture and the way they see the world will dictate their attitudes and behaviors in their personal and professional lives. How they perceive different cultures and how they react to them should make them think about problems and then find the best solutions for maintaining intercultural consensus.

Acta Linguistica, 2013

Cultural intelligence as a relatively new phenomenon has been gaining popularity throughout the world. It has found its applications in education and business, mainly in societies or institutions which bear the attributes of being multicultural or multinational. The research into cultural intelligence opened up new horizons and perspectives by suggesting its close relation to emotional intelligence which has proved to be extremely important in doing business nowadays. This paper examines the awareness of the cultural intelligence and its role in educating the future business managers and leaders. It informs about the research that has been conducted in finding out the cultural quotient of the Slovak managers of SMEs and suggests steps that can be taken in preparing future managers and leaders for their successful career at an international level.

Sustainability

The aim of this study is to demonstrate the importance of Cultural Intelligence (CQ) in management performance through measurable performance assessment. In an empirical study, “Cultural Intelligence and Management Competencies”, managers provided a self-assessment and their subordinates also reported on their performance. Correlation analysis of the results of this study was used to examine the relationship between managers’ CQ and their Management Competencies. Among the factors examined (CQ, gender, origin, age, work experience, position and education), the level of CQ of managers correlates significantly with their management competencies. Our findings indicate that managers with higher CQ are more effective in their leadership roles, and we conclude that the CQ of leaders contributes to a more positive perception of leadership performance in teams that are characterized by significant cultural diversity.