The Development of Cultural Agility (A Literature Review)

Introduction Advancing globalization requires new workplace competencies [1]. Among Global Talent Managers, there is the sobering realization that people working in an increasingly global environment find themselves challenged in acquiring the necessary cultural agility [2] In today’s world Global talent management, mobility, and cultural agility belong together [3]. “Bridging the global skills gap” through international assignments was rated as a priority for more than 1,200 globally surveyed CEO’s ([4]. p. … Continue reading

What do younger talents want?

Summary. Younger employees around the world tend to prefer more professional freedom, meaningful work, and work-life in their work. Asking only older senior HR managers might not provide sufficient insight into the generation Y’s thinking though. Listening directly to the younger employees is vital to positively influence job satisfaction, engagement, and work performance altogether. The youth’s resourcefulness, e.g., in digital media, could be used for backward/reverse mentoring to engage senior … Continue reading

How culture shapes different types of empathy

It is useful to differentiate between sympathy and empathy as the basis to also understand better how culture itself (amongst other factors) shapes cultural empathy. This is important also to define and assess more subtle aspects of empathy as it becomes increasingly imperative in education and disciplines such as global talent management. Empathy (like sympathy and compassion) is related to human emotions as a reaction to other individuals’ plights [1]. … Continue reading

Cultural intelligence (CQ)

This article describes the relationships of cultural intelligence (CQ) with other types of intelligence, motivation, and leadership behavior. Mindfulness provides for a conceptualization of intercultural competence. CQ is a useful competency for acculturation challenges as required for expatriate talents in multinational enterprises. People used to minority status, people from more diverse environments, and those with higher CQ experience more positive acculturation and psychological well-being. For Global Talent Management CQ is … Continue reading

Developing Human Capital: Success and Failure in Learning

Psychologists in the past have conceptualized talent as an IQ-like cognitive ability [1], and practice focused on the view of human achievements to be limited by innate characteristics [2]. Human cognitive processing is indeed universally depending on sensory abilities, often biased and unaware of its own mechanisms, and limited to a relatively bounded range of working memory capacity [3]. However, these innate factors are not directly encoding skills, but the … Continue reading

Being driven or thriving? Sigmund Freud versus Carl Rogers on human motivation

Sigmund Freud suggests inborn mental processes, the id, which represents an unconscious and irrational force along the sexual development from childhood to grown-up personality (Ziegler, 2002). Freud used the term ‘drive’ to explain the unconscious triggers causing the variety of human behavior (Gillespie, 2014). It is the superego’s function to consciously guide socially compatible actions in a person’s hedonistic pursuit of pleasure (Cooper, 2010). If drive appetite is not satisfied … Continue reading