A diverse team brings complexity and successfully managing a culturally and ethnically diverse team requires different approach. How can a team lead/manager successfully manages a team without alienating any member. Is there any application of (EI) emotional intelligence in management to produce results?
A group in Phoenix, Arizona has developed an online training set of modules for administrators and others. Emotional intelligence is seen in their approach as a key component of social intelligence. http://www.socialintelligenceinstitute.org/our-team/
You are welcome Shami. I just wanted to clarify that emotional intelligence is seen by the group that I recommended as one component or dimension of social intelligence.
A team with a culturally diverse membership will have different perspectives and given your question it is clear that they will also have different emotions attached to these perspectives. These emotionally laden perspectives will have different implications for how the team addresses problems and evaluates different decision options. I have learned over the years that social institutions from each culture and society are informed by myths. These myths also inform identifies and senses of solidarity that contribute to the maintenance of perspectives that do not always allow for desired forms of cooperation.
Democracy is one such myth that does not have the same value or significance among some groups. There are obviously many others. All modern myths are partially fact and partially fantasy, but they affect values that are shared by group members, which they are not conscious of in many circumstances. These values involve emotions that fuel specific ideologies. So, it is important to understand the context of the intercultural team and which potential myths are fueling ideologies distinct to the team's context that can affect the teams solidarity and identity. Cultural sociologists are taking a new interest in myths because it was previously assumed that they were limited to per-modern societies. They are important because they are broader cultural factors that can inhibit intercultural forms of communication and cooperation.
I think emotional intelligence is inadequate to describe the complexity of managing a diverse team. Diversity management can be viewed from many perspectives, but if you want to focus on leadership, you should look up cultural intelligence instead (https://hbr.org/2004/10/cultural-intelligence), or global readiness (https://hbr.org/2007/10/assess-your-global-readiness-1).
As a side note, I also recommend intercultural training for the leaders to adapt more quickly in a diverse team.
(https://www.insead.edu/executive-education/managing-across-cultures?CampaignId=GGL_Search_B&SiteId=GGL&CampaignName=APAC-ID_NonBrand-EDP-T1-LABC_MT-Broad&AdId=CROSSCULTURE&device=c&term=%2Bintercultural%20%2Btraining_(b)&gclid=EAIaIQobChMIwpuNvtCv3AIVRR0rCh3oLwz8EAAYAyAAEgK2DfD_BwE)
"Diversity management" and "Diverse team management" are two different things. Although understanding cultural differences and nuances helps to manage, it could also be viewed as a small portion of emotional intelligence, don't you think?
Maslow's theory of hierarchy of needs helps in understanding individual, but it could be different for two different diverse individuals so it cannot be applied as a blanket or rule of thumb. Understanding an individual and his needs through emotional intelligence, in my opinion, can create a cohesive team and I am looking for articles in support or against my opinion so the argument go get to some logical end
Thanks
- Badges
- Science topic
- Similar topics
- Education