INTRODUCTION This week is about cultural intelligence within the organization and how to improve it for better use. In this work, we will try to give some opinions on the subject with some observations. DEVELOPMENT We are proposing a mining company that will operate a mining concession containing copper and cobalt 350 km north-west of the capital Kinshasa in a small town called Yumbi in Congo. The employees will be accommodated in a camp with the possibility of having playgrounds, halls, and sports areas, and according to the contracts, they will be able to go after 3 weeks in their country of origin for rest. The company will in the next 3 years extract, produce and transform raw products into finished products for export to other countries in the sub-region. The place where the site will be erected is in an area populated by people who live on the hunt, who grow and raise livestock. There is a stream that passes through the concession and is of paramount importance to the people living in the surrounding area. There are shortcomings in local people's ways of conserving water, in their use of plastic and other products for good waste management. Recruitment and selection of employees It will be necessary to consider the aspect of recruiting premises for all works and at an affordable price which will already be good publicity for the company. We will develop a job description based on the job description, Regarding the workforce of qualified:
We are going to prepare the various positions and profiles that the company needs, it is the engineers in Metallurgy, the quality engineers, the laboratory technicians, the material engineers, the drivers of big machines, the agents of storage for a first time. To recruit these different people, we need expat experience in the field of Metallurgy, we will Publicly post a job announcement, on billboards, on social media, on the Internet, on Twitter, on Linkedin, radios We will be contacting international TV channels to send the message to all corners of the world. In the announcement we will indicate the method of deposit of the candidates' files will be done by mail or by post, once retained, they will be contacted for an interview, video or telephone before making the final selection to consider practical tests before signing their contracts. All applications with the profile of the post will be considered, all races, all religions, all tribes, all sexes are accepted. Afterward, we will make a face to face interview, candidates who will succeed will then continue with the process. Then once hired, the cultural formations will be considered as follows, the possibility of having Indians, Chinese, French, Belgians, Germans, South Africans, we will propose evenings of presentation of all the communities by dishes, languages, clothes, customs and all that can be shared. Employees will have to present their way of life in an evening with concrete and documentary presentations that will be kept in the company's archives for future employees and residents living around the dealership. We will take advantage of the experience of the Chinese who often work during the night to benefit from their recipes, formulas, and abilities to perform in their spots when the sun is down. So over the years, we
will organize training for newcomers, for visitors and for anyone who is obliged to work or interact with people who have a culture different from ours in the workplace.
According to (Ang, S., & Van Dyne, L. (2008), we should also consider the following hypothesis: Rewards should encourage the sharing and integration of information. Adaptation competitions for people from another culture that shows more ease in adapting to a culture that is not their own, especially through questioning with information from the targeted culture. put compensation in place with another culture in the workplace to encourage people to learn more about other customs and other horizons. other cultures that will be accepted and validated by management and then add to the company's policy to allow not only to value other cultures but also save time in the company's existing processes. As stated by Andriotis (2018), While obeying local policies and practices, HR must also be a workplace that is comfortable, welcoming, and free of conflict - for all. CONCLUSION It would, therefore, be wonderful to envisage in the budget estimates one-off training for staff to discuss different cultural values. The best practices, as well as the good actions of a culture, can be imitated, accepted and validated for the well-being of the organization, bringing a plus for the employees in their daily practices. The surrounding communities will also be able to take advantage of the proximity to other cultures that settle in their surroundings in order to copy and adopt the best practices for example how to purify water from a river or from any source. Or again how to reuse material that has already served as plastic or scrap by transforming it with the edge means. As stated by Hodgetts & Luthans (1994), Culture can affect technology transfer, managerial
attitudes, managerial ideology, and even government-business relationships. Moreover, culture affects how people think and behave
References
Hodgetts, R M and Luthans, Fred, (1994). International Management, New York : McGraw, Hill
Andriotis, N. (2018, January 18). The Top 7 Human Resource Challenges and How To Face
Them.Retrieved from efrontlearning.com/blog/2017/11/top-7-human-resource-
challenges-solutions.html
Ang, S., & Van Dyne, L. (2008). Conceptualization of cultural intelligence: Definition, distinctiveness, and nomological network. In S. Ang & L. Van Dyne (Eds.) Handbook of cultural intelligence: Theory, measurement, and applications (pp. 3-15). Armonk, NY: M. E. Sharpe.
We are going to prepare the various positions and profiles that the company needs, it is the engineers in Metallurgy, the quality engineers, the laboratory technicians, the material engineers, the drivers of big machines, the agents of storage for a first time. To recruit these different people, we need expat experience in the field of Metallurgy, we will Publicly post a job announcement, on billboards, on social media, on the Internet, on Twitter, on Linkedin, radios We will be contacting international TV channels to send the message to all corners of the world. In the announcement we will indicate the method of deposit of the candidates' files will be done by mail or by post, once retained, they will be contacted for an interview, video or telephone before making the final selection to consider practical tests before signing their contracts. All applications with the profile of the post will be considered, all races, all religions, all tribes, all sexes are accepted. Afterward, we will make a face to face interview, candidates who will succeed will then continue with the process. Then once hired, the cultural formations will be considered as follows, the possibility of having Indians, Chinese, French, Belgians, Germans, South Africans, we will propose evenings of presentation of all the communities by dishes, languages, clothes, customs and all that can be shared. Employees will have to present their way of life in an evening with concrete and documentary presentations that will be kept in the company's archives for future employees and residents living around the dealership. We will take advantage of the experience of the Chinese who often work during the night to benefit from their recipes, formulas, and abilities to perform in their spots when the sun is down. So over the years, we
will organize training for newcomers, for visitors and for anyone who is obliged to work or interact with people who have a culture different from ours in the workplace.
According to (Ang, S., & Van Dyne, L. (2008), we should also consider the following hypothesis: Rewards should encourage the sharing and integration of information. Adaptation competitions for people from another culture that shows more ease in adapting to a culture that is not their own, especially through questioning with information from the targeted culture. put compensation in place with another culture in the workplace to encourage people to learn more about other customs and other horizons. other cultures that will be accepted and validated by management and then add to the company's policy to allow not only to value other cultures but also save time in the company's existing processes. As stated by Andriotis (2018), While obeying local policies and practices, HR must also be a workplace that is comfortable, welcoming, and free of conflict - for all. CONCLUSION It would, therefore, be wonderful to envisage in the budget estimates one-off training for staff to discuss different cultural values. The best practices, as well as the good actions of a culture, can be imitated, accepted and validated for the well-being of the organization, bringing a plus for the employees in their daily practices. The surrounding communities will also be able to take advantage of the proximity to other cultures that settle in their surroundings in order to copy and adopt the best practices for example how to purify water from a river or from any source. Or again how to reuse material that has already served as plastic or scrap by transforming it with the edge means. As stated by Hodgetts & Luthans (1994), Culture can affect technology transfer, managerial
attitudes, managerial ideology, and even government-business relationships. Moreover, culture affects how people think and behave
References
Hodgetts, R M and Luthans, Fred, (1994). International Management, New York : McGraw, Hill
Andriotis, N. (2018, January 18). The Top 7 Human Resource Challenges and How To Face
Them.Retrieved from efrontlearning.com/blog/2017/11/top-7-human-resource-
challenges-solutions.html
Ang, S., & Van Dyne, L. (2008). Conceptualization of cultural intelligence: Definition, distinctiveness, and nomological network. In S. Ang & L. Van Dyne (Eds.) Handbook of cultural intelligence: Theory, measurement, and applications (pp. 3-15). Armonk, NY: M. E. Sharpe.
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