Emotional Intelligence, Cultural Intelligence and Diversity

This article discusses the importance of promoting diversity and inclusiveness in the workplace, with a focus on emotional and cultural intelligence. It includes practical activities for leaders to develop soft skills, cultural awareness, and effective communication. The case study of Oneflare Company is used to illustrate the benefits of diversity and inclusion for organizational performance.

Running head: EMOTIONAL INTELLIGENCE AND CULTURAL DIVERSITY
EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
PROMOTING DIVERSITY AND THE VALUE OF INCLUSIVENESS
Name of the Student
Name of the University
Author Note

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Table of Contents
Company Overview.........................................................................................................................2
Task 1...............................................................................................................................................2
Promoting diversity and the value of inclusiveness........................................................................2
Task 2...............................................................................................................................................4
Practical activity of the workshop...................................................................................................4
Debates........................................................................................................................................4
Communication games................................................................................................................5
Soft skill development.................................................................................................................5
Cultural development...................................................................................................................5
Leadership processes...................................................................................................................6
Audios and videos........................................................................................................................6
Role play......................................................................................................................................7
Task 3...............................................................................................................................................7
Final Comments...............................................................................................................................7
References........................................................................................................................................9

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Company Overview
Oneflare is one of the established service companies of Australia and connects different
business at one time. This is a lifesaver process as per the Australian civilized people, who use
the service and consider themselves as the lucky one as the delivery of their service facility and
grooming presence of their business progression is the key matter for the company
(Oneflare.com.au 2018). The company was founded in 2011 and in 2015 the company found a
review from one of the trending websites in Australia, WOMO. The company has more than 200
service facilities and that is the reason most of the household work like repairing, plumbing,
interior decorating, cleaning, computer repairing, accounting, electrical machining all these
processes are formulated by the company (Oneflare.com.au 2018). In that case, face to face
communication with employees and customers is required. In that case, the problem of diversity
and inclusiveness is the key matter of business and they have to maintain this for the formulation
of the company.
As a consultant, I have to take a workshop activity process for Oneflare so that value of
inclusiveness retains the same and aspect of diversity will reduce and a healthy workplace
culture will sustain. The target people in this company are the leader so 8 leaders will be chosen
and the training will evaluate their thinking and operational mindset.
Task 1
Promoting diversity and the value of inclusiveness
The dimension of diversity is the best process to demonstrate the differentiation and also
highlight the reason behind the divisive nature of culture. The internal dimension contains the

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aspect of age, ethnicity, physical ability, sexual orientation, gender, race and all these aspects are
creating an internal biasness in the organization (Randel et al. 2016). Employees are getting
concerned with the situation that they are the odd man out of the team due to their one of the
aspects of internal dimensions and that impact on their performance and organization
productivity. The external dimensions are like geographic location, income, personal habits,
marital status, parental status, recreation habits, religion, work experience, educational
qualifications and appearances (Spiro 2012). The aspect of biasness provides value for physical
attractiveness and that is the reason dominant values have come up as the secondary dimension.
Organization perspective has changed for the mitigation of diversity, where employees’ talent,
feelings, goals have been set and product management will improve by that process.
Inclusion is the kind of state that valued for the employees who are valuable to the
organization. This is the kind of mutual situation that employees have found form the
organization to make sense and the feel the deep feeling that employees does. The process needs
to be mutual and the interpersonal and intrapersonal inclusion is the key process in the business.
As opined by Mitchell et al. (2015) the willingness and ability of elements are the key stage in
this process and include employees for an indispensable element in the experience inclusion of
the process. There are some stakeholders also in the company like an individual contributor,
executive, employees, managers, and customers – the progression of all these factors are
important for the issue of organization and that is the key aspect of the business (Romaine 2013).
I am taking the liability of Oneflare Company and want to provide a diversity-free
workplace that encourages promoting chances of the organization and include the inclusion and
positive workforce for the organization. The main process of diversity is the assimilation of
reality; however, inclusiveness is the choice. This is the inclusiveness manner of making

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diversity challenges and most of the challenge situations are come up by the positional
mismatch, power transfer and relationship maintaining processes.
Task 2
Practical activity of the workshop
Practical activities are important for the development of measuring the activities that I
have to process in the workshop. The entire session will last for 10 days and 3 hours each day
and all the leaders will take part in these activities. The activities are important for creating
surface and relationship with employees and provide a better option for the organization so that
better-improved nature of social interaction and mitigate the differentiation also.
Debates
The process of formatting some issues and divide the team into two groups is the initial
process of the debate. I will select some of the issues related to diversity and that will engage a
conflict in terms of verbal justification of perception. This is the surfaced value of promotional
inclusion of diversity and that is the reason these entire procedures will be arranged. The CEO of
the company will join the debate to show their leaders' perception of diversity and inclusion. The
relationship with employees will come up through this and that will be the key highlighted factor
and self-evaluated perception that everyone present in this room will be important at that stage.
At last, I will share my perception and also address the social identities that organization will get
from diversity. The process mitigating is the key process to acquire more benefit for the
organization.

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Communication games
The gender diversity process can be mitigated by the communication game. The game
will start from a word and each person will state their view over this for 1 minute constantly.
Like women in leadership is a topic or issue and any of the leaders will be chosen in that case
and he will elaborate or shed light over the process instantly as whatever they speak. The basic
augmentation of inner feeling will come up by the process and that is the key stage of the
communication games to improve the perception of each employee after the completion. In case
of engaging men, gender pay equality, older women, merit, targets, women in non-traditional
occupations, gender reporting, childcare and development all these sections are highlighted in the
process and that is the key significance of the activity.
Soft skill development
The soft skills like verbal and non-verbal communication, social skills, character traits,
attitudes, career attributes, emotional intelligence and social intelligence need to be developed
for leaders. The development of soft skills and demonstrate it in the organization is the key
process that develops soft skills. This is the most important aspect of the career growth also and
leaders need to have the potential to do that. This is the kind of situation when I will segment
leaders into five groups and then provide them with a topic that they need to enact and then
analyze.
Cultural development
In case of developing cultural aspect, leaders need to understand the cultural assimilation
in the organization. Customers will engage more in number with the organization and that is the
key reason most of the social values in forms of employees are needed in the organization. The
non-verbal behavior is also important in that case. So each leader has one topic and it will be

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delivered secretly and after that, they have to enact the same to others. Everyone belongs from a
different culture and that is the key factor that organization should implement so that customer
form different section will come and enjoy their service.
Leadership processes
The leadership manner and approach is the main aspect that leaders need to understand
for the development of market positioning of the business. Cultural diversity is there and
approach of leaders will be important in that section and activities like leadership trait and
theories have applied and leaders have an illustrative view over this. The entire leadership
process game is played with individual leaders and they have to provide a situation and ask them
to control the situation.
Audios and videos
The audio and video process is also important to understand them the consequences faced
by different organizations. The entire management was liable for that. There are diversity
problems in Amazon, HubSpot, LinkedIn and Microsoft for the different reason so the leaders
have the capabilities to manage the situation. This is a kind of situation that consequences
immensely worse situation over the organization and these videos will highlight the situations.
The situation will help Oneflare Company leaders and that is the most important aspect of the
activity. The main problem that found, in that case, is the solution found. So leaders will make a
team of 4 people and there will be a case of the same situation where 65% men and 35%
employees are female in a workplace and women employment is needed in the organization,
though they are aware of the fact that this operational job is not suitable for women.

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Role play
The leaders will play some different roles in that section and this is the most important
aspect of change in activity. The process may be slow in some cases as leaders have to accept the
new challenge in the organization. This will be the most adverse situations in the organization
and the activity is proceeding in the workshop. The role play is important in that situation and
that makes more consumers friendly and an employee will remain in the organization.
Awareness training may be needed I that case and that is the key consideration of business also.
Task 3
Final Comments
The workshop is very productive for Oneflare Company as the company direct service to
customers and that is the reason most of the time verbal communication needs to be there and it
must be effective enough also. The process of the level of productivity and diversity-related
inclusion like attendance rate, compensation cost, health and safety management and average
working nature is the key process of this case. Employees will feel the same warmth and
affection that leaders will produce, and the activity demonstrates the process and promoting the
leadership aspect for the conglomerate process of organization development.
I have also found that there are some sexual orientation process persist in the organization
and will take some activities to improve the situation. The development of leaders means the
structural and operation enhancement of organizational process, and that is the reason
development in activities aligning workplace is important for the better market position of the
company. The workshop is linking with organization performance and activities are enhancing

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the basic concept of diversity and inclusion along with the promotional upgradation of Oneflare
Company. The identification of people acceleration and desired behavior of business objectives
and goals are directing towards the acceptable culture and development of the organization.

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References
Mitchell, R., Boyle, B., Parker, V., Giles, M., Chiang, V. and Joyce, P., 2015. Managing
inclusiveness and diversity in teams: How leader inclusiveness affects performance through
status and team identity. Human Resource Management, 54(2), pp.217-239.
Oneflare.com.au 2018 Where to-do gets done retrieved from: https://www.oneflare.com.au/
[Accessed on 11th June 2018]
Randel, A.E., Dean, M.A., Ehrhart, K.H., Chung, B. and Shore, L., 2016. Leader inclusiveness,
psychological diversity climate, and helping behaviors. Journal of Managerial
Psychology, 31(1), pp.216-234.
Romaine, S., 2013. Politics and policies of promoting multilingualism in the European
Union. Language Policy, 12(2), pp.115-137.
Spiro, L., 2012. “This Is Why We Fight”: Defining the Values of the Digital
Humanities. Debates in the digital humanities, p.16.