Article | EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY.

Running head: EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND
DIVERSITY
Emotional Intelligence, Cultural Intelligence and Diversity
Name of the Student
Name of the University
Authors note

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EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
Part 1
Details of Workshop designed to address the emotional intelligence, diversity and cross-
cultural differences
This workshop is designed to consider the different aspects of workplace diversity and
cultural and emotional intelligence. The whole workshop is divided into 7 modules and
addresses all the five learning outcomes that are presented in the class in twelve weeks. There
would be a one day workshop arranged for this purpose, and the summary details of this
workshop are provided below-
Activity time Details Purpose
1. 10.00-10.30 am Introduction and Ice-
breaking: employees
participating would give a
detailed introduction of
themselves and the culture
they belong to.
Familiarising session
2. 10.30-11.30 am Interactive Seminar within
small groups: employees
would be asked to create
small groups of 5 people and
discuss changes in selected
topics like festivals, foods,
traditions, transport options
of different countries.
To understand the different
aspects of cultural difference
and globalisation
To establish a link between
globalisation and cultural
intelligence.
3. 11.30 am – 12.30 pm Finishing the sentences: To establish a strong bond in

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EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
The team leader would
provide the starting of a
sentence, and the other
members would complete it.
Like the sentence could be-
"If you know me, you would
know that…" or
“if I could, I would like to
have your…”
a team
To evaluate how much the
team members know each
other and could fill in the
communication gaps in
diverse work culture.
4. 12.30 – 1.30 pm Lunch
5. 1.30- 2.30 pm “Know me”:
In this activity, the
employees would be asked
to fill in the gaps in "I
am……but I am not…..in
the first gap they would be
required to write their
religion and race, and in the
second place, they would
write the stereotypes they do
not believe or belong to.
To understand the context of
Self-awareness and cultural
convergence and
divergence.
This would also be helpful
in understanding the cultural
equilibrium aspects to the
employees working in a
team.
6. 2.30- 3.30 pm Emotionally Intelligence of
leaders: Group’s leaders
would be provided with the
names of various emotions
To understand the leader's
competencies in emotional
intelligence balancing.
Through this activity, the

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EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
like sorrow, anger, joy,
frustration, exhaustion and
cynicism. The leader has to
describe how these emotions
might influence
organisational work culture.
leader would be able to give
his insights on the emotions
and their roles in ream
relationship building.
7. 3.30-4.30 Diversity Activity:
The participants would be
given one minute and would
be asked to write at least
three words come to their
mind about cultural and
social diversity. Later they
would be asked to explain
the reason for their word
selection.
To understand where the
employees stand in terms of
diversity understanding.
What they actually think
about workplace diversity
and how they deal with it.
8. 4.30- 6.00 Global Impact principles:
In this activity, the groups
would be provided with one
UN global compact and
would be asked to how they
are related to the diversity,
emotional intelligence and
cultural intelligence
To understand how much
the employees are aware of
the global context of
diversity and workplace
culture. This activity is
designed to have their
individual insights of the
UN impact principles as
well.

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EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
9. Closure
Descriptions of these activities and their impact
Ice-breaking session
This is the introduction to the workshop where the participants would like great each
other and would know about the cultural backgrounds in short. This session is important to
establish the workshop’s agendas and to ease the communication between the participants.
The participants could also describe their understanding of the changes in culture over time.
The ice-breaking sessions would help to understand how the culture and shared values
influence the performance and individual behaviour of the employees.
Interactive Seminar within small groups
In this activity, employees would be asked to create small groups of 5 to six people
and discuss the changes in various topics. They would be provided with a number of options
like festivals, foods, traditions, transports options in different countries. Cultures are the
parameters that are related to varied options and they directly influence the mindset of the
individual. This discussion would be affective to understand these parameters from the
employees coming from different country backgrounds. Another important outcome of this
discussion is that the group members would be able to know the persons better, and team
cooperation base would be developed. The discussion would be light-hearted and not much
informative. The activity is related to third learning objective that is the implication of
leadership, cultural diversity and technology. This is important as the employees in the ear of
globalisation have to work with a culturally diverse workforce.
Finishing the sentences

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EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
It is important that the team or group members have the idea of their team. In this
activity, one member would ask another member -“If you know me, you would know that…”
or “if I could, I would like to have your…” the answers would give an idea of what the
members think of each other and how they respect their cultural differences.
“Know me”:
In this activity, the employees would be asked to fill in the gaps in "I am……but I am
not…..”. The activity is designed to evaluate how the participants could go over the
prejudiced ideas of one race or culture. The first part of the sentence blank would be filled
with religion or race and the second part would feel an idea or activity or liking that is not
much associated with that particular culture. In this way, the group members would be aware
of their cultural and individual misconception. It would prove, cultural divergence and
convergence that exists in the society do not influence the organisational culture.
Emotionally Intelligence of leaders
This activity is important to understand the role and responsibility of a leader in
emotional intelligence and cultural diversity management. Group’s leaders would be
provided with the names of various emotions like sorrow, anger, joy, frustration, exhaustion
and cynicism. A leader could have positive and negative influences on its team depending on
his ability to manage the emotions and use it properly in the diverse work culture. This
activity would lead to that understanding of the leader’s traits.
Diversity Activity:
Employees need to know about the globalisation and the diversity aspects within an
organisation. The participants, during this activity, would be given one minute and would be
asked to write at least three words come to their mind about cultural and social diversity. The

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EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
instant words that would come to their mind are the facets of what and how they feel about
the culture; and emotional diversity in the organisational context.
Global Impact principles
Again, the employees need to know what the global stand on emotional intelligence
and diversity is. In this activity is designed to know how much an individual know about the
principles of UN Global impact. Groups would be provided with one UN global compact and
would be asked to how they are related to the diversity, emotional intelligence and cultural
intelligence in an organisational setup. Along with the principles, the individual thoughts on
this aspect would be the area of interest in this part of the workshop. And this also would be
the best option for the closure of this workshop activities.

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EMOTIONAL INTELLIGENCE, CULTURAL INTELLIGENCE AND DIVERSITY
Part 2
This workshop is aimed to assess and examine various aspects of emotional
intelligence, diversity and cultural intelligence. In order to do this, the organiser has designed
a number of activities that would require the active participation of the employees and the
leaders. In the era of globalisation, most of the companies are having a work culture related to
diverse cultural people. The leaders and the organisations have to face challenges to manage
and balance these diversities in work procedures.
It is quite obvious a fact that culture influences the nature of an individual. Personality
and emotional intelligence is the most important aspect of organisational management. It is
required for a leader to know the individual attributes of the team members so that he or she
could assign the responsibilities accordingly. Therefore, knowing to control and balance the
emotional intelligence is crucial to face the challenges and make the right decisions. Through
the workshop activities, the leaders could reflect on their idea of emotions and how they
could manage them according to the situation. The information on the cultural backgrounds
that are shared in this workshop not only increases the knowledge base of the employees but
also enable them to overcome their fixed ideas. The concepts of cultural divergence and
convergence seemed to influence the ideas immensely. Through this workshop, the
employees would be able to come out of it and build a better team integration. Lastly, the
perception of globalisation and diversity was at the heart of this workshop. It is expected that
the employees would know how to perceive the cultural differences in an organisational
setup. At the same time, this diversity could be used in establishing a healthy and positive
workplace culture.