UTS Operations: Reflective Portfolio on Cultural Intelligence - Week 4

This assignment is a reflective portfolio focusing on the concept of cultural intelligence, drawing from the week 4 materials of a Managing in International Contexts course. The student explores the meaning of cultural intelligence in Western society and its various forms, referencing the work of Christopher Earley, Soon Ang, and Young Yun Kim. The portfolio examines the building blocks of cultural intelligence—cognitive, behavioral, emotional, and metacognitive—and relates these concepts to personal experiences, such as interactions with individuals from different cultures. The student reflects on the application of contact theory and intercultural communication strategies, including open forums and discussions, to improve cross-cultural understanding and compatibility in a professional setting. The report emphasizes the importance of ethical conduct and collaborative approaches in managing international contexts, supported by references to academic research on the topic.

Running head-OPERATIONS
Reflective portfolio on Cultural Intelligence
(Assignment 2 Week 4)
Name of the student
Name of the university
Author note

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Introduction
Referring to the materials of Week 4, I have learnt about the concept of cultural
intelligence. In this, I can relate the connotations of cultural intelligence in the western
society, where, it is perceived as excelling in the tests of mathematics, vocabulary and others.
In this, I have also found that there are other forms of the intelligence. The week materials
have enhanced my awareness about the etymological origin of the term through the
mastermind of Christopher Earley, who is currently the Dean of UTS business school. I have
also gained an insight into the contributions of Soon Ang and Young Yun Kim towards the
concept.
Reflecting on the weekly learning materials
Affirming with the ideas of Kurpis and Hunter (2017), the recent researcher and
authors, I have found that there are various building blocks of cultural intelligence. I think
that the individuals need to align their intelligence with the altering skills, attitudes and
knowledge. In this, I can relate the assumptions of the Global Mindset Institute, where
capabilities and dispositions are compared with cultural intelligence. As a matter of
specification, I have found that the building blocks of cultural intelligence are cognitive,
behavioural and emotional, with metacognitive in the centre of the block.
Reflecting on the “Stop and think” concept
Aligning with the arguments of Peng, Dyne and Oh (2015), I can make mention of the
contact theory, which results in the interaction between the people from different cultures.
Here, I can cite an incident where I had to indulge in a discussion with a member from the
Australian culture. I belonged to the India, where respecting people like God is taught from
our childhood. This reflects the condition of equal status, reducing the chances of inter-group
conflicts. The discussion was presided by the manager, endorsing and supporting the

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interaction. Incorporating the assumptions of Watkins and Noble (2016), I liked the approach
of the managers regarding inviting us to the social events, which I think is an effective means
for improving the compatibility between the employees.
I and the member from the Australian culture shared the common goal, which can be
related to the condition of interdependent cooperation. Collaborative approach between us
reduced the chances of conflicts, discrimination and harassments. While reflecting on the
situation, I had enough options. I considered intercultural theory, which enhanced my
thinking skills and judgmental capabilities regarding the intercultural communication. Here,
with due consideration to the arguments of Li (2017), I can cite of the open forums and
discussions, which helped me to broaden the scope and arena of my knowledge regarding the
different cultures.
I think consistent exercizing of the open forums and discussions helped me to seek
effective potential for the improving the acquaintance with each other. I feel that the time for
which the meeting is conducted matters the most in terms of enhancing the compatibility
between us. In this, I can relate the environment and the context in which the meeting is
organized. Kurpis and Hunter (2017) argues that this surrounding adversely affects the
thought processes. Here, I think that ethical code of conduct needs to be followed for
preserving the mutual interest of the clients and customers.

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References
Kurpis, L.H. and Hunter, J., 2017. Developing students’ cultural intelligence through an
experiential learning activity: A cross-cultural consumer behavior interview. Journal of
Marketing Education, 39(1), pp.30-46.
Li, M., 2017. Developing cultural intelligence through autonomous learning from cultural
exposure. In Autonomous learning in the workplace (pp. 38-53). Routledge.
Peng, A.C., Van Dyne, L. and Oh, K., 2015. The influence of motivational cultural
intelligence on cultural effectiveness based on study abroad: The moderating role of
participant’s cultural identity. Journal of Management Education, 39(5), pp.572-596.
Watkins, M. and Noble, G., 2016. Thinking beyond recognition: Multiculturalism, cultural
intelligence, and the professional capacities of teachers. Review of Education, Pedagogy, and
Cultural Studies, 38(1), pp.42-57.