Kaplan Business School: Organizational Development Workshop Report

This report presents a workshop on organizational development, focusing on the critical roles of emotional intelligence, cultural intelligence, and diversity within organizations. The introduction emphasizes the challenges individuals face when transitioning between jobs or cultures, and how organizational plans can help employees adapt to new environments. The report details the significance of emotional intelligence in managing emotions and career goals, and cultural intelligence in fostering effective cross-cultural interactions. It also defines and categorizes diversity, including inherent, acquired, surface-level, and deep-level aspects. The core of the report outlines a developmental workshop designed to assist employees in adapting to new work environments and achieving their career objectives. The workshop includes activities to develop interest, departmental analysis, technology and career goal setting, team interaction, and training in communication and cultural understanding. The report also analyzes the implementation barriers and provides a summary of the workshop's benefits, highlighting how it enhances employee motivation, communication, and overall workplace performance.

Running head: Workshop on Organizational Development
0
Workshop on Organizational
Development
June 11
2019

Workshop on organizational Development: 1
Contents
Introduction......................................................................................................................................3
Emotional Intelligence.....................................................................................................................3
Cultural Intelligence........................................................................................................................3
Diversity..........................................................................................................................................4
Developmental Workshop...............................................................................................................4
Summary of Workshop....................................................................................................................7
References........................................................................................................................................9

Workshop on organizational Development: 2
Introduction
This report consist information about the importance of cultural intelligence, emotional
intelligence and diversity in any organization. When any individual switches his job or relocate
from a different place, different culture than that person has to face several issues which may
affect the personal in many ways which leads to failure in achieving of goals. These issues may
relate with culture, flexibility with the workplace, policies etc. For getting over such issues every
organization have plans for such employees, in this report workshop prepared which will explain
the methods by such issue can be resolved and that individual can adapt the change in
environment, culture and diversity.
Emotional Intelligence
The ability of an individual who have tendency to deal with the issues which are related
with emotions; also to recognize the emotions, feelings of persons who are nearby him. By this
the individual will get to know the way to react and behave according to the same situation so
that there might be career goal of that person get affect. Even when someone is under pressure
and if that person is aware about the factor that emotion is the reason behind change in behavior
and dealing capacity according to situation can control his/her emotions than the career goals
will not affected(Vlajcic, Marzi, Caputo, & Dabic, 2019)..
Cultural Intelligence
The term cultural intelligence can be defined that it is a natural evolution which is applied
in sectors like business, education, government and research related with the academics. It can be
explained as that it is the potential that supports to make relation and work in efficient way
across different culture, this phenomenon is known as cultural intelligence. This activity has the
tendency to cross the boundaries between people, countries and cultures. It minimizes the gap
between sectors, organization, generations and to those people who are different from each other.
It is completely related with the emotional intelligence but where the limit of emotional

Workshop on organizational Development: 3
intelligence ends up the cultural intelligence get to start from there. The term cultural intelligence
helps to identify the factors which are mentioned below (Lee, Weber, & Rivera, 2019):
Diversity
To provide respect and to accept anyone with different age, culture, region, gender and
sexual orientation, can be understand by Diversity. It is categorized in following types which are
mentioned below (Caughlin, Hepburn, Liu, Wang, Yeung, Cechetto, & Whitehead, 2019):
 Inherent Diversity
 Acquired Diversity
 Surface level Diversity
 Deep level Diversity
Developmental Workshop
Any person who relocate himself/herself from a different location to new place than there
are several challenges which is faced by that person, when the person is not able to overcome
from those challenges than it leads to failure in achieving career goals it will demotivate that
individual and he/she would not be able to perform the task or work in that particular
environment. It is the responsibility of the organization to make sure that no any such employee
face challenge with in the workplace as it will also affect their value and reputation in the
market. The management of the company should arrange workshop for the new employees who
belongs to different culture, or place so that he/she may overcome from their zone and can adapt
the environment and their performance in work not affect their career also the productivity of
company (Kubicek, Bhanugopan, & O’Neill, 2019).
In the workshop some points will be followed which will help the team to get the favorable
results.
(a). To develop interest and create a connectivity with the environment.

Workshop on organizational Development: 4
In this factor the company may arrange a session in which the new employee who was relocated
from the different location and facing trouble to adjust in new environment which is related with
the language, people and work. In this session the team may introduce new employee with the
person who is already working in organization and belongs to same department. The team will
ask the old employee to provide buddy up in the work to new employee also may ask to
communicate and behave as a friend and provide a company to new person. They may ask the
old employee to develop connectivity with other old employee of same department. This will
help the new person to come out of the resist zone and it will create an interest in the new
employee, he/she will be able to communicate with other people in department after the
interaction with them. The organization may arrange activity which include the interaction
seminars, session where only employees can share or communicate on their favorable or area of
interest it will help every one of them to understand each other (Shepherd, 2019).
Workshop Plan and Schedule

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Activity Time Period (in days
or months)
Growth Objective Relevant
Department
Departmental
Analysis
20 days The main objective of
this activity will be to
obtain knowledge of
the department in
which employee has
to work. To create
interaction with other
employees who
already are working in
the department and
with supervisors so
that they get to know
about the new
employees and can
support the employee
if he/she face any
challenge in
operational work
(Afsar, Shahjehan,
Shah, & Wajid, 2019).
Management
Deciding to
technology and create
career objectives
15 days In this activity the
company has to make
sure that the
individual get to know
about the technology
on which they are
working, it will help
to create the career
goals and will set the
target to perform
(O’Sullivan, &
Shankar, 2019).
Operations
Interaction with Team 5-10 days In this activity the
organization will be
focused on developing
team enthusiasm in
the work so that
Operation

Workshop on organizational Development: 6
he/she can work in a
team by considering
each and every one
equal (Caputo,
Ayoko, Amoo, &
Menke, 2019).
Training of
communication and
culture
10 days To make sure that
individual get to know
about the environment
of workplace and
dealing ability, to
behave or reacting
with other people in
company (Ng, Van
Dyne, & Ang, 2019).
Human Resource
Analysis of Workshop
Once an activity gets complete it is the responsibility of the particular department to
which the employee is aligned he has to complete some task related with activity which is
performed by that person. During processing of activities the head of the department will analyze
the data of that person. The goals have to be set in all the tasks which come under operational
department which would be checked or observed by supervisor of new employee. The activities
which comes under the management department and Human resource department will be
examined by the HR of company who shortlisted the person or who made the first interaction
and they will examine by arranging seminar or session where the new employee has to interact
with other people by sharing ideas, and through the communication way, the representation style
of the person will give the results of the activities.
Barriers in Implementation of the Workshop
The challenges which might be faced by the management while organizing the workshop
that majorly most of the time communication with new employees becomes complicated and get
misunderstanding due to which from the first day uncomfortable for the company so

Workshop on organizational Development: 7
management should be make sure about this factor that there should be no any
miscommunication happen on any topic or on policy related with the organization there should
be transparency. Further the other employee who are working and sometime due to difference in
the religion, age, culture or place they start to ignore or underestimate the presence of new
employee, they do not get ready to accept the person on any factor. In operations as supervisors
and other high authorities have deficiency of time due to which they hardly interact with new
individual in their team or in operations, if the employee faced any trouble than they cannot help
or provide support. During workshop supervisors are not able to assist the new employees and
due to which the employee get demotivate and unable to set the career objectives over there
which leads to career shock and unfortunately the employee will be force to leave the job.
Summary of Workshop
For every organization it is very essential factor that each and every employee who is
working there should be comfortable in the working place. Sometimes the person who belongs to
different place, religion, age, and culture when relocate to new location in a new environment
than there are several factors which makes the person uncomfortable to that place. So for that it
is the responsibility of the organization to eliminate or minimize such issues from their
organization. This will impact on their market value also it will create a positive attraction of
employees and workers for their company, they can work with proper dedication as it will
motivate them. The Workshop will help the new employee in developing his motivation and the
individual will become comfortable towards the working place. The employee will able to
communicate with the other people because of the interaction created with the workshop. The
training provided in the workshop will help the person to understand the operations of the
company, technology on which he/she has to work. If the person will have the appropriate
knowledge of the all the things which is to be performed than the person will able to set the goals
and will be able to complete them. The workshop will help the new employee to get interact with
the supervisors of the operation, and they will also able to know about the person so in any case
if there are any challenges rise related with the operation and other factors new employee may
discuss with them and will not get demotivate it will also help company to execute their task
without any other impact on the production.

Workshop on organizational Development: 8
References
Afsar, B., Shahjehan, A., Shah, S. I., & Wajid, A. (2019). The mediating role of transformational
leadership in the relationship between cultural intelligence and employee voice behavior:
A case of hotel employees. International Journal of Intercultural Relations, 69, 66-75
Caputo, A., Ayoko, O. B., Amoo, N., & Menke, C. (2019). The relationship between cultural
values, cultural intelligence and negotiation styles. Journal of Business Research, 99, 23
36
Caughlin, S., Hepburn, J., Liu, Q., Wang, L., Yeung, K. K. C., Cechetto, D. F., & Whitehead, S.
N. (2019). Chloroquine Restores Ganglioside Homeostasis and Improves Pathological
and Behavioral Outcomes Post-stroke in the Rat. Molecular neurobiology, 56(5), 3552-
3562.
Kubicek, A., Bhanugopan, R., & O’Neill, G. (2019). How does cultural intelligence affect
organisational culture: the mediating role of cross-cultural role conflict, ambiguity, and
overload. The International Journal of Human Resource Management, 30(7), 1059-1083.
Lee, J., Weber, M. R., & Rivera Jr, D. (2019). A sociocultural perspective on expatriation
willingness: The mediating role of cultural intelligence. Journal of Hospitality Marketing
& Management, 28(1), 124-145.
Ng, K. Y., Van Dyne, L., & Ang, S. (2019). Speaking out and speaking up in multicultural
settings: A two-study examination of cultural intelligence and voice
behavior. Organizational Behavior and Human Decision Processes, 151, 150-159.
O’Sullivan, S. R., & Shankar, A. (2019). Rethinking marketplace culture: Play and the context of
context. Marketing Theory, 1470593119839171.
Shepherd, S. M. (2019). Cultural awareness workshops: limitations and practical
consequences. BMC medical education, 19(1), 14.
Tricarico, D. (2019). Becoming Guido: Identifying a Youth Subculture. In Guido Culture and
Italian American Youth (pp. 87-113). Palgrave Macmillan, Cham.

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Vlajcic, D., Marzi, G., Caputo, A., & Dabic, M. (2019). The role of geographical distance on the
relationship between cultural intelligence and knowledge transfer. Business Process
Management Journal, 25(1), 104-125.
Yu, B., Bodycott, P., & Mak, A. S. (2019). Language and Interpersonal Resource Predictors of
Psychological and Sociocultural Adaptation: International Students in Hong
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